Professional Documents
Culture Documents
Table of Contents
1.1: Job Description and Person Specification Documents..........................................6
TASK 1........................................................................................................................ 8
AC 1.2 The Impact of Legal, Regulatory and Ethical Considerations to the
Recruitment and Selection Process............................................................................8
1.3: My Role in the selection process.......................................................................11
1.4: Evaluation of the contribution made in the Process as the HR Personnel..........11
TASK 2...................................................................................................................... 13
2.1: The Skills and Attributes Needed For Leadership..............................................13
2.2: Explain the Differences between Leadership and Management........................14
2.3: Comparison of Leadership Styles for Different Situations..................................15
2.4: Ways to Motivate Staff at Delta Plc to Achieve Objectives................................17
TASK 3...................................................................................................................... 18
3.1: The benefits of team working for an organization.............................................18
3.3: Review of the Effectiveness of the Team in Achieving the Goals.......................19
TASK 4...................................................................................................................... 21
4.1: Factors Involved in Planning the Monitoring and Assessment of Work
Performance............................................................................................................. 21
4.2: Plan of Assessment of Development Needs of Individuals................................22
4.3: Evaluating the Success of the Assessment Process..........................................27
TASK 1
AC 1.2 The Impact of Legal, Regulatory and Ethical
Considerations to the Recruitment and Selection
Process
The process of recruiting new employees is very complex and often extends beyond the
usual human resource practices in recruitment. For instance, the entire process is bound by
TASK 2
2.1: The Skills and Attributes Needed For
Leadership
Organizational leaders today must portray a wide range of skills and attributes in order to
be successful in driving their organizations to success. For instance, among the most significant
skills and traits that leaders need to have include, communication skills, team management
skills,decision making, and conflict resolution in order to manage the people within the
organization effectively (Montana, and Bruce, 2008). These skills will enable the managers and
organizational leaders in Delta Plc. Bank to be astute in their management and overcome
emerging and existing challenges for their organizations.
For instance, communication skills will enable the leaders in the bank to bring their
interpersonal skills into use when relating with different people and creating a common
understanding among key stakeholders in their organizations. Decision making and conflict
resolution will help the banks managers resolve any emerging challenges and conflicts by
making appropriate decisions that ensure the organization remains on course to achieve its
objectives.
According to Gordon Allports Traits theory, individuals have certain consistent forms of
behavior that often define their general personality. These traits influence how people behave and
are different from one person to another. The theory is based on the principle that some of the
traits are consistent and stable over time and often affect how people think, and show their
emotions. The theory goes further to state that these traits are inborn and often determine if an
individual will be a leader or not. This is because there are certain traits that predispose
individuals towards being great leaders naturally.
Therefore, if one is does not have these traits, the chances of them being leaders are
limited (Dale, 2004). This theory is particularly significant for leaders because it lays greater
Working as a team leader in an organization can be a daunting task or role to play. For a
big organization such as Delta Plc, team leaders play a vital role in ensuring all projects are
completed in time as well as execution of various other mandates related to the companys
strategic goals. Being a leader and a member of the recruitment team in the company was a very
challenging task. The HR personnel was in charge of leading the interview and selection process,
while also making significant contributions in other steps in the recruitment process, including
the job description process, profiling, and job advertising. Therefore, as the HR manager played
both roles of a leader and a member of the recruitment team.
The role played as the leader of the team entailed leading team meetings, organizing and
scheduling projects within the team, allocating duties and responsibilities to team members, and
ensuring that the teams achieve their objectives within the time required. The team leader also
TASK 3
3.1: The benefits of team working for an
organization
Teamwork refers to a combined effort of a group of individuals with a common purpose
or objective. This is an important element in organization performance in modern times;
especially since contemporary organization continue to face complicated tasks (Tyson, 2006).
For Delta Plc, team work is central to the success of the organization. Most of the work in the
organization is completed through teams in different departments consisting of individuals with
Members get roles in different areas in this case the manager can identify the ability of
each member and put them in the role best for them .if it doesnt happen a team cannot do well.
Stability
This factor the memebers are comfortable with one another which builds a stronger
relationship. The teams have improved in communication methods and can easily identify a role .
Team size
By evaluating team size the bigger the number of memebers in a team the more facilities
are available to achieve a goal, when team members become more colflicts aslo increase that
leads to not getting work done done well . mnagers should ensure that teams are working
together to reach their target
Review the effectiveness of team in Delta Plc
Feedback method .
This analyses the efficiency of the team in working together to achieve the common
objectives [Johnson , schuler,werners Jackson ,2009]by giving regular feedback to team and
individual this will help everyone to focus , like open discussions to help in getting good results
. Employee success is by identifying the strengths and weaknesses and be able to give them
opportunities to speak out their concerns through training and monitoring programs .
TASK 4
4.1: Factors Involved in Planning the Monitoring
and Assessment of Work Performance
There are several factors that can be considered when planning the monitoring and
assessment of work performance. Among such factors include smart objectives. The objectives
have to be aligned with the organizations goals in order to have a successful process of assessing
and monitoring the performance.
Business pressures are ever-increasing and organizations are now required to become
even more effective and efficient, execute better on business strategy, and do more with less to
Strengths
Weaknesses
improve?
Communication skills
Opportunities
Threats
After identifying the SWOT analysis for the position, it is necessary to develop SMART
objectives to help the accountant to increase his performance. The SMART objectives imply
formulating specific, measurable, attainable, realistic, and time bound goals. This will focus on
enabling the accountant to overcome the threats and weaknesses while taking up the emerging
opportunities. Therefore, the SMART objectives for position are as follows;
To increase productivity of the company in financial management by 20% in the
next financial year
To reduce the number of unaccounted for transactions and other forms of fraud in
the company by 90% in two years.
To be able to work as a key member of a team in the organization
To improve immensely in skills and knowledge through appropriate training.
ACTION
SUCCESS
TIME FACTOR
CRITERIA
What does the
employee need to
be able to do
differently
(improve skill/
knowledge/
change
behaviour)?
Short Term
Through engaging
Objectives
in team activities
To become more of
a team player
with other
employees such as
Evaluating whether
the employee can
function as a key
member and leader
of a team
Assessment of the
employees ability
to handle complex
tasks
team building in
order to build his
team working
abilities.
Through formal
training and further
education
Long Term
Objectives
To sharpen his skills
and knowledge
years
Time management
Be able to change
working time
By giving out a
project
Able to decide
quickly what
approach will be
achieved in a
minimum of a short
period
Within 4months
objectives
Be flexible
Long term
objectives
Be able to work
under pressure
Finally, the accountants performance will be evaluated based on 360 degree feedback
method to assess whether the objectives were met and determine the areas that need further
development. This method collects data about the employees performance from the employees
peers, customers, seniors, and superiors or any other people who interact with the employee. The
data will be assessed and evaluated to determine whether the employee performed as expected.
Reference List
Armstrong M (2003). A handbook of human resource management practice. 9th ed. USA: Kogan
Page Publishers.
Banfield, P (2008). Introduction to Human Resource Management. Oxford: University Press.
Compton, R. L., Morrissey, W. J., & Nankervis, A. R. (2009). Effective recruitment & selection
practices. North Ryde, N.S.W: CCH Australia.
Dale, M (2004). Manager's guide to recruitment and selection. 2nd ed. USA: Kogan Page
Publishers.
Gibson, Lionel L. (2010). Human Resource Management Practices in the Church: A Study of the
H.r. Practices in the Church of God Reformation Movement in Barbados. Dorrance Pub
Co.
Gunnigle, P (2006). Human Resource Management in Ireland. 3rd ed. Cork: Gillmacmilian.
Hersey, P., Blanchard, K. and Johnson, D. (2008). Management of Organizational Behavior:
Leading Human Resources (9th ed.). Upper Saddle River, NJ: Pearson Education.
Jackson, S. E., Schuler, R. S., Werner, S., & Jackson, S. E. (2009). Managing human resources.
Mason, OH: South-Western Cengage Learning.
Mathis, R. L., & Jackson, J. H. (2009). Human resource management essential perspectives.
Australia: South-Western Cengage Learning.
Montana, P. J.; Bruce H. (2008).Management. Hauppauge, New York: Barron's Educational
Series, Inc.
Noe, R. A. (2013). Fundamentals of human resource management. New York, NY: McGrawHill/Irwin.
Price, A (2000). Principles of human resource management: an active learning approach.
London: Wiley-Blackwell.
Raymond A (2004). Fundamentals of human resource management. London: McGraw-Hill.
to do this)
Using a computerized system to update account details
General administration tasks such as maintaining records, opening post and sending
letters to customers
Operating UK and overseas currency tills
Helping customers with loan and mortgage applications.
Working Hours:
Full-time working hours in high street retail branches are usually between 9am and 6pm,
Monday to Friday, with Saturdays on a rota. Shift work is common in contact centers, which
usually operate six or seven days a week until late in the evening. Part-time work is widely
available.
In a retail branch, you would spend some of your time working at a counter or front office. In a
contact center you would work at a desk with a telephone headset and computer.
Expected Income:
Starting salaries for this position will be between 12,000 and 17,000 per annum. However,
experienced individuals can receive a compensation package ranging between 18,000 and
30,000 per year, depending on the level of experience and skills. The company also has an
employee bonus and commission scheme for employees who meet certain specified targets.
Furthermore, there are other benefits, which are also associated with this position, such as loans,
insurance, subsidized mortgages, and employee pension.