...Working with Leading People Name: Chima Henry Adebowale Lecturer:Alfred Mbeteh Date of Submission: 28th November 2013 Word count: 3000 Content Page Introduction .................................................................................................p Task 1 ............................................................................................................p 1.1 job description to help with the recruitment and selection......................p 1.2 legislations around equal opportunities..................................................p 1.3 selection process design an interview......................................................p Task 2.............................................................................................................p 2.1 skills and attributes for leadership.............................................................p 2.2 difference between leadership and management..........................................p 2.3 scenarios’ and compare leadership styles...................................................p Task 3.............................................................................................................p 3.1 benefits of team working for an organization..............................................p 3.2 work towards a specific goal ......................................................................p 3.3 effectiveness of the team in achieving the goals............................
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...helps in achieving the desiring candidate; deciding the correct candidate for the correct job. The persons who don’t have any problem and are leading in the organisation in any way; there is no need of selection process for them. Recruitment process is done for achieving the ideas and characteristics of the organisation. Leadership process is the qualities that an individual person holds inside them. It influences them in a way they lead in the organisation. Leadership is the influencing procedure for achieving the objectives of the organisation. Good leaders are those that create change in the organisation. They should include administration, interpersonal as well as concept objects. TASK 1 1A: IMPORTANT STEPS IN RECRUITMENT AND SELECTION The rapidly growing organization was leading to increase the necessity for the persons who will work in the management sections at the international level. Actually they are fulfilling the needs of the organizations as well as of themselves also. One of the important facts for HR members are to select & recruit qualifies people that fulfil the ideas of the companies. The success of the organisation depends on the employees abilities and on the behalf of it they require the best quality staff members. It is because those working in the international level will be included on more than one working system....
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...Working With And Leading People Table of Content: Introduction 3 Background of the Company 3 Task 1. Recruitment, Selection and Retention Procedures 4 Task 2. Build winning teams 5 Task 3. Styles and Impact of leadership 9 Task 4. Performance monitoring and assessment 11 Conclusion and Recommendation 13 References and Bibliography 14 Introduction This report is theoretically informed by several related literatures that form a compelling interdisciplinary intersection: aspects of human resource management, business law and ethics, working with and leading people. The aim is to achieve certain understanding in recruitment and selection processes, legal and ethical issues, building successful teams, styles and impact of leadership, performance monitoring and assessment. Furthermore for better understanding the key details related to above mentioned topics I have chosen Yo! Sushi Company to investigate. Background of the company Founded in 1997, YO! Sushi brought the concept of a Japanese ‘kaiten’ sushi bar that delivered food to customers via a conveyor belt travelling 8cm per second to the masses, and became the original and most famous sushi brand in the UK. By 2001, YO! Sushi was the market leader in sushi restaurants and (we like to think!) inspired supermarkets to start selling packaged sushi to the Great British Public, allowing people in areas where YO! Sushi restaurants hadn’t arrived yet to take their first steps...
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...WORKING WITH AND LEADING People ASSIGNMENT BRIEF The aim of this unit is to develop the skills and knowledge needed for working with and leading others, through understanding the importance of recruiting the right people for the job. So what is this thing of working with others to create something new? To create something which none of us could create on our own? To create something which is often more than the sum of the parts? Surely that’s what organizations do. But somehow I do not see many advertisements for leader of function, general leader, senior leader, corporate leader, leading director, chief executive leader, shop floor leader, finance leader. I do see advertisements for head of function, general manager, senior manager, corporate executive, managing director, chief executive officer, shop floor supervisor, and finance manager. Is it purely semantics? Just words, or is there a meaning behind the words? I think that there is meaning. And I think that there is a different meaning to leader and manager. And that there is a need for different types of leadership in different types of change. This means that there are actually fewer common threads in this chapter. So unlike other chapters, this assignment will separately address the different ways of leading the four main types of change. The aim of this unit is to develop the skills and knowledge needed for working with and leading others, through understanding the importance of recruiting the right people...
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...Ola abiola 11634 Business strategy INTRODUCTION Marks and Special background M&S otherwise known as Marks and spencer was founded in 1884 by Michael Marks was born in 1859 in Slonim, Belarus. In 1882 ,he moved to England to escape anti-Semitic discriminate , but had few friends and little money. He came to Leeds, a growing industrial town with a population of over 160,000. He was attracted by its large Jewish community and job opportunities in the thriving clothing trade. At the time Marks couldn't speak English and had no money or particular skill but had a very sharp mind for business and understood what customers wanted and needed . Initially he travelled the towns and villages of West Yorkshire, selling wares from his bag. He later set up a permanent market stall in Leeds, the latter which developed into a successful retail business. Unusually, he always displayed all his goods with clearly priced labels. He started hiring sales assistants to run the stalls. , Selling simple stock such as haberdashery and hardware goods, he adopted the slogan 'Don't ask the price, it's a penny'. This fixed price system and the open display of goods made him very popular. In Leeds as Customers liked being able to inspect the goods and knowing exactly the cost, with no need for haggling. In 1890 Dewhirst a cloth manufacturer offered Marks a £5 loan with this Michael Marks was able to buy his first stock for...
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...employees. They recruit new employees when needed. Every institution needed to appoint new employees in the organization. The organization has to follow proper recruitment, selection, and retention procedures to employ the appropriate employees. City link, a leading delivery company of UK, needs some new fresh employees to recruit and appoint in their organization. There are some different leadership techniques. It has to follow the best to overcome the challenges of working outside of UK. The organization has to build up proper team management to work efficiently in the context. The organization also provide training facilities to develop the individuals of the organization. Introduction Working with leading people is an important topic for all business students. This topic teaches how to lead effectively. In this assignment we apply our knowledge gained from this unit on City link a world class delivery company. City link is the UK`s leading delivery organization that successfully operate in UK and over the world from 1969. It makes annual revenue over £320m which makes City link the market leader of this field (City Link, 2014). We talk about the city link`s recruitment, selection and retention procedure and about its working culture. 1. Using recruitment, selection, and retention procedure Human resource is a key factor of every organization. The successes of every organization depend on skilled, innovative, creative and committed labour force. So every organization...
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...Table of Contents Table of Figure 1 1.1 Documentation to select and recruit a new staff of Azura Apartment: 1 1.1.3 Job Specification (JS): 5 1.2 The impact of legal, regulatory and ethical considerations to the recruitment and selection process: 5 1.3 Take part in the selection process: 8 2.2 The different between leadership and management: 11 2.4 The ways to motivate staff to achieve objectives: 12 2.4.2 Herzberg’s two factors theory 14 References: 16 Table 1 Job Specification 4 Table 2 The comparison chart 10 Table of Figure Figure 1 Maslow’s hierarchy of need. 12 Figure 2Herzberg’s two factors theory 13 1.1 Documentation to select and recruit a new staff of Azura Apartment: Azura Apartment are going to hire a new position of salesman who will bring us new customer on a monthly basis. The HR department have responsibility to prepare the documentation to select and recruit new employee. 1.1.1 Job Advertisement: It is one of the most important of recruiting process in organization. The job advertisement will give a candidate overview the position that they apply. Therefore, they have good information to understand and write a good CV. SALESPERSONS FOR AZURA APARTMENT Department: Marketing & Sales Location: Danang, Vietnam Positions: 2 Type of job: Full time Age Range: 22-30 Gender: Women Experiences: Minimum of 2 years sales or customer relationship experience. Salary: Roughly 10 - 15 million VND per month depending experience...
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...WORKING WITH AND LEADING PEOPLE INTRODUCTION The essence of leading is to develop a frame work for mutual understanding of what is to be achieved and a frame for managing and developing people he ensure that it will be achieved. To lead, the reader by his personal conduct should lead by example, he should mean no when he says no vice versa, leader must do it the way they talk it. “It is not what the leaders says and writes that influences his surbordinate”. It is what he is and they judge what he is by what he does and how he behaves. Urwick, L.F (1947). The will to do is triggered by leadership, competency is required in leadership. Peter Drucker in his words quoted an effective leader is one who can make ordinary men do extraordinary things, make common people do uncommon things. Leadership means building of mans personality beyond its normal limitation, raising of man’s standard to higher performance. To be able to work with and lead people needs the ability to lead, guide, direct, steer, administer, manage and exercise authorities as well as excelling. Leading people is the ability to lead irrespective of individual differences and short comings to achieve organizational goals at maximum productivity. Secondly working with people is the ability to get things done no matter the human challenges that may arise such as conflict and grievances to create team spirit, efficiency, effectiveness in achieving set goals. Certain factors have to be put in place for one to work...
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...leadership 9 Task 4. Performance monitoring and assessment 11 Conclusion and Recommendation 13 References and Bibliography 14 Introduction This report is theoretically informed by several related literatures that form a compelling interdisciplinary intersection: aspects of human resource management, business law and ethics, working with and leading people. The aim is to achieve certain understanding in recruitment and selection processes, legal and ethical issues, building successful teams, styles and impact of leadership, performance monitoring and assessment. Furthermore for better understanding the key details related to above mentioned topics I have chosen Yo! Sushi Company to investigate. Background of the company Founded in 1997, YO! Sushi brought the concept of a Japanese ‘kaiten’ sushi bar that delivered food to customers via a conveyor belt travelling 8cm per second to the masses, and became the original and most famous sushi brand in the UK. By 2001, YO! Sushi was the market leader in sushi restaurants and (we like to think!) inspired supermarkets to start selling packaged sushi to the Great British Public, allowing people in areas where YO! Sushi restaurants hadn’t arrived yet to take their first steps in discovering how tasty and healthy sushi can be. For the past 11 years YO! Sushi has been led by the CEO, Robin Rowland and with the help of their leadership team, they have grown from a London-only sushi brand to an international iconic success...
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...WORKING WITH AND LEADING PEOPLE Contents Recruitment and selection strategies at TESCO 2 Build winning teams 3 The impact of leadership 4 Performance management 4 Conclusion: 6 References: 6 Recruitment and selection strategies at TESCO TESCO is an UK multinational retailer from Cheshunt, Hertforshire. It is considered to be the second biggest retailer in the world after the Wal-Mart giant (by profits) and the third in the world after the same Wal-Mart and Carrefour (by revenues). They operate in 14 countries around the world (from North America, Asia and Europe). A company of this size should always have a very well organized recruitment and selection strategy when it comes to employees and staff. And TESCO is indeed up to the standards. Their recruitment, selection and retention procedures are considered to be some of the best. A human resources manager will be responsible for the new staff of the organization. Of course, first step of the process would be to carefully analyse the jobs descriptions and make sure that only the appropriate candidates would be selected for a specific job. The process could be complex, depending on the specifications of the jobs requiring new staff. Analysing the applicants is usually done through looking at the application forms provided by all candidates. Of course, the information provided will point immediately in the right direction: the suitability of the applicants. Every question and answer from the application form...
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...Task4.Be able to assess the work and development needs of individuals 4.1The factors involved in planning the monitoring and assessment of work performance It is monitored in order to improve the performance of members of its performance is very important. I should consider the following factors to plan and monitor the performance of members of the workplace. At first I had planned performance required to do so, I should consider the following: - The performance of the program you want. - Should exist in order to help members improve their performance resources - Should be taken to improve performance. - To check the Framework Programme is appropriate. In order to monitor the performance of the following points should be considered a member of: - Provide performance feedback every day. - Create a relationship between performance and incentives. - Good appreciation and performance incentives. - Performance appropriate evaluation. - A tremendous pace, in order to improve performance. There are three factors that always follow in the employee's performance. Performance management, performance management process provides an opportunity for staff and human resource managers to discuss development goals, work together to create achieving those goals. Achieving overall organizational goals requires several ongoing activities, including identifying priorities and expected results plan, build are those committed to making the results of ongoing feedback between the...
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...Consumer credit - regulated and exempt agreements December 2008 OFT140 IMPORTANT - PLEASE NOTE This document reflects the position prior to the 2010 changes implementing the Consumer Credit Directive. Those changes apply from 1 February 2011, or earlier if a firm opts to comply with the new rules at an earlier stage. The latest position is set out in OFT140A - 'Consumer credit - regulated and exempt agreements' (November 2010), which is available on the OFT website at: www.oft.gov.uk/shared_oft/business_leaflets/consumer_credit/oft140a.pdf. Office of Fair Trading November 2010 © Crown copyright 2008 This publication (excluding the OFT logo) may be reproduced free of charge in any format or medium provided that it is reproduced accurately and not used in a misleading context. The material must be acknowledged as crown copyright and the title of the publication specified. CONTENTS Chapter 1 Introduction 2 Regulated agreements 3 Exempt agreements Page 1 2 6 1 1.1 INTRODUCTION This guidance note provides a brief overview of regulated and exempt agreements under the Consumer Credit Act 1974 (the Act). The Act was amended by the Consumer Credit Act 2006 both to bring certain previously exempt agreements into the category of regulated agreements, by removing the upper financial limit beyond which an agreement was not subject to regulation, and to provide for new exemptions, with effect from 6 April 2008. A further exemption, relating to buy-to-let agreements...
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...International Associations. It was found that NGOs emerged with the objective for implementing to humanitarian and development during World War I and World War II. The International Committee of the Red Cross was the earliest non-governmental organization which was founded in 1863 in the aftermath of Crimean War and followed by Save the Children Fund in 1917, Oxford Committee for Famine Relief (now Oxfam) in1942, CARE in 1945. NGOs gradually work both independently and alongside bilateral aid agencies from developed countries, private-sector infrastructure operators, self-help associations, and local governments. In fact NGOs are one group of players who are active in the efforts of international development and increasing the welfare of poor people in poor countries. It can be seen that there are now many...
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...Answer 1 A broad, general, and written statement of a specific job, based on the findings of a job analysis. It generally includes duties, purpose, responsibilities, scope, and working conditions of a job along with the job's title, and the name or designation of the person to whom the employee reports. Job description usually forms the basis of job specification. Job Description of a finance Manager : Position Description: Finance Manager Supervises: All treasury staff, as well as financial analysts and cost accountants Principal Accountabilities: Management 1. Maintain a documented system of accounting policies and procedures 2. Manage outsourced functions 3. Oversee the operations of the treasury department, including the design of an organizational structure adequate for achieving the department's goals and objectives Funds Management 1. Forecast cash flow positions, related borrowing needs, and available funds for investment 2. Ensure that sufficient funds are available to meet ongoing operational and capital investment requirements 3. Use hedging to mitigate financial risks related to the interest rates on the company's borrowings, as well as on its foreign exchange positions 4. Maintain banking relationships Budgeting 1. Manage the preparation of the company's budget 2. Report to management on variances from the established budget, and the reasons for those variances 3. Assist management in the formulation...
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