Report on UPS: Recruitment, Leadership, and Team Management Strategies

This report analyzes the recruitment, leadership, and team management strategies of United Parcel Service (UPS) in the context of financial difficulties and staff restructuring. It examines the documentation required for the selection and recruitment process, including job descriptions and person specifications. The report explores the impact of legal, regulatory, and ethical considerations on the recruitment process, emphasizing the importance of equality and fair treatment of candidates. It outlines the different stages of the selection process at UPS, including HR rounds and practical tests. The report also delves into the skills and attributes needed for effective leadership, differentiating between leadership and management. It covers different leadership styles, methods for motivating staff, and the benefits of team working within an organization. The report concludes by addressing factors involved in performance assessment and individual development needs, providing an overview of the company's efforts to overcome financial challenges through effective HR practices. This report highlights the crucial role of the HR manager in the recruitment and selection of employees.

WORKING WITH
LEADING PEOPLE

Table of Contents
INTRODUCTION ..........................................................................................................................2
TASK 1............................................................................................................................................3
1.1 Documentation for the Selection and Recruitment Process.............................................3
1.2 Impact of legal, regulatory, and ethical consideration on recruitment and selection.......5
1.3 Taking part in the selection process.................................................................................6
1.4 Contribution to the selection process...............................................................................6
TASK 2............................................................................................................................................7
2.1 Skills and attributes needed for leadership.......................................................................7
2.2 Difference between leadership and management.............................................................8
2.3 Different leadership styles in different situations............................................................9
2.4 Ways to motivate staff to achieve objectives.................................................................10
TASK 3..........................................................................................................................................10
3.1 Benefits team working in a organisation........................................................................10
3.2 Importance of working in a team....................................................................................11
3.3 Effectiveness of the team in achieving goals.................................................................12
TASK 4..........................................................................................................................................13
4.1 Factors involved in planning the monitoring and assessment of work performance.....13
4.2 Development needs of individuals................................................................................14
4.3 Success of assessment process.......................................................................................15
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
United Parcel Service is leading company in the parcel delivering industry in United
Kingdom. But the company has been suffering financial losses and UPS owes the staff salary.
Human resources are the main strength of any company. Their efforts are bring success in the
firm but when business fails to pay salary to the human resources, they get demotivated and they
do not feel to be safely employed and the efforts seems to be unremunerated. This project will be
dealing about the situation when CEO and 50 other major staff of United Parcel Service were
sacked due to financial reasons (Lauby-Secretan and et.al., 2015). The report will also be
focusing on Human Resource Department in the United Parcel Service and their efforts to bring
new employees in business. The actions performed by the Human Resource manager in order for
the recruitment process and the selection of efficient candidates to be the future staff of the
company are also included in this report. Company's efforts to overcome the debts and financial
crisis have been included in this report. The involvement of HR manager, his personal efforts
and contribution are also one of the important part of this report.
TASK 1
1.1 Documentation for the Selection and Recruitment Process
As United Parcel Services is in need to overcome the financial loss and pay salary that
they owe to the self-employed drivers and other staffs for their efforts in the work they did for
the company (Honeychurch, 2015). Company, now has to fill the vacancies of almost 50
employees including several senior managers other than Chief Executive Officer, who has been
sacked. UPS has to start with filing the job description and person specification that includes the
requirements and skills in the candidates for specific posts for the publication the newspaper:
JOB DESCRIPTION
Position: CEO
Organization: United Parcel Services
Qualification: MBA, M.Ph. Business Management
Experience: 12 years or more
Skills:

 Must be a good leader
 Managing skills
 Knowledgeable about system of packaging and parcel services
Salary: £320,000 per year.
JOB DESCRIPTION
Position: Managers
Field: Finance, Marketing, Operations
Vacancies: 5
Qualification: MBA, Masters in Commerce
Experience: 2 years or more
Skills:
 Leadership skills
 Multi-tasked
 Knowledgeable about the packaging and parcel services, trends in the industry and latest
technologies.
Salary: £54,000 per year.
JOB DESCRIPTION
Position: Drivers
Vacancies: 20
Qualification: None specified
Experience: 5 years or more
Skills:
 Good driving skills
 Punctuality
 Must be able to deliver packages within given timeframe
JOB DESCRIPTION
Position: Delivery Attendants
Vacancies: 25
Qualification: High School Graduate
Experience: None Specified

Skills:
 Good Communication skills
 Presentable
 Must be able to maintain records
Thus, these are the documents that prove to be necessarily made as the process of
recruitment and selection starts within company. HR department has to be careful in the
documents being submitted by candidates in terms, that they shall be correctly checked and
investigated (Karbach, Strobach and Schubert, 2015).
1.2 Impact of legal, regulatory, and ethical consideration on recruitment and selection
An organization has to maintain certain ethics and moral values in order to get started and
go on with their recruitment and selection process in an effective manner. The requirements are
not just for one position in the United Parcel Services, and for the same reason Human Resource
Department has to pay more attention on each step of the procedure of recruitment and selection.
They have to be aware of keeping the skills and qualifications of every candidate who has been
applying for the particular posts that are vacant in the organization. Guidelines and regulations
that are applicable within legislation of United Kingdom is another subject to the regulatory
considerations that have been involved in the recruitment and selection process of UPS.
Firstly, within the moral ethics of recruitment and selection process, there comes
equality, where organisation has to treat every candidate equally. The opportunities are to be
equally provided to every section of society regarding gender, race, nationality or caste. The
candidates shall not face any discrimination in communication and interview procedure on the
above mentioned basis (Başar and Düzgün, 2016). The citizenship of the candidates and their
visa they got to work in a foreign country shall be seriously investigated. They shall show the
original certificates of qualification to the employer and the information must be confirmed from
the institution. Experience certificates must be verified from their previous employers, as to
avoid fraud candidates to be employed in the company.
The relevance of questions asked to candidates and position for which he/she has applied
has to have something in common. The candidates are to be asked relevant questions regarding
his/her field of application and the job position they have applied for. Irrelevant questions asked
to the employees will portray company's image in a negative manner and the candidates will feel

demotivated. The selected candidates have to be given with proper Offer Letter with all details
related to the job including the salary, position and date of joining. The candidates shall also be
provided with the terms and conditions, that they must be aware regarding their employment.
1.3 Taking part in the selection process
There are various steps used to divide selection process in several parts for the
improvement of effectiveness and accuracy for choosing right person for the right position who
have potentials of handling particular responsibilities for the execution of the services provided
by the organization. The specified method of selection in the United Parcel Service Company
consists of three parts of selection process to extract the best out of the candidates and selecting
amongst them: HR Round: The shortlisted candidates from interviews have to go through this round. In
this round HR manager gives them a brief about their job and salary and analyse the
desires of candidates. HR manager also checks the documents that are submitted by
candidates to know whether they are genuine and cross check them by contacting their
previous employers (Vandervert, 2015). Practical Test: UPS checks the practical abilities and skills of candidates in this round of
selection. For instance, candidates who applied for the position of driver has to prove
their driving skills and knowledge in this round. This is to check whether the candidates
are truly possessing skills that they have described for the job or not.
 Final Round: The final round of selection process is where candidates who have applied
for high profile jobs have qualify themselves in the written test, the candidates who have
applied for the posts of CEO and managers, have to pass this written or computer based
test in order to get finally qualified for the job.
1.4 Contribution to the selection process
As a Human Resource manager in the United Parcel Services company, I have the duty
and responsibilities to bring in new employees who could improve the performance of the
organization. I have to be careful while the procedures my team, that is, the HR team has been
taking ahead. The HR team has be lead by me and my decisions are valuable for the company's
future. As the CEO and other major employees were sacked by the company, the pressure on me
was more. There were almost fifty vacant positions in the company that has to be filled with
efficient candidates. And I have to be careful in playing my role in bringing in more human

resources who could improve the operations and other functions of the company. My
contribution was an essential element in each part of the selection procedure:
 I had myself involved in the process of documentation to make it clear what all skills,
abilities are required in the candidates along with the educational qualifications and
experience they have in the field. Each positions of job had variant skills and
qualifications to be mentioned in the job description (Wan and et.al., 2015).
 I have to pay more attention in the cross checking of documents such as experience
certificates by calling the previous employers of the selected candidates. Had to contact
with the police and check the background of the selected employees.
 I had to coordinate with other teams for the exact requirements they are expecting from
the candidates from certain field and specific departments (Rödel and et.al., 2015).
TASK 2
2.1 Skills and attributes needed for leadership
There are a particular requirements of skills and abilities that is to be in possession of a
leader: Vision: An ideal leader must have a vision of what he is considering for the future. He is
to aware of the activities that are done by his team and for what it is being done. It has to
be clear what their target is, for which they have being putting efforts. Planning Strategies: Another requirement for being a good leader is the ability to plan
strategies. The company needs strategies that would increase their effectiveness . As the
competition in the market rises, it is expected that the team leader will emerge to be a
strategic planner, and bring out with effective strategies that would lead to efficient
accomplishment of their organizational target. Focus: Employees have to focus on the operations and the performance in order to
complete the target of the organization. For that, firstly, the leaders must focus and
concentrate on the targets they are given with. They have to focus on those targets and
get their team concentrated on the same for the accomplishment of those objectives. Cooperation: The employees prefer that their leader cooperates with them. And when
that happens, it would bring in effectiveness in the team's performance. An ideal leader
works with the team and cooperates with them in accomplishing the targets they are

given with. It helps in bringing in quality and creativity in the performance of the
employees (Eperon and et.al., 2015).
 Communication: The ideas and thoughts are not to be communicated with the
teammates and the teammates to the leader so the system can be improved along with the
management of the organization.
2.2 Difference between leadership and management
There are certain basis differences on the basis of which management and leadership are
distinguished. Some of those differences that have caused classification among those both are:
Basis Management Leadership
Meaning A process of managing stuff
and dealing with people. Every
organization consists such a
part to manage the people and
the activities as per the
requirements of the company.
It is a part of leadership as the
leaders are needed to possess
management skills.
This is an ability to lead group
of persons or an organization.
Board of directors are also
considered to be a part of this.
They must have all such
abilities that gives them the
potential and power to create
strategies and make policies
that are needed for the
company.
Control Managers are mostly
controlled by the leaders in the
organization.
Leaders tend to act as the
superiors to the managers of
every department.
Focus Managers usually keep their
focus on the structure of the
organization and their system
that supports the firm in the
management of the employees
within it and the business
activities as per the strategies
Leaders majorly keep their
focus on targets and other
objectives in order to create
the plans and strategies
according to those targets.

of the leader.
View Managers probably keep their
vision on short term basis as to
arrange the activities according
to the strategies created by the
leaders.
Leaders usually keep their
visions for long term as for the
making of new policies and
effective strategies.
2.3 Different leadership styles in different situations
There are a lot of classifications in the styles of leadership on the basis of behaviour and
decision making power. The leadership styles as per the classifications are as follows:
 Autocratic Leadership: In these types of leadership, all the power and abilities are
possessed by the leaders. The leader doesn't authenticate the subordinates or the team
members to take part in the matter of leadership. Participation in the decision making
process for the subordinates is restricted in this style of leadership. Autocratic style of
leadership is effective in such situations where the workforce seems not interested in
working and making efforts to meet the target they have been allotted with. Leaders can
act as a dictator and be strict to the subordinates in order to make them do work
(Slaughter, 2011).
 Democratic Leadership: This style of leadership allows the employees and subordinates
to participate in the matters leadership such as decision making. The teammates, in this
case, are also allowed to give suggestions regarding the decisions that would bring
improvement in the performance or can help in building new strategies for the
effectiveness of the operations of the organization. This kind of leadership style can be
applicable in such situations where the employees in the organization are sufficiently
educated and are loyal and dedicated towards their employer, in such cases they are
willing to make efforts for the efficient accomplishment of the organizational objectives.
 Laissez-Faire Leadership: AA leader under laissez-faire doesn't directly supervise his
employees and actually lacks the ability to give the feedbacks to those under supervision.
This style of leadership is adapted when the leader knows his teammates are highly
trained and skilled enough, so doesn't need to be supervised constantly. This leadership

may even exhibit the lack of leadership skills too leading to lack of control and increase
in costs.
 Transactional Leadership: Under transactional style, a manager or leader assigns tasks
to his teammates and the rate of their performance may be a subject to reward or
punishment that they receive for their assigned work. Leaders and team members
determines their goals together, and the leader guides and directs their subordinates to
accomplish those goals.
2.4 Ways to motivate staff to achieve objectives
As there is a range of vast competitors in the market,but the situation is that United Parcel
Services have been under financial crisis and had lost many of their human resources. As they
have done with the recruitment of new employees, they have to be motivated to bring in more
efforts for achieving the goals of the company. There are a lot of theories that could be applied to
the organizational structure and the teams of employees in order to motivate them to work more
efficiently. Maslow's hierarchy of needs classifies the needs of a human into several sections:
Physiological needs: The leader and managers have the ability to provide all the
facilities that are related to the human body such as food, drinking water, sleep and shelter to do
the assigned activities. Without these, none of the employees will be able to work at an
organization. Provision of these basic needs will won the loyalty and faith of the employee in
the organization (Rossouw and Fonagy, 2012).
Safety needs: The safe feeling is another necessity for the employees to comfortably work
at an organization. The HR managers usually arrange a working place which is safe and an
environment in which the employees will feel safe. The presence of safety instruments must be
there in the organization such as fire extinguisher (Parker, Corden and Heaton, 2011).
Social Needs: Managers can arrange an environment where the employees could have a
friendly relation rather than a feeling that they are just people working together to make money.
When they have a friendly aura in the workplace, they will share problems and opinions with
them and could possibly solve those problems together. The employees in the organizations will
be friends and will help this in building trust among each others. The bonding the employees
build within them will be useful for the company for their effective performance.
Esteem needs, and Self actualization.

TASK 3
3.1 Benefits team working in a organisation
There are many teams in the United Parcel Services that are divided on the basis of the
work they perform in this perform. There are much of benefits of teamwork within an
organization and some of them are:
 Creativity and learning: The presence of the teammates and working with them helps in
gaining more knowledge from the teammates. In a team, everyone have their own
specialities. Thus , whenever a teammate faces issues, the other teammates can help
him/her solve it (Moores, Fish and Duperouzel, 2011).
 Trust building: Continuous talks and communication with each other help in building
relationships among the teammates. And these relationships gets stronger with each
others support and they start trusting each other.
 Bonding: Once the team is built and they are in regular communication with each other.
They start knowing each other better and start building bonds with the teammates after
they build trust within them.
 Innovation: When a lot of people are interacting together and all their creativity comes
together, it will help in bringing up new ideas and innovations. And such innovation ideas
are required in the operations and marketing department of United Parcel services to
come over the financial drawbacks they have been facing.
 Flexibility: When the team members start sharing close bonds and have open talks with
each other , they could create adjustments in their tasks accordingly with the time. A
flexible team is beneficial in case if the deadlines are rescheduled to be soon and it would
help the manager achieve the objectives (Kearley and Croft, 2010).
3.2 Importance of working in a team
United Parcel Service company were having vacancies and I am working there as a HR
manager. I had the duty of filling that vacancies without making much of a delay. I had to
arrange meetings with my team. As a HR manager, I had to act as the team leader and all my
team was dependent on me. The company has already been in trouble due to the loss they made
financially. UPS even have debts that are to be paid off but the CEO and major employees were
sacked by the company. The team was informed about the tasks they are going to be assigned. I

had to act as a democratic leader instead of strictly making them do all the activities. As my team
members were loyal and were ready to make efforts. My subordinates prepared a work
breakdown structure under my supervision and suggested me to start working on the job
description on the same day as they were to be given in the newspaper. The procedures for the
recruitment and selection process got in full swing and the settings for arranging the interviews
were done. Within two days, the day of the scheduled interview, there were a lot of candidates
were present to fill in the 50 vacancies. The interviews were appropriately taken by the
teammates and I also contributed being in the panel of the interviewers. In such a way, with
teamwork, efforts, coordination and trust, all the required tasks were performed within the time
period decided (Graham and et. al., 2012).
Belbin Team inventory can also be adapted to know the quality of team work and the
effectiveness they are creating in the operations. It is a behavioural test devised by Meredith
Belbin for measuring the preference for nine of the most important team roles. It helps in the
assessment of an individuals behaviour when he or she is in a particular team environment. It
assesses the factors including the overall feedback given by observers and an individuals self-
evaluation of behaviour and the comparison of their behaviour with his or her colleagues in the
team.
3.3 Effectiveness of the team in achieving goals
In order to overcome the financial crisis United Parcel Services have been suffering, the
newly employed candidates are to be very well trained. The sudden sacking of half a century of
employees had bought the company to downwards and to lift it up, the sudden recruitment were
done and now they must work in an effective manner to achieve the company's goals.
Effectiveness of the team is classified in the following various stages: Forming: As the recruitment of the new employees have been done in the company so as
to fill the vacant positions after the sacking of the CEO and all others. Now, the old and
new employees may be just having a formal relation, so they need to be introduced to
each other and explore each others abilities and skills. Storming: The adjustments between the old and new employees within the organization
regarding the tasks and performance are to be sorted out. This stage to achieve the
effectiveness in the performance is time consuming but it will help in making the
working environment much more better (Dodd and et. al., 2011)

 Norming: This stage is where the problems and issues among the retaining employees
and the newly employed ones are resolved. By this stage, the communication of all the
employees have been properly maintained and the team members share mutual
understandings between them.
 Performing: By this stage, everything is set and everyone is working for their optimum
performance and are at a situation for being judged by the manager.
TASK 4
4.1 Factors involved in planning the monitoring and assessment of work performance
The managers have the duty to perform the analysis of the needs of the employees in
order to match his performance at the workplace. United Parcel Services are having various
teams and a manager to handle all the responsibilities in each of them. They have to keep
supervising their own team and assess their performance time to time. The major factors
regarding the monitoring methods of employees' performance are: Time management: The company usually divides the work amongst their employees and
their managers are the ones who decides the deadline for the assignments to the
subordinates in his team. This helps the managers to know about the skills and the speed
of the employees (Lauby-Secretan and et.al., 2015). The company also provides
knowledge and skills related to time management while their training period, so that they
could perform and complete the tasks assigned to them. Appraisal on performance: The employees are to be remunerated with something for
their outstanding performances. The managers can recommend them to gain appraisals in
the form of hike in salary or promotion of job position. This will work as source of
motivation for the employees and also helps to make them loyal towards the company. Performance management: Usually, the managers prepare a data sheet that used to save
the data of his team members and their performance related activities. This can help the
managers keep track of their performance and the needs of the employee. This will also
support the company's operational tasks and related information to be systematically safe. Incentives: Every employee who gives more effort and do more work are to be provided
with incentives for working beyond the limits and being loyal to the company. This will

help the company achieve their goals faster and also support the employees to fulfil their
personal goals by earning more through overtime and other sources of incentives.
 Feedback: The managers or team leaders have to provide feedback and comments on the
work performance to each team members regarding their assigned works. This will help
the employees realise what they have to focus on to improve their performance and work
more efficiently.
4.2 Development needs of individuals
As the HR manager of the United Parcel Services, the focus will be on the needs of the
newly employed candidates and fulfil them. The employees are to be provided with sufficient
training facilities in order to gain the efficiency in operational functions and improve the
performance. This is how a manager could identify the needs of development of an individual: Assessment of strength: The organization will be able to get a clear view of the abilities
and skills of the new employees that have been appointed at the workplace. The strengths
that have been analysed can be an additional factor that they could utilise to increase their
productivity and it may help in increasing their profitability. (Honeychurch, 2015). Analysing weaknesses: By analysing the weaknesses of the employees, the managers
could realise what are to be developed in the employees and to be trained for betterment.
The weaknesses that are realised after the employees are being supervised can be
rectified through proper training or guidance by the leader or manager. Objectives: Managers and leaders of certain teams set targets that are to be achieved
within a deadline to know the capabilities of the employee and check whether he/she is
able to perform it in the given period of time. It helps in realising his/her strengths and
weaknesses. Provision of personal goals will help them increase their motivational level
and they will be indulged in making their work more effective and will help in enhance
their skills and abilities. Listing development activities: The employees shall be asked about the training and
development fields and the manager of the organization shall prepare a list and arrange
the development and training programs accordingly (Graham and et. al., 2012). It will
help the organisation realise what are the actual needs of the organisation and their
departments. It also organises the tasks related to their operations, which will help them
in time saving.

 Resources for learning: The managers, at last, have to make the decisions regarding the
resources by which they can be made provision of training and development for their
specific fields of work. Audio-visual methods and oral presentations can also help in
giving them more knowledge about their work and the skills involved in it.
4.3 Success of assessment process
The process of assessing the strengths, weaknesses and needs of the employees is an
important process where the managers of the particular fields have to focus on the performance
of the team members. The assessment process will be considered as a success only if the
weaknesses of the employees are done with coming over and the strengths assessed in the them
have to made more strong. This is a much needed part for the organization to enhance the
strengths of the employees to improve the quality of the performance. This can help in sorting
out the loopholes and drawbacks in the skills of the employees in order to make them work more
efficiently. The objectives attained from the employees will support the managers to improve the
standard of the performance and this can make the manager increase performance to those targets
accordingly. The list of the activities which are to be developed is prepared by the manager is to
be managed with the provision of suitable options of training. At last, after assessing all the
points where the employees require development of skills, the suitable training programs are to
be arranged for the employees (Trotter, 2015).
CONCLUSION
United Parcel Services was in situation in struggle as they faced financial crisis and the
sacking of the CEO and other major employees. The human resource team have been stressing
out to make it happen by bringing more efficient employees with their recruitment and selection
process and the training and development provided to those employees in order for bring the best
of their performance. This project has dealt with all the factors from recruitment to induction of
the newly appointed employees in the United Parcel Services, United Kingdom. The report has
also included activities performed by the Human Resource department of the firm in order to
bring in more efficient candidates for the interviews. The project report has focused on the
contribution and participation of the HR manager in the recruitment and selection process. There
have been inclusion of every activities that helped them to come up with appropriate filling of
the vacant positions in the organization.

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