Sample Report On Working With Leading People

Sample Report On
Working With Leading

People
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TABLE OF CONTENTS
Introduction ................................................................................................................................ 1
Task 1 ......................................................................................................................................... 1
1.1 Job description and a person specification for Assistant HR Manager post .................... 1
1.2 Impact of legal, regulatory and ethical considerations to the recruitment and selection
process .................................................................................................................................... 2
1.3 Selection Process.............................................................................................................. 3
1.4 Own contribution to the selection process ....................................................................... 4
Task 2 ......................................................................................................................................... 4
2.1 Skills and attributes needed for leadership ...................................................................... 4
2.2 Difference between leadership and management ............................................................. 6
2.3 Different leadership style for different situations ............................................................ 7
2.4 Methods and theories of motivation to boost the morale of staff .................................... 7
Task 3 ......................................................................................................................................... 8
3.1 Benefits of team working for the new recruits ................................................................. 8
3.2 Conflicting situation faced by the manager while working ............................................. 9
3.3 Quantifiable and qualitative factors for reviewing effectiveness of teams .................... 10
Task 4 ....................................................................................................................................... 10
4.1 Factors involved in planning the monitoring and assessment of work performance ..... 10
4.2 Assessment of development requirements ......................................................................11
4.3 Evaluation for the success of assessment process .......................................................... 12
Conclusion ............................................................................................................................... 13
References ................................................................................................................................ 14
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INTRODUCTION
This particular report is based on the health care setting called as We Care hospitals in
UK which is a new company that has been started recently. This particular study focuses on
the importance of recruitment and selection, leadership style and team work which is very
crucial in any organization. Further different motivation factor that can be used by the
company in order to boost the morale of the employees have also been explained in most
appropriate manner.
TASK 1
1.1 Job description and a person specification for Assistant HR Manager post
Job description can be defined as the document that tells the complete information
about a particular job. It is also called as one of the most important document which plays one
of the most vital roles in terms of managing people in most appropriate manner (Schroeder,
2002). This particular job description is completely required at the time of recruitment process
for the people who are interested in working in a particular company. It helps them to analyze
the roles and duties that they will have to do by relating with the job. Job description for the
post of HR manager is-
Grade- Grade 6; points PA 21-28, (31,111 - 38,799)
Title of post- Assistant HR Manager
Type of Employment- Permanent
Working days and hours- Monday to Saturday, 8 hours everyday
Purpose of the Job- Main purpose of HR manager is to recruit, train and manage
good relation among employees.
Principle Duties- Working closely with Top management, managing all HR related
information, providing training to employees, monitoring the progress of employees,
maintain coordination between top management and employees.
Qualification for job- Candidate should be MBA in the field of Human Resource,
Good managerial and communication skills, Multi-tasker, fundamentally strong.
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Closing Date- 27th June, 2015
Sample Report on Working with Leading
People
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Personality traits for job are-

Personality- A person should be physically fit, self driven, confident, risk taker and
good decision maker.
Specific Job Skills- Company requires a person who is very good thinker and analyze
all the issues in company in appropriate manner. He should also be collaborative and
have work experience of job in health and social care sector.
Computer Literacy- Person should have basic knowledge of Internet and Microsoft
Office
Talent- Person should have good interpersonal and communication skills. He should
also be a very good future planner in order to help company in risk assessment.
Individual qualities- Should be a very hard worker and have positive attitude towards
work.
1.2 Impact of legal, regulatory and ethical considerations to the recruitment and selection
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process
It is very important to follow different regulatory and ethical means while doing the
recruitment in appropriate manner-
Race Relation Act- As per this act, if a particular person has permitted to work in a
UK then he can easily apply in health and social care sector of the country and
company cannot neglect the person on that basis (Freeman, 2003).
Equality Regulations- If there is no type of age limit in the job description of the
company then it is mandatory for company to provide equal chances to both old and
young age people with giving any privileges to a particular group.
Advertising Law- Job description of company that has been presented in the media
for advertisement should not any content that can spread discrimination in terms of
race, caste, sex, etc.
Interview Law- interview process of the company must be as per the job description
and the questions should be strictly based on that and not on the personal life of
candidate.
Sex Discrimination act- As per this act, there should be no discrimination in terms of
sex while conducting interview for the company. Proper opportunities if they are
qualified should be given to all sexes.
Statement of employment- It is very much important for an employer to maintain all
the job related information to the candidate before giving the job so that candidate can
decide about the job before joining (Duke, 2005).
1.3 Selection Process
Selection process is one of the most important processes in the organization and it
includes different types of steps-
Selection of Panel- It is important to select some of the most important and senior
people for this process so that they can select the best candidates for health and social
care setting.
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Short listing of candidates- Different types of candidates are shortlisted after the
careful evaluation of all their applications by the selection panel. All these candidates
have to go through various tests and then interview is arranged for them (Smith,
2005).
Conduct interview- After the short listing of candidates a proper interview and
pressure interview can be conducted.
Appointment of Candidate- After the section of some able candidates, proper check
is done of them regarding their qualification for job and then appointment letter is
provided to them.
1.4 Own contribution to the selection process
As an HR manager, I had the duty to select some of the best people for the HR
recruitment team so that they can select the best candidates for health and social care setting. I
was directly involved in the selection process in which i met with some candidates and took
their interviews. I make sure that all the candidates are comfortable and can give their best in
the provided settings (Surtees, 2004).
The particular job was listed for the Assistant HR who has very great responsibility in
managing the culture of company and based and in order to select the best person for the job, I
designed a job description which was completely based on the seven plan approach attributes
which were General Intelligence, Disposition and the circumstances. It is very for a person
who is applying for a job of HR to have these criterias so that he or she can manage the firm
in most appropriate manner. Other than this, I was also involved in giving proper induction
training to all the candidates which got select so that these people can understand the working
of organization in most appropriate manner.
TASK 2
2.1 Skills and attributes needed for leadership
In the context of health and social care setting, there are different types of skills and
attributes needed in a person so that he can guide the other people in most appropriate manner.
Some of the skills that should be there in the leader are-
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Drive, energy and self motivation- It is one of the biggest skill and attribute that a
leader should have in him so that he can have strong desire for achievement, high
ambitions, high energy levels, tenacity as well as initiative. Successful leaders in
health and social care have very high motivation to lead others (Baguley, 2004). These
people can easily bring change, improve the negative environment, influence people to
work hard and encourage people to fulfil goals of organization in most appropriate
manner. Other than this, leaders also have the mental and physical stamina in order to
take responsibility and be accountable.
Communication skills- It is one of the most important attribute that a leader should
have while working in health and social care unit so that he can convey all his feelings
and messages to the people working under him or her. It will also help the leader to
engage in active listening and open dialogue with all his colleagues so that all their
problems can be solved and they can be motivated to work hard.
Team Development- It is again very important attribute that a leader should have in
him in most appropriate manner so that he can keep the team together and force them
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to work together and achieve all the goals of social care unit.
Honesty- This particular attribute will also force the other people to remain honest and
do every work with full integrity (Bonnici, 2011). If a leader is honest then he will
convey the real situation of organization in front of the colleagues and will take their
help to face with issues. This increases the motivation level of employees and forces
them to work in most appropriate manner.
2.2 Difference between leadership and management
Difference between leadership and management is-
FACTORS LEADERSHIP MANAGEMENT

Definition It is called as the ability of an It means to direct and control a
individual that help the person in particular group with an aim of
health care unit to force and coordinating them towards the
enable others to fulfil all the accomplishment of a particular goal.
objectives and goals of company
in most appropriate manner.
Personality People who follow leadership are These people are very rational,
often called as brilliant with remain in control and are called as
great charisma (Thompson, problem solver. These types of
2000). These people are very people only focus on goals and
comfortable in taking risk and availability of resources.
also have high level of
imagination.
Focus Their main focus is to lead Their focus is to manage work and
people in most effective manner. help company to fulfil its goals.
Orientation Leaders are people oriented These people are only task oriented
which takes care of all the needs and do not care about people
and demands of their (Thompson, 2000).
subordinates.
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Approach to These people by looking at the These people just create strategies,
tasks problem try to solve them by policies and methods that are
developing new and creative needed to operate in firms smoothly.
solutions.
2.3 Different leadership style for different situations
There are different types of leadership styles that can be applied in different situations
and some of them are-
Induction of new recruits- In this type of situation, it is very much important for the
HR manager to follow the participative style of leadership because it is one of the best
leadership style which allow manager to understand the new recruits in most
appropriate manner. This allow will help manager to act as a role model figure who
will guide these people, train them and will teach them all the working in effective
manner. It will also help the manager to boost the morale of these people so that they
can get adjusted with the atmosphere of health and social care (Palliam, 2012).
Tight Goals- There might be situation in health and social care setting where the
manager will have to fulfil all the goals of organization in very tight schedule. In this
type of situation, autocratic style of leadership can be followed as it will allow leader
to prepare strict rules and actions by setting out clear objectives to all the employees.
Proper decisions will be taken by the manager which will help him to fulfil all goals in
most appropriate manner.
2.4 Methods and theories of motivation to boost the morale of staff
There are different types of methods that can be used in order to boost the morale of
the staff of new health and social care organization and they are-
Cognitive Theory- Company can easily use this particular theory in order to provide
employees with flexible timings, proper breaks, etc. so that the stress of these people
can be reduced in most appropriate manner. In the words of Caldwell, (2013) by using
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this particular theory, company will also be able to provide complete sense of
achievement to all its employees with proper feedbacks.
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Herzberg two factor theory- As per this theory, there are two factors that affect the
motivation of workers in the health and social care setting which are hygiene factors
and the motivating factors. In terms of hygiene factors, company can provide good
working conditions, work security pay, other benefits, etc. In terms of motivation
factors, company can provide good pay; fulfil all the self esteem needs of employees
in most appropriate manner.
Goal Setting Theory- In this the motivation of health care workers can be boosted
easily by providing some extra incentives to employees and also by making them
understand the goals of the company so that they can become most efficient.
TASK 3
3.1 Benefits of team working for the new recruits
There are different benefits of working in a team and all these benefits can be easily
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guided to the employees of health and social care-
Enhance Creativity- It is one of the biggest advantage to people while working in a
team as it motivates the level of creativity among each team member in most effective
manner. Different people from different backgrounds work in a single team by
providing some good ideas that allows them to learn from each other and enhance
skills in most appropriate manner.
Brand Recognition and Innovation- As per Viswesvaran, (2011) working in team
allows the employees to come with some new and innovative ideas that help the
company to get a good brand name. It also allows company to promote brand
awareness in most appropriate manner.
Motivation and Employee Retention- While working in team, people are easily able
to motivate each other that encourage them to work hard and prove themselves to the
organization. Further, socializing among the team members also gets increased and
people did not feel left out.
Time Management- It is also one of the very big advantages of working in a tem in
appropriate manner. As when different people work together, their quality increases
and also the work is done in much less time (Belbin, 2012).
3.2 Conflicting situation faced by the manager while working
One of the biggest conflict that I faced while working as an HR manager was at the
time of employee motivation and retention. I was given the team of my own and they all were
working hard as our goal was to provide the best care to the people of organization so that
they can get well soon. It was good in the beginning but slowly the interest of the people got
reduced. In order to manage the situation, I decided to motivate the employees by giving them
motivation in terms of financial rewards like some incentives, extra pay, etc. However, all of
these were not working at all. After this I decided to use the non-financial rewards in order to
increase the motivation levels of the people. I started giving my team proper recognition, job
security, promotions, etc. This particular method proved to be very successful and employees
started getting their zeal and motivation back (Asquith and Scott, 2007). That was the day
when I realized the importance of non-financial rewards. This particular thing also helped me
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at the time of recruiting new people in the organization. So, I can say that in order to manage
the situation of motivation among my team members, I decided to go for different approach
and got successful in that.
3.3 Quantifiable and qualitative factors for reviewing effectiveness of teams
Some of the Quantifiable factors in order to review the effectiveness of team are-
Trained Employees- It can be done easily by analyzing the number of trained
employees in the particular department of company.
New Recruits- It can easily be done by evaluating the number of new recruits on the
basis of their qualification and then comparing it with the work performed by them in
a particular team (Munnel and Sass, 2009).
Turnover rate- If the turnover rate in company in high then the strategies of company
are very poor but if the rate of turnover is low then all the strategies of company are
good.
Some Qualitative factors are-
Improvement in Skills- Effectiveness in team can also be measured by checking the
skills of people in a team.
Production Level- It is also one of the best techniques that can be used in order to
understand the success of team by looking at the approaches that it is using and its
culture in order to fulfil all the goals of organization.
Achievement of Objectives- By looking at the performance of team, company will be
able to analyze the success rates of team in most appropriate manner.
TASK 4
4.1 Factors involved in planning the monitoring and assessment of work performance
There are different factors involved in the planning and assessment of work
performance of health and care employees-
Progress Report- It is one of the biggest factors in which all the current issues that are
faced by the employees in health and social care setting can be mentioned so that
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proper actions can be taken by managers on that basis (Schyns Maslyn and
Veldhoven, 2012).
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Feedbacks- It is again one of the best approaches in which the performance of the
employees can be monitored and controlled in most appropriate manner by
considering all their strengths and weaknesses related to work and also guiding them
in appropriate manner.
Implementation of policies- It is also one of the greatest methods in which the
planning and monitoring can be done on the basis of different policies that are applied
on people in health and social care.
Other than this, there are some other strategies that can be used in this manner like the
communication strategy in which the interactions can be made with staff in order to collect
the feedbacks regarding the issues that are faced by them.
4.2 Assessment of development requirements
OBJECTIVES SUCCESS CRITERIA TIME FRAME REVIEW DATE
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Developing Team It can be done by 3 Months End of August 2015
Spirit coordinating all the team
members by developing
trust and confidence in each
other and encouraging them
towards single goal.
Interpersonal Skills It can be developed by 4 Months End of September
increasing bonding, 2015
confidence among team
members (Blanken, 2013).
Leading Skills It can be done by 5 Months End of October 2015
encouraging staff in order to
increase the morale of
company
4.3 Evaluation for the success of assessment process
360o Appraisal
This particular method will help the company to match the performance
of all its employees in terms of different perspectives that includes
business, customers suppliers, etc.
It will allow the company to understand the growth of employees in most
appropriate manner.
Turnover rate
It is again very good factor and it can be matched as if the turnover rate in
company is high then employees are satisfied otherwise if the turnover
rate is low then employees are not satisfied (Scase, 2006).
Communication
When all the employees will be comfortable in an organization then they
will have very strong bond and that will encourage them to work in most
appropriate manner.
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CONCLUSION
From this report, it can be concluded that recruiting and selection the right candidates
for the job is one of the biggest tasks and should be done with proper measures and also by
following all the rules in appropriate manner. It is also very important to adopt a leadership
style that can create positive mind-set among the employees in health and social care and can
also promote them to work in a team because team performance in company can fulfil all its
goals in most efficient manner.
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REFERENCES
Books and Journals
Asquith, L. and Scott, B., 2007. Does work work for vulnerable people?.Housing, Care and
Support. 10(4). pp.9 13.
Baguley, P., 2004. Teach Yourself Teams and Team-Working. McGraw-Hill.
Bonnici, C. A., 2011. Creating a Successful Leadership Style: Principles of Personal Strategic
Caldwell, R., 2013. Change leaders and change managers: different or complementary?
Leadership & Organisation Development Journal. 24 5. Pp.285-293.
Duke, C., 2005. Building Effective Teams. Kaplan Publishing.
Freeman, C., 2003. Recruiting for diversity. Women in Management Review. 18(). pp.68
76.
Munnel, A. H. and Sass, S., 2009. Working Longer: The Solution to the Retirement Income
Challenge. Brookings Institution Press.
Palliam, R., 2012. Enabling a motivated workforce: exploring the sources of motivation.
Development and Learning in Organizations: An International Journal. 26(2). pp.7
10.
Scase, R., 2006. Putting people at the top of the agenda. Strategic HR Review. 5(4). pp.3 3.
Schroeder, R., 2002. The importance of recruitment and selection process for sustainability of
total quality management. International Journal of Quality & Reliability Management.
19(5). pp.540 550.
Schyns, B, Maslyn, J. M. and Veldhoven, M. P. V., 2012. Can some leaders have a good
relationship with many followers?: The role of personality in the relationship between
LeaderMember Exchange and span of control. Leadership & Organization
Development Journal. 33(6). pp.594 606.
Smith, K., 2005. The Essentials of Team working: International Perspectives. John Wiley &
Sons.
Surtees, M., 2004. Human Resource Development. Kogan Page Publishers.
Thompson, M., 2000. Team Working and Pay. Institute for Employment Studies.
Weitzel, T., 2010. The performance impact of business process standardization: An empirical
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evaluation of the recruitment process. Business Process Management Journal. 16(1).
pp.29 56.
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