Task # 01

1.1 Documentation to select and recruit a new member of staff

The process of Human Resource management actually begins with decision about what the job entails and
what kind of people the firm should recruit for the job. Companies mainly engage in the recruitment and
selection for hiring right people for the right job (Dale, 2004). The documentation to select and recruit
a new member for the organization includes

Job analysis,

Recruitment,

Selection and

Performance appraisal.

1. JOB ANALYSIS: it is the procedure through which the companies identify the duties of different
position within the organization and the characteristics of the persons to be hired for the positions. It
involves job description and job specification. Job analysis involves six important steps for collecting
information, those are

Decision about the collection of information

Review of important background information
Selecting representative position
Collection of data on employees attitude, activities of job etc.
Verifying the information of job with actual work activities.
Finally , developing a job description and job specification

2. RRECRUITMENT AND SELECTION: job analysis helps to determine the duties and human
requirement for the job of the companies. The 2 nd step is the decision about recruitment and selection. this
process involves the following steps

Planning for personnel and forecasting

Creating a pool of applicants for the job
Use of different selection tools
Finally deciding who is to be made offer the job.

4. PERFORMANCE APPRAISAL: By performance appraisal we actually mean the valuation of the

employees current and past performance with his or her performance standards. Appraisal actually
involves having regularly assessing each other, day to day. Three man steps involved in performance
appraisal are
i.
ii.
iii.

Setting work standards

Comparing the actual performance of employees with the standards,
Providing the feedback.

1.2 The impact of legal, regulatory and ethical considerations to the recruitment
and selection process
The recruitment process of a company involves much more complex procedures. From personnel
planning to performance appraisal, it involves many laws and regulations that ensure the equity
and fairness in the following affairs.
Advertising stage: At the time of placing add the HR manager should always make sure that he
or she does not discriminate against anyone regarding age, race, sex ethnicity etc. The HR
manager should also make ensure that the add does not break the state law such as workers basic
right.
Interview stage:

Should not use the sexist comments

Should treat people equally
Should always try to deliver realistic information
At employment: at the time of employment the HR manager should check for employees legal
rights to work in the organization as well as his or her criminal records.
Tax responsibilities: at the time of the employees induction the HR manager will collect all of
their taxation details and ensure that national insurance deduction have been correctly made.

1.3The selection process

Here we use three basic steps such as:
1. Short listing
2. Interviews

3. Job Offers
1. Short listing: After completing job vacancy advertisement usually based on job description
and job specification we make a short list of the possible candidates. . In some particular cases
we seek references before the interview
Interviews: A panel consisting of experienced personnel including line manager and senior
managers conduct the interview. Candidates are usually asked to present something on the
relevant topic .There may possibly be 2nd and 3rd interviews. The candidates are required to
provide their original documents
3.Job offer: As soon as the interviews are complete we select the preferred candidate and offer
the employment on the condition of satisfactory reference and medical certificate. We also ask
the candidates to take part in the before employment health screen process .For the foreign
employees we require them to provide visa and other permit to stay in the country.

1.4 Contribution to the selection process

The human resource managers play the policy developing and advisory role which is very
important to conduct the selection process easier. Usually the HR managers give advice and
assistance regarding the interview but leave the decision maki8ng right to the head of the
interview panel. It helps the employers to conduct a consultative analysis and make a quick
decision in selecting employees. Employers can easily maximize their offering of benefit to the
needs of employees as well as containing their cost of benefit. Employers use different methods
of observation to grasp the potential talents of the employees. They help the organization achieve
the long term goal through selecting right people to the right position. Efficient recruitment is
beneficial as the vacant positions are filled quickly and performance is maintained.

Task #2
2.1 The skills and attributes needed for leadership
Organization needs strong leadership and efficient management to effectively operate its
business activities.Leadership is the ability to influence a group of people toward the
achievement of a vision or a set of goals(robins and Judge ,2011). In todays dynamic world
leaders need to have some special attributes which are discussed below
Personal attributes: The leader who is aspired by people is likely to have integrity, trust,
commonsense. He or she is likely to be authentic, passionate, hard-working and visionary.

Communication skills: Successful and effective leaders have ability to deal with diverge group
of people and communicate clearly with them.
Strategic and systematic thinking: Successful leaders usually have capacity to assess different
situations , view big pictures discern what is to be done in the future and make decision
accordingly.
Innovative thinking and risk taking: strong leaders have long view or foresight figuring out
new things from what they see. The usually take big risk to be successful.
Understanding context: great leaders understand not only their own company but also the
broader situation of the economy in which they operate.
Commitment: The great leaders generally have the commitment to the organization and the
people within the organization. He must be respectful to his promises and create an environment
of strong commitment. Leading for no personal gain is the part of the firm commitment (Forbs,
2014).

2.2The difference between leadership and management

Value Counting vs. value Creating. Managers usually manages people and they only count the
value created by others. On the contrary, leaders focuses on creating value(Nyar,v.2013)
Influence vs. power: As the managers have their subordinates, the usually try to create circles
of power while leaders have followers and therefore the try to create circles of influence
( nayar,v.2013)
Managing vs. leading work: Management generally takes the control of a group or a set of
entities in order to accomplish a goal on the other hand leadership involves an individuals ability
motivate and enable other s toward the achievement of the organizational goals.
To understand the concept or essence of the leadership and management it is necessary to
understand the difference between them ( Myers , S.2014).
Leadership

Management

Leaders inspire people

Managers plan

Leaders praise subordinates works

Managers find faults

Leaders ask for the execution

Managers deliver directions

2.3 Leadership styles for different situations

Leadership styles are usually categorized into three types. Those are

1. Autocratic or authoritarian
2. Democratic or participative
3. Delegative or free reign

1.Autocratic style: in this leadership style the leader will have total authority over making any
decision and will tell their followers what needs to be done. This style is beneficial when the
time is scares, say for example medical emergency. This style is also effective in normal situation
where the employees already well known and highly motivated.
2.Participative or democratic style: this style gives priority to the team participation . As the
concept of each member is accepted this increases satisfaction among employees. This kind of
leaders usually listen to his or group members thought and views and gives them a fair
consideration in spite of keeping his decision making authority. It becomes successful specially
in the situation where the leader has skilled and knowledgeable manpower. The problem with
this kind of leadership style is that it is very difficult to make quick decision when time is
limited. The democratic style is most effective when the leader have control over decision , plan
, and goal( Benincasa,2012).
3.Delegative style: This style is generally known as the laissez-faire style of leadership which
means the subordinates can and have the right to make whatever decision they think is
appropriate. There is no supervisory role played by the leader and no monitoring. It useful and
practical because the leaders cannot always do everything. the threat to this style is that it can be
source of excuses for those who does not lead at all. This result in a productivity loss and
increase in cost.

2.4 Different ways to motivate staff to achieve objectives

In todays dynamic environment of business it is necessary for us to find out ways for making the
resources highly productive in many situations the most expensive resources becomes our own
people. Therefore the effective leaders use several techniques to motivate employees.
Step 1: Involving the employees initially in the goal writing process to involve them to achieve
the goal and specifically defining the time frame to achieve the objectives.
Step 2: Regularly meeting with employees privately and evaluate their activities toward the
achieving the goal.
Step 3: Developing own goals both for the individuals and the company as whole.
Step 4: Recognizing and celebrating the success of the employees who have been able to achieve
their goals.

Step 5: Encouraging the creativity within the employees . Creating an environment that
appreciates the risk taking attitude of the employees.
Step: 6 Tying up those employees who have similar types of carrier goals.
Step: 7 Delivering the instruments for achieving the goals say for example, training employees.

Task #03

3.1 The benefits of team working for an organization

Diverge group of people working together develop a team to maximize operational efficiency
and achieve a common objective. There are several ways of forming a team including formal
and informal . the benefit of teamwork in an organization are mentioned below
Improved morale: Working in a team provides employees with greater responsibility
particularly for making decision. This leads them to improved morale as they have more
authority. Teamwork also provides employees with greater sense of recognition and
belongingness.
Increased flexibility: working in a team helps organizations more flexible in accomplishing the
task. Aggregating people from different sectors of the organization teamwork helps identify and
solve different problem and bottlenecks.
Higher level innovation: Using teamwork an environment can be created which fosters
creativity and innovation. This is particularly most important in the technological organization.
Briefly speaking people in a team can achieve more than the total of a person in isolation. For
example, They can
Create wider area of ideas and innovation.

 Can motivate people

Can generate ideas from each of the member
Can more realistically support each other.

3.2 Working in a team as a leader and member towards

specific goals, dealing with any conflict or difficult
situations
Conflict is the serious disagreement among the members of the team. Managing conflict involves
answering the following questions
1.
2.
3.
4.

What are the symptoms of team conflict?

What causes team conflict?
How do I address team conflict?
What tools and aids can I use to help my team deal with conflict quickly and effectively?

1.Symptoms of conflict: There are several symptoms of conflict such as

Completion of work after the due time

No return of phone call or mailings
No response to information request
Keeping information secret which should be shared widely
No attendance in important meetings
Hostility
Complaining
Physical violence

2.Causes of tem conflict: Conflict is the disagreement over need and purpose. It is the result of
inability to identify needs and goals. Here are some generic causes of team conflict.

No communication or poor communication

Inability to solve problem or get to the root of the cause
Lack of clarity in objective , goals , and among team members
Personal problems conflict of personality

3.Addressing team conflict: we generally make a plan to deal with the causes of conflict Such
as
a)
b)
c)
d)
e)

Defining the problem

Gathering data
Analyzing the data
Choosing the best solution
Implementing the solution and continuing to refine it

a)Defining the problem: without defining the problem we cannot solve it. It is the hardest area
of dealing with conflict. One way to do this is to writ it in multiple ways in different situations.
When we see the problem from different situations we can easily find out what the problem
really is.
b) Gathering data: this step involves collecting data on actual happenings. Gathering means
collecting information and facts that can be substantiated or proven.
c)Analyzing data: this involves diagnosing the collected data to be sure about genuinely of
facts.
d)choosing the best solution: because we gather and analyze data we are able to find out the
root cause of the problem . as we know what the problem and different solutions are we can
easily choose the best solution.
e)implementing the solution and refining it : As we have been able to determine the best
solution to the problem we should implement the problem in such a way tha it will help to
achieve the goals of the organization and dont recur.

4.Tools for dealing with conflict quickly and effectively: the following tools may be useful

Attacking the problem but the individuals

Focusing on what can be done rather what cannot be done
Expressing thoughts in such a way that does not blame.
Showing respect to other persons

3.3 The effectiveness of the team in achieving the goals

The effective teamwork provides organizations with the possibility and advantages to collaborate
on different prospects and solving multiple problems. To meet the goals and business objectives
it is necessary for the organization to operate the teamwork more efficiently and effectively.
Giving appropriate tools and guidance to employees to operate within the spheres of teamwork

create an environment that helps employees to build a mutual understanding among each other.
Here are some steps to establish effectiveness of teamwork.
Step 1: the first step is to establish goals, and objectives, policies and the guidelines for how the
goals and objectives can be achieved. This will make a vision of the team goals within the
employees and how they can be achieved. Team performance can accurately be evaluated
through well set team goals and guidelines.
Step 2: Apart from team goals and standard of performance a clear role for each other is required
to make teamwork more effective. Therefore it is required to set performance standards for each
employee and measure them against the standards
Step 3: Regular assessment and providing feedback on a regular basis keeps everyone on the
track .

1. Robins, s.p. and Judge,T. A, 2011. Organizational behavior.13 th ed.Newyork:

Pearson Education Inc.
2. Profile international, [online] available at
<http://info.profilesinternational.com/profiles-employee-assessmentblog/bid/117287/Leadership-Styles-For-Different-Situations> (accessed on
12november, 2014)
3. Global knowledge,
4.

http://hr.uoregon.edu/recruit/recruitment-and-selection/guidelines-recruitment-andselection.

http://www.forbes.com/fdc/welcome_mjx.shtm

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