Instant Assignment Help Sample On Working Organization

Working With and Leading
People
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Table of Contents
INTRODUCTION ............................................................................................................................... 4
TASK 1.................................................................................................................................................. 4
AC1.1 Documents to select and recruit new sales assistant for Tesco................................4
TASK 2 ................................................................................................................................................ 7
AC 2.1 Skills and attributes needed for leadership in the Tesco PLC.................................. 7
AC 2.2 Difference between leadership and management.................................................. 8
AC 2.3 Compare leadership styles ........................................................................................... 8
AC 2.4 Different ways adopted by leaders and managers to motivate staff members.... 9
TASK 3 ..............................................................................................................................................10
AC 3.1 Benefits of team working in Tesco PLC...................................................................... 10
AC 3.2 Dealing with conflict or situations while working in a team as a leader and as a
member ...................................................................................................................................... 11
AC 3.3 The effectiveness of the team in achieving the goals of Tesco PLC...................... 11
TASK 4................................................................................................................................................12
AC 4.1 The factors involved in planning and assessment of work performance............ 12
AC 4.2 Planning and delivering of development needs of individuals.............................. 12
AC 4.3 The success of the assessment process..................................................................... 12
Conclusion: ..................................................................................................................................... 13
References........................................................................................................................................ 14
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INTRODUCTION
Human resource plays important role in managing and leading the
employees. Any organisation hires new employees for proper working and
management through recruitment and selection processes (Adair, 2013). This
process leads to appointment of new, talented and skilled candidates for the
growth and success of organisation. There are different types of leadership
techniques which are selected by companies for leading their employees and
guiding them for better performance in their work.
In this present report, knowledge gained from Tesco Plc is used for
explaining different processes of human resource. It consists of job analysis,
recruitment and selection process, team management and development needs
of this organisation. Final step is concluded with proper recommendations and
measures to improve the human resource processes.
TASK 1
AC1.1 Documents to select and recruit new sales assistant for Tesco
Before hiring of any candidate, the first step is to analyse the job and its
requirements. For hiring the sales assistant Tesco PLC needs to apply job
analysis such as job description and person specification. The job description
and person specification require in this field is as follows:
Job Description and Person Specification:
Job description consists of title of job and designation along with duties,
responsibilities, scopes and working conditions of a job (Allen and Hartman,
2008). Person Specification consists of description of skills, qualifications,
knowledge, experience and other features possess by candidate to perform the
particular job (Lingenfelter, 2008). Job description and Person Specification for
sales assistant is:
Job Title: Sales Assistant
A. Job Description:
Should have knowledge of sales system and all tools used for this
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position.
To deliver the customer's orders.
To be aware about all safety and healthy issues.
To satisfy customers by handling complaints and queries efficiently.
To answer telephone calls quickly and in polite manner.
To ensure all items are booked correctly by unpacking the deliveries with
care.
To maintain the standards of behaviour performance and appearance.
To carry out audit and report back all the findings and recommendations.
B. Person Specification
Qualifications:
Should have knowledge about retail management.
Should have minimum 1 year of experience.
Skills:
Technical skills with good knowledge of Microsoft Office.
Good Communication skills.
Trading skills.
Personal Qualities:
Self motivated.
Good convincing power.
Attractive personality.
Able to work under pressure.
Able
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AC 1.2 Impact of existing legal, regulatory and ethical considerations on

recruitment and selection process
Tesco PLC has to follow some laws, rules and regulations at the time of
recruitment and selection process. Awareness of these laws, minimize the
problems and risk in the process of job postings, interviews, etc (Campbell,
2007). These laws have some impact on the recruitment and selection process
which are described below:
Race relation act: This act consist of discrimination on the name of race,
colour, nationality and national origins, etc. The job offer of particular
race and nationality breaks the provisions of this act. The impact of this is
that Tesco PLC can hire only those candidates who have legal permission
for work in UK (Race Relations Act 1976, 2015).
Sex discriminatory act: This act prevents from the discrimination on
the name of sex or marital status which impact on selection procedure. If
the candidate is qualified for the post of sales assistant then Tesco is
bound to hire him/her without gender discrimination (Sex Discrimination
Act 1975. 2015).
Equality Regulation: The impact of this act is that, Tesco have to
provide equal rights to the candidate for sales assistant post whether the
candidate is male or female, young or old (Equality Act 2010, 2015).
Law for advertising stage: As per this act, Company need to take care
that there should not be any type of discrimination against sex, age, race,
etc during advertisement.
Statement of employment: Under this act, Tesco has to provide
statement of employment which consist of the salary, role, working hours,
holidays, etc (Employment Right Act 1996. 2015).
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AC 1.3 Experience in the selection process as HR assistant

Taking part in selection process as HR assistant leads to learn many new
things. Being HR assistant of Tesco PLC my participation is explained bellow:
Recruitment and Selection panel: In first step, Recruitment and
selection panel is being selected by HR head. The head of sales
department
is
selected along
the
other
members
in
this
panel
(Recruitment and Selection Hiring Process. 2015).

Short-listing: By using different short-listing methods like written test,
IQ test, etc. the panel shortlists the qualified candidates as per the
requirement of job post. I participated in this process along with other
members and helped them in short-listing the right candidate (Dransfield,
2000).
Interviews: The panel of Tesco PLC conducts interview for the shortlisted
candidates. In this interview, they ask questions to them based of their past
experience,
qualifications
and
skills
(Leigh
and
Maynard,
2002).
Appointment: The last and final step is appointment of the most desired
candidate. In this they provide final appointment letter to the candidate who
satisfies them. The documentation of this process was done by me like
documentation of offer letter and other necessary paper work (Lou, 2007).
Experience: During selection process, I learnt many things like documentation
for new employees, time management, team work with proper coordination
and cooperation, relationship maintenance, etc. I took participate in meetings
which leads to develop decision making skills, communication skills, etc. This
whole process helped me in knowing strategies for effective selection.
AC 1.4 Contribution as an HR assistant to the selection process
In the selection process of Tesco, I contribute in documentation of job
description and person specification. I also help in advertisement of job like
posting it on different job portals, sending job offers through mail, by publishing
in magazines and newspapers, etc. My contribution was further extended by
helping the panel in short-listing of candidates. I shortlist them on the basis of
job analysis and refer findings to the HR Manager (Deckop, 2006). Following
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this, I call the shortlisted candidates for inviting them to interview. I also take
part in conducting telephonic interview for the candidates who were unable to
come in the company. And in the last process my contribution consists of
preparing documents for new employees which include offer letter and
appointment letter. I also prepare file for the employee in which they need to
fill all their information related to the previous job, educational qualification,
medical issues if any, etc.
TASK 2
AC 2.1 Skills and attributes needed for leadership in the Tesco PLC
Various skills and attributes are needed for leadership in any organisation.
Leader possesses different kinds of skills for leading people professionally and
socially. The skills and attributes required for leadership in Tesco are as follows:
Passion: Leaders love their work and have passion to do it with zeal and
enthusiasm. This passion towards work is required because it helps in
motivating the employees to give their best with good performance
(Mullins,
2007). Appreciating them for their work and motivating them
helps in more productivity and maintaining good environment of

company (Top five leadership traits, qualities and skills. 2015).
Communication Skills: Leaders should have good communication skills
which help in relationship maintenance (Puccio, 2010). He should
communicate to both higher and lower authority which leads to proper
and clear understanding of work. They inform all the staff members
about the updates or changes in the projects (Baker and Henson, 2010).
Team Work: Leader should possess the team building qualities. They
encourage their employees for working together with cooperation and
coordination. They also boost them to solve their problems by group
discussions. This all leads to better environment which later helps in high
productivity with innovativeness (Roberts, 2005).
Risk handling skills: In every work, there is some risk, either internal or
external. Leaders should have risk handling skills. At the time of any risk,
they should know how to encourage the team members to handle risk all
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together (Risk Management Skills. 2015).

Decision Making: Decision making plays important role in leadership.
Leaders should be quick and proper decision maker. This skill helps in
taking decision for employee's welfare and in the profit of company
(Trautman,
AC 2.2
2002).
Difference between leadership and management
Leadership and management are two different part of any organisation. The
difference between both of them is explained below:
Leadership
It
is
the
Management
ability
to
motivate
and It is directing and controlling one or
encourage the employees towards the more employee's work towards the
growth and success of organisation achievement of a goals
(Chatzoglou,
2008).
It is people oriented.
It is task oriented.
In this leader leads the employee.
In this manager manages the work.
Possess risk management skills, high Take rational decisions and actions;
level of imagination, communication focus on goal, structures, resources,
skills, decision making, etc.
cost, productivity, etc of organisation

(Epstein,
These are risk takers.
2008).
These are under the controller of risk

solvers.
There are different types of leadership Autocratic, democratic, consultative,

styles
like
participative, etc are the types of management.
transformational, etc.
In this leaders have followers (Butler, In this managers have subordinates
2009).
(Leatherman,
2008).
AC 2.3 Compare leadership styles

There are different types of leadership styles which are explained below with
example of appropriate organisation:
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Leadership styles
Situations
Autocratic
Managers
Organisations
have
total Helmsley hotel chain and
authority to make their Howell
Raines
of
New
own decisions. Benefits york

for
those
who
require
close
supervision.
Creative
employees
possess
ability
become
leader
to
of
this
style (Gravells, 2010).

Participative
Full
participation
employees
decision
of Walt Disney and Nissan
but
takes
final
by
the
leader. Helps in boosting

morale
of
employees
with motivation. No resist

towards any change. It is
not effective at the time
of quick decision making
in
Transformational
short
time
(Caldwell,
2013).
Possess
period
good IBM and Apple
communication skills and

high
visibility.
Leaders
motivate employees and

increase the productivity.
This
style
requires
involvement
of
management
for
achieving goals (Kumar,

2010).
Laissez Faire
It
lacks
proper Berkshire Hathway
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supervision feedback of
employees.
leadership
No
(Chatzoglou,
2008) supervision leads

to poor production and
lack of control.
AC 2.4 Different ways adopted by leaders and managers to motivate staff

members
In Tesco PLC leaders and managers uses different methods and approaches to
motivate their employees. These have been explained below:
Communication: In Tesco, leaders and managers properly communicate
with their employees. Line managers of company daily conduct a
meeting for updating their employees about the work (Davies, 2011).
This meeting have exchange of ideas and thoughts in the form of one to
one communication (Cartwrigh, 2002).
Training
and
Development:
Company
provides
various
training
opportunities to their employees for motivation. It also offers strategic

career planning for achieving extraordinary goals and objectives.
1. Personal Development Plans: Tesco PLC uses 360 degree feedback

technique for creating personal development plans (Aylott, 2014).
Managers offer meaningful feedback to employees to help them in
improving their performance. This approach helps them to know their
potential and to use it at its fullest.
Incentives and rewards: The Company motivates their employees
through incentives, bonuses, etc. They also offer different types of
awards and rewards. Rewards offer by company are always simple, clear
and easy. These helps in increasing morale of employees.
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TASK 3
AC 3.1 Benefits of team working in Tesco PLC
Team work leads to improved performance and effective achievement of goals
and objectives of Tesco PLC. Company gets many benefits by team work of
employees which are as follows:
Improved Morale: Team work in Tesco leads to boosting of morale of
employees. As working in team, employees get various responsibilities
over the working project which makes them to improve their decision
making. This later helps them in taking effective, quick and appropriate
decisions. Accomplishment of goals in team leads to increase in morale
and values (Johansen, 2012).
Risk Handling: While working together there occurs some problems and
risk which stuck the work. The support of all team members encourages
them to handle risk. Once they successfully handles the risk, it make
easier for them to handle more risk (Zack, 2012).
Conflict Resolution: As employees of the company possess diversities;
all have their own way of working these diversities sometimes leads to
create conflicts. In such condition, they are suggested to resolve those
conflicts by themselves before sending the issue to management. This
prevent organisation from wastage of time on unnecessary issues
(Humphris,
2013).
Improved Environment: Team work leads to cooperation, coordination

and relationship maintenance. These all features help in improving
working environment of organisation. This also leads to trust, loyalty and
strong bonding among the employees which results in better production
and quick achievement of goals (Chatzoglou, 2008).
AC 3.2 Dealing with conflict or situations w
hile working in a team as a leader and as a member
Different types of difficulties and conflicts arise while working as a leader
or member in an organisation. Tesco also face different types of problems and
issues but it selects appropriate approach for solving them. A leader faces
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various kinds of difficulties like team management, diversity management,

time management, resolving conflicts, proper communication with higher and
lower authority, proper distribution of work, etc. To make employees work it is
important for leader to manage all these issues very effectively. Being a leader
of a team I face problem of team management (Khan and Sheikh, 2012) . The
employees of team were new to each other which was creating problem in
proper working. This leads to lack in cooperation, coordination and relationship
maintenance. To solve this problem, I organize a team lunch so that everyone
can know each other and feel comfortable in working together. Similarly,
members of team also face various problems like working under pressure,
working with each other, handling risks, lack of participation, etc. Being a
member of team I face problem of conflicts, as team members Chartered
Institute of Personnel & Development have different views and perception
which sometimes leads to conflicts among them. It leads to improper working
performance and also delay the results. To solve this, leader conduct trainings
and various programmes for managing the diversities this helps us in solving
our problems and to work together (Thomson and Thomson, 2012).
AC 3.3 The effectiveness of the team in achieving the goals of Tesco PLC
Effectiveness of team is the capacity and ability team posses for achieving the
goals and objectives of organisation. The team of Tesco is collection of
individuals who share their responsibilities, tasks and output. The team
effectiveness of Tesco is as follows:
Output: The output given by the team is always appropriate and
innovative which leads to growth of the company. While formulation of
output, team members keep all the key elements of company in mind
and follow them properly (Cassidy., 2006).
Social Processes: The working of team improves the skills, abilities,
knowledge of employees. It also leads to enhancement of morale and
values which keep the internal environment friendly and cooperative.
This helps in maintaining the team members with effective time
management. This helps in improving the social life of employees inside
the organisation. It also helps company in managing and maintaining the
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environment (Rees and French, 2013)

Learning: Working in team tends to learn many new things. Employees
learn to handle conflicts, risks and many other problems. They also
become flexible and adjustable which results to cooperation and
coordination. This leads to improve the talent and experience of
manpower of Tesco.
Innovative and Creative approach: Effective team management leads
to brainstorming which make employees to think innovative and creative
ideas. Group discussions tends to exchange of ideas which results to best
ideas in the end. ThesReferences
e ideas helps in producing new, improved and innovative products. This
also increase the decision making skills of employees (Dransfield, 2000).
TASK 4
AC 4.1 The factors involved in planning and assessment of work performance
While working as an HR assistant for XYZ retail it has been found out that
there is a presence of many factors involved in planning and assessment of
work performance for employees. Firstly the need is to identify the aims and
objectives of company. For example, if the aim of company is to provide quality
services to consumers then employee work quality will be a major factor to
assess the work performance. Next comes the performance appraisal tools and
techniques that are used by management (Rees and French, 2013). For
example, if the company makes use of 360 degree feedback then it will be
have to focus on all the factors. However, the assessment of work performance
will be different if there is a use of ranking or critical incident method. Planning
and assessment of work performance further depends on the key job
responsibilities, relevant competencies possessed by employees, change in
level of performance as well as previously completed performance appraisals
(Leigh
and Maynard, 2002).
AC 4.2 Planning and delivering of development needs of individuals

The assessment of the development needs possessed by employees can
be judged by undertaking individual meetings with them. Carrying out one on
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one talk may aid in finding out the areas where the employees of XYZ limited
need growth. In the same way, a feedback form can be made to be filled by
employees (Aylott, 2014). This will aid in identifying the development needs of
individuals.
AC 4.3 The success of the assessment process
In case of XYZ retail firm, the assessment process selected for the
employees was judged by making use of rating method. Here, the quality of
performance or competence was assessed on a particular skill (Rees and
French, 2013). It was majorly done by evaluating the scale against set
parameters. The assessment process was successful as it leads to non-missing
of any criteria. However, it was a subjective concept thereby making it difficult
to achieve consistency with respect to ratings that were offered by different
managers.
CONCLUSION
As per the above research, it is concluded that team work is very important for
the growth of any organisation. In all process of human resources whether it is
recruitment and selection or leadership there is need of team work. Different
organisations use different techniques for leadership and management but
their goal is same i.e. formulation of effective and appropriate organisation
which leads to achieve all its targets and goals. The main thing that plays
important role in any organisation is team work, environment, employees
satisfaction level and passion towards work. These all features leads to
development of appropriate organisation.
References
Books and Journals
Adair, J., 2013. Develop Your Leadership Skills. Kogan Page Publishers.
Allen, S. and Hartman, N., 2008. Leadership Development: An Exploration of
Sources of Learning.
Advanced Management Journal. 73(1). pp.10-19.
Aylott, E., 2014. Employment Law. Kogan Page Publishers.
Baker, G. and Henson, D., 2010. Promoting employability skills development in
a research intensive university. Education + Training. (52)1. pp.62 75.
Butler, C., 2009. Strategy. Leadership & Organization Development Journal.
30(7). pp.687 688.
Caldwell, R., 2013. Change leaders
and change managers:different or
WhatsApp No: +44 7999 903324
complementary? Leadership & Organisation Development Journal. 24(5).

pp.285-293.
Campbell, C., 2007. On the journey toward wholeness in leader theories.
Leadership &
Organization Development Journal. 28(2). pp.137 15.
Cartwrigh, S., 2002. Human Resource Management. Mittal Publications.
Cassidy, S., 2006. Developing employability skills: peer assessment in higher
education. Education + Training. Vol. 48(7). pp.508 517.
Chatzoglou, D. P., 2008. Enhancing performance through best HRM practices,
organizational
learning and knowledge management: A conceptual
framework. European Business Review. 20(3). pp. 185207.
Davies, A., 2011. Workplace Law Handbook 2011: Employment Law and Human
Resources.
Workplace Law Group
Deckop, R. J., 2006. Human Resource Management Ethics. IAP.
Dransfield, R., 2000. Human Resource Management Studies in economics and
business.
Heinemann.
Epstein, J. M., 2008. Making Sustainability Work: Best Practices in Managing
and Measuring Corporate Social, Environmental and Economic Impacts.
Berrett-Koehler Publishers.
Gravells, A., 2010. Delivering Employability Skills in the Lifelong Learning
Sector. SAGE.
Humphris, C., 2013. Employability Skills: Brush Up Electronics. eBookIt.com.
Johansen, R., 2012. Leaders Make the Future: Ten New Leadership Skills for an
Uncertain World.
Berrett-Koehler Publishers.
Khan, M. and Sheikh, N., 2012. Human resource development, motivation and
Islam. Journal of Management Development. 31(10). pp. 1021-1034.
Kumar, R., 2010. Human Resource Management: Strategic Analysis Text and
Cases. I. K. International Pvt Ltd.
Leatherman, D., 2008. Quality Leadership Skills: Standards of Leadership
Behavior. Human
Resource Development.
Leigh, A. and Maynard, M., 2002. Leading Your Team: How to Involve and
Inspire Teams. Nicholas
Brealey Publishing.
Lingenfelter, S., 2008. Leading Cross-Culturally: Covenant Relationships for
Effective Christian
Leadership. Baker Academic.
Lou, X., 2007.Continuous Learning: The Influence of National Institutional Logics
on Training
Attitudes. Organization Science. 18(2). pp. 280-296.
Mullins , J. L., 2007. Management and Organisational Behaviour, 8th Ed.
Financial Times/Prentice
Hall.Mullins , J. L., 2007. Management and
th
Organisational Behaviour, 8 Ed. Financial Times/Prentice Hall.
Puccio, G., 2010. Creative Leadership: Skills That Drive Change. SAGE.
Rees, G. and French, R., 2013. Leading, Managing and Developing People. 4th
Ed. Chartered
Institute of Personnel & Development
Roberts, G., 2005. Recruitment and Selection -Developing Practice. 2nd Ed. CIPD.
Thomson, R. and Thomson, A., 2012. Managing People. 3rd Ed. Routledge
Trautman, D., 2002. The synergistic leadership theory. Journal of Educational
Administration. 40(4). pp.304 322.
Zack, D., 2012. Managing for People who Hate Managing: Be a Success by
Being Yourself.
Berrett-Koehler Publishers
Online
Employment
Right
Act
1996.
2015.
[Online].
Available
Through:
WhatsApp No: +44 7999 903324
<http://www.legislation.gov.uk/ukpga/1996/18/section/1>. [Accessed On
30 November 2015]
Equaltiy
Act
2010.
2015.
[Online].
Available
Through:
<http://www.legislation.gov.uk/ukpga/2010/15/contents> [Accessed On
30 November 2015]
Race
Relations
Act
1976.
2015.
[Online].
Available
Through:
<http://www.legislation.gov.uk/ukpga/1976/74>
[Accessed
On
30
November 2015]
Recruitment and Selection Hiring Process. 2015. [Online]. Available Through:
<http://hr.ucr.edu/recruitment/guidelines/process.html> [Accessed On 30
November 2015]
Risk
Management
Skills.
2015.
[Online].
Available
Through:<http://www.skillsyouneed.com/lead/risk-management.html>
[Accessed On 30 November 2015]
Sex
Discrimination
Act
1975.
2015.
[Online].
Available
Through:<http://www.legislation.gov.uk/ukpga/1975/65> [Accessed On 30
November 2015]
Top five leadership traits, qualities and skills. 2015.
[Online]. Available
Through:<http://smallbusiness.chron.com/top-five-leadership-traitsqualities-skills-32557.html> [Accessed On 30 November 2015]
WhatsApp No: +44 7999 903324

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THIS IS A SMAPLE ASSIGNMENT

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Toll Free No: +44 203 8681 671 Email: help@instantassignmenthelp.com

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AC 1.2 Impact of existing legal, regulatory and ethical considerations on

WhatsApp No: +44 7999 903324

AC 1.3 Experience in the selection process as HR assistant

(Recruitment and Selection Hiring Process. 2015).

WhatsApp No: +44 7999 903324

2007). Appreciating them for their work and motivating them

helps in more productivity and maintaining good environment of

WhatsApp No: +44 7999 903324

together (Risk Management Skills. 2015).

Difference between leadership and management

and It is directing and controlling one or

In this leader leads the employee.

In this manager manages the work.

cost, productivity, etc of organisation

These are risk takers.

These are under the controller of risk

There are different types of leadership Autocratic, democratic, consultative,

participative, etc are the types of management.

AC 2.3 Compare leadership styles

WhatsApp No: +44 7999 903324

total Helmsley hotel chain and

authority to make their Howell

own decisions. Benefits york

style (Gravells, 2010).

of Walt Disney and Nissan

leader. Helps in boosting

with motivation. No resist

good IBM and Apple

communication skills and

motivate employees and

achieving goals (Kumar,

proper Berkshire Hathway

Toll Free No: +44 203 8681 671 Email: help@instantassignmenthelp.com

WhatsApp No: +44 7999 903324

2008) supervision leads

AC 2.4 Different ways adopted by leaders and managers to motivate staff

opportunities to their employees for motivation. It also offers strategic

1. Personal Development Plans: Tesco PLC uses 360 degree feedback

Toll Free No: +44 203 8681 671 Email: help@instantassignmenthelp.com

WhatsApp No: +44 7999 903324

Improved Environment: Team work leads to cooperation, coordination

WhatsApp No: +44 7999 903324

various kinds of difficulties like team management, diversity management,

WhatsApp No: +44 7999 903324

environment (Rees and French, 2013)

and Maynard, 2002).

AC 4.2 Planning and delivering of development needs of individuals