UPS People Management: Recruitment, Leadership, and Team Dynamics

This report provides a comprehensive analysis of people management practices at UPS, focusing on recruitment, selection, leadership, and teamwork. It begins by outlining the documentation required for the recruitment and selection process, emphasizing the importance of job descriptions and candidate specifications. The report assesses the impact of legal, regulatory, and ethical considerations on recruitment, highlighting the Equality Act 2010 and the need for fair and transparent processes. The author reflects on their participation in the selection process, emphasizing the importance of qualifications, intelligence, and physical attributes. Furthermore, the report examines various leadership styles, including autocratic, democratic, and laissez-faire approaches, and their impact on employee motivation and team effectiveness. It differentiates between leadership and management, discussing how this understanding contributes to better organizational performance. The benefits of teamwork are explored, along with strategies for managing conflict and achieving team goals. Finally, the report addresses the planning, monitoring, and assessment of work performance, and evaluates the success of the assessment process in improving management and leadership standards at UPS. Desklib provides similar solved assignments and study tools for students.

University
WORKING WITH AND LEADING PEOPLE
By
Date
Name
Lecturer’s name
Page 1 of 20

WORKING WITH AND LEADING PEOPLE
Contents
Task 1:.........................................................................................................................................................3
LO1: Be able to use recruitment, selection and retention procedures..........................................................3
1.1 As the new HR Manager, You are asked to prepare the documentation towards selection and
recruitment process and the documents required when selecting and recruiting a new staff for UPS
Company.................................................................................................................................................3
1.2 Assess the impact of legal, regulatory and ethical considerations to the recruitment and selection
process for the UPS Company.................................................................................................................4
1.3 Evidence yourself that you are taking part in the selection process for the chosen company UPS....5
1.4 Evaluate your contribution to the selection process in the UPS company..........................................6
LO2: Understand the styles and impact of leadership..................................................................................7
2.1 Theskills and attributes needed for leadership in UPS.......................................................................7
2.2 The difference between leadership and management and how does this help towards better
understanding in UPS..............................................................................................................................8
2.3 Comparison of the different leadership styles for different situations for UPS..................................9
2.4 Ways to motivate staff to achieve objectives for the chosen scenario..............................................10
Task 2:.......................................................................................................................................................11
LO3: Be able to work effectively in a team...............................................................................................11
3.1 The benefits of team-working for UPS Company and review of the effectiveness of the team in
achieving the goals................................................................................................................................11
3.2 The significance of working in a team as a leader and member towards specific goals, dealing with
any conflict or difficult situations..........................................................................................................12
3.3 The effectiveness of the team in achieving the goals with special reference to the chosen scenario 13
LO4: Be able to assess the work and development needs of individuals...................................................14
4.1 Explain the important factors involved in planning the monitoring and assessment of work
performance at UPS Company..............................................................................................................14
4.2 Write a plan and deliver the assessment of the development needs of individuals at UPS Company
...............................................................................................................................................................15
4.3 Evaluate the success of the assessment process so that the UPS Company is back on track with the
high standard of management and leadership performance...................................................................16
References.................................................................................................................................................17

WORKING WITH AND LEADING PEOPLE
Task 1:
LO1: Be able to use recruitment, selection and retention procedures
1.1 As the new HR Manager, You are asked to prepare the documentation towards selection and
recruitment process and the documents required when selecting and recruiting a new staff for
UPS Company.
There are seven important plans for approaching the job description and the specification of
the person
 Develop job description
 Recruitment plan development
 Collection of CV
 Review applicant
 Interview
 Checking the compliance (NI, VISA, etc.)
 Reference
 Contract letter
The job description and the specification of the candidate are given below for the UPS
Company.
Post: HR Administrator
Department: HR
Description of the work: the work of the HR administrator is to help the HR in decision
making and providing the data to higher authority as per as the HR data.
Responsibilities and the duties:

WORKING WITH AND LEADING PEOPLE
 The responsibility of the HR administrator is to look after the staff's comfort zone,
explaining the job to the staff, some arrangements should be done for the temporary
staffs because ion some case many staffs leaves the office so in that case, the
company should not face any crisis regarding this matter
 The proper record of the company should be maintained in a good manner
 Cheques should be distributed among the employers on time and also look after the
pay rolls with the preparation of the employers of the company.
 The HR Administrator should look after some points that are issuing the check for the
student’s loan, providing the medical insurance and savings bond, verifying the
submission and notifying or checking the approvals of the employees.
 The record of the human resource should be handle properly by the administrator of
the HR department. Such records are hiring or recruiting any employers in the
company. The vacancy of the employers, Economic records of the company and also
the customer information.
 The new employers of the company should be informed by the HR administrator
about the companies’ packages and the new offers of the company.
 Keeping the documents of the human resource department and there plans, records,
Logs and the reports.
1.2 Assess the impact of legal, regulatory and ethical considerations to the recruitment and
selection process for the UPS Company
The person who desires is to achieve the organisational goals, and he can achieve the goal
then there some process which candidate has to follow. There is some process which is a
legal step for the company, and also some ethical issuers are involved in organisational;

WORKING WITH AND LEADING PEOPLE
procedure.The legal and regulatory actions of the company focuses on to work smoothly in
an ethical manner that will enhance the competitive advantage of the company as well as the
overall output will be positive. The minimum wages for the labours should be we’ll enough
to maintain their job satisfaction. Some emergency and health regulatory issues are important
to make the employees aware of the facts and thus, they could utilize them during the needed
time. Fire exists, health and safety policies, first aid, hygiene, food, etc. are the basic rights of
the employees without any kind of discrimination.
 The equality act 2010: This act is made for to strop the unlawful work inside the
organisation such as hurting any one's cultural sentiments, mocking at racial issues,
sexual harassments, disability, pregnancy and maternity, marriage and civil
partnership, Religion or the belief
Ethical and the legal consideration;
 In the basis of the candidate should be adult or major for taking the responsibility
 Providing the employees a reasonable and healthy working environment is necessary
to masker a sustainable workforce execute their labour in the most effective way and
economical too.
 Pay rates must be in accordance with the positions and more importantly skills to
motivate them to work.
 Benefits of the employee are the important source of motivation that influences them
to work in a stable manner. Holidays, packages, discounts are the materials of
employee benefits.
 The candidate document should verify that what information he is providing to the
company is right

WORKING WITH AND LEADING PEOPLE
 The candidate should provide the medical fitness report to the company to show that
he is fit for the job
The HR should look after the CV which has been given by the candidates. The CV gives the
complete data about the .candidate, and the future company keeps the information of its
employer when the candidate becomes the permanent employee of the company.
1.3 Evidence yourself that you are taking part in the selection process for the chosen company
UPS
The selection process should be fair and transparent because if the process is not transparent,
then the company itself only face the loss shortly because by keeping the process fir they can
get efficient employers in their work. I have gone throu8gh the recruitment and selection
procedure of the company.The fairness process includes some points given below:
 The selection process was done in a proper manner to the candidates
 None of the discrimination had affectedthe selection process like gender, sex,
age and other diversity.
 It was the duty of the HR to maintain the privacy of the information which has
been produced by the candidates
 The selection process is same for all candidates and no extra benefit is to be
provided to any particular candidate, or none of the candidates was
underestimated for the job during the time of selection.
 The prospect of the job was cleared to the candidate and the
employmentrequirements were also cleared to the candidate.
 The fair selection provides the short listing of the candidate, arranging the
interview, test process then the selection process of the candidates.

WORKING WITH AND LEADING PEOPLE
 The selection process of the company was done in a fair way and everything
was done transparently
 There was no sex or gender discrimination and gender harassment
 Hr use to keep the record of the candidates which is very much confidential
 The selection process was same for all the candidates no extra advantages was
given to any candidates
 The particular job for which the interview was organised was clear to the
candidates
 The fair selection provides the short listing of the candidates for the job
1.4 Evaluate your contribution to the selection process in the UPS Company
There are some points that has been helpful for the Administrator and the HR of the company.
Participating in the selection procedure, the following were my contributions as I was involved
in the whole process.
 Attainment: A qualified person who is educated in all terms and also experience in the
job field. This helps a person to build himself for the HR post. Education helps to build a
perfect nature of the candidate and experience helps the person for the efficiency on the
job and to gather knowledge about the job.The qualification that I possessed helped me to
analyse the best out of the available candidates and judge their positions to recruit them
in the perfect posts.But sometimes it depends on the nature of the job which has been
offered to the candidate. There are many works in the market which do not require any of
the education or the qualification only the person should be capable of doing the work.

WORKING WITH AND LEADING PEOPLE
 General intelligence: The person who will be selected for the post should have the basic
knowledge that what he has to do with the work and the basic idea to complete or serve
the post for which he has been selected. The thinking capacity of the person should be
high and should have the creativity in the thinking to create new ideas for the job. He
should be capable of managing things in the crisis of the company and should be capable
of doing the job single headedly.Apart from the bookish knowledge and the academic
theories, an administrator needs to have the complete intelligence to interpret with the
situation that helped me out to organize my tasks.
 Physical attributes: This is one of the most important factors for the HR administrator
job. The person should have good health for the job and should have great physic which
will create a great impression among the organisation. The person should have good
communication skill while communicating with others in and around the company.
Communication is another big factor for the HR administrator job because the HR has to
interact with a lot of people and the person who is having all these qualities he will be
ideal for the job.The physical attributes does matter because appearance was a thing that
was first judged and then comes the skills that the candidates possess.
LO2: Understand the styles and impact of leadership
2.1 Theskills and attributes needed for leadership in UPS
A leader is considered to be an efficient and skilled person who can guide a group of mass to
achieve certain fixed goals and objectives. An efficient leader is responsible for motivating
the group of people who will coordinate and act with a common goal of achieving that further
leads to ultimate team management and organizational welfare if a company is considered.
There are different styles of leadership that create individual impact on every employees and

WORKING WITH AND LEADING PEOPLE
worker. The most effective approach is chosen for expecting the better results and success of
the team or rather organization as a whole. It also depends on time whether to choose the
either forms of leadership. The employees and team members become more flexible and
adapt much more with better leadership styles that create a crucial impact on every
individual. The role of the HR administrative is important in choosing better leadership
options that would motivate the employees. The different types of leadership styles that the
administrator adapt are the autocratic styles, democratic styles and laissez faire. The
autocratic style is an outdated one and in recent times, any company hardly follows this. It
follows a single authority who will rule the rest of the company and his own decisions is to be
followed by the others. The democratic style on the other hand, involves the participation of
the people or rather the employees’ of the company and thus, every individual has the right to
share their views. Laissez faire is same as of the autocratic style and therefore, the company
follows the democratic style.
HR administration needs a higher of distinguished quality to perform their job a good leader
and motivate, who will mentor the other faculties and choose better candidates for
employment. Apart from motivating and setting target oriented goals, the HR administrator is
supposed to be a quality manager who will be able to qualify each participant and thereby,
manage very sphere of the organization effectively. As it is known that the human resource
department deals with all other departments of the company in United Parcel services, the HR
will be performing the same thing. Thus, in order to keep and maintain a balance of the
system, the HR needs to communicate properly and perform effective skill designed tasks to
organize and guide the organization with excellent values and morals.

WORKING WITH AND LEADING PEOPLE
2.2 The difference between leadership and management and how does this help towards better
understanding in UPS
The first basic difference between leadership and management is that the management plans
organizes and coordinates the jobs and employees whereas the leadership strategy motivates
the employees to works and inspire them top work in teams to make them understand its
benefit in achieving better results. The manager of the concerned company is responsible for
administrating the work as well as maintain things, focus on structure and systems, controls
the people, imitates and does the things in a proper and right way for the company. On the
other hand, the leaders are involved in innovating, developing new and old things, focuses on
the people, inspires them to create trust amongst them, originates and do the right things for
the company.
HR leaders adapt the approach to solve problems amongst the co-workers and focus in the
better development of the employees. Their mind set is to innovate new ideas that would be
beneficial for the employees as well as the workers to get motivated and perform for the
company effectively. The typology of the duties and responsibilities of the HR leader is to
converse and communicate with the workers and team members to get their feedback in order
to make them more fruitful and modulate as per the needs by taking suggestions and reviews
from every employee.
The management or the managers, on the other hand, deals with the employees by managing
their positions, organizing them by adopting ethical affairs and social, political issues so as to
safeguard their rights, safety, and wellbeing. The management also focuses on minimizing
the risks and weaknesses of the employees and thus, can boost up them by submitting and
invigilating regular reports of their working system and planning.

WORKING WITH AND LEADING PEOPLE
2.3 Comparison ofthe different leadership styles for different situations for UPS
In the scenario of United Parcel Services, the recruitment and selection process is the most
vital thing that should be taken care of while selecting the eligible candidates for the
company.
The induction process carries one of the leadership styles that initiates just after the selection
of the candidates. In this case, transactional leadership style is the most appropriate form that
the HR manager should adapt. The new recruits are guided towards the induction procedures
by the HR manager who introduces them to the organization and orientation takes place that
guides the new recruits to know about their company procedures properly along with the
rules and regulations. Transactional leadership enables such acts and procedure that would
not be making any difference in the management as the quality of training and probation is
maintained throughout. The quality judgment skill of an HR administrator helps them in the
selection process.
The communication with other companies keeping in mind the visions are important as there
is a need of autocratic style in this procedure. The concept of the leaders must be clear and
clarified before motivating and guiding the employees as the values and visions of the
company is reflected through their clarification. Briefing each and every employee is a
necessary procedure that helps them to attain the visions of the organization, as well as
equivalent efforts, are needed to cope up with the continuous achieving systems. An effective
leader has the capability of solving any problems or conflict that arises amongst the workers
and employees.
Comparison: The above-mentioned leadership styles – transactional and autocratic are
different from each other. Transactional leadership aspect does not involve much changes and

WORKING WITH AND LEADING PEOPLE
innovation of old stuff and ideas that include the involvement of other stakeholders of the
company in their decision-making process. On the other hand, the autocratic leadership style
includes only the leader and his decisions regarding decision making procedure. However,
both the styles and leaders have the capacity of emotion stabilization.
2.4 Ways to motivate staff to achieve objectives for the chosen scenario
HR leaders need to set targets and keep on motivating the employees on the regular basis that
would encourage them to accomplish their work on time and with maintained quality of
standard. The HR administrator of the company should focus on some basic motivational
aptitudes for maintaining a strategic process:
 Benefits in objective achievement: For attaining the short term objectives, the HR
leaders are supposed to prescribe effectively the benefits that the organization is
providing to them. This is a source of inspiration that is used for motivating the
employees and inspire them to work for achieving the objectives of individuals as
well as the company.
 Clear clarification of expectations: The employees are expected to perform well and
in the standard manner that needs to be explained to the employees beforehand. It is
necessary for the company to explain and make aware the employees of their
demands and the quality of work that they are expecting. The goals are to be set in a
realistic manner, and appropriate guidelines are to be provided to the employees that
help them to structure the framework of their working system and schedule.
 Rewards and Recognition: Recognizing the employees and their performance is an
important factor that inspires them to work with more interest, energy, and
enthusiasm. Along with proper recognition, an efficient reward should also be