Preparing documentation for recruiting and selecting a new HR Manager

Explain about a Essay on Toxic Leadership in Organizations?

Work with several associative people is a crucial topic for all peoples. This assignment explains how to lead efficiently. In this assignment the researcher, reflects his knowledge gained from company. The researcher talks about the multi-national company recruitment of new employees, selection of new employees and procedure of retention and about culture of working.

Resource of human is a very common manifestation in every multi-national industry. The prosperity of every industry is depends upon the innovative, skilled and creative force of labor. As most of the industry like to get uniqueness and skilled labor force; the employee selection and recruitment and retention procedure is very crucial to every industry. The recruitment of a new employee requires several documents, obey statutory law it will go over the point of selection (Almansour and Neal 2015).

The company identifies the hiring of Human Resource Manager. The division of the company needs to follow the vital script for the recruitment and selection of new members.

Recruitment of Approval

The process starts with the industry confirmation of company department. The respective departments of the industry, elect new employees send a detailed letter with judgment of position that represent the education and required skills for the post. After admiring the draft, it will be send it to the department of the company (Bobbio, Van and Manganelli 2012).  The selection and recruitment of the organization until the grand esteem of the industry give the permission of employee request recruitment to department. The approval must include the advertisement and the draft copy.

Position description  

The company before giving any advertisement in criterion of job it needs to specify the details of job with proper authentication of job post schedule and job name. For instance, the company named BBC is hiring the Human Resource Manager; so as the assistant it will give all the necessary details regarding job requirements of the company.

Advertising 

Advertising is the most vital form of advertising job description of any company. With the help of advertisement the industry, pluck the potential candidate for required company position. There are several media such as online advertisement, print media advertisement, open advertisement, electronic media etc. The department will prefer that in which publishing advertisement they will use for job criterion (Eisenbeiß and Giessner 2012).

The selection and recruitment step is moving advance in rules and legal of the company. When the manager of human resource of the company starts the process of recruitment, he or she must be sensible of some organizational rules. The perception of statutory rules and regulation implications initialize the company to reduce esteem of risk, job posting and interview question etc. The impacts of legal, regulatory and ethical consideration are described below:  

Assessing the impact of regulatory, legal and ethical considerations to the selection and recruitment process of BBC

After initializing the process of advertisement, the next step of department of the company is selection process. Selecting a recruitment panels: as the company is recruiting three different posts, the department will acquire three recruitment panels for selecting the new employees. In each panel, the respective department of director will present and select the new employees.

Short listings: After receiving the employee application, the respective panels will short list the candidates by taking IQ tests, examinations of MCQ and written exams. The desired short listed names will be allotted to the department of the company for arranging the interview process.

Interviews: The department of the company will take the interview of the selected candidates by asking some simple questions like say something about yourself, education background, cultural background, any experiences of the work and their knowledge in the specified field.

Appointment: The recommendations panels of selection and recruitment for the candidates who clear the panel of selection by achieving the minimum criteria for the final process of appointment. The department will give the receipt of final statements of employees who are recommended through selection and recruitment panels.

As a Human Resource (HR) assistant, the first step in selection process is to review the candidate applications. Review of applications means application that is received; to check whether the candidate possesses talent and skills for the job or not. The Human Resource (HR) assistant after proper verification; will then separate the eligible candidates for interview.  Testing candidates: The second step is to test the candidate in terms of knowledge that whether the candidate is eligible for the position or not. It includes physical tests, personality tests and skill tests. The Human Resource (HR) assistant will choose various candidates and send them for testing. After appropriate tests examinations the human resource manager will select down the fewer candidates. The third step is Interview which includes personal interview with candidates. It is very important step to judge whether the candidate has the right qualification and knowledge for the job or not. The Human Resource (HR) assistant has taken face to face interview to know the gesture and manner of the desired candidates. Once the interview has been over the Human Resource (HR) assistant will select the potential candidates; suitable for the post. This step will drive more candidates to a negative result. This step is also called negative selection process. After performing all the necessary duties of selection process; it’s time to ask the candidate to submit their necessary documents with attached appointment letter for joining selection criterion.

Skills and attributes required for leadership

In this assignment, the researcher has taken part in preparing the necessary documents for employee selection. The researcher has given advertisement to gather new employees. The researcher played a role in short listing candidates and take part in giving interviews.

Leadership plays a very vital role in industry. There are several types of leaderships; each has some negative and positive impact on industrial management. This part of this assignment is about styles of leaderships, quality necessary for leaderships and much more (Hoch and Kozlowski 2014).

The company management decides to open a latest and new division for expanding the business. The management of the company also employs employees who take care of it; but the question is whether it will be attributes of manager or leader? The researcher opinion says that it will be leaders of attributes. (1) The new hiring is liable for company new sub-division. If the hiring person has the manager ship attributes then he cannot be able to control the sub-division perfectly. (2) If a manager cannot handle ability of managerial, he cannot be a leader also, but the leader has some special and unique attributes, which helps to control and manipulate the company new sub-division more carefully. (3) The new hiring must have the leadership’s attributes because he has to lead the sub-division of profitability too (Eisenbeiß and Giessner 2012).

There are various types of leaderships namely: “leadership of autocratic”, “leadership of democratic”, “leadership of paternalistic”, “leadership of laissez faire”, “leaderships of transformational” and etc. In researcher opinion, leadership of democratic is the responsible person of the organization new sub-division must pursue this process to lead. It is very important leadership approach as various employees take part in the decision making process which results increase in wok responsibility. Management is the process of organizing, leading and planning industrial resources with an aim of achieving its objectives. It need to able to resolve several industrial issues which result very effective in an overall company management. It relates to entire industrial management. It differs from leadership. Leadership implies to one person; who has the capacity of leading several industrial employees.

Through all several types of different leadership, the democratic leadership is best as many employees take part in the decision-making process and gets motivated and moralized. If any person follows the type autocratic leadership, it will increase dissatisfaction among several employees. If any employee follows paternalistic approach the independence of employees in terms of decision making process is absent and it will also leads to dissatisfaction. In real scenario, many employees want freedom especially in the case of decision-making process. In laissez approach, it is not suitable for any new division of a company. So the researcher has concluded the democratic approach of leadership (Kellerman 2012).

There are several approaches of employee’s motivation, which will help them to attain the goal and objectives of the industries. The most vital are Maslow’s Law need hierarchy theory, X and Y theory and two factors theory. In respect to company management the Human resource (Assistant) opinion chooses Maslow’s theory by following ways:

Self Actualization: It is the most valuable theory of Maslow. It includes creativity, morality, problem solving, lack of prejudice and acceptance of facts. The Human Resource Manager (Assistant) will try to improve the morality of employees by motivating them in their organizational work. Every company must ensure the system of reasonable payment of employees. If all employees of an industry will get handsome salary, the level of motivation will increase. (Qdais and Alshraideh 2016).

Esteem needs: It includes self esteem, achievement of confidence, and respect over others. The industrial culture treats all employees as bridging factor to motivate the employees. Because, it clarifies and fulfills the social prestige and social respect needs. The Human resource (Assistant) applies the theory of Maslow’s Law need hierarchy theory because it includes self esteem, self actualization, safety and psychological needs of human behavior.

Love Belonging: It implies the friendship, family and sexual intimacy. The Human resource (Assistant) will support the employee by giving them an equal respect within company management. This led the company management get rid of insufficiency and deficiency.

Safety and Psychological Needs:  It is the most vital part of Maslow Theory of motivation. It generally includes security of a body, employment of resources, family morality, and safety of property (Eisenbeiß and Giessner 2012). The Psychological Needs primarily includes breathing, sleep, water, and excretion. This phase include all the basic necessities of human nature. The Human resource (Assistant) will provide all the necessary benefits to all the existing employees in order to motivate employees; to work effectively and efficiently.

Figure 1: Maslow Theory of motivation

(Source: Bobbio, Van and Manganelli, and 2012, pp-230)

The industrial teamwork is very much beneficial for the success of the company. The ultimate famous faith; the organizational members are the better way of sharing the enhanced knowledge with other company members. When the company team members are not liable, they have to depend on one another to meet the success of the industry (Wren 2013). The researcher has discussed some of the key growth technique of how the team members can contribute to the success of the industry:

Growth of efficiency: The growth of efficiency in an industry lays some important aspects like accomplishing and sharing. There are many works that cannot be done by one employee, which will lead to dissatisfaction and de moralization of employees. In this case, sharing and accomplishing of work division among employees help them to perform work fast and with better efficiency.

Development of employee relations: Teamwork is a very important concept in development of employee relations. Working together not only results in efficiency of work but also it will pave the way of better relations among several employees (Terry 2015).  It will increase trustworthiness and faith among different employees of an industry.

The demonstration of a team leader has the primarily responsibility for planning, managing and tracking the project that are physically assigned. The main role and responsibilities of team leader or project manager is to define the project manager, project. The organization has to handle several situations in their day-to-day managerial tasks. They maximum solve their issue by working in a teamwork. The industry is very keen towards their teamwork. (Wren 2013). There are several demonstrations of a team leader which includes:

As a Human Resource manager (Assistant) the role lay was Coordinator, Shaper and Resource Investigator in a company management. Coordinator is specifically considered as the leader orientation of an industry. Human Resource manager (Assistant) is responsible for industrial goals and objectives. Popular qualities inbuilt in a coordinator like thinking positive enables the industry to motivate team workers and to make them dedicated about the work.  Shaper: Human Resource manager (Assistant) main work is to control the shape and structure of the work. It primarily focus towards the work is excellent. Full of motivation and commitment towards completion of work helps the industry to achieve the goal. Resource investigator: Human Resource manager (Assistant) analyzes and makes the contingencies in various organizational contracts; selects the plan of project that is necessary for the industry.

The industrial organizational team is very much effective in the universe of competitive world. It has the diversity of knowledge, which helps them to overcome the prevailing challenges. The teams need proper behavior ethical code that might be working with different team members. It helps them to increase the efficiency of a organizational team. The team also follows the Belbin’s Team Role, which has different aspects to realize them that they are helpful and effective. For the organization, they have proper and appropriate roles to control the objectives of the industry (Ong and Salim 2014).

The researcher has considered some performance and measurement consideration of new employees:

Setting up the methods randomly: The Company use multiple methods to control the check quality in an industry. The employee cannot clarify the working checking time to make aware. They should be very much attentive to pass the criteria.

Surveying customers and clients: The industry must measure the employee performance to illuminate the survey of customer and its clients.

Performance Appraisal: All the industry must follow the quality of performance on those employees especially who devote their services to the ultimate customers.

Training needs analysis:

The company has to analysis the training need assessment such as: (1) an analysis of the company strategic aim and objectives, (2) person analysis: to analyze the potential instructors and participants, (3) Analyzing the task or work: the company has to control and analyze the main work of the training employees, (4) Training analysis: the company must be ensured about the comfort ability and suitability of the employees, by providing the appropriate training (Rezaei, Fahim and Tavasszy 2014).

The training process must include some vital steps:

Need of assessment.

Objective of training.

Trainee selection.

Evaluation of training.

Administration training

The employee must contribute the organizational work training efficiently in the changing organizational environment. The new employee needs the training adaption for assessment of training of employees. It includes the survey to access and manipulate the training consequences. It has to evaluate the training result and measurement of job productivity and performance (Landa and Tyson 2016).

Conclusion

This study concludes the concept of leadership management in an organization. The researcher has worked as a Human Resource Manager (Assistant) in order to maintain and manipulate the process of recruitment and selection. Various models and theories in relevant to concept of leadership is reflected above by the researcher. The concept of Management and Leadership is also highlighted with respect to company management. It is quite important for everyone to maintain good leadership qualities in respect to organization behavior.

References

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Hoch, J.E. and Kozlowski, S.W., 2014. Leading virtual teams: Hierarchical leadership, structural supports, and shared team leadership. Journal of applied psychology, 99(3), p.390.

Hogg, M.A., Van Knippenberg, D. and Rast, D.E., 2012. Intergroup leadership in organizations: Leading across group and organizational boundaries. Academy of Management Review, 37(2), pp.232-255.

Kellerman, B., 2012. The end of leadership.

Landa, D. and Tyson, S.A., 2016. Enforcement and Accomplishment: A Theory of Leadership in Organizations. Available at SSRN 2716251.

Ong, J.O. and Salim, D., 2014. SUPPLIER SELECTION METHOD USING ANALYTICAL HIERARCHY PROCESS (AHP): A CASE STUDY ON A JIT AUTOMOTIVE INDUSTRY. Jurnal Ilmiah Teknik Industri, 2(1).

Qdais, H.A. and Alshraideh, H., 2016. Selection of management option for solid waste from olive oil industry using the analytical hierarchy process.Journal of Material Cycles and Waste Management, 18(1), pp.177-185.

Rezaei, J., Fahim, P.B. and Tavasszy, L., 2014. Supplier selection in the airline retail industry using a funnel methodology: Conjunctive screening method and fuzzy AHP. Expert Systems with Applications, 41(18), pp.8165-8179.

Tannenbaum, R., Weschler, I. and Massarik, F., 2013. Leadership and organization. Routledge.

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