Report on Managing People in the Organisation: Recruitment, Motivation

This report provides a comprehensive analysis of people management within an organization, using Marks & Spencer as a case study. It begins by outlining the recruitment and selection process, detailing key steps such as recruitment planning, talent search, screening, interviewing, and evaluation. The report then delves into motivational theories, focusing on Maslow's Hierarchy of Needs and Herzberg's Motivation-Hygiene Theory, and how these are applied to encourage employee performance. Furthermore, the report examines factors influencing individual behavior and effective teamwork, including demographic factors and personality traits. It concludes by emphasizing the importance of effective human resource management for organizational success. The report is well-structured with an introduction, main body, and conclusion, and supported by relevant references.

Managing People in
the Organisation
(Part 1)

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY ..................................................................................................................................3
Identify the steps in recruitment and selection process. What is covered in induction and
benefits of training for company.................................................................................................3
Two motivational theories and their application in company.....................................................5
Factors which influence the individual behaviour and effective teamwork................................6
CONCLUSION ...............................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Human resource is the asset of the firm which are required to be managed effectively in
the company. There is a separate division in every enterprise which is charged with hiring the
right person at right place, providing requisite training to employees, motivating them to give
their best and many other. There are various human resource management practices which every
organisation must follow in order to manage the employees in an efficient manner (Abbasi and
et. al., 2020). The company chosen for this report is Marks & Spencer, a leading British retailer
headquartered in London. It specialises in home products, clothing and food items. This report
shall cover the process of recruitment and selection, motivational theories and factors which
influence behaviour of individual and effective teams.
MAIN BODY
Identify the steps in recruitment and selection process. What is covered in induction and benefits
of training for company.
Recruitment is a process of finding, seeking and hiring the candidate for the specific job
or position.
Selection is referred to as the process which involves choosing the right person at right
place and at right time, it involves the process if hiring the applicants in order to fill the job
vacancy in organisation.
The process of recruitment and selection includes the process of five steps which is
followed in Marks & Spencer. The steps are discussed below- Creation of recruitment plan- This is created by the HR department of the company
which includes the position vacant in company, job description, how many employees are
required, etc. Talent search- Here in this step, the talent is searched either internally or externally
within company The internal recruitment approaches includes transfer, promotion, etc.
and external approaches includes advertisement, campus recruitment, placement agencies
and many other (Potočnik and et. al., 2021). Screening and short listing- After talent is searched, the candidates are shorted from the
pool of application.

 Interviewing- When the candidate is short listed, they are called for the interview in order
to check their theoretical and practical knowledge. This involves selecting the employee
after interviewing. Evaluation and offer of employment- After the interview is conducted, the HR
department evaluate each candidate's performance and select the best out of all. Then the
offer letter for the employment is send to the candidate.
Induction
It refers to a process which involves getting new workforce acquainted with the company
and help them in settling in the workplace environment. It also includes communicating all
information which are required by them regarding their job, organisation, team, etc. The
induction usually encompasses the beginning of new life of employee and merely focus on
introducing the role to employees and what is expected by them. Marks & Spencer also involves
the induction so that the new employee can get familiar with its job role, expectations and other
aspects (Joseph and et. al., 2020).
Training and its benefits
It is the process of teaching and developing an individual skill and knowledge which is
necessary not only for its job role performance but also for its overall personal and professional
development. The main aim of training is to improve the existing skills and competencies of the
people and also inculcating or developing new skills and knowledge in it. Marks & Spencer
ensures that every employee in its organisation gets requisite training so that they can get
prepared for their roles and can give their best to the company, thereby contributing to the
achievement of organisational goals and objectives.
Benefits of training for the company
There are many advantages of training to the company Marks & Spencer which are
discussed below- Boost performance of employee- By providing adequate training to the workers, they get
familiar with their targets and roles which helps in boosting their morale and confidence.
This leads to boosting the employee performance which ultimately contributes in
achieving the organisational goals and success, thereby results in growth of Marks &
Spencer.

 Improve job satisfaction- Training not only ensure increased morale but it also helps in
providing job satisfaction to employees as training helps them to improve their skills
which can be utilised in their performance of job role. A trained employee is way better
than untrained as training increases the probability of job satisfaction which leads to
growth of Marks & Spencer.
 Ensures new opportunity for learning- By training, an employee gets confidence to grab
new opportunities as it increases the confidence of workforce to give its level best for the
success of company. If a worker is ready to grab opportunities, it will ultimately help the
Marks & Spencer to achieve its objectives before the time (Abukhait and Pillai, 2017).
Two motivational theories and their application in company.
Motivation is referred to as the process which involves initiation, guidance and
maintenance of goal oriented behaviour where a person is encouraged to do something. It is a
kind of driving force behind the action of human. Marks & Spencer follows two motivational
theories in its organisation so that it can motivate employees to give their best.
Maslow's Need Hierarchy theory
This theory is based on the human needs. Maslow has classified the needs of human in
the sequential hierarchy which begins from lower to higher order. Achievement of every need
motivates the individual to move ahead of achieving higher need. In context to Marks &
Spencer, the needs are discussed below- Physiological needs- These are at the lowest order and is the basic needs of an individual.
It involves satisfaction of biological drivers like food, shelter, clothing, etc. Safety needs- It emerges once the physiological need is fulfilled. It involves the need for
secure environment, economic security and other things. Social needs- It refers to the affiliation and belongingness. When the safety needs of
person is achieved, it is motivated to achieve the social need which includes recognition,
acceptance, etc. Esteem needs- It is related to the self respect and self esteem and includes needs like self
confidence, knowledge, achievement, independence and competence. When an individual
have achieved the social need, it is motivated to move ahead and work on to achieve the
esteem needs.

 Self actualisation needs- it is the final step in hierarchy need mode which refers to the
self fulfilment. It involves becoming actualised in what an individual is potentially good.
This theory is arranged from low to high order and the second needs do not dominate
unless and until the first is achieved and third do not dominate till the first two are satisfied.
Marks & Spencer uses this theory in order to motivate the employees so that they can work hard
to achieve each level of need.
Herzberg's Motivation theory
According to this, there are mainly two factors which influences the motivation in
workplace. The two factors includes firstly the motivator factors which encourages the people to
work hard and second is the hygiene factors which do not encourage employees to work hard but
may demotivate them if these factors are not present. Motivating factors are aimed to increase
the job satisfaction of employees while the hygiene factors may decrease the job satisfaction in
case of absence of it (Makransky, Borre‐Gude and Mayer, 2019). Marks & Spencer may use this
theory to motivate the workforce as it is said that the high hygiene factor can highly motivate the
employees. Motivating factor includes recognition, achievement, responsibility, etc. and hygiene
factors like salary, working condition, supervision, etc.
Factors which influence the individual behaviour and effective teamwork
There are many factors which influences the individual behaviour and effective team.
The employees in Marks & Spencer may get influence from these below mentioned factors
which can influence their individual as well as team effectiveness. Such factors are discussed
below- Demographic factor- The education, skill set, knowledge and age of a person influences
its behaviour as an individual as the qualified and skilled employee is preferred over the
less qualified employee. These factors encourages them to give their best for the
company so that they can contribute in achieving the goals efficiently. This also
influences the teamwork in Marks & Spencer as the members with better skills and
knowledge takes their team ahead of others.
 Personality- There are many psychological attributes which differentiates the person
from one another. It includes factors like family, situation, etc. which influences the
person to respond to circumstances. The workers in Marks & Spencer gets influenced

from their personality as it reflect their working style and environment of workplace
which influences effective teamwork (Sun and Chiou, 2020).
CONCLUSION
It is concluded from above report that employees are the asset of the company who works
for the growth and success of the organisation. The recruitment and selection process of the
company involves five stages which includes recruitment plan, talent search, screening
candidate, interviewing and evaluation. The Maslow and Herzberg theory of motivation helps the
company to motivate the employees so that they can contribute effectively and efficiently.
Further it is concluded that the factors like demographic, personality and many other influences
the individual behaviour and team work effectiveness.

REFERENCES
Books and Journals
Abbasi, S.G., and et. al., 2020. Examining the relationship between recruitment & selection
practices and business growth: An exploratory study. Journal of Public Affairs,
p.e2438.
Abukhait, R. and Pillai, R., 2017. Discussion paper on the key motivational factors impacting
innovative climate. International Journal of Business Innovation and Research. 13(1).
pp.92-111.
Joseph, D.L., and et. al., 2020. The manipulation of affect: A meta-analysis of affect induction
procedures. Psychological bulletin. 146(4). p.355.
Makransky, G., Borre‐Gude, S. and Mayer, R.E., 2019. Motivational and cognitive benefits of
training in immersive virtual reality based on multiple assessments. Journal of
Computer Assisted Learning. 35(6). pp.691-707.
Potočnik, K., and et. al., 2021. Paving the way for research in recruitment and selection: recent
developments, challenges and future opportunities. European Journal of Work and
Organizational Psychology, pp.1-16.
Sun, Y.T.A. and Chiou, M.J., 2020, October. Online Platform to Evolve and Develop
Motivational Theories on Manufacturing Management Learning to Achieve Pandemic
Curriculum Outcomes. In 2020 6th International Conference on Education and
Technology (ICET) (pp. 224-227). IEEE.