Business level Strategy Management

Question: Prepare documentation to select and recruit a new member of staff. Assess the impact of legal, regulatory and ethical considerations to the recruitment and selection process. Take a part in selection process . in This task you should take part of the selection process, this task should be recorded and documented, students should provide a video recording as evidence to meet the assessment criteria. Evaluate own contribution to the selection process Explain the skills and attributes needed for leadership Explain the difference between leadership and management Compare leadership styles for different situations Explain ways to motivate staff to achieve objectives Answer: Be able to use recruitment, selection and retention procedures Documentation to select and recruit a new number of staffs:- To recruit a new number of staffs the employment manager in human resource should coordinate the hiring process in such a manner that it can classify the new staff members according to their skills and efficiencies. Submit the recruitment process:- First of all the employer should submit the form of request to hire and should update the position of the description. Then he/she should prepare a job posting and newspapers add which consists the requirement and details of the job description. Appointment process:- If the company has the unclassified job vacancy then it should follow the academic appointment process. Selection process:- While seeking a new employee the employer should consider the job attributes and technical skill of the candidates appealing for the job. In this case, besides the academic and professional skills the work experience and skills should also be considered (BusinessDictionary.com, 2015). Preparing the interview panel:- To employ a suitable staff member, as a part of selection process the employer should prepare the interview panel including the experts of this field. Conducting interview:- The interview panel should conduct the interview to choose the suitable member for the vacant position. Asking directive and non-directive questions:- To judge the ability of the employees the employers should ask different directive and non-directive questions to the candidates. Asking the special questions:- Besides different direct and non-directive questions, the employers should also ask some special questions regarding the skills and experiences of the candidate (DzÃÅ' wigoÅ‚, 2015). Controlling the interview process: - The employers should control the whole interview process during the selection method. Control the situation during the interview:- The situation during the interview should be well handled by the managers or the employers. Listening:- A good interviewer should be a good listener that he/she can listen the requirements of the candidates. Feedback:- After taking the interview, the employers should provide feedback about the performance of the candidates and select the candidates according to their performance. The impact of legal, regularity and ethical considerations to the recruitment and selection processes:- The recruitment process of new employers is very complex. This process includes different legal and ethical issues. Hence, to make the recruitment process fair and equal for the all employees the employer should focus on different legal issues while conducting the recruitment process. There are different laws and regulations in governing the recruitment process such as Employment equality regulation act, Gender Discrimination act, Disability discrimination act, racial relations Act etc. These rules and regulations cover the board areas issues like payment issues, gender and religion issues etc. To overcome the inequality and biases in the recruitment process the employer should focus to maintain the rules and ethics while recruiting the new staffs (Enderle, 2014). My role in selection process:- In case of my organization, the selection process is very intensive and takes lots of time to complete. There are five critical steps while completing the whole process. They are- Job description and specification Advertisement of the jobs Conducting interview and selection process Introduction period Hence, to select an appropriate candidate for the company, I should file a document or report regarding the employment process in the company. Thereafter I will give advertisement in the newspaper to provide awareness to the people about the job. Then an appointment will be held and an interview board should organize to select the suitable candidate. The candidate should be short listed and hired after the selection process. I should supervise the whole selection method during the recruitment process (Fryer, 2015). Evaluation of the contribution made in the process as the HR personnel:- There are several committees like meetings held by the human resource personnel to recruit new staff members in the organization. It is essential for the HR personals to maintain the transparency, equality, accountability and objectivity in the whole recruitment process. Throughout this recruitment process, the HR should clearly mention the requirement for the vacancies and the recruitment process and also the terms and conditions for the employees. After selecting the candidate, the HR hired the selected person for three months probationary period and later as permanent employees (Go2hr.ca, 2015). M1:- There are two different ways to improve on the recruitment and selection processing in the recent innovations in technology. For example, in Delta Bank Plc, sex discrimination act, racial discrimination act is considered to avoid the unethical issues in the requirement process of the organization. Hence, the employers should take the non-discriminatory approach while recruiting the new staffs and the interview process should be more subjective and time saving. Understand the styles and impact of leadership Skills and attributes needed for the leadership:- A good leader should have the following skills such as- Passion: - A good leader should have the passion for his work. Communication: - A strong leader should have the good communication skill to communicate effectively between the high and the low-level staff of the company. Commitment to staff: - To achieve the success in the production, a good leader should keep its commitments to the staffs and should maintain equality among the different staff members (Greenwood, 2015). Decisiveness: - A leader should able to make quick, logical and correct decision regarding the production process, as the employees are dependent on the leaders for important decisions. Organization: - To plane the proper objectives and plan for the production, it is important for an effective team leader to have the exceptional organizational skill. Facilitator: - Team leaders also should have the skill of facilitators to help the workers to understand their goals. Negotiation: - To negotiate among the workers and to reduce the conflict in the workplace, a team leader should have the skill of negotiation. Influential: - To meet the goals and objectives of the company, an effective leader should possess the influential skill to influence the workers. Delegation: - A leader can focus on delegating of certain tasks to some efficient team members to improve the productivity. Confidence: - A team member should have the confidence not only on its own ability but also on its team members. Respectful: - A quality team leader should be respected by its team members. Integrity: - An effective team leader should have the integration skill in handling the production process (Hr.uoregon.edu, 2015). Fair: - Team leaders should treat fairly with the team members. Key attributes of leadership:- There are different attributes needed for the leadership. Few of them are as follows:- Awareness: - A good leader should aware of its performance and behaviours and its effects on others. In this case, the leader should have the abilities so that he/she can solve the problems of any solution. A leader should have the quality of flexibility and adoptability criteria to seize opportunities. Excellent people skills: - For a great leader excellent people skill is required to deal with others. Besides a leader should able to handle any kind of situations related to the emotional issues and sensitive matters. Personal drive: - To get a good result it is important for the leader to provide the outstanding level of service to develop the relationship with the customers to achieve the best outcomes. Positive thinking and motivation: - In the face of adversity, it is very essential for the leader to be optimistic and should motivate the other employees to get the maximum effectiveness in the production process (Kyriazoglou, 2012). Flexible thinking and open minded: - A leader is considered as successful if he/she tries to apply and innovate new things in the work rather than being rigid in its actions. Identifying and communicating the goals: - An effective leader should have the skill to identify and communicate the goals among the different members of the team in an unambiguous manner so that each member has a clear concept about their individual goals in the company. Inspiring ability: - An effective leader should have the ability to inspire others to perform well in the productivity process. Trust and respect: - Trust and respect are two vital characterise of an effective team leader, as he/she should act as an exemplary character to others having the trust and respect on rest of the team (Lind, 2012). Confidence and reassurance: - In order to inspire the confidence in the rest of the team, a good team leader should be confident and reassured its treatment even if there is uncertainty. To know the team members inside and outside- A good leader should have the knowledge about the team members to measure the to measure the personalities of the members. Consistency: - In this case, the leader should have the good management skill to work effectively with its own specific style and approach. Difference between leadership and management:- By leadership means an ability to influence and motivate others for achieving the success of an organization in which the others are working as members. On the other hand, management is a process which controlling and directing a group of one or more than one people to coordinate and harmonize the group to achieve a specific goal. Hence, where the leadership is people oriented, management system is task-oriented. The main focus of leadership is to leading people whereas the managing work is the main focus of management. The leadership plays a facilitative role whereas the management plays involved roles. The leadership is a risk-taking task whereas the management is a risk-averse task. The outcome of leadership is known as achievements whereas the outcome of management is known as results. The leadership is mainly of three types i.e. transformation, participative and consultative. However, the management is of five types i.e. transactional, authoritative, autocratic, democratic, doctoral and consultative (Mariotti and Glackin, 2012). Different types of leadership styles under different situations:- Under different types of situations, different types of leaderships are operating, such as:- Autocratic Leadership: - Under this kind of leadership, all decisions are taken by the leader and directs the subordinates to complete the project. Bureaucratic Leadership: - In this kind of leadership, though leaders completely focus on rules, the subordinates also participate in decision-making. Charismatic Leadership: - The charismatic leadership is performed by the leaders to influence the subordinates by their charisma or personality. Laissez-fair leadership: - Under this kind of leadership, a leader lead the team where all the members of the team are independent to take their own decision and can perform independently. Participative Leadership: - Under participative leadership, the leader try to coordinate among the small groups of subordinates to successfully completing a task. In this case, the subordinates have the say in the decision-making process (Mindtools.com, 2015). Different ways to motivate staff to achieve the objectives:- There are different ways to motivate the staff in achieving the objectives. These are- Believing on the teams objectives: - The members of the team only can perform sincerely if the team leader has the trust on the objectives of the team. Modelling the team behaviour: - A leader should model or design the behaviour of its team members to perform a particular task. Keeping a positive attitude: - To influence the team a leader should always have the positive attitude to its team. The goal should be clear: - A leader should always set a clear goal for its company as well as for its team members to remove their confusion towards the objectives of the company (Pride, Hughes and Kapoor, 2012). Getting feedback from the team members:- For providing successful motivation to staff or team members, it is very necessary for the team leaders to get feedback from them. According to these feedbacks, the leaders take the necessary steps. Setting expectation: - To motivate the staffs it is necessary for the team leader to understand their expectations from the company and Avoiding mixed messages: - To motivate staff the leader should avoid to provide mixed message to the staffs that means the undesirable behaviour to staffs should be avoided by the leaders. Knowing the difference between exhorting and belittling: - The leader should draw the differences between exhorting its staffs to perform better and belittling them to correct their business. Taking the correcting measures in private: - The leader should not bring the personal problem of a team member in public, which can bring down his/her confidence in front of the team members. Rather the team member should address ones personal problem in private. Praise in front of public: - The leader should praise its team members in public for their good performance. This will encourage the staffs to perform better in future. Believe on the team: - A team leader should always keep faith on the performance of his/ her team members. The team members can be motivated if the team leader rely on them for an important task (Provis, 2015). M2:- Across the three levels of management process, the most important technique that can be used to motivate the staff is prising and rewarding the staffs by offering them higher salary and higher post in that organization. D1:- According to the answer in 2.3, the Bureaucratic Leadership model should be adopted by the manager as a good leader, as according to this leadership model the decision of the firm will not only depends on the decisions of the managers but also the other staff members of the company. Be able to work effectively in a team Benefits of team work for an organization:- A team which is working for an organization can be benefitted in the following way:- Provide higher quality outcomes: - A team can provide higher quality outcomes through working jointly in an organization compare to an individual who complete a task individually. Higher efficiency: - Through team working, efficiency can be achieved in production process and also in outcomes. Generating more innovative ideas: - Different members of a team can provide different information and generate new ideas for the production process which an individual cannot do. Performing at faster speed: - Since, there are many contributors in a team; the tasks can be completed in a less time. Greater effectiveness: - In a team the task can be divided among the team members according to their expertise and performance history. Compare to an individual a team has greater efficiency in performing a task in time (Rosa and Soffer, 2013). Greater sense of accomplishment: - Accomplishment arises among the team members when they work jointly and complete a task by collaboration. Mutual support: - To achieve the goal, the team members provide mutual support to each other which leads to a better performance of an individual. Motivating the higher performance of the team members:- A team member can gain a superior work experience through the social aspect of the teamwork, which can motivate the individuals to perform well (Werhane, 2014). The performance as a team leader or a team member to achieve the specific goals in a conflicting situation:- There are different types of conflicting among the team members respect to the difference in their personality, life style, life span, socio economic condition etc. In this conflicting situation, the team leaders and the team members should work together to solve the conflicting problems. To eliminate the confliction among the staffs and to bring harmony among their decision-making the leader should organize the meetings. A leader should need to careful to keep its promises and should unionize the ununion team members (Scarborough, 2012). The effectiveness of the team in achieving the goals:- To achieve the goals a high level of commitment is shared by the members in an effective team. Being part of a team and working with the team the members a high level of satisfaction should be met by the team members. With a high level of awareness and appreciation, the members of a team work together in an integrated way in an effective team. To achieving the goal, an effective team shows a high capability in solving the problems. An effective team provide high quality result to achieve the goals (Rosa and Soffer, 2013). M3:- In Delta Plc. Bank, the research has been conducted in a professional and structural manner. For example, to handle the complex project this organization generally employs more skilled and professional experts to complete the task more effectively. Besides the firm can introduce new IT based technologies in its production activity. D2:- Now if there are four members for restructuring the project, then according to the Belbins theory they can perform the following tasks:- Action oriented roles: - Under this role, the members should act as shaper, implementer and completer or finisher. People oriented roles: - Under this role, the members will perform as team worker, coordinator and resource investigator. Thought oriented roles: - Under this role, the members will perform as specialist, monitors and planners. Evaluating and investigating oriented roles: - Under this role, the members will perform as an investigator or evaluator (Barros, Gal and Kindler, 2012). Be able to assess the work and development needs of individuals Factors involved in planning the monitoring and assessment of work performance:- To plan and monitoring the assessment of work performance the following factors should be considered:- The team leaders and the members deliver the regular job feedbacks. The clear performance expectations should be set. There is a need for linking performance. The appropriate learning and development opportunities should be provided. Top performers should be recognized and rewarding (UKEssays, 2015). Planning and deliver the assessment of the development needs:- To plan and deliver the assessment process there is a need for identifying the need, delivering the training and evaluating the training. Identifying the need:- For different projects, different kinds of professional skills are needed for the team members involving in the respective projects. Hence, it is necessary to identify the need for the professional skills for the team members of different projects to successfully meet the development needs (Wallis, 2012). Delivering the training:- After identifying the professional needs of the team members of various projects, suitable training should be provided to them. Evaluating the training:- SWOT analysis should be done to evaluate the training procedure and to assess the performance of the employees (Venkateswaran, 2012). The success of the assessment process:- The success of the assessment process depends on the following factors such as:- The goals and assessment purpose must be clearly communicated and well defined. To conduct the assessment, appropriate assessment method should be used. To meet the set objectives the assessment should be monitored and the processes to implementation of plans should be ensured. In achieving the goals of the assessments a realistic and achievable method should be conducted . Besides the process should be clearly communicated and must be understood. To evaluate the performance of the staffs, feedback is important for the success of assessment process. To evaluate study and communicate the findings of the assessments different techniques should be employed. As an integral part of the job design appropriate assessment should be done. The assessment should be done in such a way that it should be free from biases (Wallace and Sheldon, 2014). D3:- If I would be the owner of the organization, then to assess the work and develop the needs of the individuals, I should go for the alternative strategy. That is I can generate a document of feedback sheets for all the employees over the year and will maintain the record. The employees with the good record will be encouraged by an attractive amount of incentives and promotional package. References Barros, A., Gal, A. and Kindler, E. (2012).Business process management. Berlin: Springer. BusinessDictionary.com, (2015).What are Belbin team roles? definition and meaning. [online] Available at: https://www.businessdictionary.com/definition/Belbin-team-roles.html [Accessed 5 Aug. 2015]. DzÃÅ' wigoÅ‚, H. (2015).Business management. Oxford, U.K.: Alpha Science International Ltd. Enderle, G. (2014). Exploring and Conceptualizing International Business Ethics.J Bus Ethics, 127(4), pp.723-735. Fryer, M. (2015). A Role for Ethics Theory in Speculative Business Ethics Teaching.J Bus Ethics. Go2hr.ca, (2015).Legal Issues in Your Recruiting Process - HR Information for BC Tourism Employers - go2HR. [online] Available at: https://www.go2hr.ca/articles/legal-issues-you-need-consider-your-recruiting-process [Accessed 5 Aug. 2015]. Greenwood, M. (2015). Approving or Improving Research Ethics in Management Journals.J Bus Ethics. Hr.uoregon.edu, (2015).Guidelines for Recruitment and Selection | Human Resources. [online] Available at: https://hr.uoregon.edu/recruit/recruitment-and-selection/guidelines-recruitment-and-selection [Accessed 5 Aug. 2015]. Kyriazoglou, J. (2012).Business management controls. Ely, Cambridgeshire, U.K.: IT Governance Pub. Lind, P. (2012).Small business management in cross-cultural environments. New York: Routledge. Mariotti, S. and Glackin, C. (2012).Entrepreneurship small business management. Upper Saddle River, N.J.: Pearson Prentice Hall. Mindtools.com, (2015).Belbin's Team Roles: How Understanding Team Roles Can Improve Team Performance. [online] Available at: https://www.mindtools.com/pages/article/newLDR_83.htm [Accessed 5 Aug. 2015]. Myassignmenthelp.com, (2015).working with and leading people,ac 12 the impact of legal regulatory and ethical. [online] Available at: https://myassignmenthelp.com/answers/management/working-with-and-leading-people-ac-12-the-impact-of-legal-regulatory-and-ethical-considerations-to-the-recruitment-and-selection-process-the.html [Accessed 5 Aug. 2015]. Pride, W., Hughes, R. and Kapoor, J. (2012).Business. Mason, OH: South-Western Cengage Learning. Provis, C. (2015). Intuition, Analysis and Reflection in Business Ethics.J Bus Ethics. Rosa, M. and Soffer, P. (2013).Business process management workshops. Berlin: Springer. Rosa, M. and Soffer, P. (2013).Business process management workshops. Berlin: Springer. Scarborough, N. (2012).Effective small business management. Upper Saddle River, N.J.: Pearson Prentice Hall. Staricco, J. (2015). Fair Trade and the Fetishization of Levinasian Ethics.J Bus Ethics. UKEssays, (2015).An evaluation of selection and recruitment process. [online] Available at: https://www.ukessays.com/essays/management/an-evaluation-of-selection-and-recruitment-process-management-essay.php [Accessed 5 Aug. 2015]. Venkateswaran, N. (2012).International business management. New Delhi: New Age International. Wallace, M. and Sheldon, N. (2014). Business Research Ethics: Participant Observer Perspectives.J Bus Ethics, 128(2), pp.267-277. Wallis, W. (2012).A beginner's guide to finite mathematics. [Boston]: BirkhaÃÅ'ˆuser. Werhane, P. (2014). Competing with Integrity: Richard De George and the Ethics of Global Business.J Bus Ethics, 127(4), pp.737-742.