HR Management Report: Recruitment, Training, and Motivational Theories

This report provides a comprehensive overview of managing people in organizations, focusing on key HR processes and motivational theories. The report begins with an exploration of the recruitment and selection process, including job adverts, person specifications, and job descriptions. It then delves into the importance of training and induction programs, highlighting their role in maintaining organizational culture and employee development, while also addressing common barriers and challenges faced during these processes. The report also examines various motivational theories, such as Herzberg's Two-Factor Theory, Alderfer's ERG theory, and McClelland's Need Theory, providing insights into how these theories can be applied to enhance employee performance and satisfaction. The report uses a case study of Care Solutions Recruitment Agency in Croydon to illustrate these concepts, offering practical examples and recommendations for effective people management strategies.

Managing People in
Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Explaining the recruitment and selection process along with some applications such as Job
advert, person specification & Job description...........................................................................1
2. Training and Induction............................................................................................................5
3. Motivational Theories.............................................................................................................7
4. Individual behaviour and Teamwork......................................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES .............................................................................................................................11

INTRODUCTION
The effective management of people in an organization requires an understanding of
motivation, job design, reward systems and group influence which is the responsibility of
employer. In other words, Managing people in an organisation helps managers to take the better
and positive decision making effects within the organisation. Present study based on managing
people in within the organization goals and objectives. For which study has been taken Care
Solutions Recruitment Agency situated in Croydon which also provides the services to local
businesses. However, this study will briefly explain about the process of recruitment and
selection along with the HR applications such as job advert, job description and person specific
position. Apart from that, it also explains about the importance of induction and training
programmes in within organisation. By the end of the report it will also be explaining about the
motivation theories that is very crucial for the employee development. It helps to built up the
new growth in the market in order to meet out the result. Present company advising the Unilever
company in order to select the best candidate people for the organisation.
TASK 1
Explaining the recruitment and selection process along with some applications such as Job
advert, person specification & Job description.
Recruitment and selection process is the way through which company recruit a specific
person as per the company requirements. But on the same side, wrong selection might affect the
overall organisation performance. In other words, recruitment & selection is a procedure to pick
a right person for the right place.
Recruitment Process
Recruitment Planning : This is the first phase of recruitment in which HR manager
identify the vacant position within the company for further analysation (Acquisti, Brandimarte
and Loewenstein, 2015). In which includes job description, experience and qualification and
skills required for the job. In order to recruit people HR should have prepared the proper
structured or a plan to attract the potential candidate towards the company aims and objectives.
Person Specification
Job Title : HR Executive
Criteria Essential Desirable
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Skills Required  Person required excellent
communication skills.
 Strong organisational
skills
 Ability to use conflict
management strategies.
 Ability to be calm with
customers.
 Be attractive and
motivated toward the
task.
 Experience in digital
marketing.
 Ability to use database,
packages and willingness to
learn.
Attainment  Certification in HR
management.
Knowledge  Excellent working
knowledge of handling
customer issues in
previous organisation.
 Knowledge of HR policies,
recruitment and selection.
Job Advertisement
Customer Service Manager- Excellent learning with great opportunity
Come work as a HR Executive at Care Solutions Recruitment offers and great benefits
with opportunities to advance and learn alongside.
About Company: Care Solution is the recruitment training based company situated in
Croydon. It provides training and development information to local businesses.
 We offer excellent learning in HR management.
 250 clients.
The Position :
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 Very competitive benefits packages.
 Maintained employees activities and data.
 Excellent working culture
Location : Croydon Street Block A-526.
Why Should You Apply ?
 Attractive Salary
 Top benefits
 Bonus plus incentives monthly
Identifying Vacancy : In this next phase of recruitment process helps to gain the
knowledge of vacant position from other departments. Such as how much post to be filled,
person’s duties and responsibilities and required qualification and experience.
Job analysis : Next step of recruitment process is to analyse the plan to identifying and
determining the duties responsibilities, skills and abilities (Arts and et.al., 2016). This is the
analysis which determines the duties, responsibilities, skills, abilities, and work environment of a
specific job. Basically, job analysis helps to understand what tasks are important and how to
perform it with full enthusiasm.
Job Description : Job Description is the another essential document in which about the
job role is mentioned in which all required points has mentioned such as job roles and
responsibilities, about position, job title.
Job Description
Job Title : HR Executive
Report To: HR Manager
Job Overview :
Roles/Responsibilities
 ???????
Qualification
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 Certification in specific field.
 Eduction level ?????????
 Acquire good marks in class
Job Specification : Job specification mainly focus on the specification of the candidates,
whom the HR team is going to hire. In which some following points has mentioned such as
behavioural specification, Emotional specification, mental specification etc.
Job Title : HR Executive
Location :
Department : Human Resource
Report to : HR Manager
Standard Work Hours : 8.5 hours
Purpose of Position : Purpose is to watching and overseeing on the activities of training,
hiring, selection process and administrating and monitoring the benefit programs.
Key Accountability-
 Answer inbound calls.
 Collect the applicant’s forms
 Gathered Employee information.
 Identifying the need of employee training and development.
Person Specification-
 Excellent communication skills
 Ability to participate in the activities
 Creative new ideas
Competences
 Employee Oriented
 Respond to employee queries.
 Team Spirit
Qualification & experience
 Certification in Human Resource Management
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 Computer experience or any certification
Approved, signed & Dated
Job Evaluation : Job evaluation is a comparative process of analysing and determining
the relative value/worth of a job relation to the organisation.
In Job evaluation process it can be measured by different tools and techniques such as job
grading, job classification and job ranking (Bekkering and et.al., 2018).
Recruitment strategy : In this phase company selects the final recruitment way through
they attract employees.
Searching the right candidates : Source activation once the line manager accept that
how many employees they required in the deportment search of candidates will start.
Screening/short-listing/ Reviewing of resumes and cover letters : Screening is the
process of selection where candidate screened on the basis of some criteria which is set by the
firm. Beside, Reviewing is the initial phase of screening the candidates where candidate selects
on the basis of their work experience, qualification etc.
Conducting telephone interview : Conducting telephonic or video interview is the
second step of screening candidates. In other words, it helps to make the most important
2. Training and Induction
Importance of training and induction
To maintained the organisational culture and development : Employee training helps
to maintained the employee motivation and morale (El-Khoury and et.al., 2015). On the other
hand, for new candidates' induction process is very helpful to know more about the company and
its history achievements. Training and induction is the process which continue the effective
learning process that helps to determine the best effective working ideas and effective
development goals. Apart from that, it develops the new effective management development task
in order to full fill effective management performance.
Consistent Implementation : Induction and training helps to create consistency power
among employees. In the contrast, ill planned or induction training may cause of dissatisfaction
within the employees.
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Well equipped Employee : The training and induction also helpful to make employees
trained about their roles and responsibilities which is very productive for employee development.
In other words, trained employees are more effective other than untrained employees.
Helpful to retained potential employees: Inductions programs help to adjust to their
new role and make a smoother working environment for all overall company members (Holm
and Haahr, 2018). Trainings and induction ultimately give the positive impact on the employee
behaviour and goals.
Barriers and challenges faced during the training and induction process
Hectic employee schedule: This is the main reason which might create inconsistency in
training and development process. In other words, due to stress and workload employees are not
perfectly able to get new learning
Solution: Company can adopt alternative solution for providing training like, by avoiding
face to face training company can give flexibility of online weekends training with remote areas.
A dispersed workforce: Due to decentralised work and remote work lead the new
challenges for HR managers in training and induction. Due to different location it can not be
possible to handle training (Training and Development Challenges and Solutions in the
Workplace, 2018.).
Solution : This challenge can be removed by the help of social media tool such as video
conference, webinars, online forums etc.
Lack of engagement : This is the another barriers or challenge that facing in induction
and training method. Due to lack of engagement, this would help to define the best developing
results in order to meet out the training and development needs.
Solution : Incorporate practical learning activities like case studies, sceneries, role plays
and relatable examples into the training. Take participation from all employees in order to adjust
the employee morale and goals (.Hom and et.al., 2017).
Costs : This is the another barrier that sometimes create challenges for the company
development. Training budgets tend to be small while training demands are always steep. Due to
having lack of budget company could not able to afford.
Solution : Company can move its training and induction process online in which they
don't need to arrange place, venue and travel costs.
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3. Motivational Theories
Motivational theories are the models that create employee morale by applying different
methodologies. Management has been providing different motivational concepts or theories that
makes good company overall culture. In other words, motivation theories drives employees
towards the company growth (Hunter and et.al., 2017).
Motivation Hertzberg's Two factor theory
The two factor theory of motivation based on two parts hygiene factors and motivation
factors. Hygiene factors consists salary, work culture, health & safety, stability etc. In contrast,
motivation factors employee satisfaction, personal growth, employee perks, facilities etc. all
these factors motivate employees towards the better performance within organisation
development.
Motivation factors Hygiene factors
These factors of motivation lead to employee
good performance and satisfaction and career
progression.
These factors can lead lack of motivation or
absenteeism if they are absent.
 Achievements
 Work
 Responsibility
 Work itself
 Responsibility
 Remuneration
 Supervision
 Working conditions.
Alderfer -ERG theory : Existence needs, relatedness and growth needs
This is the another most effective motivation theory which plays a most influencing role
such as existence, relatedness and growth (Kuranchie-Mensah and Amponsah-Tawiah, 2016).
This theory reflects the Maslow's needs theory in such a manner.
Existence needs : Existence needs includes the basic needs of employees such as
psychological and safety needs. Such needs are water, shelter, food these are the basic needs that
helps to motivate employees. For which company can open free meal services to their employees
to gain their motivation level.
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Relatedness needs : Relatedness needs plays a significant relationship between love, and
belongingness that strive towards reaching public and recognition. This needs belong to social
needs and external component esteem needs. In order to motivate employee company can also
motivate their employees in terms of different manner. Such as to motivate employees by
organizing formal and informal meetings, group discussion, ice breaking session etc.
Growth needs : Growth needs is the which helps to motivate employees such as self
development, personal growth and advancement form together (Kuvaas and et.al., 2017). This
needs helps to motivate people towards their development in within the organisation.
McClelland – Need for achievement, Affiliation and power
This theory of McClelland described about the three human motivators. Such as
Achievement, Affiliation and power. All these elements helps employees in development within
the organisation.
Achievement Motivation : This type of motivation arise by getting achievement,
attainment of challenging. Employees who love to know about his working performance and
getting feedback from employees is always motivated and confident. Company should praise
employees on his good performance and give them best working environment.
Affiliation motivation : Affiliation motivation required need for love, relatedness and
belonging. In other words, this kind of people love to make friends and good networking. These
people are team players, who provide motivation and support when employee need.
Authority and power motivation : This is the another element of motivation that
company adopt into their business practices. Where need to control over one's work or the work
of others is required (Lake Salakhutdinov and Tenenbaum, 2015).
On the basis of above mentioned theories of motivation, the most effective theory is
McClelland – Need for achievement, Affiliation and power theory which is more effective
influencing to potential employees. This theory of motivation more effective and competitive to
gain the individual motivation level and scope. In other words, motivation is important for the
individual development that affect the long term goals and develop the high performance goals
and objectives.
4. Individual behaviour and Teamwork.
Tuckman's Theory of group development
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Tuckman's defines the five stages of group development that helps to understand the
effective team building performance.
Forming stage : This is the initial stage where all employees get to know each others
within the company. In this stage employees are new with the working attornment. In this task, it
is the responsibility of team leader to support them and remove the insecurity among them.
Storming Stage : In this next stage employees build good relation with each other in
building trust. Another in this further stage (Lowry and Moody, 2015). Team leader helps to
guide their employees to make them more strong and competitive.
Norming Stage : In this next phase of team building is to accomplish the target
opportunity goals. In this stage employees now comfortable to share its ideas and become serious
towards their roles and responsibilities.
Performing Stage : During the performing stage, the team functions as a unit and the
energy of the group will benefit the task. In this stage team are well known about its work and
their company goals.
Adjourning Stage : In this last phase of team have been dissolved once its objectives
been achieved.
Mars model of individual behaviour
This is the model which applied to understand the behaviour of employees. Employees
behaviour get affected by the internal or external factors that influence team behaviour. This
model of team behaviour includes, such components given below:
Motivation
Motivation can be described as internal forces that affect the direction, intensity and
person choice (Netea and van der Meer, 2017). Ability to control overall system growth and
advanced systematic approach.
Ability
Ability is the natural talent that helps people learn more efficiently and perform
effectively. This ability helps employees to enhance the positive employee behaviour. Natural
talent that helps people learn more efficiently and perform effectively.
Role Perceptions
In this step it believes that what behaviours is necessary to achieve the desired results and
have a check that everyone is clear regarding their part into more performing manner. Role of
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participants define that every individual should know about its roles and responsibilities to
accomplish the results and goals. They also should know about the behaviour to complete
respective tasks.
Situational Factors
Situational factors they are environmental conditions like given time bound, team
members, budget and work facilities that limits of facilitated behaviour. Situational factors set
the time boundation within that it must be accomplish into that manner. Care Solutions
Recruitment Agency can take better advantage good results in order to meet out the company
aims and objectives in an more appropriate manner.
CONCLUSION
As per the above report it has been analysed the managing people in business helps to
motivate positive work culture and sustained the employee motivation. Also, it is required by
manager to properly conducted a trainings and induction session to retained the potential
candidates. Besides, study also explained about the process of recruitment and selection to
define how it is required to hire employee in within organisation department. On the apart, how
can company structured their positive environment by applying different motivating theories
which is necessary for employee development. In the last segment, study explained team
building and team behaviour by the help of models.
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