Working and Leading People
1.1 Write the Recruitment Procedure, job description and person specification to select and recruit a new Business tutor.
LONDON SCHOOL OF BUSINESS AND FINANCE
Job title: business tutor
Duties and responsibilities: General Professional duties of all tutors.
Purpose: The ultimate purpose of this job is to impart knowledge upon business studies for the HND business program.
- The tutor will discuss with the head of the department and detect the development of a teaching standard and a teaching program for the concerned semester of the HND business program.
- He will be responsible to operate the teaching plan and will report to the head of the department regarding the result of such program.
- To attend 20 one and a half hours session in every month during the semester.
- To maintain coordination with the head of the department during his session.
- To report to the head of the department in every fifteen days of teaching for the purpose of reviewing the progress.
Apart from the general duties he will be responsible to perform certain special duties which are as follows:
- Provision of feedback and opinions to the head of the department regarding the problems regarding teaching and learning which are occurring.
- Adhere to the policy regarding the assessment of the students’ progress as laid by the particular authority.
- Actively participate in the process of organizing the course works as well as internal and external assessments.
- To allocate the tasks among the students properly and extend support they require accordingly.
- Extending support to the administrative duties and be present in the faculty meetings.
- Perform any other duties as assigned by the department (Polito et al., 2011)
Ø A competent honors degree in business
Ø Ability to develop business skills among the students.
Ø Possessing efficient and innovative teaching skills.
v Ability to develop and perform as a team.
v Proficient teaching skills.
v Considerable skills regarding presentation.
v Excellent communication skills.
v Understandable and acceptable to the students (Watson, 2011).
1.2 Assess the impact of legal, regulatory and ethical considerations to the recruitment and selection process for above case if applicable.
There are some areas which a selection process is required to avoid except otherwise done for the purpose of the business in order to continue the process without attracting any legal violations. To continue a selection process legally it is imperative for the recruiter to follow certain steps that are regarded necessary to fulfill the selection process legally (Taguchi, 2012). For instance certain questions are regarded unlawful and should not be asked by the recruiter. And in order to avoid legal violations those question should not be asked accordingly. The examples of a few unacceptable questions are as follows:
- Questions regarding race.
- Enquiring about the gender of the interviewee.
- Any questions towards pregnancy.
- Except the question regarding the salary expectation of the individual any other questions relating to financial condition of the individual will be unlawful.
- Unnecessary questions relating to the educational background of the individual will e deemed unacceptable.
- Question towards ownership of residence is also not fair and will be regarded unlawful accordingly.
In a selection process a recruiter is required to maintain legality otherwise it would amount to unlawfulness and will attract violations to law.
A selection process is regarded vital for any organization be it a collage or a company, and proper standard should be maintained while pursuing the process of selection in order to avoid issues that relate to law and ethics. A selection process should be framed in an ethical way I order to show care and respected to the individual interviewees (Rossiter, 2011).
There are certain rules made to complete the selection process in an ethical way and every employer should be quite aware about those standards. Some of those standards are exhibited below:
- Every individual should be given equal respect during the selection process
- The employer should not show any sign of discrimination during the selection process be it racial or sexual discrimination and the attachment of the photographs of the candidates in their respective resumes should not be asked for.
- No unnecessary questions should be asked during the selection process which are not relevant to the job.
On failure to hold the selection process in an ethical way numerous problems may arise the most important among them can be regarded as inability to work as a team due to lack of respect and compromise with success if the discrimination is showed during selection (Mandell, 2011).
It is imperative for an organization to adhere the regulations as prescribed by various regulations that are related to recruitment and human rights. Process of selection involving discrimination in respect to race, gender, sex etc is regarded against those regulations.
A selection process should be continued with strict adherence to the rules of the following legislations:
- Disability Discrimination Act 1992 and 1997
- Equal Pay Act 1970
- Human Rights Act 2001
- Sex Discrimination Act 1975 and 1986 (White and Willard, 2011).
1.3 Write a report demonstrating the selection process that took place in order to recruit a new Business tutor.
London School of Business and Finance is in requirement of a business tutor and it has organized an appropriate selection process for the same. A brief discussion of such selection process is presented below:
The recruitment process included five different steps that actually constitute the whole selection process. The five different phases of the recruitment process are briefly discussed below:
- In the first phase a screening interview was conducted by the Assistant HRM. In the initial phase a group of around 20 individuals were observed. The main concern of this phase was to pick the individuals who can be further interviewed individually. At his stage the competence of the individuals relating to personality and educational qualification is equated with the requirements (Johnson et al, 2011).
- After the initial phase the interview process was divided and two different interviewer were engaged to conduct the recruitment process and the whole group was also divided into two different teams and the time limit of the interview is also shortened in order to make the process faster (Gulias et al., 2011).
- After the second phase a team of ten individuals was shortlisted who are believed to have the required qualification for the job. a detailed interview was conducted in this phase with the shortlisted candidates. In this phase the in depth knowledge of the different individuals were checked rigorously by a panel of three interviewers where the details regarding the knowledge of the candidates towards teaching and business were discovered (Yukl, 2012). The purpose of this phase was to judge the abilities of the individuals from different perspectives and to further shortlist the number to maximum three.
- The next step is regarding practical skills in order to assess the abilities of the shortlisted candidates practically the fourth phase of the interview was formed. In this phase the candidates were given the opportunity to demonstrate their teaching style. In this phase the observers monitored the teaching pattern of the candidates they checked the topics the candidates have chosen and the way they demonstrated their teaching approach.
- In the final phase the final evaluation of the candidates were done. A panel of five interviewers conducted the process of final selection and the final verdict was given by the head of the institution (Cox, 2012).
The recruitment manager plays a vital role in the recruitment process. He takes an active role in organizing the interview and the requirement of the job. Being the recruitment manager I performed the following tasks:
- Helping in developing the objective of recruitment. I analyzed and summarized the requirement of the job and placed the same with the authorities that helped in framing the interview questions (Mandell, 2011).
- I developed a frame work of recruitment which is aligned with the purpose of the recruitment. And took the essential steps regarding advertisement of the recruitment which is going to be conducted and the same was posted through different mediums.
- The next step that I performed is very crucial that is the step regarding the short listing of the CVs that were received.
- Framing the interview questionnaire.
- Initial monitoring of the candidates and short listing the eligible ones.
- Conducting in depth interviews with the candidates and making the selection (Taguchi, 2012).
In identifying a good leader numerous qualities and attributes are analyzed and if those attributes are present in a particular individual only then he can be termed as a good leader. In determining the leadership abilities of a person the following qualities and attributes are required to be considered which must be present in him:
The first quality that a person must possess in order to be a good leader is honesty. A leader should be honest with his team members in order to gain their confidence and trust. Without trust a leader cannot drive his team in his ways (Yoder-Wise and Kowalski, 2010).
A leader must possess considerable communication skills because it is possible for a leader to operate his team efficiently when he will be able to convey what he wants actually the team to do.
Delegation of power:
It is the job of a leader to organize the task properly and divide the same among the team members. In order to develop a business group effort is highly required. Inorder to gain group response authorities should be delegated to the team members that will make them more responsible towards the task
A leader is an idol for the team and if he fails the whole team will fail and the same time the whole organization. A leader should be confident enough to give strength and confidence to his team members. At tough times a leader should show enough confidence and lead his team steadily. So without confidence an individual can never become a good leader.
A leader should be a positive minded individual and he is required to motivate the team in a positive way in order to attain the benefits and accomplishment of the objective of the business. a leader trough his positivity keeps the work force steady and full of spirit (Giuliani and Kurson, 2011).
There is a big difference between a leader and a manager though the working of both of them is almost similar. A leader is the main generator of ideas that the organization is required to follow where as the job of a manager is to see whether that particular idea is being followed properly or not and also look for the proper implementation of the idea. Aleader is an individual with a creative thinking ability and he always looks for innovation he is the original source from where different management ideas are generated on the other hand a manager plays a vital role in applying those innovative ideas of management as generated by a leader (Wu, 2013).
A manager’s tasks and objectives are limited concerning a particular part of the whole organization, different managers are delegated with the power to manage different sectors of the organization where as a leader is a farsighted individual who looks after the whole organization generating new ways to manage different sectors to get more improved results.
A leader forms new styles and approaches of managing different activities and on the other side a manager follows such approach to manage the work force of the organization. In simple words a leader is a distinct individual than a manager where as a manager is the counter part of the leader. The objective of a leader is to form and the same for a manager is to maintain (Rossiter, 2011).
Mr. Worthy implied less supervision on the employees all he wanted is the feedback of the employees and had left everything in their hands. This form of leadership is known as Laissez-Faire as per this leadership style less supervision is shown by the leader towards his employees. And as a result of that failure in providing proper feedback occurs. This leadership style lessens the productive capacity of the employees who requires proper guidance. As all employees do not possess the ability to control themselves as a result of that under this leadership style the organization faces less growth (Goldsmith et al, 2010).
The leadership style of Ms. Hogan is somewhat different she monitored the employees at every time and her supervision was stronger than Mr. Worthy. The style of leadership that Ms. Hogan followed is Autocratic. Under this style the leadership takes a different form under the autocratic style the leaders show increased control and supervision upon the employees. In the autocratic leadership style the workers who needs guidance and supervision gets benefitted but the employees who are creative in nature faces problems. Under this style of leadership the creativity and innovation of an organization gets hindered.
2.4 How do you think the people under Ms. Hogan can be motivated? Explain how Ms. Hogan can motivate the staff to achieve the objectives
In order to motivate and drive the team Ms. Hogan should follow the following approaches:
- She should let the staffs know about the benefits that the organization and the employees will derive if they accomplish the objectives as set.
- She has to make the staffs dream about success and this will pour enough enthusiasm in them to work in an efficient way.
- She should plan the targets of the organization and properly communicate those plans and she should also consider the wishes of each of the members.
- She should form circles of employees and each circle will be delegated with different objectives this will simplify the task
- She should provide enough room for innovations the employees who are of creative nature should be allowed to utilize their skills (Yukl, 2012).
In a group work in customer service department, the employees take much greater responsibility in decision making and this can create a more rewarding work environment and better satisfaction among the customers. Feeling of togetherness also develops among the employees. Teamwork will make the department flexible by bringing employees of different part in same field and this will precede the work much faster (Twyford and Watson, 2011).
Creativity is yet another benefit of teamwork. New innovations among the employees to fulfill the needs of the customer will surely enable to improve the consumer’s satisfaction according to the goal of the department. When different members of the group come with their respective skills, more effective solution can be found than one person working on the same problem. As the efficiency of the department will increase it will become more competitive in the market.
Mutual support among the members of the team will surely encourage the employees for being efficient and thereby increase the competence of the department in pleasing the customers. Thus a team work enforces multi-disciplinary task in which teams cut across managerial divides. Team work also fosters responsiveness among the employees and thus improves customer satisfaction. It also helps to develop sense of achievement, equity and solidarity among the members of team which help to please the customers.
Thus, if it is well managed, team work is a better way to do work and thus help to increase the customer satisfaction in a customer service department.
3.2 Discuss how working in a team as a leader would differ from working as a team member. Your answer should include working towards specific goals, dealing with any conflict or difficult situations
A team leader is the one who has the power to provide instructions, guidance and directions to a group or individuals to meet the aims and objectives of the company. A team leader keeps the information of the team members, their weaknesses, and strength and has the capability to inspire them. Besides the team leader should have the perfect knowledge about the work distributions among the group. A team leader cannot dominate his decisions but should give the team members the opportunity of group discussions so that it does not create any problem for their communication. The team leaders have various targets to meet in an organization. He has to get all the tasks done by his team members by using all possible resources available to them. The roles of the team leader are stated below:
· Provides guidance to his team members.
· Transfer clear instructions to his team members.
· Design the strategy the team members are going to follow to meet their ultimate aims.
· Manage to follow the daily basis operations or activities.
· Take note of the feedback of the team members (Gregory, 2012).
However, a problem can arise in a team when there is a conflict between the members of the team regarding whose idea will be selected by the leader which can lead to the inefficiency in the customer service department. If such a case arises then the leader should take into account the ideas of all the members and should give his final verdict by judiciously looking into the topics and thereby resolve the conflict.
A team is formed by a number of members who excels in their respective skills. Thus the proper working of all the members is required in order to improve the customer’s satisfaction in a customer service department. In a tournament the laborious work of all the workers lead the team to victory. Similarly the hard work of the member of a team is very essential to reach the desired goal. The members should perform well market researches in order to develop their department standard. The members of the team should have a good oral, writing and reading skill. They should have a good ability in English as it is the national language. General knowledge, experience and optimistic view among the members of the team will surely lead the customer’s service department (Escudeiro and Escudeiro, 2011).
4.1 Explain the factors involved in planning the monitoring and assessment of work performance for the above member.
It is important to monitor the performance of the members in order to improve their performance. Being the human resource manager of London School of Business and Finance I should consider the following factors to plan and monitor the performance of the members of the vocational school:
At first I have to plan the performance required and in doing so I should consider the following points:
- The plane of performance required.
- The resources that should be present in order to help the members in improving their performance
- The approaches that should be adopted to improve the performance.
- To check that the plans as framed are appropriate.
In order to monitor the performance of the members the following points should be considered:
- Provision of performance feedback on a daily basis.
- Creating a relation between performance and incentives.
- Appreciating good performers with rewards.
- Proper evaluation of performance.
- Taking considerable steps to improve performances (Miller, 2011).
It is regarded essential to evaluate the development needs of the individual’s inorder to improve their performance and at the same time the overall performance standard of the institution. A proper plan should be framed and implemented effectively in order to evaluate the development needs of the members.
Adetailed plan for the evaluation of the development needs of the individuals are as follows:
Assessing the strength:
At the first part the strength of the individuals will be assessed. This assessment will provide a clear picture about the level of their capability.
Determination of the organizational objective:
In the second phase the objectives of the institution will be cleared and at the same time the required level of efficiency to accomplish such objectives will also be calculated.
Aligning the objectives and the strengths:
In the third stage of the process the strength of the individuals will e compared with the efficiency required for attaining the objectives of the organization will be cleared out.
Listing development activities:
At the fourth phase the difference between the efficiency of the individuals and the required efficiency of the organization will be highlighted and the required developmental activities should be sorted out.
Accumulation of resources:
The required resources that will be utilized in order to develop the abilities of the individuals should be collected (Johnson et al, 2011).
For the proper implementation of the plan an effective monitoring process will be carried on to check the improvements and the implementation of the plans. The plans as implemented should be reviewed on a timely manner. And at last the plan will be assessed to find out how effective it is in developing the abilities of the individuals.
4.3Evaluate the success of the assessment process. How will you assess the success of the assessment process with respect to the goals
It is a matter of paramount importance to assess the success of the assessment process as it will project the ability of the individuals and the improvements that are brought in their respective abilities. If the factors considered for assessing the success of the assessment process present a positive result then it can be regarded that the assessment process has made a success. In order to gauge the success of the assessment process the following points should be considered:
- Conducting assessment of the individuals.
- Conducting interviews based upon their understanding
- Conducting practical examination.
- Providing individual tasks
- Checking the outcome of the assessment.
- Reviewing the assessment procedure
- Assessing the achievements of the individuals.
- Evaluating the outcome of the development plan (Colbeck, 2011).