Working With and leading

people

Contents
Introduction.....................................................................................................................................1
Task 1...............................................................................................................................................1
a)

The Recruitment Procedures and documentations to select a new member of staff:........1

b) The impact of legal, regulatory and ethical considerations to the recruitment and
selection process:.........................................................................................................................2
c)

Amongst your peers role play out the various roles involved in the selection Process:......3

d)

The effectiveness of the selection process and my contribution:........................................4

Task 2...............................................................................................................................................4
a)

The skills and attributes needed for leadership:..................................................................4

b)

The difference between leadership and management:.......................................................5

c)

Comparison of the leadership styles of Nelson and Thompson:..........................................6

d)

How the 10 People under Thompson can be motivated to achieve objectives:..................7

Task 3...............................................................................................................................................7
a)

How group culture/team working can contribute to the success of NewVision:................7

b)

An application of Belbins Team Roles to NewVision:...........................................................8

c)

How effective the team at NewVision in achieving organisational goals is:......................10

Task 4.............................................................................................................................................10
a)

The factors involved in planning the monitoring and assessment of work performance:.10

b)

The role of appraise and appraiser and the assessment of the development needs:.......11

c)

Evaluation of the success of the assessment/probationary process:.................................11

Conclusion......................................................................................................................................12

Introduction
Human resource is the main catalyst for the companies to get benefited and developed. People
are key elements of any organization. Without people no organization is available. So the
companies are gradually moving to the importance of the human resource management. Today
the company has an autonomous department for recruiting, selecting and evaluating the
performance of the employees for the organization. To recruit, select and appoint the new staffs
for the company, every organization has to go through some specific steps that is very crucial to
get the right people for the right position for the organization. After appointing new employees in
the organization, the human resource manager should evaluate and assess the performance of the
employees of the organization.

Task 1
a)

The Recruitment Procedures and documentations to select a new

member of staff:

Recruitment procedures:
For any organization, recruitment is an important first step to select a new member of staff. The
recruitment procedures go through some steps. The steps of the recruitment procedures are listed
below:
I.

If the Human Resource Manager feels the necessity of employing staffs, he or she

II.
III.
IV.

provides the recruitment proposal to the top authority of the company.

The top authority then justifies the reality of the recruitment proposal for the company.
After that, the company may allow the HR department to proceed for recruitment.
After getting the permission, the HR manager prepare a job description depicting all
necessary information including key duties and responsibilities, skill and qualities needed

V.

to perform those duties and so on.

Then the manager will select an appropriate advertising channel for providing
announcement to potential candidates. The advertising channel may be internal or
external channel.

Documentations:
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To give advertisement to the advertising channel like printing media or electronic media, the
human resource manager has to prepare a document for the purpose of selecting a new member
of staffs. The human resource manager may follow the following design of the recruitment
announcement. It is made for searching a person who is compatible for the post of human
resource administrator. The document is below:
Name of post
Closing date of apply
Location
Salary
Vacancy
Duties and
responsibilities

Education requirements

HR administrator
30 March, 2015
London
Negotiable
1 post
To manage directly human staffs
Mitigating conflicts among the company staffs
To manage the staffs with motivation and leadership
Management knowledge
Fair in communication
Skillful in recruitment, selection process and interviewing
Bachelors degree in Human Resources field

Hours per week

Type of employment

Minimum 40
Permanent

Skills

(Baguley, 2010).

b)

The impact of legal, regulatory and ethical considerations to the

recruitment and selection process:
When the human resource manager is going through the recruitment and selection
process, he or she has to consider some statuary rules and regulations. Otherwise the
manager may face punishment by the court. There are many rules and regulations
related to the recruitment and selection process that has to be maintained. Those are
below:
Impact of sex discriminatory act:
If a candidate is to be considered as skillful in required side, the person must get the
job whether the person is male or female. No consideration by sex can be imposed on
the candidate.
Impact of race act:

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No candidate can be evaluated by his or her race or nationality. The person, who has
the work permission in UK, can get the job if the candidate qualifies the process of
the employer.
Impact of age act:
No candidate can be differentiated by their age. It is prohibited in UK. The candidate
whether he or she is young or old in age must get the same opportunity from the
employer (Blanchard, 2009).

c)

Amongst your peers role play out the various roles involved in the
selection Process:
Some managers including me are doing the job for the selection of new members of
staffs for our company. We are working as a team for the selection purpose. Including
my particular role, my peers are also performing many roles involved in the selection
process. Now I will be discussing all roles involved in the selection process below:
Selecting a selection panel:
After giving the advertisement to the media, a selection panel has been made for the
selection purpose. I also get included in this panel. Basically we gave to perform the
main tasks of the selection process including taking examination and interview.
Short listing:
After getting application from the potential candidates, the panel has to make a short
list for the next step of the selection process. The short list is done on many criteria
including searching errors in the application form and others. Then a short list is
announced for the next step.
Written examination:
After making short list, a Witten examination may be taken for the next step. The
written examination mainly focuses on the required knowledge of the candidate.
Taking interview:
The candidates who pass the written examination are called for an interview. The
interview is operated to examine the required skills needed to perform the job.
Appointment:
After completing all the procedures, the appointment letter is issued to the selected
candidate and requested to join the job on the specific date. That is the complete
process of selection of candidates (Dessler, 2001).

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d)

The effectiveness of the selection process and my contribution:

The selection process has been performed in an effective way. Everything from procedures of
selection process to the qualification of the panel members of the selection process was perfect
and we hope we have been able to appoint the right person for the right job.
In whole the selection process, I as member of selection process panel had to take part in some
distinctive roles. I took part in preparing the documentation for the job description. I had to play
the role to the others including making short lists, determining the standard of the written
examination and taking interview (Fiere, 1977).

Task 2
a)

The skills and attributes needed for leadership:

In everywhere whether it is public or private organization, we see a specific role of management

which is called commonly leader. So leadership is important part for any project. Without leader,
it is hard to accomplish any task properly. Normally the person who leads others is called as
leader. For being a good leader the person should the following skills and attributes:
Attributes:
Attributes of a leader refers to the qualities which resides in the inside of the leader. The
followings are some of the attributes needed for better leadership:

The leader can assume responsibility and take initiative.

The leader may be achievement-oriented.
He or she is adaptable to any situation.
Alert to social environment.
The leader is assertive, competent, cooperative and courageous minded.
The leader has good judgment capacity.
The leader may be dedicated, dependable, and energetic and goal oriented.
He or she must be enthusiastic, persistent, honest, optimistic and self-motivated.
The leader will be tolerant of stress and anxiety.

Skills:
Skills are matter of external for the leadership. Unlikely the attributes, skills can be acquired
through practices and learning. The following skills are needed for leadership:

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A leader can communicate well.

A leader listens openly to others and resolves conflicts.

A leader has diversity in his or her works.

A leader is creative in directing others.
The leader is clever in handling subordinates.
A leader must be knowledgeable about his or her tasks and he or she must know how

to get the works done by his or her subordinates.

A leader has a skill of organizing his or her subordinates.
The leader can affect others or in other words the leaders have special capacity to

influence others.
The leader will be technically and socially skilled (Flinders, 2012).

b)

The difference between leadership and management:

If the leadership and management word sounds same, there is obvious distinction
between the leadership and management. The following table is showing the
difference between the leadership and management:

Process
Vision

Leadership
Management
Sets direction and design the
Makes the planning and the

establishment

vision.
Develops

achieve the vision.

Holds
very

the

strategies

to

passionate

goals and the vision.

development

Communicates vision, mission

Vision

goals.
Aligns the organization.
Shows high emotion to all.
Motivates and inspires

execution

acquire

networking

the

vision

of

to

the

vision

of

the

organization.
Organizes and arranges staffs
for the company.
Holds the power and delegacy
to structure the tasks.
Shows low emotion.
Executes
and

controls

the

subordinates to acquire the

organization.
Takes high risk when making

vision of the company.

Takes the low risk approach.
Sets standards of the tasks and

decision about the company.

Energizes
subordinates
to
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processing

for that.
Contains impersonal mentality
about

and direction for achieving the

and

the

steps and develops timelines

mentality towards achieving the

Human

budget.
Determines

monitors the performance of

overcome restrictions.
o Takes and promotes positive

Vision
overcome

useful and dramatic changes in

the organization.
(Glazer and Fitzpatrick, 2013).

c)

the subordinates.
Expects fixed standard of the
performance

from

the

subordinate employees.

Comparison of the leadership styles of Nelson and Thompson:

Mr. Nelson is the director of the NewVision, a medium-sized educational institution
offering mainly vocation educations. On the other hand, Mr. Thompson is a program
manager under Nelson. The comparison of the leadership styles of them are listed
below:
Nelson
Thompson
Mr. Nelson is to take most operational Mr.
Thomson

implements

those

decision.
operational decisions.
Sometimes, Mr. Nelson gives chances to But Mr. Thompson does not like to take
subordinates to take decisions while the decision rather listens to boss and tries to
matter is silly.
do as boss directs.
Mr. Nelson does not consult with But Mr. Thompson likes to take ideas
subordinates while taking decisions.
from the subordinates.
Mr. Nelson is somehow following an On the other hand, Mr. Thompson
autocratic leadership styles.

follows democratic styles as whenever he

gets the chance to take decision, he talks
subordinates.

(Kotter, 1996),

d)

How the 10 People under Thompson can be motivated to achieve

objectives:

Mr. Thomson is a program manager of the NewVision. Five lecturers and five instructors do their
services under Mr. Thompson. Lecturers and instructors are liable to provide lectures and
instruction to the students on the class time. Mr. Thompson is responsible to oversee and ensure
everything is going through perfection. So the ten people under Thomson can be motivated to
achieve the objectives and goals of the organization in the following way:

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They can be motivated to perform well by providing the reasonable compensation and

benefits to them on the right time. No delay should be made to them.

Working environment should be improved and safely and privacy can be provided to

them to motivate the ten people who are under Thompson.

The ten people who are under Thompson can be motivated to achieve the objectives set

by the institutions by providing the exact and expected respect to them.

They may be motivated by providing some benefits like accepting reasonable holiday,
providing financial support for tour purpose, and others (Offstein and Morwick, 2009).

Task 3
a) How group culture/team working can contribute to the success of
NewVision:
Group culture or team working may be beneficiary for any company to be successful. It is said
that team working is the right way to get success as team working gives some beneficiaries for
the company to get success. The company can be successful when it works based team working.
When members will work under a group they will be able to share their individual knowledge
and expertise to others. Now I will describe how team working can contribute to the success of
the NewVision as below:
Efficiency growth:
The team working can contribute to the success of the NewVision by increasing the efficiency of
the team member. When the teachers and instructors are working under the team of
Mr.Thompson, they will be able to be familiar with other colleagues. When they work under the
team they will be able to share something important thing that are related to latest addition to the
theory or the scientific invention. Thus the teachers and instructors under Mr. Thompson can
gain the efficiency growth which overall leads the improvements of the NewVision.
Developing relationship:
Team working may bring the chance of making relationship with others. When the teachers and
instructors will work under the team of Mr. Thompson, they will get chance to build relationship
and try to value others and to respect them. By this way the team working may be beneficiary for
the success of the company (Rosen and Brown, 1996).

b) An application of Belbins Team Roles to NewVision:

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In my study, I found and talked with both member of team and manager or leader of the team to
explore the roles of them in the organization. Now we will describe and link Belbins Team
Roles to NewVision below. Belbins Team Roles include nine roles in three categories such as
thinking, action and people. These are listed below:
Coordinator:
The coordinator is that person who is considered as the person oriented leader. He or she always
accumulates human resources and other resources and is responsible to make connection
between the company and the required resources.
Shaper:
The shaper is considered as the task oriented leader. He or she shape the structure of the specific
task and is responsible to help others to get the task shaped.
Plant:
Plant is considered as the idea generator person. He or she are concentrated on core issue.

Resource investigator:
Resource investigator is considered as a person who is responsible to find out different
opportunities and chances and to make contracts.

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Implementer:
Implementers are those persons who are responsible to work with a cool brain and to contribute
with struggle and silence.
Monitor evaluator:
This type of people evaluates and monitors the performance of the employees of the company.
Team worker:
Team workers are those who actively work for the task of the organization. They are responsible
to contribute the tasks of the team.
Finisher:
Finishers are those who are responsible to try to focus on the way to finish the task which is
assigned to them.
Specialists:
Specialists are those who are responsible to teach the technical jobs to the team members (Anon,
2015).

c) How effective the team at NewVision in achieving organisational

goals is:
The team at NewVision is more effective in achieving organizational goals at the competitive
world. As the employees of the organization do their tasks in a team, they are more efficient and
knowledge. They had the opportunity to gather diversity of experience and knowledge as they
have the chance to work under team. As they have the diversity of knowledge in their team, they
can easily overcome any type of challenges in future. The employees of the NewVision are
cooperative and respectful to each other. These type of attributes and qualities help them to work
towards the objectives of the organization. As the institution follows the Belbins Team Role, the
organization is expected to be successful in achieving the objectives of the institution (Articles,
2001).

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Task 4
a)

The factors involved in planning the monitoring and assessment

of work performance:

There are some measures that the organization can use in planning the monitoring and
assessment of work performance. The measures to monitor and assess the work performance of
the employees of the organization are listed below:
Setting up random methods:
The NewVision can use random method of quality control in planning the monitoring and
assessment of work performance. The workers should not be concerned about the cheking time.
The checking may happen in any time. So the workers will be attentive in their works to pass the
checking criteria.
Making surveys:
The organization may take help of survey results in assessing the performance of the teachers
and other workers in the organization. The survey can be conducted on the students of the
organization asking them to rate the quality of the teachers and instructors.

Performance appraisal:
The organization can monitor and assess the performance of the employees of the institutions by
implementing performance appraisal tool. It could be an effective way to measure the
performance of the teachers and instructors.
Appraisal interview:
The organization can sometimes take appraisal interview to measure the performance of the
employees of the organization (Editorial, 2012).

b)

The role of appraise and appraiser and the assessment of the

development needs:

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We hired a human resource administrator and that manager passed the three months of
probationary period. So as an appraiser, the human resource manager should play some specific
roles to appraise. The manager should evaluate and assess the performance of the humane
resource administrator of the organization. If the performance is better and expected, the
performer must get some benefits like promotion and others.
After assessing the performance of the new human resource administrator, the manager has
identified some areas of the task done by the human resource administrator that need further
development and improvement. If more freedom In doing the tasks can be given to the human
resource administrator, the manager may perform the tasks well (Lipnack and Stamps, 2000).

c)

Evaluation of the success of the assessment/probationary

process:

At the end of the probationary process, we can draw some conclusions and evaluate the
performance of the probationary or assessment time. We think that the human resource
administrator has gained the expectation of the performance for the organization. Although the
administrator needs still some development in the areas like communication, arranging people
resources and convincing them to accomplish the objectives and goals of the organization, the
overall performance is good. The administrator has passed a successful probationary period
which lasts three months. In other words, the human resource administrator can complete the
probationary period with success (Tracy, 2014).

Conclusion
In my research and case study, I tried to explore core theories related to the human resource
management. I discussed how a company can get the right people for the right job at the right
time. Then I tried to explore the case of an educational institution named NewVision. The
company served vocational knowledge to the students. How the organization can build a group
culture or team working environment has been tried to find out the solution. I put guidelines for
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the human resource managers so that he or she makes a better planning of performance appraisal
to improve the quality of the performance of the NewVision. Then I made some solution to get
rid of conflicts between the employees of the organization.

Reference
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Blanchard, K. (2009). Who killed change?. New York: William Morrow/HarperCollins.
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Fiere, M. (1977). How te develop dynamic leaadership. New York: J, Wiley & Sons.
Flinders, S. (2012). Leading people. Peaslake: Delta.
Glazer, G. and Fitzpatrick, J. (2013). Nursing leadership from the outside in. New York: Springer
Pub. Co.
Kotter, J. (1996). Leading change. Boston, Mass.: Harvard Business School Press.
Offstein, E. and Morwick, J. (2009). Making telework work. Boston: Davies-Black.
Rosen, R. and Brown, P. (1996). Leading people. New York, N.Y., U.S.A.: Viking.
Anon, (2015). [online] Available at: http://leadership [Accessed 2 Mar. 2015].
Articles. (2001). Working with Older People, 5(2), pp.30-30.
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Editorial. (2012). Working with Older People, 16(1).

Lipnack, J. and Stamps, J. (2000). Virtual teams. New York: Wiley.
Tracy, B. (2014). Leadership. New York: American Management Association.

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