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TASK 1
1.1 Job description and a person specification for Assistant HR Manager post
Job description can be defined as the document that tells the complete information
about a particular job. It is also called as one of the most important document which plays one
of the most vital roles in terms of managing people in most appropriate manner (Schroeder,
2002). This particular job description is completely required at the time of recruitment process
for the people who are interested in working in a particular company. It helps them to analyze
the roles and duties that they will have to do by relating with the job. Job description for the
post of HR manager is-
Grade- Grade 6; points PA 21-28, (31,111 - 38,799)
Title of post- Assistant HR Manager
Type of Employment- Permanent
Working days and hours- Monday to Saturday, 8 hours everyday
Purpose of the Job- Main purpose of HR manager is to recruit, train and manage
good relation among employees.
Principle Duties- Working closely with Top management, managing all HR related
information, providing training to employees, monitoring the progress of employees,
maintain coordination between top management and employees.
Qualification for job- Candidate should be MBA in the field of Human Resource,
Good managerial and communication skills, Multi-tasker, fundamentally strong.
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It is very important to follow different regulatory and ethical means while doing the
recruitment in appropriate manner-
Race Relation Act- As per this act, if a particular person has permitted to work in a
UK then he can easily apply in health and social care sector of the country and
company cannot neglect the person on that basis (Freeman, 2003).
Equality Regulations- If there is no type of age limit in the job description of the
company then it is mandatory for company to provide equal chances to both old and
young age people with giving any privileges to a particular group.
Advertising Law- Job description of company that has been presented in the media
for advertisement should not any content that can spread discrimination in terms of
race, caste, sex, etc.
Interview Law- interview process of the company must be as per the job description
and the questions should be strictly based on that and not on the personal life of
candidate.
Sex Discrimination act- As per this act, there should be no discrimination in terms of
sex while conducting interview for the company. Proper opportunities if they are
qualified should be given to all sexes.
Statement of employment- It is very much important for an employer to maintain all
the job related information to the candidate before giving the job so that candidate can
decide about the job before joining (Duke, 2005).
1.3 Selection Process
Selection process is one of the most important processes in the organization and it
includes different types of steps-
Selection of Panel- It is important to select some of the most important and senior
people for this process so that they can select the best candidates for health and social
care setting.
As an HR manager, I had the duty to select some of the best people for the HR
recruitment team so that they can select the best candidates for health and social care setting. I
was directly involved in the selection process in which i met with some candidates and took
their interviews. I make sure that all the candidates are comfortable and can give their best in
the provided settings (Surtees, 2004).
The particular job was listed for the Assistant HR who has very great responsibility in
managing the culture of company and based and in order to select the best person for the job, I
designed a job description which was completely based on the seven plan approach attributes
which were General Intelligence, Disposition and the circumstances. It is very for a person
who is applying for a job of HR to have these criterias so that he or she can manage the firm
in most appropriate manner. Other than this, I was also involved in giving proper induction
training to all the candidates which got select so that these people can understand the working
of organization in most appropriate manner.
TASK 2
2.1 Skills and attributes needed for leadership
In the context of health and social care setting, there are different types of skills and
attributes needed in a person so that he can guide the other people in most appropriate manner.
Some of the skills that should be there in the leader are-
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Drive, energy and self motivation- It is one of the biggest skill and attribute that a
leader should have in him so that he can have strong desire for achievement, high
ambitions, high energy levels, tenacity as well as initiative. Successful leaders in
health and social care have very high motivation to lead others (Baguley, 2004). These
people can easily bring change, improve the negative environment, influence people to
work hard and encourage people to fulfil goals of organization in most appropriate
manner. Other than this, leaders also have the mental and physical stamina in order to
take responsibility and be accountable.
Communication skills- It is one of the most important attribute that a leader should
have while working in health and social care unit so that he can convey all his feelings
and messages to the people working under him or her. It will also help the leader to
engage in active listening and open dialogue with all his colleagues so that all their
problems can be solved and they can be motivated to work hard.
Team Development- It is again very important attribute that a leader should have in
him in most appropriate manner so that he can keep the team together and force them
There are different types of leadership styles that can be applied in different situations
and some of them are-
Induction of new recruits- In this type of situation, it is very much important for the
HR manager to follow the participative style of leadership because it is one of the best
leadership style which allow manager to understand the new recruits in most
appropriate manner. This allow will help manager to act as a role model figure who
will guide these people, train them and will teach them all the working in effective
manner. It will also help the manager to boost the morale of these people so that they
can get adjusted with the atmosphere of health and social care (Palliam, 2012).
Tight Goals- There might be situation in health and social care setting where the
manager will have to fulfil all the goals of organization in very tight schedule. In this
type of situation, autocratic style of leadership can be followed as it will allow leader
to prepare strict rules and actions by setting out clear objectives to all the employees.
Proper decisions will be taken by the manager which will help him to fulfil all goals in
most appropriate manner.
There are different types of methods that can be used in order to boost the morale of
the staff of new health and social care organization and they are-
Cognitive Theory- Company can easily use this particular theory in order to provide
employees with flexible timings, proper breaks, etc. so that the stress of these people
can be reduced in most appropriate manner. In the words of Caldwell, (2013) by using
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TASK 3
3.1 Benefits of team working for the new recruits
There are different benefits of working in a team and all these benefits can be easily
One of the biggest conflict that I faced while working as an HR manager was at the
time of employee motivation and retention. I was given the team of my own and they all were
working hard as our goal was to provide the best care to the people of organization so that
they can get well soon. It was good in the beginning but slowly the interest of the people got
reduced. In order to manage the situation, I decided to motivate the employees by giving them
motivation in terms of financial rewards like some incentives, extra pay, etc. However, all of
these were not working at all. After this I decided to use the non-financial rewards in order to
increase the motivation levels of the people. I started giving my team proper recognition, job
security, promotions, etc. This particular method proved to be very successful and employees
started getting their zeal and motivation back (Asquith and Scott, 2007). That was the day
when I realized the importance of non-financial rewards. This particular thing also helped me
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at the time of recruiting new people in the organization. So, I can say that in order to manage
the situation of motivation among my team members, I decided to go for different approach
and got successful in that.
3.3 Quantifiable and qualitative factors for reviewing effectiveness of teams
Some of the Quantifiable factors in order to review the effectiveness of team are-
Trained Employees- It can be done easily by analyzing the number of trained
employees in the particular department of company.
New Recruits- It can easily be done by evaluating the number of new recruits on the
basis of their qualification and then comparing it with the work performed by them in
a particular team (Munnel and Sass, 2009).
Turnover rate- If the turnover rate in company in high then the strategies of company
are very poor but if the rate of turnover is low then all the strategies of company are
good.
Some Qualitative factors are-
Improvement in Skills- Effectiveness in team can also be measured by checking the
skills of people in a team.
Production Level- It is also one of the best techniques that can be used in order to
understand the success of team by looking at the approaches that it is using and its
culture in order to fulfil all the goals of organization.
Achievement of Objectives- By looking at the performance of team, company will be
able to analyze the success rates of team in most appropriate manner.
TASK 4
4.1 Factors involved in planning the monitoring and assessment of work performance
There are different factors involved in the planning and assessment of work
performance of health and care employees-
Progress Report- It is one of the biggest factors in which all the current issues that are
faced by the employees in health and social care setting can be mentioned so that
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Feedbacks- It is again one of the best approaches in which the performance of the
employees can be monitored and controlled in most appropriate manner by
considering all their strengths and weaknesses related to work and also guiding them
in appropriate manner.
Implementation of policies- It is also one of the greatest methods in which the
planning and monitoring can be done on the basis of different policies that are applied
on people in health and social care.
Other than this, there are some other strategies that can be used in this manner like the
communication strategy in which the interactions can be made with staff in order to collect
the feedbacks regarding the issues that are faced by them.
360o Appraisal
This particular method will help the company to match the performance
of all its employees in terms of different perspectives that includes
business, customers suppliers, etc.
It will allow the company to understand the growth of employees in most
appropriate manner.
Turnover rate
It is again very good factor and it can be matched as if the turnover rate in
company is high then employees are satisfied otherwise if the turnover
rate is low then employees are not satisfied (Scase, 2006).
Communication
When all the employees will be comfortable in an organization then they
will have very strong bond and that will encourage them to work in most
appropriate manner.
Asquith, L. and Scott, B., 2007. Does work work for vulnerable people?.Housing, Care and
Support. 10(4). pp.9 13.
Bonnici, C. A., 2011. Creating a Successful Leadership Style: Principles of Personal Strategic
Caldwell, R., 2013. Change leaders and change managers: different or complementary?
Leadership & Organisation Development Journal. 24 5. Pp.285-293.
Freeman, C., 2003. Recruiting for diversity. Women in Management Review. 18(). pp.68
76.
Munnel, A. H. and Sass, S., 2009. Working Longer: The Solution to the Retirement Income
Challenge. Brookings Institution Press.
Palliam, R., 2012. Enabling a motivated workforce: exploring the sources of motivation.
Development and Learning in Organizations: An International Journal. 26(2). pp.7
10.
Scase, R., 2006. Putting people at the top of the agenda. Strategic HR Review. 5(4). pp.3 3.
Schroeder, R., 2002. The importance of recruitment and selection process for sustainability of
total quality management. International Journal of Quality & Reliability Management.
19(5). pp.540 550.
Schyns, B, Maslyn, J. M. and Veldhoven, M. P. V., 2012. Can some leaders have a good
relationship with many followers?: The role of personality in the relationship between
LeaderMember Exchange and span of control. Leadership & Organization
Development Journal. 33(6). pp.594 606.
Smith, K., 2005. The Essentials of Team working: International Perspectives. John Wiley &
Sons.
Thompson, M., 2000. Team Working and Pay. Institute for Employment Studies.
Weitzel, T., 2010. The performance impact of business process standardization: An empirical
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