Working With and Leading People

Table of Contents

Introduction4

Scenario 1: Recruitment and Selection4

1.1.Potential Characteristics4

1.2. Selection Methods4

1.3.Factors Contributing the Secretion Process5

1.3.1.Internal Recruitment5

1.3.2.External recruitment5

1.4.Legal, Regulatory and Ethical Considerations5

Scenario 2: Building Castle in the Air5

2.1. Team Activity5

2.2. Team Dynamics6

2.3. Team Spirit6

2.4. Team Members Relationship6

2.5. Motivate Team Members6

Scenario 3: Leadership6

3.1. Leadership Theories7

3.1.1. The Personalist Approach7

3.1.3. Cognitive approaches of leadership7

3.2. Communicate Effectively7

3.3. Opportunities link with vision and goal7

3.4. Encouraging and Motivating7

3.5. Empower Team Members8

Scenario 4: Performance Management8

4.1. Objective Setting Technique8

4.2. Development Program8

4.3. Performance Management Steps8

4.3.1. Conceptualization8

4.3.2. Development9

4.3.3. Implementation9

4.4. Feedback9

4.5. Evaluation9

Conclusion9

References10

Working With and Leading People

Introduction

Recruitment and selection is a costly but important exercise that must be undertaken with extreme care if any organization wants positive results. It undertaken in a proper manner, it pays off in the long run by making organizations much more competitive and sustainable in the long run with the help of one of the most important resource of any organization which is its human capital. It is a known fact that when any organization will select the right people for a particular job, provide them with adequate training, invest in their future growth and development, treat them well, those people will not only perform well at a personal level but will also remain committed towards achieving overall organization objective with the help of their individual contribution. It will increase employee job satisfaction and their willingness to continue and work for the same organization. The training that is given to the employees of organization will not be a waste but an investment that will pay off in the long run. Therefore, no matter how advance any organization is in terms of its technology and other physical resources, if it does not have the right and suitable human resource to support the processes, it will be struggling and facing problems. Importance of recruitment and selection cannot be ignored and is evident from the fact that around 33 percent of Human Resource budges is allocated to recruitment and 18 percent is located to selection and these figures have been predicted to increase in the coming future (Bernthal, pp.1).

Scenario 1: Recruitment and Selection

Potential Characteristics

Once position defined in the organization, one should plan for the job vacancies and define how they will be covered. Next is to promote research relevant to determine whether the organization's staff eligible for the office job satisfactorily (Internal Recruitment)

A fairly comprehensive definition of recruitment, the process of recruitment, is a set of techniques and procedures designed to attract qualified candidates potentially capable of occupying positions within the organization. It is a system by which the organization reports and offers to market Human Resource (HR), the opportunity to use that aims to fill. Its immediate goal is to attract candidates from which future members will be selected from the organization (Dessler, et. al., 2004, pp. 105-13). This process requires a plan of what the organization requires, what the market can offer HR and recruitment techniques to apply.

1.2. Selection Methods

The selection process consists of a series of specific steps that are used to decide ...