Managing People in the Organisation

Table of Contents
Introduction......................................................................................................................................1

Task 1...............................................................................................................................................2

Recruitment methods and procedures..........................................................................................2

A job description and job specification for a specific job role....................................................3

Guidelines for Interviews to provide best practices....................................................................4

Task 2...............................................................................................................................................5

Stages of managing performance.................................................................................................5

Importance of having standards for performance management..................................................6

Task 3...............................................................................................................................................7

Providing difference between training, coaching, mentoring and counselling................7

Describing the learning cycle......................................................................................................7

Different range of psychometric test and their way of usage......................................................8

Task 4...............................................................................................................................................9

The prime element of the learning organisation..........................................................................9

Elements of the training cycle...................................................................................................10

Characteristics of an effective training course...........................................................................11

Task 5.............................................................................................................................................12

Identifying preferred learning styles..........................................................................................12

Evaluating own time management skill.....................................................................................12

Task 6.............................................................................................................................................13

Explaining the term workplace welfare.....................................................................................13

Responsibilities related to health and safety..................................................................................13

How to reduce the occurrence of work-related stress................................................................14

Task 7.............................................................................................................................................15
 Producing communication to explain to adopt organisational changes.....................................15

Common reactions to changes...................................................................................................15

Conclusion.....................................................................................................................................16

References......................................................................................................................................17
Introduction

The management of the business organisation is responsible for the activities different carried
out by that organisation. That is why effective and efficient management of people is required to
ensure that the organisation is successful (Thomson, 2015). To do that the first step is to do the
recruitment and selection for the company. Now there are various models and methods to
manage the people of the company. In this paper, we will discuss about different ways and
methods of properly managing the people of the company. For completing this paper we have
selected Interglobal and throughout the paper we will show how this company can manage its
people effectively.

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Task 1
Recruitment methods and procedures

From the perspective of HRM, the recruitment process indicates to the procedure of finding and
hiring the most capable individual for a vacant position in the organisation. This process needs to
be well monitored as the success of the company will also depend on the individual hired
(Arthur, 2012). Also, this process must be cost effective. Now, this is a very complicated process
and has a lot of steps. The steps are given below,

Recruitment planning: The first step is to plan the whole recruitment process. In this stage, the
HRM must learn about the position that is vacant in the company, then analysis the requirement
for the job, prepare the description for the job and job specifications to find the capable candidate
for the organisation.

Recruitment strategy development: In this step, the company must create an effective strategy
to ensure that hire the right person. Here, there will be hiring method, types and ways of
recruitment, geographical area and the recruitment sources.

Searching for the right one: In this step, the HRM will source the candidates based on the
requirement of the job. This has to steps, first is activation of the source and the other one is
selling.

Screening: After sourcing the employees, the HRM must screen the employees to shortlist the
most capable ones for the job.

Evaluation: This the final process and here HRM checks the potential outcome of the
recruitment to see if it well fits with the organisation and if it is cost effective.

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A job description and job specification for a specific job role.

Job description (Mader-Clark, 2013):

Interglobal

Reporting to General Manager

Title of the job HRM Supervisor
Salary 40,000 (Negotiable)
Job roles and Responsibilities: Helping the HR process by doing all the necessary works
Checking the results of the candidates in the administering
test.
Providing all the support to enter and develop and analyse all
the information.
Providing motivation and helping to encourage the employees
Employing all the rules of the organisation
Working hour 45 hours per week
Holiday Requirement 2 days holiday every week

Job specification:

Elements Essential Preferable

Qualification Having Bachelor and master Having certificate of
degree in Human Resource qualification in any
management hospitality service
Experience 2-year experience of working The experience of working in
in a HRM department a HRM of a hotel
Competencies Having effective Having practical knowledge
communication and of HRM and its practices.
leadership skills

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Guidelines for Interviews to provide best practices.

There various parts and steps that make up the interview process. There are preparations that are
needed to be taken before, during after the interview is taken (Holstein and Gubrium, 2011).
Here we will take a look at the requirements and steps of a decent interview process,

Pre interview:

 The first step should be preparing all the questions that will be asked to the candidates
 Going through the CV or resume of the candidates to get some ideas about them
 Try to select questions that are appropriate and related to the job

During interview:

 Help the candidate to settle down by warmly welcoming him

 Asking relevant questions that are related to the job and are practical
 Avoiding every sort of discrimination and nepotism and treating candidates equally
Post interview:

 Appreciate the participant for participating and wishing him luck

 Go through the CV again to ensue any key points aren’t missed

Things must be avoided:

 Judgemental attitude
 Discrimination
 Arrogant behaviour

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Task 2
Stages of managing performance

The effective management of people is important for the business. Thus, the HRM must know
how to manage and evaluate the performance of the employees of the organisation (Gordon,
2011). Because without proper monitoring and evaluation of the works of the employees, the
company will not be benefitted and the workers will not be at their best. Here are a few steps of
managing performance of the employees.

Goal Setting: The goals of the company must be specifically set to ensure that the employees
don’t get confused

Planning: The second step is to smartly plan the way of achieving the goals which will
interpreted to employees

Managing: in this step, the manager of the company should monitor and evaluate the
performance to look for improvements.

Progress tracking: here the HRM will track the growth and the progress made by the employees

Feedback: here the manager will provide feedbacks to the employees to enhance their
performance.

Rewarding: providing incentives to the better performing employees

Consistency Practice: maintaining the culture and nature of the work for the future projects

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Importance of having standards for performance management.

The success of the company depends on the performance management of the employees. If it is
not managed properly, the employees will not work with all of their effort and there will be
trouble within the organisation (Hardill and Baines, 2011). Thus, Interglobal must ensure that
they are managing their employees well. Here are the importances of managing performance,

 It will help in monitoring the performances of the employees

 It will hep to evaluate their performance
 It will create a positive working environment
 It will ensure that employees are working properly
 It will motivate and encourage employees
 It will ensure that the best employees are rewarded

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Task 3
Providing difference between training, coaching, mentoring and counselling.

Training Coaching Mentoring Counselling

The process using It targets and Mentoring is the It’s a method of

which employees can improves the process of guiding mentally supporting
improve their skills behavior and them to improve their and developing the
. performance of the performance employees
employees
It requires programs It requires a It doesn’t require It requires proper
or seminars. collaborative anything specific management system
approach and trained
professionals
It’s a short-term It’s a long-term target It’s a medium-term This is the shortest
target target type of process.

Describing the learning cycle

Different employees have different level of understanding and different way of learning. Now
there are various steps of learning new stuff that are described in the learning cycle designed by
David Colb (Timperley, 2011). This cycle has 4 stages. They are,

Experience: In this stage, employees will go through the process of learning new skills and their
implementation in the business.

Observation: In this stage employees will learn through observing the new operations in the
organisation and try to cope up with it.

Conceptualisation: Here the employees will try to bring their own new ideas to their learning
process and try to create a new concept to learn the skill

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Experimentation: This is the final stage where the employees will try to use their newly learnt
skill to a different situation to see if they can properly implement it or not

Different range of psychometric test and their way of usage

Psychometric tests are widely used in the recruitment process for assessing the intelligence,
personality and the skills of the employees or the candidates (Bryon, 2011). There are different
types of psychometric tests that are used to measure the attributes of the employees. They are,

Aptitude testing: this is a very common method of testing employees. It checks the potential of
the employees, how well they can cope up with adverse situation and how they can use their
thinking ability to solve problems. Since Interglobal is a famous hotel chain they need employees
with high adaptability and who can work under pressure. Thus aptitude testing will very helpful
for them.

Diagrammatic reasoning: this is another famous way of psychometric testing as it enables the
recruiters to assess the critical thinking ability of the candidates applying for a job. It shows the
recruiters that if the employees are capable enough to deal with the adversity that they might
face.

Here are a few ways in which psychometric tests can be used,

 Before using these tests, employers must work on to make sure all the rules and
procedures of the test are correctly planned
 Before testing, the employer must make sure that the questions are relevant
 The final result of the test should be evaluated properly

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Task 4
The prime element of the learning organisation

The successful busines organisations often provide their employees with opportunities of
learning in the organisation (Hunsaker and Hunsaker, 2010). Thus, learning organisation
provides opportunities to the employees to share their insights in the meetings. The prime
elements for a learning organisation is given below,

Collaborative culture: it is a very important element for any learning organisation. It will
motivate the employees to work harder collaboratively for the company and will create a positive
work environment within the company.

Talent development: Learning organisation often put emphasis on the development of the talent
of their employees. These organisation arranges training and developmental sessions to ensure
that they reach their goals.

Maintaining regular lessons: Sometimes acquiring new skills may demotivate employees thus
maintaining regular lessons skills is necessary.

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Elements of the training cycle

Require identification: the first thing required is to identify the needs of the employees and
work on fulfilling those needs

Designing the training: this is another very crucial step in the cycle. The training must be
designed properly so that employees don’t face any trouble

Delivering training: this is a very crucial part as the company must ensure that all the
employees are getting all the necessary training and no one is missing out.

Evaluating training: this is the final stage of the cycle. The company must assess the
performance of the employees to check the effectiveness of the training and take necessary steps
to improve it further.

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Characteristics of an effective training course

An effective training course is very important for the growth of the employees and the
organisation (Pont, 2013). Now there are some characteristics that an effective training course
has. These are given below,

Need based: the design of the training should be in a way that employees need.thus, before
designing the training program the needs of the employees must be kept in mind

Adaptability: to be effective, the training that workers will take must have high adaptability
level so employees don’t face any trouble to cope up with the methods. The trainers also need to
be well mannered and flexible and must be helpful to the employees.

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Task 5
Identifying preferred learning styles

There are various types of learning models that can be used to find out what is the preferred type
of learning style that I can use (Kolb, 2014). Now by evaluating the learning methods and with the
VARK learning model, the preferred learning is identified and it is described below

Kinaesthatic learning: Keeping in mind the way that I learn, the preferred style for me will be
the Kinaesthatic learning. There are various reasons for choosing this this learning model. I
prefer to learn new things physically. Because I believe that physically attending the task will
help me to learn it better. While being physically present I can observe the ongoing situation and
use my analytical skills to analyse and learn about. Thus, while applying for the vacant spot this
style of learning will be extremely helpful and effective for me.

Evaluating own time management skill

The time management skill refers to the ability of employees of dividing their time based on the
nature of the task and fulfilling every step along the way to ensure that the work is done on time
(Bird, 2012). This skill requires proper planning and execution. Having this skill is very
important for me as working in a hotel require me to follow all the required steps in tightly
scheduled time. Thus to make sure that I manage my time properly, first I have to analyse and
scrutinize all the steps of work routine to know how much time I an spend behind every task and
how much time I must leave to spare. Following this routine every day will ensure that all my
works are done on time and my time management is perfect.

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Task 6
Explaining the term workplace welfare.

The term workplace welfare is very crucial for any business (zenner, 2013). Here are a few
examples of workplace welfare,

First aid and health service: it’s a responsibility of the organisaation to think and care about the
health and safety of the employees of the organisation. Thus, Interglobal needs to provide health
benefits and incentives to their workers to ensure that they don’t fall into some sort of health
hazard. They can also open up a department which will provide health and first aid services to
the employees who need it.

Break time service: working long hours in the office may often prove out to be very difficult for
the workers physical and mental health. This also affects their performance by causing physical
distress and monotony. This is why Interglobal must work on providing breaks to their
employees so that they can take that time to get rid of exhaustion. Interglobal can create a
common room for this.

Responsibilities related to health and safety

To ensure that the workers are safe and not facing any health issues, both the employers and
employees have some responsibilities. They are described below,

Employer’s responsibilities:

Counselling: to ensure good health and safety measures are taken, Interglobal must introduce
counselling services for their employees. This will help encourage the employees to come
forward with their health and safety issues and it will also encourage them to have regular health
check ups in the organisation.

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Employees responsibilities:

Following organizational rules: The employees must ensure that they are following the rules
set by Interglobal. Now, the company is likely to set various rules for avoiding any risk that
could harm the employees. The employees must follow these rules and also make sure that they
offer the employers if they face any kind of health or safety issues.

How to reduce the occurrence of work-related stress

Work- related stress is an issue that is faced by almost all employees within the organisation.
There are many using which the employers can reduce it. They are,

Workplace wellness: the work environment is a very important factor in the stress created from
the work. In a friendly environment, employees will face less pressure and will enjoy there work
more. This is why Interglobal must ensure that there is positive and friendly work environment
where workers can work and enjoy their time.

Recognising employees: acknowledging the work of the employees is a great way of letting
them know that the organisation cares for them. Knowing this, the employers will be more
encouraged to work and they will less stress in the company.

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Task 7
Producing communication to explain to adopt organisational changes

For meeting arrangements , a few things must be observed and taken care of. One thing is how
the employees are reacting to the changes that are likely to happen in the organisation. Some
employees might face trouble and show reluctance to change but it is likely that most employees
will gladly accept the changes and work to adept the skills required to fulfill them. To adopt
these skills, they will need proper training and developmental sessions. Thus, the first step is to
discuss all the steps in the changes and take their suggestions about the changes. This will also
smoothen the communication between employees and employers and the employees will feel
more connected to the company.

Common reactions to changes

It is absolutely normal that not everyone will take the changes in the workplace positively. Thus,
they could show different reactions to the changes. Here are some common reactions that a
employee might show while facing these changes,

Fear: Fear is a very common reaction when it comes to seeing changes in the organisation, every
time, organisations bring new changes, the employees have a fear of coping up with the changes
that they see. Also, the fear of getting fired also keeps them on the edge. This affects their
performance as well. Thus, Interglobal should help its employees to get rid of the fear.

Anger: anger is another reaction to the changes in the company. Employees who get used to
working in a certain way often will unhappy. It also creates the worry of losing power in the
company. Thus, the employees become angry about the changes made.

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Conclusion

The HR branch of any business organisation whether it's carrier-based or product desires to have
more duties in the direction of the development of the employee’s overall performance and this
could be achieved with the help of overall performance control. With having proper
collaboration among the employers and personnel there's a risk of developing positive working
surroundings.

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References

Arthur, D., 2012. The employee recruitment and retention handbook. 5th ed. New York:
AMACOM.

Bird, P., 2012. Time management. London: Hodder Education.

Bryon, M., 2011. The graduate psychometric test workbook. 3rd ed. London: Kogan Page.

Gordon, S., 2011. Mastering the art of performance. 5th ed. New York: Oxford University Press.

Hardill, I. and Baines, S., 2011. Enterprising care?. 4th ed. Bristol: Policy Press.

Holstein, J. and Gubrium, J., 2011. The active interview. 8th ed. Thousand Oaks: SAGE
Publications.

Hunsaker, P. and Hunsaker, J., 2010. Managing people. 2nd ed. London: DK Pub.

Kolb, D., 2014. The Kolb learning style inventory. Boston, Mass.: HayGroup.

Mader-Clark, M., 2013. The job description handbook. 2nd ed. Berkeley, CA: Nolo.

Pont, T., 2013. Developing effective training skills. London: Chartered Institute of Personnel and
Development.

Thomson, R., 2015. Managing People. 4th ed. Taylor and Francis.

Timperley, H., 2011. Realizing the power of professional learning. 3rd ed. Berkshire, England:
Open University Press.

zenner, m., 2013. Workplace health, safety and welfare. Sudbury, Suffolk: Health and Safety
Executive.

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