Managing People in Organisations: Individual Report

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Managing People in Organisations
Assignment 1: Individual Report

Table of Contents
Introduction...................................................................................................................... 2
Task 1: Recruitment and Selection..................................................................................3
Task 2: Induction and Training.........................................................................................8
Task 3: Motivational Theories........................................................................................10
Task 4: Individual behaviour at work and effective teamwork........................................16
Conclusion..................................................................................................................... 19
References.....................................................................................................................20
1

Introduction
The term recruitment and selection can be defined as the process of hiring new
employees for the business organisation. The main intention behind hiring employees is
to take the business higher than ever. The HR department performs the selection and
recruitment process of Reed, UK (Reed.co.uk, 2019). As a trainee HR Assistant, the
following report has been prepared which aims to be beneficial for the HR department of
the company of Tesco. The present study deals with the uses and importance of the
recruitment and selection process, methods comes under induction and training
programs and different motivational theories that are associated with the recruitment
and selection process along with its application.
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Task 1: Recruitment and Selection
Recruitment and selection process refers to picking up or hiring the eligible candidate
for an organisation according to their performance (Ekwoaba et al., 2015). In the case of
recruitment and selection process, the Human Resource department of the Reed, UK
conducts an interview process in order to hire or choose the potential candidates for the
organisation. Recruitment process is divided into many other small processes, which
includes proper recruitment planning, well-developed strategy, searching, screening and
finally evaluation and control. Whereas, in the case of selection process of Reed, UK,
the interviewer of the organisation conduct an interview process, which includes
individual or group discussion, situational analysis, presentation (generally formal), roles
and responsibility plays, behavioural analysis, written or technical ability testing and
practical tests. If the employee is successfully able to qualify all the above-mentioned
rounds then the employee, get selected for the company. Through this recruitment and
selection process the interviewer of Reed, UK check whether the candidate have good
communication skills, situation handling capacity, clear knowledge about the post for
which he/she applied any many more. One of the most important processes that come
before recruitment and selection is screening round. When there are too many
candidates for a particular position at that time the recruitment cell of Reed, UK
performs a screening round. The whole process is performed by verifying the CV’s of
the applicants again the job description. Before conducting a recruitment and selection
process, the HR department of Reed, UK verifies about the job vacancies, which
includes the following:
 Number of post or positions available
 Roles and responsibilities that needs to be performed by the newly appointed
employees
 Educational qualification needed for the post
After checking all the criteria the HR department of the Reed, UK starts their recruitment
and selection process.
3

Job title Human Resource Assistant
Department/Section Human Resource Department
Main purposes of job 1. Conduct recruitment and selection process in order
to hire new employees for the organisation
2. After selection, provide proper training for the
newcomers
3. Motivate employees in order to accomplish the
organisational goals.
Key tasks 1. Create and share documents among all the
employees within the organisation
2. Prepare spreadsheets, monitor and analyze daily
tasks of the workers and make a report on that.
After examining the report, send that to the head
of individual departments.
3. Clear all the doubts encountered by the employees
and maintain a good relationship with them
Key results/objectives 1. Maintain the salary of the employees
2. Perform all the administrative work, manage all the
official mails etc.
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3. After completion of the training of the newcomers,
help them to understand the organisational goals and
objectives
Responsible for
staff/equipment
Employees of the organisations, HR managers and the
individual departmental heads
Telephones, computers, Wi-Fi routers and many more.
Reporting to…
(name and title of line
manager)
HR Manager, Thomas Johnson and the individual
departmental head of the Reed, UK.
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Outline of person specification
Company name: Reed, UK
Job title: Human Resource Assistant
Criteria Essential Desirable
Qualifications  Bachelor’s degree in
Human Resource
management
 Post Graduate in
Human Resource
Management.
Skills/competencies  Strong
communication
skills and customer
handling ability
 Good decision
making and
problem solving
skills
Knowledge  Good knowledge in
Automatic Data
Processing
workforce, software
knowledge etc.
 Email processing,
Good knowledge
in MS-Office etc.
Previous experience  2 years experience
as a HR manager
 5+ years
experience as a
HR manager in a
retail industry
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Experience
Required
 Good knowledge in
MS-Excel
 Good knowledge
in MS-Office in the
retail industry
Special attributes
(for example, a track
record of writing
financial reports for a
company board)
 Time management
capability, impartial
etc.
 Multitasking ability
 Strong ethical
sense
Personal qualities
(for example, self-
motivation)
 Good presentation
skills
 enthusiastic
 Good leadership
ability
 Quality to motivate
other employees
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Task 2: Induction and Training
The process induction is also known as orientation program. This particular process is
conducted by the HR department of the organisation (Armstrong and Taylor, 2014). In
this particular process the newly appointed employees of the Reed, UK are introduced
to the new set of rules and responsibilities that they should perform in order to fulfil the
basic objectives of the organisation (Mahmoud et al., 2016). Apart from that, the
induction process includes the history and foundation of the organisation, board of
directors, mission, vision, different departments of the company, product and services
offered by the company, daily work related information, rules of the company and many
more. There are several benefits of the induction process in Reed, UK are discussed
below:
 It decreases the stress and tensions that are associated with the newcomer.
 Employees become confident after the induction or orientation program.
 Help to build a good relation with the co-workers.
 Understand the objective of the company
There are different types of induction resources are:
Orientation checklists process is used to make a proper planning. Apart from that it
also helps Reed, UK to understand whether the whole orientation program executed
properly or not.
Films in induction program is used in order to show newly recruited employees
regarding the work environment, procedures and methods, products and services that
offered by Reed, UK. The main motto of making the film is to understand all the internal
as well as operation of the company to the employees. Film contains pictures, audio
and visual media and many more. There are many more challenges in the orientation
process are:
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Role transparency: In the orientation program, the company introduces different roles
and functions of the employees in a realistic manner so that they can understand their
job roles and organisational objectives.
Proper coordination between the manager and newcomers: If there is a
communication gap between the manager of the company and the newcomers then due
to lack of communication the employees are unable to understand their functionalities
(Clegg et al., 2015).
In the case of training program, newly recruited employees are provided with proper
knowledge so that they can understand their job roles and daily duties. There are
several benefits of training for both the workers and employees are:
For the employees:
 It helps the employees of Reed, UK to promote them and self-enhancement
 Proper training helps the employees of the company to work in a better way and
able to handle the difficult situations
For the company:
 It helps the organisation to accomplish the aims and objectives of the
organisation
 High productivity via good work performance and more efficient use of the HR
department of the company
9

Task 3: Motivational Theories
There are various motivational theories that are associated with the Human Resource
department of the Reed, UK are discussed below:
Abraham Maslow’s Hierarchy of Needs Theory
There are different levels of Maslow’s Hierarchy needs are:
Physiological needs- Psychological needs includes wok place, salary of the
employees in every month, medical insurance, security related to the job, positive work
environment and the facilities that are required to work effectively etc (Harrigan and
Commons, 2015).
Safety Needs: It includes safety and security of the workers inside the Reed, UK. In the
case of safety needs it includes the financial security of the workers, providing safety
from accidents, health insurance and many more (Ming et al., 2015).
Social Needs: The term social needs includes acceptance, social groups, relationship
among workers, family, religious organisations, social groups and many more in Reed,
UK. In the case if any workers are working remotely or from home, then it is the basic
responsibility of the manager of the Reed, UK to accomplish their social needs (Ten
Bruggencate et al., 2018).
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Figure 1: Abraham Maslow’s Hierarchy of Needs Theory
Source: (Lee and Hanna, 2015)
Self-esteem Needs: It is the fourth layer of abraham maslow's hierarchy of needs
theory, which includes identifying the contribution of the workers for his company,
celebrate when any employee achieve anything etc. Self-esteem needs include self-
respect of the employee, the achievement of the employee, reputation, attention etc.
Self-actualization: It is top-most layer off the Mashlow’s hierarchy of needs. The term
self-actualization refers to the plans that are associated with the worker itself or it can
be defined as a self-development program, capabilities and potentials of the employees
(Krems et al., 2017). In other words, it can be defined as the needs of the people in
order to achieve the complete potential of the workers.
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