Human Resource (HR) is the core element in any organizations. HR has to deal with documentation, recruiting, selection and retention procedures in all sectors of an organization. Moreover, linkage between leadership and management is also being demonstrated here. To make a project up to the “Bench Mark” efficient team building, managerial efficiency, leadership, monitoring is required for any organization in general. We can find these traits in British Gas.

1. Table of Contents
Introduction: ...............................................................................................................................2
Task: 1........................................................................................................................................2
1.1 Documentation on Job description and Person Specification to select and recruit a new
marketing manager..................................................................................................................2
1.2 The impact of legal, regulatory and ethical considerations to the recruitment and selection
process....................................................................................................................................3
1.3 role and responsibilities as an HR trainee in the recruitment and selection process for the
marketing manager..................................................................................................................4
1.4 Evaluation of my own contribution to the selection process ...............................................6
Task: 2........................................................................................................................................6
2.1 Skills and attributes required for leadership role within the British Gas..............................6
2.2 Differences between leadership and Management with examples from British Gas............7
2.3 Compare theories, models and leadership styles that can be applied in resolving at least
two of these situations within a department team in British Gas...............................................8
2.4 Explanation of ways to motivate staff within the work teams to achieve British Gas’s
objectives. ...............................................................................................................................9
Task: 3......................................................................................................................................10
3.1 Assess the benefits of team working for an organization ..................................................10
3.2 Demonstration of working in a team as a leader and member towards specific goals,
dealing with any conflict or difficult situations ......................................................................11
3.3 Review the effectiveness of the team in achieving the goals.............................................11
Task: 4......................................................................................................................................12
4.1 Explain the factors involved in planning the monitoring and assessment of work
performance ..........................................................................................................................12
4.2 Planning and delivering of the assessment of the development needs of individuals.........13
4.3 Evaluation of the success of the assessment process.........................................................13
Conclusion:...............................................................................................................................14
References: ...............................................................................................................................15

2. Introduction:
Human Resource (HR) is the core element in any organizations. HR has to deal with
documentation, recruiting, selection and retention procedures in all sectors of an organization.
Moreover, linkage between leadership and management is also being demonstrated here. To
make a project up to the “Bench Mark” efficient team building, managerial efficiency,
leadership, monitoring is required for any organization in general. We can find these traits in
British Gas.
Task: 1
1.1 Documentation on Job description and Person Specification to select and
recruit a new marketing manager
As a newly recruited employee from HR, here is documentation on job requirements for a new
marketing manager:
Job Description
Basic Intel about the post:
Post and Job title: Marketing Manager
Location: British Gas, Headquarter
Working Hours: 20 hours/week, normally 6 hours a day- Flexible
Reporting To: Senior Marketing Executive (SME)
Workstation: Team building, Managing executive and others
Duties and Responsibilities for the post:
i. Conducting marketing research and dealing with local agency firms
ii. Making deals and negotiation with foreign and local suppliers
iii. Doing market segments and targeting
iv. Building marketing campaigns and events
v. Managing sponsors if necessary

3. vi. Good command in Microsoft office especially in MS Excel
vii. Skills in making whitepaper, IMC (Integrated Marketing Communication), Collateral
viii. Design and implement marketing plans for company
Skills and Specification
i. Candidate must have good command in both English verbal and written skills
ii. Good command in team building and project management
iii. Good interaction with digital marketing especially in YouTube ad scene, affiliated
marketing, sponsorship
iv. Effective and instant presentation skills
v. Managing buyers and suppliers with maintaining company’s interest
vi. Good interaction skills with clients
vii. Candidate who can work under stress to meet milestones
viii. Candidate who can attract large group of audience
ix. Self-motivated, skilled and righteous perspective
x. Monitoring supply chain and cost in his or her branch
Experience:
i. Candidate must have professional degree in Business. Most preferable MBA major in
Marketing or management
ii. Participation in Business competitions and other business related co-curricular activities
iii. Must have cultural knowledge.
1.2 The impact of legal, regulatory and ethical considerations to the recruitment and
selection process
When HR manger recruit new employee he or she ought to follow some rules, regulations, codes
and ethics set by the regarded organization). The impacts of legal, regulatory and ethical
consideration to the recruitment and selection process are illustrated as following:

4. Influence of sex discriminatory: If an individual is qualified for the job which means he or she
has the required talents fits for job description and specification, then HR manager can’t reject
the individual on the basis of his or her gender. In this century male and female are treated
equally and so the HR manager is bound to take the individual and can judge on the basis of sex
(Ucl.ac.uk, 2016).
Influence of minor race: HR manager can’t reject a candidate on the basis of his or her origin or
nationality. Every race has equal chance of getting a job.
Advertising codes: When HRM publishes advertising, leaf lets or document, they can’t prefer
any particular sex, religion, race, nationality for any particular vacant post. If there is any
reference of such particular elements in the advertising, then it will deal strictly by regarded law.
Influence of Interview stage: Here interviewer has to follow some rules and codes. Such as,
interviewer can’t raise questions about candidate’s sex, religious or the race he or she belongs to.
Moreover, every candidate must be treated equally by the interviewer. No personal attack, sexist
comments, racial arguments can’t be treated by the interviewer.
Legal Rights: Interviewer must scrutinize about candidate’s given Intel and make sure that he or
she doesn’t have any illegal issues (Ucl.ac.uk, 2016).
1.3 role and responsibilities as an HR trainee in the recruitment and selection
process for the marketing manager.
The recruitment along with the selection process is one of the most crucial part for HR manager.
There is multifarious systemic process, which a candidate goes through to be recruited. To
recruit a marketing manager, the recruitment and selection process are illustrated as following:

5. Figure: Recruitment and Selection process(self made)
Advertising: The recruitment process starts with advertising part. Here the HR highlights the
necessary requirements and specification for the job. Advertising can be online or through
posters or through recruiting agencies (Ucl.ac.uk, 2016).
Resume Screening: in these steps, potential candidates serve their CVs for screening. HR
scrutinizes every CV and eliminates the inaccurate ones. Educational qualifications, experiences,
personal interests, skills are judged in Resume screening.
Resume Screening: In this stage the selected CV holders are being called for official personal
interview. Generally, such interview occurs in some random places like (conference room, rental
office etc.) but not the main office. Interviewer asked predetermined or instant quest to the
candidate and want to see their reaction and ways of taking the significance of the ques.
Face to Face interview: After passing the preliminary interview part, the candidate again being
called for a face to face interview with the HR. Here HR manager discuss about the salary,
queries, positions and other organizational matters.
Job Shadow test: It’s a test for the newly recruited candidate to see whether he or she is actually
fit for the culture of the organization.
Reference Checking: In this part the HR manager finds and contacts with regarded given
references by the candidate and make sure they attributed referred are matched.
Final Job offer: This is the last phase of recruiting a marketing manager. Here the selective
candidate gets the job offering. Eventually candidate turns to an Employee (Ucl.ac.uk, 2016).
Advertising:
Resume Screening
Resume Screening
Face to Face interview
Job Shadow test
ReferenceChecking

6. 1.4 Evaluation of my own contribution to the selection process
As a newly recruited HR trainee, my contribution in the recruiting marketing manager process is
demonstrated as following:
Advertisement: The advertising for the vacant marketing manager post is being published by
me as a HR trainee (Emeraldinsight.com, 2016)
Listing applicants: Listing applied candidates and fixing interview times are also being done by
me.
Scrutinizing References: The references provided by the candidates are being scrutinized by the
newly recruited HR trainees.
Documentation: Other necessary documentation about the post and requirements are being done
by me(Ucl.ac.uk, 2016).
Task: 2
2.1 Skills and attributes required for leadership role within the British Gas.
There are certain skills and attributes required for leadership role within the British Gas which
are illustrated as following:
Adaptable to the situations: The leaders of British Gas must have the adaptability to react to
the changing external situation. Here flexibility must sustain in the undertaken plans
Ambitious and Achievement focus: Leaders must have ambitious and achievement oriented
milestones. Here ambitious doesn’t refer to utopian goals setting or very higher standard setting.
Ambitious means, leaders need to set the “bench mark” at the most optimal level.
Cooperative and persistent: Leaders of British Gas must be cooperative and persistent.
Coordination with the team members always leads to greater achievements (Emeraldinsight.com,
2016)
Self-motivated and willing to assume responsibility: Leader must be self-motivated and have a
good sense of work responsibilities. Moreover, he or she needs to be proactive in order to
Diplomatic and Tactful: Leader must be very diplomatic and tactful about retaining British Gas
own interest on making deals with others.

7. Persuasive and conceptually skilled: Leaders must have persuasive power and his or her
concepts should be highly skilled (Emeraldinsight.com, 2016).
2.2 Differences between leadership and Management with examples from
British Gas.
Leadership and management are the most two big core components in any business which work
parallel and execute hand in hand. When it comes to the makeup role part, manager seeks
stability in business whereas leaders seek for greater change. Manager approach milestones
detail around the bars of external and internal environment, Leader sets milestones and direct the
team towards the achievement of the milestones. With short-term vision manager generally use
formal influence, on the other side, leader use long term vision to make personal influence.
For example, If British Gas wanted to open a new branch and recruit an employee, and then HR
has to decide whether the employee should act as a leader or a good manager. Here if the
individual demonstrated traits of managing people properly and have the strength to lead them
towards accomplishing organizational goals, then the individual can be a good leader. On the
other side, if the individual shows traits of managerial ability of planning, organization,
monitoring and controlling then the new recruited employee in British gas can be a good
manager.
Eventually managerial activities are reactive whereas things are being done after external action
taken. Leadership is proactive, which means to predict the things happen before it occurs.
Management plans for the future and leadership makes it happen (Emeraldinsight.com, 2016).

8. Figure: Basic differences between management and leadership (self-made)
2.3 Compare theories, models and leadership styles that can be applied in
resolving at least two of these situations within a department team in British
Gas.
Resolving Underperforming team
Resolving underperforming team issues the following steps can be taken:
Where underperform happened: Here manager needs to find and perceives in which sector or
division the underperformance had occurred. If manager pin point the error successfully, then it
will be clear for taking further steps to recover it (Resources, 2016).
Picture of teamwork: Then manager needs to visualize the picture of the team work. Team
work is the vital source of any kind of project development.
Missing element from the team interaction: If there is any lack of missing elements like team
management, cooperation, coordination, diversity, then it should be taken to action immediately.
This is how changes can bring in underperformance of team (Resources, 2016).
Discussing other view point: If the leader of a team started to be very autocratic then most of
the times performances leads to a complete disaster with low cooperation among team members.
In this case, discussing other member’s viewpoints is very important. One problem can be
addressed and monitories in so many ways and through cooperation and sharing, the best
alternative one comes.

9. Figure: Resolving Underperforming team steps
Service complaint from customers
At first the action board pin point what are the lacking of their decisions or behavior for which
there is service complaint from the customers. Probable problems should be pin pointed and
preventive measures should be taken immediate as soon as possible. If there is any leadership
problem, then leadership style can be altered. Customers are the key factor for any business or
service oriented organization. So, business needs to ensure there is strong customer brand
engagement existing (Resources, 2016).
2.4 Explanation of ways to motivate staff within the work teams to achieve
British Gas’s objectives.
Ways of motivate staff within work teams in British Gas are illustrated as following:
Not using threats or fear in accomplishing jobs: Manager shouldn’t use threats and fear in
accomplishing goals by the employees. If fear and threat can bring short-term success but will
fails in long term milestones.

10. Employee retention as prime concern: Project success comes when employees think the
organization as their own, place organizational interest on top of the bingo list. This situation can
happen when employees find that organization have a concern for the retention of their jobs.
Dignity and Respect: Every employee and staff must be treated with due respect and dignity so
that they can perceive themselves as someone valuable to the organization.
Judging their viewpoints: Any kind of decision regarding employee’s compensation t, should
be discussed with the regarded employees before finalized.
Providing optimal comfort zone: Manager should give less regular stress and expand their
comfort zone in an optimal level.
Figure: Motivational theories applications to motivate staff (self-made)
Task: 3
3.1 Assess the benefits of team working for an organization
The benefits of team working for an organization are illustrated as following:
Mobilize Creativity and Brainstorming: Team work foster creativity and mobilize
brainstorming. In team, there are different people from different cultures, viewpoints, nature; all
have the opportunity to share their experiences and viewpoints.
Building trust and upper interest: Team building can foster trust among the members and they
started to see the organization beyond their own self interest
Encourage Leaderships: Team working foster leadership and makes good bacon for the next
projects of the organization (Resources, 2016).

11. Figure: Team work random portrait
3.2 Demonstration of working in a team as a leader and member towards
specific goals, dealing with any conflict or difficult situations
The main workers of a team towards specific organizational goals, dealing are illustrated as
following:
Coordinator: Coordinator is someone who manages and controls the entire project whether
things are going as planned.
The shaper: Shaper is someone who actually does the job
Monitors: They monitor and control the working project. They also evaluate and help in
decision making process.
3.3 Review the effectiveness of the team in achieving the goals
“Performance equals to bench mark” doesn’t just appeared randomly, they are developed with
team efforts. Factors need to be considered in reviewing the effectiveness of a team are
illustrated as following:
Clear milestones with probable timelines: An optimum must have clear goals and objectives
with their probable accomplishing timelines.
Defined roles and parts of the members: Team members must have clear understanding about
their own roles in the team project. There is any place for vague information.

12. Productive and proactive: An effective Team member is more productive and proactive. They
don’t wait for the expected situation happens rather they work for it.
Figure: Effectiveness of the team, random portrait
Task: 4
4.1 Explain the factors involved in planning the monitoring and assessment of
work performance
To measure the working performance in any project or milestone, the following factors are being
assessed:
Efficiency and Effectiveness: The cost of the project and the regain from the project is being
measured.
Relevance: The actual performance and set benchmark bench mark are being measured in this
process. If there is any deviation, then it’s been addressed strictly (Academia.edu, 2016)
Sustainability: The sustainability of the success is being measured on the basis of long term
goals
Casualty and validity of design: Here factors affecting coherent and performances are being
pin pointed and addressed
Alternative strategies: Alternative strategies are being monitored in case of the best alternative
failure. Contingency plans can work as the second hand of a project.

13. Figure: factors to measure the working performance (cluster noun, 2016)
4.2 Planning and delivering of the assessment of the development needs of
individuals
Planning and Development needs of individuals in British Gas can be illustrated as following:
Training and skill development courses: Organization may undertake new training and skill
development crash courses to make employees worthy enough to accomplish works efficiently.
Analyze the tasks: British Gas analyzes the tasks and provide necessary contents to the
employees (Academia.edu, 2016).
Means of Evaluating: Organization should hint the employees about the means of evaluating
performances
4.3 Evaluation of the success of the assessment process
Evaluation of performance is the final part of any performance. Here Evaluation of the success of
the performance is measured in accordance with the set standard performance. If there is any
deviation, then it’s being addressed immediately and further controlling measures are taken. HR
evaluates the results of training measuring of the task performances and productivity of teams.
Eventually managerial activities are reactive whereas things are being done after external action

14. taken. Management long-term and short-term plans for the future and leadership make it happen
(Academia.edu, 2016).
Conclusion:
Eventually, the importance of effective team working, leadership attributes, managerial process
and coordination are the most important factors to make performance up to the mark. Strong
customer brand engagement, sustainability, efficiency, relevance can be achieved through self-
motivated HR and leaders.

15. References: