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). Toll Free No: +44 203 8681 671 Email: help@instantassignmenthelp.com
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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 Toll Free No: +44 203 8681 671 Email: help@instantassignmenthelp.com
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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 Toll Free No: +44 203 8681 671 Email: help@instantassignmenthelp.com
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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: Toll Free No: +44 203 8681 671 Email: help@instantassignmenthelp.com
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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 it’s 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 Toll Free No: +44 203 8681 671 Email: help@instantassignmenthelp.com
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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 Toll Free No: +44 203 8681 671 Email: help@instantassignmenthelp.com
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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 Toll Free No: +44 203 8681 671 Email: help@instantassignmenthelp.com
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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
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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. 185–207. 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: Toll Free No: +44 203 8681 671 Email: help@instantassignmenthelp.com
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