HR4052QA: Managing People - Reflective Student Workbook July 2021

This student workbook for the module HR4052QA: Managing People in Organisations, July 2021 intake, provides a reflection on learning from seminar activities and class discussions across ten weeks (weeks 2-11). The workbook addresses key areas of people management, including recruitment methods (rational approach, job descriptions, diversity), selection methods (interviews, competency frameworks), equality, diversity and inclusion (diversity training, alternative interventions), skills, training and development (challenges of COVID-19, coaching, induction), performance management (performance review practices, areas of weakness), academic writing, referencing and plagiarism, motivation and rewards (payment by results, financial rewards), the psychological contract and employee engagement, international differences in organisations and management, and leadership styles. The workbook includes answers to specific questions related to each topic, with each answer around 100 words. The student uses examples from their own experience to illustrate and reflect on the concepts.

INDIVIDUAL STUDENT WORKBOOK
Module Code: HR4052QA
Module Title: Managing People in Organisations
Session: July 2021 Intake
Student ID: ________________
Name of
Seminar Tutor:
____________________________
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Table of Contents
Introduction...........................................................................................................................................3
Week 2: Recruitment methods..............................................................................................................4
Week 3: Selection Methods...................................................................................................................6
Week 4: Equality, Diversity and Inclusion..............................................................................................7
Week 5: Skills, Training and Development.............................................................................................8
Week 6: Performance Management......................................................................................................9
Week 7: Academic writing, referencing and plagiarism ......................................................................10
Week 8: Motivation and rewards........................................................................................................12
Week 9: The psychological contract and employee engagement........................................................14
Week 10: International differences in organisations and management..............................................15
Week 11: Leadership style...................................................................................................................16
Reference list.......................................................................................................................................18
Appendices..........................................................................................................................................19
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Introduction
This workbook provides a reflection upon the learning developed from the seminar activities
and class discussions.
The workbook includes ten (weeks 2-11), each includes one or two questions with each
answer in the region of 100 words per question.
3

Week 2: Recruitment methods
1. Explain why line managers adopt the rational approach to recruitment?
The rational approach comprises of four
steps such as pre-screening, screening of
the workers, competency and culture fit.
The rational approach is used by the line
manager for having the recruitment which
assist them in doing the proper scanning of
the people who applied for the vacant
position (Young, Ballard and Cooper, 2020).
Internal method of recruiting can also be
utilized by the line manager because this
method make the recruitment process
easier for them. Direct impact is paid by the
line manager of the firm on the recruitment
process which assist them to recruit the
best employees in the firm.
2. Describe the differences between a job description and person specification?
Basis Job description
Content This comprises of job profile,
location of the job, summary
of job, working environment,
duties to be
performed(Darmawan and
et. al., 2020).
Measures This is used measures the task
and responsibilities which is
crucial for the job profile.
Benefit With the help of this employee
get the knowledge about what
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they have to do in the
organisation.
3. List three ways to encourage diversity when recruiting candidates?
 Diverse candidates can be hire by the
organization while doing recruitment in
order to encourage the diversity within
the company.
 The company should have the good job
description which opens the
possibilities while doing the
recruitment (Xu, Yan and Dillahunt,
2019).
 The organisation can also target the
candidates which belongs to different
culture and give them internship and
part time job. Through this diversity can
also encourage.
Week 3: Selection Methods
1. What are the problems with using selection interviews to identify the best
candidate in relation to reliability and validity as a selection tool?
Different types of problems is faced by the
organisation with using the selection interview
in order to identify the best candidates. The
problems has been discussed below: -
 The candidate don't know about the
job profile i.e., “unfamiliar with the
job”.
 If the job interview is unstructured then
these interview are unreliable and not
valid because they are influence by
biases of the interviewers.
 The process of the interview is being
considered as a very time consuming
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and the costly process (Al-Tashi and
et. al., 2020).
 The another problem which is face by
the is that candidate not join after
selecting in the interview.
2. What are the advantages of using a competency framework to design selection
interview questions?
 With the help of competency based
interviews the organisation can see
beyond the individual applied for the
vacant position and also assist them in
measuring the capabilities of the
candidates with each other.
 The another advantage of utilizing the
competency framework is this assist in
designing the interview questions
which is used to measure the growth
and performance of the individual (da
Costade, Lima and Barbosa, 2021).
 In designing the interview questions
this framework also assist the firm in
having good decision making.
 The most important advantage is that,
this assist the organisation in having
consistency in designing the interview
questions.
Week 4: Equality, Diversity and Inclusion
1. A friend suggests that George should implement mandatory diversity
training. Based on your reading of the Dobbin and Kalev (2016) article, do
you agree with George’s friend?
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Yes, I am agreed with the suggestion which is
given by the George's friend in implementing
the mandatory diversity training. The diversity
training assist the George not only in providing
the positive intergroup interactions but also
helps them in decreasing the discrimination.
For example like, if the diversity training is
posses by the organisation, then this assist
them in reducing the discrimination within the
workplace (Caltagirone and et. al., 2021).
Along with this, objective as well as goals can
be achieved in proper manner by providing
diversity training to the employee and attract
the consumers.
2. Please recommend to George two alternative diversity management
interventions, that academic research has proven to be effective.
The two alternative diversity management
which can be used by the George in
maintaining the diversity within the
organisation has been discussed below: -
 Not having the Philosophies in proper
manner which is utilized in order to
explain the growth(Gagnon, Augustin
and Cukier, 2021).
 If the diversity management is not
within the company then this will lead
to the failure in creating the inclusive
culture.
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Week 5: Skills, Training and Development
1. What are the challenges which Covid 19, has created for adult learners’
employability in the labour market?
Different types of challenges has been created
for the learners employability in the labour
market by the COVID 19. They not only loss
their jobs but they also face the lock downs in
the market.
Due to the COVID 19 pandemic government
impose the lock down which develop a great
challenge for the adult learners in the labour
market which result in increasing the
poverty(Pinto, Nunes and Sousa, 2020).
In relation to the job the young learners face
the problem like improper job training which
lead to the insufficiency in working in the
labour market.
2. Why is coaching by line managers important for the performance of their
teams? What benefits does conducting induction for new joiners have for
organizations?
It is very important for the line manager of the
company to provide the proper training and
coaching to the employees. This not only help
in increasing the knowledge of the employees
but also help in developing new skills within
them (Abban, 2018). Effective coaching
session assist the line manager of the company
in having clear communication with their
employees by which proper feedbacks as well
as suggesting has been given to their team
members which increases the profits.
The organisation have to conduct the induction
for the new joiners because of the following
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reasons: -
 Time as well as money can be save.
 Enhance the organisational operational
efficiency.
 New joiners feel valued and respected
and the get the necessary information.
Week 6: Performance Management
1. Please copy and paste a fully completed table assessing the performance
review practices that you have experienced in your current job role.
Form the above table the performance review
practices has been assessed which have been
experiences by me from my job role. SWOT
analysis has been done by me in order to get
the knowledge about the performance in my
job profile. My strengths are, I am good in
communication as well as very well focused
towards the job role. I got the opportunity to
work with the qualified as well as talented team
within the organisation. I an very focused and
determinant towards my work which assist me
in completing my work before the set
deadlines.
2. Identify one area of performance review in your current job role that is weak
and explain why this is a problem.
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The area in which I am lacking off is the
technical skills. As we all know that
technological environment is very dynamic in
nature and it is very crucial for the
management of the organisation to adopt the
the new technologies which assist them in
improving their sustainability in the competitive
market (Helmold and Samara, 2019). Change
in the technology is being considered as the
major problem which is faced by me because
my technical skill is not much good. If I got the
proper training then, this help me out in in
improving my this skill which result in that I
attain all the organisational success. The
overthinking about the work is also one of the
reason behind lacking in this area.
Week 7: Academic writing, referencing and plagiarism
1. What have you learnt about academic writing that will do differently as a
result of your learning from today’s lecture/seminar?
From the today's lectures and the seminars I
learned about the significance of the academic
writing in an individual life. This allow the
individuals to think out of the box and in the
different and analytical way. Academic writing
basically comprises of the collection as well as
the analysation of the data and then
communicate the information which is useful or
make a sense for the user(Bašić and et. al.,
2019). So the academic writing is utilized to
enhance the ability of writing the report.
Academic writing is basically a formal way of
writing the report in which faces and
assumptions are stated on the bases of specific
references and sources.
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2. What have you learnt about plagiarism OR referencing that will do
differently as a result of your learning from today’s lecture/seminar?
By the today's seminar's, I will get to know
about the plagiarism. Plagiarism is basically the
presenting of someone's else written data,
ideas and thoughts as their own without taking
the permission or consent of the person who
actually written the data(Fazilatfar,
Elhambakhsh and Allami, 2018). This
comprises of all the published as well as
unpublished data or material in the printed and
electronic form. If this is done by an individual
then it is considered as a crime or fraud
because the individual don't take the
permission and use the data without consent.
Plagiarism detector are used in order to check
the plag, which assist in knowing the data
which is copied by the individual.
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Week 8: Motivation and rewards
1. Identify the main pros and cons of “Payment by Results” (PBR).
Advantages: -
 This possess the greater flexibility.
 It is more effective in monitoring and
evaluating to get the better outcomes.
 This also posses the transparency and
accountability.
 In this outcomes are attain with the
help of innovation(Mamun and Khan,
2020).
 It give assistance in recording the
payment which is given to the staff
members.
Disadvantage: -
 This comprises of high risk as well as
huge investment.
 At the starting phase there is lack in
understanding the outcome which is
needed.
 This is totally based on the
predetermined results.
2. Identify at least three of the more significant components of financial reward
other than salary. Argue the benefits and drawbacks of each of them.
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BONUS:
 Benefits-If the bonus is given by the
company on regular basis then this
makes the works happy and motivated
in carry out the assigned task. This
encourage them to continuously work
hard and received the bonus.
 Drawbacks- the expenses of the firm
has been increases if they give bonus to
the workers(Fischer, Malycha and
Schafmann, 2019). Along with this
giving bonus to specific employees
leads to generate jealousy between the
staff members.
COMMISSION:
 Benefits- if the individual received the
commission on the extra working then
this motivates them.
 Drawbacks- the expenditure of the firm
has also been increases which affect
their profitability.
EXTRA ALLOWANCES:
 Benefits- providing extra allowance to
the employees encourage and motivate
them towards their working.
 Drawbacks- Provide the allowances to
the workers result in increasing the
expenses.
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Week 9: The psychological contract and employee engagement
1. Present a reliable definition of Employee Engagement.
The employees engagement is basically a
concept of the Human resource which is
utilized in order to describe the level of
engagement, enthusiasm and dedication feel by
the employees for their job role(Soares and
Mosquera, 2019). If the employees are
engaged towards their working then the
company can attain successful position in the
market in a very effective manner. So it is very
important for the management of the
organisation to satisfied the needs as well as
moral of the employees. Engagement of the
employees can be enhanced by effective
communication, continuous reward and
appreciation.
2. Identify at least three of the benefits of Employee Engagement to
organisations.
Following are the three benefits of the
employees engagement towards the
organisation has been discussed below: -
 The effective engagement of the
employees result in increasing the
productivity of the organisation(Lv and
Xu, 2018).
 The retention rate of the skilled
employees has been improved which
result in high revenue and profitability.
 The effective engagement of the
employees result in decreasing the
employees turnover.
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Week 10: International differences in organisations and management
1. What are the challenges of leading in global firms?
Different types of problems has been faced by
the management of the business organisation
in order to operate their business at the global
level. Some of the problems has been discussed
below: -
 Language barriers is being considered
as one of the most common problem
which are faced by the organisation.
The organisation working in the one
nation has other language in
comparison to the another nation.
 Exchange in the currency rate is the
another problem which are faced by
the organisation(Li and et. al., 2020).
 The different rules and regulation
along with the dynamic tax policies
creates the hindrance for the firm to
operate in the global market.
2.
List the reasons for expatriate failure in global firms?
Following are the reasons for the expatriate
failure in global firms has been mentioned
below: -
 Wrong place is chose by the
organisation to do the business in the
global market.
 The another reason of failure id the
lack of support in the international
firms(Lažetić, 2020).
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 In order to have the domestic
difficulties, it's become hard for the
organisation to attain success in the
global market.
 The lack of proper planning also being
considered as one of the most
important reason for the expatriate
failure in the international market.
Week 11: Leadership style
1. Present definitions and give examples of these five concepts:
 Transactional Leadership
 Transformational Leadership
 Contingency Leadership
 Situational Leadership
 Inclusive Leadership
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Transactional Leadership- it is one such form of
leadership where the reliance is made on the
rewards along with the punishments for
attaining the aims. The instructors in games is
one such instance.
Transformational Leadership- by the way of
this style the change is brought in the individual
as well as social system.
Contingency Leadership- in this form,
effectiveness of the leader stands consistent
and remains remains constant with respect to
the every situation.
Situational Leadership- by the way of this form
the leaders varies as per the given situations
and tasks(Chukwusa, 2018).
Inclusive Leadership- in this approach the
leaders stands aware of their biases and
possess good decision making skills for the
purpose of effective collaborations.
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Reference list
Young, A.M., Ballard, A.M. and Cooper, H.L., 2020. Novel recruitment methods for research among
young adults in rural areas who use opioids: cookouts, coupons, and community-based
staff. Public Health Reports, 135(6), pp.746-755.
Darmawan, I and et. al., 2020. The role of social media in enhancing clinical trial recruitment:
scoping review. Journal of medical Internet research, 22(10), p.e22810.
Xu, X., Yan, X. and Dillahunt, T.R., 2019, November. Reaching hard-to-reach populations: An analysis
of survey recruitment methods. In Conference Companion Publication of the 2019 on
Computer Supported Cooperative Work and Social Computing (pp. 428-432).
Al-Tashi, Q and et. al., 2020. A review of grey wolf optimizer-based feature selection methods for
classification. Evolutionary machine learning techniques, pp.273-286.
da Costa, N.L., de Lima, M.D. and Barbosa, R., 2021. Evaluation of feature selection methods based
on artificial neural network weights. Expert Systems with Applications, 168, p.114312.
Caltagirone, C and et. al., 2021. An Area Specific, International Community Led Approach to‐ ‐
Understanding and Addressing Equality, Diversity, and Inclusion Issues within
Supramolecular Chemistry. Angewandte Chemie, 133(21), pp.11676-11683.
Gagnon, S., Augustin, T. and Cukier, W., 2021. Interplay for change in equality, diversity and inclusion
studies. Human Relations, p.00187267211002239.
Pinto, L., Nunes, E. and Sousa, S., 2020. A framework to improve training and development of
workers’ technical skills: effects on operational performance during company
relocation. Procedia Manufacturing, 51, pp.1806-1813.
Abban, S., 2018. Training and development of library staff: A case of two university libraries in
Ghana. Library Philosophy and Practice, p.0_1.
Helmold, M. and Samara, W., 2019. Progress in performance management: Industry insights and
case studies on principles, application tools, and practice. Springer.
Bašić, Ž and et. al., 2019. Attitudes and knowledge about plagiarism among university students:
cross-sectional survey at the University of Split, Croatia. Science and engineering
ethics, 25(5), pp.1467-1483.
Fazilatfar, A.M., Elhambakhsh, S.E. and Allami, H., 2018. An investigation of the effects of citation
instruction to avoid plagiarism in EFL academic writing assignments. Sage open, 8(2),
p.2158244018769958.
Mamun, M.Z.A. and Khan, M.Y.H., 2020. A Theoretical Study On Factors Influencing Employees
Performance, Rewards And Motivation Within Organisation.
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Fischer, C., Malycha, C.P. and Schafmann, E., 2019. The influence of intrinsic motivation and
synergistic extrinsic motivators on creativity and innovation. Frontiers in psychology, 10,
p.137.
Soares, M.E. and Mosquera, P., 2019. Fostering work engagement: The role of the psychological
contract. Journal of Business Research, 101, pp.469-476.
Lv, Z. and Xu, T., 2018. Psychological contract breach, high-performance work system and
engagement: the mediated effect of person-organization fit. The International Journal of
Human Resource Management, 29(7), pp.1257-1284.
Li, J and et. al., 2020. Community participation in cultural heritage management: A systematic
literature review comparing Chinese and international practices. Cities, 96, p.102476.
Lažetić, P., 2020. Studying similarities and differences in higher education organisations based on
their websites–comparative methodological approaches and research
potential. International Journal of Social Research Methodology, 23(1), pp.75-90.
Chukwusa, J., 2018. Autocratic leadership style: Obstacle to success in academic libraries. Library
Philosophy and Practice, p.1.
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Appendices
The ‘Appendices’ is an optional Section only.
You have the option if you want to please include any relevant ongoing work relating to the different
sections: for example, references/screenshot to a website you visited; photos/scans of any notes you
have made; etc.
If you do include any appendices, please give a title and a number each one of the appendices:
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