Working Ethics of Human Resource Department

Question - Prepare documentation on working with the Human Resource department in an organisation? Table of Contents Executive Summary: Task 1:- Approving recruitment: Position Description: Advertising: Impact of legal, regulatory, and ethical considerations in process of recruitment and selection: Participation in the Selection Process: Evaluating personal contribution to the process of selection: Task 2:- Leadership Skills and Attributes: Contrast between different leadership types: Methods of motivating staff: Task 3:- Impacts of Team Work and Culture: Conclusion: References. Executive Summary: Human Resource is that department of an organization that looks after the welfare of both employers and employees. It is responsible for coordinating the activities of the organizational members. It is responsible for recruiting members or staffs to carry on with the organizational performance for better. An organization needs to maintain the process of recruitment, selection, training and retention in the most effective manner. As per the given scenario, XYZ Ltd is an organization that seeks for new staff to be recruited. The following tasks highlight on those aspects. They also focus on the concepts of leadership techniques, and assessment of organizational performance. Task 1: Human resource (HR) forms an integral part of an organization since the success of a business organization depends greatly upon the availability of innovative, skilled, committed, and creative workforce. Hence it is an essential requisite to pay greater attention to the human resource aspect of an organization (Johnson and Klee, 2007). With reference to the given case scenario of XYZ Ltd, it is required to develop a documentation to select as well as recruit a new member of staff(Jogulu, 2010). It is the responsibility of the human resource department of XYZ Ltd to create documentation for recruitment and selection of staff by abiding by all rules and regulations. The documentation is as follows: Approving recruitment: The process of recruitment must initiate with the approval from higher authorities of the organization. The concerned organizational department of XYZ Ltd who requires staff needs to send a draft specifying position description as well specifying required skills and qualification for the designation (Keyko, 2014). Once approved it is sent to the HR department. Position Description: Before giving advertisement, the company needs to describe the position of the new member. This also needs to be approved by the authority and it includes related roles and responsibilities of the individual. Advertising: This is an essential step and it requires approval of the executive director of the company. Advertisement is done in multiple ways like that of online advertisements, electronic media, print media, open advertisement, etc. Any particular mean is selected and detailed advertisement is given with details such as location, qualification, salary, work time, job specifications, etc. Impact of legal, regulatory, and ethical considerations in process of recruitment and selection: Thorough awareness of legal and ethical considerations would enable the company to minimize risks, interview question, job posting, checking job offers, etc. Some laws that are associated with the process of recruitment and selection are race relation act, sex discriminatory act, employment equality and regulation, etc. The firm XYZ Ltd is required to follow these laws. XYZ Ltd is said to maintain sex discriminatory act. It would not discriminate between male or female candidates. If a candidate meets all the criteria of a post, the firm would not consider whether the candidate is male or female. It would also abide by the race relation act. If any job advertisement demands for specific race or nationality, it would break the provision of race relation act (Hancock, 2002). Any individual having legal work permission in UK would be allowed to work. Besides, both young as well as old people would be given equal benefits. When the company is perceived to practice ethically and legally, it would hold a positive recognition in the minds of the people. This would in turn prove beneficial for the company. Participation in the Selection Process: The human resource manager of the company plays a significant role in this process. It includes a series of tasks. A suitable recruitment and selection panel is selected for appointment. The panel is responsible for taking interview of the candidates. On receiving applications from the candidates, the panel is required to shortlist few of the best candidates by some chosen method. This is followed by the interview. One done, the selected candidates are appointed by giving an official appointment letter (Kulkarni and Gopakumar, 2014). Evaluating personal contribution to the process of selection: As mentioned in this report, I have been engaged in preparing important documents required for employee selection on behalf of XYZ Ltd. I developed a suitable advertisement by specifying the required qualification, skills, and job details along with other important information. From the huge lots of applications, I had to shortlist few best candidates who match our given criteria suitably (Leban and Zulauf, 2004). I took part in the interview process and gave my opinions in selecting the best candidate. Thus, the whole process was an entirely different experience for me altogether. Task 2: Leadership Skills and Attributes: The concept of leadership is an important one with respect to organizational environment. A manager is supposed to be a leader who guides his entire team to the path of success. A leader is expected to exhibit effective leadership qualities to impact upon the overall outcomes of the team (Carter and Greer, 2013). The skills and attributes possessed by a leader distinguish him from the rest of the individuals. A successful leader is one who possesses the following attributes: Motivation - A leader is essentially required to be a source of constant motivation. He needs to encourage his team members to achieve great. Communication A leader needs to possess the quality of effective communication. He needs to have that skill of active listening, awareness of body language, and must ensure that he communicates with all his members adequately. Learning A leader needs to have a crucial role of learning ability. He must adapt his surrounding changes easily and positively. A leader is always on the path of learning because he knows that it is the most effective weapon to survive challenges. Analytical skills An effective leader is one who analyzes all given information so as to utilize these thoroughly for future progress. Organization skills An effective leader knows how to set expectations, delegate tasks, fixes deadlines, and evaluate alternatives. Leadership or management approaches are quite varied. These include autocratic, democratic, paternalistic, transformational, and laissez faire leadership style. As per personal opinion, democratic leadership is the best leadership style. Democratic leadership is one that allows increased level of participation of the organizational members in the process of managerial decision-making (Liakhovitski, Stone-Romero and Jaccard, 2008). Any final decision that is taken by a manager is approved by the senior authority. Here, the employees are quite responsible for their respective tasks. This approach of leadership brings about positive and desirable outcome. Although leadership and management are inter-related, these two concepts have some key differences. The main distinction amidst the two is that leaders who practice leadership have followers who walk on their defined path; whereas managers practice management and they have workers who work for them (Carter and Greer, 2013). A manager is said to administer but a leader innovates; a manager maintains but a leader develops. Leaders determine the goals as well as direction and lay challenges to both. They lead the team and encourage them to reach the new direction. On the other hand, managers maintain that all their workers to achieve their objectives and that of the organization. Contrast between different leadership types: Among various types of leadership styles, the democratic style is the most effective one since it involves participation of every organizational employee to participate in the decision-making process. This participative process keeps the employees motivated. Instead, if the organization would follow autocratic leadership, it would have led to adequate dissatisfaction amidst the employees (Ulver-Sneistrup, Askegaard and Kristensen, 2011). This is because only the manager is given the authority to make decision in this style. Paternalistic approach is also not desirable as this does not allow independence to the employees. On the other hand laissez faire approach is also not suitable since managers do not any role at all in the decision-making process (Melville, 2005). This often creates confusion and conflict among the employees. Methods of motivating staff: Leaders and managers adopt various motivating strategies to encourage employees to achieve objectives within the organization. Some of the mentionable methods are Maslows Hierarchy model, Herzbergs two factor theory, etc. This mentioned organization XYZ Ltd adopts Maslows hierarchy theory for encouraging its employees(Ahmad and Schroeder, 2002). The organization needs to ensure a fair salary structure for its employees. This acts the prime motivational source. Good salary structure keeps employees better off physically and psychologically(Schmid, 2006). The organization must treat all its employees with due respect. This is one of the most essential factors in bringing about positive work culture. Task 3: Impacts of Team Work and Culture: Team work and effort is considered to be one of the most important success factors of the organization. In team efforts, the skills of all members can be effectively shared to get the best output. At crucial situations, team members may rely upon each other to bring out the desired outcome. The members share their knowledge and skills and contribute to success in an extended manner. The concept of team work enables employees to work cohesively by sharing their skills, knowledge and competencies(Mumford, 2000). This team work not only benefits the organization to get the entire work done smoothly and with maximum productivity but also enhances the skills of the organizational members to work in the coordinative manner in accordance to organizational needs. Team work is regarded as a significant key for developing efficiency within the work organization (Rogers, 2012). It completes the whole work faster with optimum effectiveness. This is not possible on an individual basis. Share of w ork leads to reduction of workloads. The members can share their own ideas and responsibilities among each other to reduce individual pressure and stress. This in turn enhances the integrated performance for achieving sustainable growth. Team work is greatly needed to enhance employee relations within the organization. Within the work environment of XYZ Ltd, when employees work together it creates a better opportunity for them to bond with each other. Different projects are taken up by work teams to be completed effectively. This gives them a feeling of pride and respect (Mustafa and Gold, 2012). Working in a team gives them a feeling of team spirit, and they respect each other and support key decisions within the team. The concept of team effort increases mutual trust which is essential for enhancing employee satisfaction and employee relations within the organization. The organization XYZ Ltd has to face several challenging situations for accomplishing everyday tasks. They usually solve their issues in a cooperative manner. all members are quite goal-oriented and understand their responsibilities quite well. Within the organization, the coordinator is the individual taking up the role of a leader. He is responsible for every member and is quite committed to the organizational goals as well as objectives. He motivates the members to take up new jobs and responsibilities to accomplish all organizational tasks. He acts as a role model and a leader for all organizational members(Omisore and Okofu, 2014). Another identity is that of a shaper. He is mainly responsible to shape the team accomplishments. He is quite focused to achieve organizational objectives. His energy and enthusiasm is a motivational source for other team members. This individual often creates challenges, make arguments, and plan strategies to reach organizational goals (Politis, 2003 ). Other designators are resource investigator, implementer, monitor evaluator, team worker, and specialist. These individuals are equally responsible for organizational accomplishments. The team of XYZ Ltd is quite effective within the increased competitive business environment. To work in various environments they require diversity of knowledge as well as experience. The organizational team possesses diversity of knowledge that helps them to overcome various challenges that they face. Team effort requires effective ethical code of behavior while working with varies individuals within the team. The members must have mutual trust and respect for each other (Ahmad and Schroeder, 2002). This enhances the effectiveness of the team outcomes. Leaders and managers adopt various motivating strategies to encourage employees to achieve objectives within the organization. Some of the mentionable methods are Maslows Hierarchy model, Herzbergs two factor theory, etc. This mentioned organization XYZ Ltd adopts Maslows hierarchy theory for encouraging its employees. The organization needs to ensure a fair salary structure for its employees. This acts the prime motivational source. Conclusion: The concept of leadership is highly significant to accomplish new tasks in an entirely new environment. Some leaders exist in the organizational environment that brings about radical changes to bring about successful accomplishments of the organization to work competitively. Effective leaders face environmental challenges and motivate employees to achieve the desired organizational as well as individual objectives(Parrott, 2014). When employees follow the leaders and abide by the advices of the leadership styles, they become competent to accomplish organizational tasks. References Ahmad, S. and Schroeder, R. (2002). The importance of recruitment and selection process for sustainability of total quality management.Int J Qual Reliability Mgmt, 19(5), pp.540-550. Carter, S. and Greer, C. (2013). Strategic Leadership: Values, Styles, and Organizational Performance.Journal of Leadership Organizational Studies, 20(4), pp.375-393. Hancock, C. (2002). Effective Recruitment and Selection.LIM, 2(02). Jogulu, U. (2010). Culturallyà ¢Ã¢â€š ¬Ã‚ linked leadership styles.Leadership Org Development J, 31(8), pp.705-719. Johnson, N. and Klee, T. (2007). Passive-Aggressive Behavior and Leadership Styles in Organizations.Journal of Leadership Organizational Studies, 14(2), pp.130-142. Keyko, K. (2014). Work engagement in nursing practice: A relational ethics perspective.Nursing Ethics, 21(8), pp.879-889. Kulkarni, M. and Gopakumar, K. (2014). Career Management Strategies of People With Disabilities.Human Resource Management, 53(3), pp.445-466. Leban, W. and Zulauf, C. (2004). Linking emotional intelligence abilities and transformational leadership styles.Leadership Org Development J, 25(7), pp.554-564. Liakhovitski, D., Stone-Romero, E. and Jaccard, J. (2008). Strategies for detecting joint dichotomous moderators in human resource management research.Human Resource Management Review, 18(3), pp.164-179. Melville, R. (2005). Human research ethics committees and ethical review: The changing research culture for social workers.Australian Social Work, 58(4), pp.370-383. Mumford, M. (2000). Managing Creative People: Strategies and Tactics for Innovation.Human Resource Management Review, 10(3), pp.313-351. Mustafa, M. and Gold, M. (2012). Chained to my work'? Strategies to manage temporal and physical boundaries among self-employed teleworkers.Human Resource Management Journal, p.n/a-n/a. Omisore, B. and Okofu, B. (2014). Staff Recruitment and Selection Process in the Nigerian Public Service: What is to be done?.ijhrs, 4(3), p.280. Parrott, L. (2014). Culture, Values and Ethics in Social Work.Ethics and Social Welfare, 8(4), pp.428-429. Politis, J. (2003). QFD: the role of various leadership styles.Leadership Org Development J, 24(4), pp.181-192. Rogers, R. (2012). Leadership communication styles: a descriptive analysis of health care professionals.JHL, p.47. Schmid, H. (2006). Leadership styles and leadership change in human and community service organizations.Nonprofit Management Leadership, 17(2), pp.179-194. Ulver-Sneistrup, S., Askegaard, S. and Kristensen, D. (2011). The new work ethics of consumption and the paradox of mundane brand resistance.Journal of Consumer Culture, 11(2), pp.215-238.