HR4052QA Managing People in Organisations Assignment Sample

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Introduction to Managing People in Organisations Assignment Sample

This workbook provides a reflection upon the learning developed from the seminar activities and class discussions.

The workbook includes ten (weeks 2-11), each includes one or two questions with each answer in the region of - Weeks 2-6 (100-150 words per question) and Weeks 7-11 (100 words per question).

Submission Date: Friday 11^th April 2025 before 3.00 pm on Weblearn – Online Submission

Week 2: Recruitment methods

1.Explain why line managers adopt the rational approach to recruitment?

You should cite relevant theory to support your points and illustrate them with empirical evidence using Harvard referencing. [100-150 words]

The line manager adopt the rational approach to recruitment for hiring the candidates that are the best fit for the job role and focus on maximisation of the performance with the attainment of the firm’s goal. This shows the use of Economic man theory which says the actions are taken in a way to get the best output out of it (Ajayi and Udeh, 2024). The use of rational approach helps the line manager to focus on the skills and qualifications of the candidate to identify the suitability. It also helps in conducting the assessment that test the true ability of the applicant in a fair manner. Through this, the final decisions on the recruitment is made by considering all the relevant and true evidence that support right decision making. For example, Lloyds Banking Group in the UK follows the proper criteria and assessment of the candidate in the process of recruitment.

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2. Describe the differences between a job description and person specification?

You should cite relevant theory to support your points and illustrate them with empirical evidence using Harvard referencing. [100 -150 words]

Job description shows the tasks, duties and responsibilities of the role of the candidate. These involves the job title, purpose, responsibilities, work scope, goals, etc. For example, the role of social media manager have responsibilities for post creation, scheduling and posting. Based on goal-setting theory, this highlight that the goals work as the motivation source for the employee to perform as per the demand of the role. On the other hand, person specification involves the qualification, knowledge, etc. of the candidate for the job role. For example, the role of social media manager will require to have at least 2 years of minimum experience. The job description focus on providing the details on the scope and job need (Kiselyova et al, 2021). The person specification leads the manager to ensure that the right candidate is hired as per the need of the work.

3.List three ways to encourage diversity when recruiting candidates?

You should cite relevant theory to support your points and illustrate them with empirical evidence using Harvard referencing. [100-150 words]

Based on Inclusion theory, the diversity can by encouraged while recruiting for fostering the culture where all are valued, included and treated equally. There are three ways that this can be used for this process:

• Candidate sourcing: there are ways from where the manager source the candidates such as employment agencies, employee’s referrals, posting on online platforms, etc. This is effective in finding the candidates that have different background.
• Inclusive job description: the job description created reflects the practice of diversity and inclusiveness in the company (Servaes et al, 2022). This is effective to encourage the diversity while recruiting the candidates in a company.
• Technology use for shortlisting: the technology or automated software can be used which can help in eliminating the human biasness and shortlist the candidates as per the skills and qualification basis.

For example, the company provided the incentive for the referrals that involves the candidates from different background.

Week 3: Selection Methods

1.What are the problems with using selection interviews to identify the best candidate in relation to reliability and validity as a selection tool?

You should cite relevant theory to support your points and illustrate them with empirical evidence using Harvard referencing.

There are several problems associated with the use of selection interviews in its reliability and validity as selection tool for choosing the best candidates. The selection interview involves the psychometric assessment, reference check, behavioural interview, etc. (Hunkenschroer and Luetge, 2022). Based on psychometric theory, the quality of the candidates can be measured by the human behaviour assessment. However, such interview selection have several issues which is provided below:

• Biasness: there can be the practice of biasness which can lead to the wrong decision making and can be a threat to its reliability of the selection.
• Issue in prediction: the selection interviews cannot predicts the actual performance of the candidate and it can be a hurdle in determining its validity.

For example, a candidate may have done in during the time of selection interview due to the presence of the communication skills and confidence. This does not give enough time to the interviewer and lead to unreliable and invalidate selection as the candidate was lacking in the technical skills and struggling with the performance.

2.What are the advantages of using a competency framework to design selection interview questions?

You should cite relevant theory to support your points and illustrate them with empirical evidence using Harvard referencing.

There are advantages of using the contemporary framework to design selection interview questions:

• Improved objectivity: through the use of this contemporary framework in the designing the selection interview questions the objectivity can be enhanced and eliminate the chances of biasness in the same.
• Performance forecast: as per the Predictive theory, the predictions can be made on the future performance by using the tools and methods (Hiebl, 2023). The contemporary framework works on forecasting the future results that can be generated by the candidate in the role by asking questions based on that.
• Align firm’s goal with the job role need: the use of contemporary framework in the formulation of the interview question can lead to the better understanding in the candidate. For example, through this, the interviewer can communicate the firm goal to increase the sale of goods by half and the job requirement says the knowledge of promotional platforms and its application and ensure that the employee work as per that.

Week 4: Equality, Diversity and Inclusion

A friend suggests that George should implement mandatory diversity training. Based on your reading of the Dobbin and Kalev (2016) article, do you agree with George’s friend?

Provide specific examples from the article to back up your point why you agree/why you do not.

Based on the article, it was not always effective to implement such training as they does not guaranteed the change as per the desires of the firm. For example, as per the article it faced backlashes and led to the inefficiency. Also, the women were facing the issues even after the following of the practice. So, it is not mandatory to implement the diversity training in the organisation. This can be viewed as favouritism by the employees and may disrupt the harmony and team work in the venture (Bezrukova et al, 2024). It also have limited effectiveness and fails to address the issues in systematic manner. For example, the workforce may see this in negative terms and resist to it in the long-term. However, there are several other tactics that can be used for the purpose of the promotion of diversity and inclusiveness.

Please recommend to George two alternative diversity management interventions, that academic research has proven to be effective.

You should cite relevant theory to support your points and illustrate them with empirical evidence using Harvard referencing.

The two alternative to diversity management intervention are provided as follows:

• Hiring practices: the hiring practices can be changed that uses the way to hire from multiple sources that invite the candidates from the different background in the company. Based on system theory, every parts of the organisations are interrelated and performs the tasks together. It is necessary to promote the idea of system working and diversity and inclusiveness right from the hiring (Thakur et al, 2023). For example, the hiring manager works on shortlisting the candidates based on the automated software which reduce the chance of practice of discrimination and selects on basis of the requirement of the job and actual job role.
• Mentoring programs: there can be use of mentoring programs that makes the people aware about the cultural differences in the organisation. Similarly like system theory, the melting pot theory also says that there are various cultures in the community that works together. For example, sessions based on this provide the workers with the knowledge to adapt to the change in a better way.

Week 5: Skills, Training and Development

1.What are the challenges which Covid 19, has created for adult learners’ employability in the labour market?

There are several challenges that have been put by the Covid-19 on the adult learners’ employability in the labour market:

• Loss of jobs: there are less availability of the jobs that causes issues to the adult learners to find the jobs due to the shortage of demand of the workforce (Nikunen, 2021). This has led to the reduction in the hiring and less demand for the job role.
• Reduced payment: due to Covid-19, there is an issue with the reduced wages paid to the employees. It is resulting in the reduced motivation of the adult learners with the employability in the labour market.
• Work burden: this has led to the increased burden on the employees which is leading to the stress in the adult learners when seeking the employability in the labour market. This also resulted in the increased demand of technical skills and capabilities that are needed to be possessed after due to the Covid-19 which revolutionised the use technology in the companies.

a) Why is coaching by line managers important for the performance of their teams?

b) What benefits does conducting induction for new joiners have for organizations?

a) Coaching by the line manager is essential for the performance of the team. It leads to the improvement in the current skills possessed by the workers and equip them with the latest trends and technology to work in an effective manner (Atkinson et al, 2021). This also enhance the culture of support where the employees feel more motivated and committed to their work and lead to the attainment of the desired goal.

b) Conducting the interview for the new hirers in the company have benefit in introducing them with the organisation, its goals and culture. It helps in improving their engagement and collaboration with the firm and team. Further, it also leads to the new joiners understanding in the role and responsibilities in the work. This also results in creating the comfortable environment for the new joiner in the firm.

Week 6: Performance Management

1.

Please copy and paste a fully completed table assessing the performance review practices that you have experienced in your current job role.

Performance review practices in my current job role of marketing manager is provided below: Performance review practices Description Effectiveness Issues Recommendations Self-assessment This leads to the assessment of my skills and weak area through reflecting upon the self. High effectiveness I have issues in providing the complete feedback on the performance due to lack of objectivity and presence biasness. It is recommended to set clear goals and expectations while working on this for better results. Peer review In this, the peers provide the feedback on the performance and area of improvement to me. Medium effectiveness This led me to take the feedback personally and not in constructive form. For this, there can be general form used to provide feedback that does not points on a specific person. 360-Degree Feedback This is the combination of feedback from multiple sources includes the peers, managers, performance reports, clients, customers, etc. (Anwar and Abdullah, 2021). High effectiveness I found it as a time consuming process. For this, the time limit and standard must be set. The above table shows the performance review practices which are self-assessment, peer review and 360-Degree Feedback.

Identify one area of performance review in your current job role that is weak and explain why this is a problem.

HR4052QA Managing People in Organisations Assignment Sample

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You should cite relevant theory to support your points and illustrate them with empirical evidence using Harvard referencing.

Self-assessment is one of the performance review practice that is weak in the current job role that is marketing manager.

• Self-biasness: based on the Self-determination theory, the individual motivation lead them towards the achievement of certain goal. If the tendency of the self is not realised fully and on this basis the targets set can be low and leads to unconscious biasness which is a problem (Abbu et al, 2022). For example, my role require meeting with the deadline and my tendency to meet this is not known may lead to setting of the low target for the same.
• Limited perception: as per the Gibson's Direct Perception theory, the individual perceives from the environment surrounding and does not require the mind interpretation for the same. I found that it is a problem in the performance review of own. For example, if the perception is fully on increasing the sale not matter what if the marketer need to use tricks for the same. This avoids the practice of empathy and emotional intelligence and may overlook these skills of during the performance review.

Week 7: Academic writing, referencing and plagiarism

What have you learnt about academic writing that will do differently as a result of your learning from today’s lecture/seminar?

I learned from today’s lecture that the academic writing needs to be supported by the evidence which is necessary to support with the research and data. It is also necessary to give credits to the sources by referencing practice and citing the name in the content (Yuan and Sawaengdist, 2024). Further, it was also learned by me that I need to use the formal tone of language when working on the academic writing and that I would do differently. This also requires to be accurate, precise and relevant to the topic by providing the clear structure.

What have you learnt about plagiarism OR referencing that will do differently as a result of your learning from today’s lecture/seminar?

I have gained the knowledge on the plagiarism in today’s lecture that I would do differently as a result if the learning. This refers to showing others work as own which is not a right and legal to do (Yu and Liu, 2021). It is essential to write in own language by gaining the understanding in the subject of research. The owner of the content is needed to be cited and given full reference if used their ideas for further research. I will ensure to do paraphrase in correct manner and keep the sources for the referencing.

Week 8: Motivation and rewards

Identify the main pros and cons of “Payment by Results” (PBR).

You should cite relevant theory to support your points and illustrate them with empirical evidence using Harvard referencing.

The pros of the Payment by Results (PBR) is that it leads to the accountability of the employee for the job role. Based on the Vroom's Expectancy Theory, it can lead to the better use of funds for rewarding the hardworking employees for their contribution to the organisational success and motivating them for better working (Turayevna, 2024). However, the cons of this are that it can avoid the overall outlook for the performance and development and may focus on the limited area of growth of the employees. For example, there can be issues with the implementation of the same and leads the manager to avoid certain key areas and skills of the workers.

Identify at least three of the more significant components of financial reward other than salary. Argue the benefits and drawbacks of each of them.

You should cite relevant theory to support your points and illustrate them with empirical evidence using Harvard referencing.

The more significant components of the financial rewards other than salary include the bonuses, equity, perquisites and commission. Based on the Maslow's Hierarchy of Needs, these have benefits in satisfying the psychological, safety and self-esteem need of the employee (Ali, B.J. and Anwar, 2021). However, have drawbacks related to the tax issues and failure at the time of financial instability. For example, the company cannot provide the employees with the bonus due to the continuous losses incurred in the firm. Here, it fails to provide the reward for any hard work done by the employees throughout the year.

Week 9: The psychological contract and employee engagement

Present a reliable definition of Employee Engagement.

You should cite relevant theory to support your points and illustrate them with empirical evidence using Harvard referencing.

Employee engagement refers to the determination and commitment that the employees show towards the job role and working. Based on the Kahn's theory, the engagement of the employees lies on the three aspects which are meaning of the work, safety and availability of the resources (Alsuwaidi et al, 2021). For example, if the company provides the employees with the greater value in the performance and providing the adequate learning then the workforce are more expected to have high engagement level. When the needs of the workers are fulfilled and they are provided with the full satisfaction then this leads to the increase in their motivation to work.

Identify at least three of the benefits of Employee Engagement to organisations.

You should cite relevant theory to support your points and illustrate them with empirical evidence using Harvard referencing.

There are several advantages of the employee benefit to the organisation which are provided as below:

• Reduced turnover: based on Herzberg's Two-Factor theory, the company provide the employees good working condition, safety, recognition, etc. which works as the motivator and lead to the increased satisfaction and engaged of the workforce (Paychex, 2025). For example, a company is providing the annual free health check-ups and training program for improved productivity.
• Improved performance: as per the Strong Culture theory, the company with strong culture focuses on increasing the employee engagement and enhanced performance. For example, there is culture of support and trust which leads to the positive workplace culture that helps in organisational success.

Week 10: International differences in organisations and management

What are the challenges of leading in global firms?

Leading in a global firm have several challenges which are given below:

• Cultural differences: there are different cultures prevailing in different places which create issue leading of the firm at global level (Pradana et al, 2022). There is difficulty in adapting to the differences and it can be conflicting for the company to manage in a proper and desired manner.
• Communication: there is an issue in the communication due to the barriers such as different languages, locations, timing, norms, etc. which can impact the effectiveness of the communication and difficulty in management.

List the reasons for expatriate failure in global firms?

There are several reasons for expatriate failure in global firms which are provided as below:

• Lack of cultural awareness: this can lead to the issues in understanding and adjusting to the differences if not understood well and can lead to the failure of expatriate in the international working. For example, concerns related to the adjustment with the food and traditions.
• Lack of cross-culture training: lack in preparation can create issues in adapting to the environment and often considered to be the reason of failure (Khaksar et al, 2023). For example, no knowledge in the language can lead to difficulty in communication.

Week 11: Leadership style

Present definitions and give examples of these five concepts:

• Transactional Leadership – (100 words for each leadership style)
• Transformational Leadership - (100 words)
• Contingency Leadership - (100 words)
• Situational Leadership - (100 words)
• Inclusive Leadership - (100 words)

You should cite relevant theory to support your points and illustrate them with empirical evidence using Harvard referencing.

Transactional Leadership: in this, the leaders set clear goals and offer rewards for the achievement of the goal by guiding them in the process and also impose the penalties for inefficiency. This is also a theory that suggest structure to be followed to achieve the goal. For example, the sales manager is rewarding the employees with commissions for achieving the targets on the sales and taking actions such as extended training for not being able to perform as per the targets (McCauley and Palus, 2021). This helps in leading the people in the direction of the improved performance and venture overall target.

Transformational Leadership: this focuses on guiding the people with the approach of innovation and new ways of working. These leaders always focus on growth by empowering the workers. Based on this theory, it develop the employees and lead towards the innovation in the current way of working. For example, the leader is constantly working on making the workforce aware about the trends and giving the training for the same. This has targeted to increase the efficiency and performance and at the same time reduce the cost for the overall firm and increase the productivity.

Contingency Leadership: based on this theory and type of leadership, there is no particular and right leadership style but it depends on the circumstances in front of the venture. In this, the managers matches their roles and form on the basis of situations demand. This is effective in meeting the dynamic and ever changing business world and meet the changes in a better manner (IMD, 2025). For example, sales manager uses the different style in providing the guidance to the different workforce. This uses directive form with the new employees and collaborative with the old and experienced workers.

Situational leadership: in this form and theory, the managers adjust their leadership style with the demand of the situation. This is implemented with the view that the workforce is ready to adapt to it in the performance of the specific tasks. This works on the basis of four styles that are telling, selling, participating and delegation. For example, when the member is assigned with the use of new technology in the task there would be proper instruction and guidance provided which is the telling. This depends on the dynamism that takes place in the organisation and the environment surrounds it.

Inclusive leadership: based on the Structural-Functional theory, the community is a complex system that have differences and these all work together to maintain the unity. Inclusive leadership is the type of leadership where the manager focuses on the creating a culture of equity and inclusiveness for all where it eliminates any biasness and inequality with the workers in the organisation. For example, the manager welcomes the open communication system where everyone have the right to put their views and concerns and resolutions are provided on the same. This is effective in fostering the culture where the diversity is practiced in a better manner.

Reference list

Books and Journals

• Abbu, H., Mugge, P., Gudergan, G., Hoeborn, G. and Kwiatkowski, A., 2022. Measuring the human dimensions of digital leadership for successful digital transformation. Research-Technology Management, 65(3), pp.39-49.
• Ajayi, F.A. and Udeh, C.A., 2024. Innovative recruitment strategies in the IT sector: A review of successes and failures. Magna Scientia Advanced Research and Reviews, 10(02), pp.150-164.
• Ali, B.J. and Anwar, G., 2021. An empirical study of employees’ motivation and its influence job satisfaction. Ali, BJ, & Anwar, G.(2021). An Empirical Study of Employees’ Motivation and its Influence Job Satisfaction. International Journal of Engineering, Business and Management, 5(2), pp.21-30.
• Alsuwaidi, M., Alshurideh, M., Al Kurdi, B. and Salloum, S.A., 2021. Performance appraisal on employees’ motivation: A comprehensive analysis. In Proceedings of the International Conference on Advanced Intelligent Systems and Informatics 2020 (pp. 681-693). Springer International Publishing.
• Anwar, G. and Abdullah, N.N., 2021. The impact of Human resource management practice on Organizational performance. International journal of Engineering, Business and Management (IJEBM), 5.
• Atkinson, A., Watling, C.J. and Brand, P.L., 2022. Feedback and coaching. European journal of pediatrics, 181(2), pp.441-446.
• Bezrukova, K., Spell, C. and Perry, J., 2024. Organizational diversity training programs. Current Opinion in Psychology, p.101907.
• Hiebl, M.R., 2023. Sample selection in systematic literature reviews of management research. Organizational research methods, 26(2), pp.229-261.
• Hunkenschroer, A.L. and Luetge, C., 2022. Ethics of AI-enabled recruiting and selection: A review and research agenda. Journal of Business Ethics, 178(4), pp.977-1007.
• Khaksar, S.M.S., Chu, M.T., Rozario, S. and Slade, B., 2023. Knowledge-based dynamic capabilities and knowledge worker productivity in professional service firms the moderating role of organisational culture. Knowledge Management Research & Practice, 21(2), pp.241-258.
• Kiselyova, E.I., Koroshchenko, K.R. and Robson, G., 2021. Content of the job description: Features and areas of concern. Legal Horizons, p.63.
• McCauley, C.D. and Palus, C.J., 2021. Developing the theory and practice of leadership development: A relational view. The Leadership Quarterly, 32(5), p.101456.
• Nikunen, M., 2021. Labour market demands, employability and authenticity. Journal of Applied Youth Studies, 4(3), pp.205-220.
• Pradana, M., Silvianita, A., Syarifuddin, S. and Renaldi, R., 2022. The implication of digital organisational culture on firm performance. Frontiers in Psychology, 13, p.840699.
• Servaes, S., Choudhury, P. and Parikh, A.K., 2022. What is diversity?. Pediatric radiology, 52(9), pp.1708-1710.
• Thakur, P., Khoo, C. and Pyar, W.Y.K., 2023. Diversity training: Where are we, and where should we be heading? A systematic literature review. Tourism Recreation Research, 48(5), pp.725-748.
• Turayevna, S.N., 2024. THE ESSENCE AND CONTENT OF THE CONCEPT OF EMPLOYEE MOTIVATION IN BUSINESS MANAGEMENT. Gospodarka i Innowacje., 48, pp.554-558.
• Yu, S. and Liu, C., 2021. Improving student feedback literacy in academic writing: An evidence-based framework. Assessing Writing, 48, p.100525.
• Yuan, Y., Li, H. and Sawaengdist, A., 2024. The impact of ChatGPT on learners in English academic writing: Opportunities and challenges in education. Language Learning in Higher Education, 14(1), pp.41-56.

Online

• IMD, (2025). The 6 most common leadership styles & how to find yours. Online. Available through: <https://www.imd.org/blog/leadership/leadership-styles/>
• Paychex, (2025). Employee Benefits Trends for 2025: What Does the Future of Employee Benefits Look Like? Online. Available through: <https://www.paychex.com/articles/employee-benefits/employee-benefits-trends>