BMK 36 09 WWLP Samudhraa

WWLP Individual Assignment
BTEC EDEXCEL HND DIPLOMA IN BUSINESS (MANAGEMENT & HUMAN RESOURCES)

OFFERED BY INTERNATIONAL COLLEGE OF BUSINESS AND TECHNOLOGY
INDIVIDUAL ASSIGNMENT
UNIT 14: WORKING WITH AND LEADING PEOPLE

M/601/0908
SAMUDHRAA UTHAMANRAJAH
BMK 36
ICBT KANDY CAMPUS
SUBMITTED TO: MRS. NILUKA SAMARAKOON
DATE OF SUBMISSION: 11.03.2016
BMK 36 Page i
Acknowledgement
I am using this opportunity to express my gratitude to everyone who supported me throughout
the assignment. I am thankful for their aspiring guidance, invaluably constructive criticism and
friendly advice during the assignment work. I express my warm thanks to Mrs. Niluka
Samarakoon for her support and guidance. Thank you so much for your support ma’am. You
inspired me greatly to work in this assignment. I would also like to thank many individuals and
organization; it would not have been possible without their kind support and help. I would also
like to thank all the people who provided me with facilities being required and conductive
condition for my assignment.
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Executive Summary
The purpose of the report is to understand the selection, evaluation, team working and leadership
effectiveness during the MBAAR project.
Here to recruit an employee the important documents have been prepared. And the legal,
regulatory framework and ethics has been followed during the selection process. And the
involvement and responsibilities of HR manager in the selection process has been identified and
also the contribution of HR manager in the selection process has been identified. There are
different factors involved in the planning the monitoring and assessment of work performance of
a Marketing Manager. To identify the development needs of an employee has been identified in
order to provide appropriate training for the employees. The techniques used for the evaluation
has been checked in order to check the success of the evaluation.
The skills and attributes needed for a leader’s effectiveness has been identified. There are
difference between management and leadership. In the MBAAR project leaders have used
different leadership styles. The Marketing Manager has provided motivation to the executives
according to Maslow’s Hierarchy of needs. Considering the MBAAR project Managers of each
department should take the responsibility to resolve conflicts. The five stages in team
development according to Tuckman’s model has been identified and through that the conflict
occurred in different stages has been identified and solution has been provided. In MBAAR
project in order to achieve the goals team has followed different strategies.
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Table of Contents
Acknowledgement .......................................................................................................................... ii
Executive Summary ....................................................................................................................... iii
Introduction ..................................................................................................................................... 1
Task 01 ............................................................................................................................................ 3
1. Preparing three documents to select and recruit a new member for the position Marketing
Manager ...................................................................................................................................... 3
2. Assessing the impact of legal, regulatory and ethical considerations to the recruitment and
selection process ......................................................................................................................... 9
3. Taking part in the selection process of Marketing Manager as an HR Manager ............... 13
4. Evaluating the own contribution to the selection process .................................................. 15
5. Explaining the factors involved in planning the monitoring and assessment of work
performance for the position of Marketing Manager ................................................................ 17
6. Planning and deliver the assessment of the development needs of the above individual .. 21
7. Evaluating the success of the assessment process ............................................................. 24
Task 02 .......................................................................................................................................... 26
1. Explaining the skills and attributes needed for an effective leadership ............................. 26
2. Explaining the differences between leadership and management and justify which is the
best approach to achieve defined objectives ............................................................................. 30
3. Identifying and comparing the different leadership styles he/she has portrayed in different
situations ................................................................................................................................... 33
4. Explaining how the leader used to motivate members to achieve the objectives .............. 36
5. Assessing the benefits of team working in order to achieve the objectives successfully .. 38
6. Demonstrating how as a team leader and / or member worked with the team towards
specific goals and how did you deal with any conflict or difficult situations........................... 40
7. Reviewing the effectiveness of the team in achieving the goals ....................................... 44
Conclusion & Recommendations ................................................................................................. 46
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References ..................................................................................................................................... 48
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List of Tables
Table 1: Training Evaluation ........................................................................................................ 23

Table 2: Difference between leadership and management ........................................................... 32
List of Figures
Figure 1: Logo................................................................................................................................. 1
Figure 2: Organizational Structure.................................................................................................. 2
Figure 3: Factors involved in the planning the monitoring and assessment of work performance
....................................................................................................................................................... 17
Figure 4: Maslow's Hierarchy of needs ........................................................................................ 36
Figure 5: Team development according to Tuckman’s model ..................................................... 40
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Introduction
About Crimson
Crimson is an organization which has been formed by BMK-36 batch of ICBT Kandy Campus in
order to complete the MBAAR Module of HND in Business Management & HRM. Crimson has
13 employees. The organisation focuses on finding smart solutions for problems in academia.
Vision
 To be the most innovative design oriented brand for academic tools.
Mission
 To provide a unique range of smart folders for college lectures and students.
Logo
Figure 1: Logo
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Organizational Structure
Project
Manager
Finance Marketing Marketing

HR Manager Manager
Manager Manage
r (Kurunagela) (Kandy)
HR Finance Executive Executive Exec Exec Exec Exec

Execu Executi utive utive utive utive
1 2 2
tive ve 1 3 4
Figure 2: Organizational Structure
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Task 01
1. Preparing three documents to select and recruit a new member for the position
Marketing Manager
Job Description
Job Code- 47890
Job Title- Marketing Manager
Company- Crimson Ltd
Reports to- Project Manager & Human Resource Manager
Subordinates- MBAAR Team
MBAAR Project
It is a MBAAR project where Crimson ltd is going to sell a product and the profit will be
donated to poor school in Hanthana, Kandy.
Job Purpose
The marketing manager is in charge for the promotional activities of the product, specific
deliverables and travelling different locations as well.
Duties and Responsibilities
1. Plan the marketing activities

 Define the scope of the marketing activities to project manager.
 Giving proper guidelines to marketing executives.
 Arrange regular meetings with executives.
 Create a detailed workplace that can be completed within the time period.
 Schedule the work.
 Determine the objectives and measures to be evaluated.
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2. Preparing the marketing plan

 Defining the marketing objectives.
 Preparation of marketing mix.
 Designing the segmentation and positioning.
 Preparing the action plan on implementation.
 Preparation of final proposal.
3. Implementing promotional activities

 Designing the wallpapers and banners.
 Printing the banners and placing it.
 Conducting product awareness campaign.
 Conducting word of mouth promotional activity.
 Conducting Facebook promotion.
4. Evaluate the promotional activities

 Ensure the marketing activities are completed on time.
 Evaluate the outcomes of the marketing activities.
 Evaluate the product reach for the customers through promotional activities.
Working conditions
Required to work for 8 hours a day at our company where AC and nice atmosphere with good
remuneration and allowances will be provided and have to work with different type of people by
visiting different places.
This job description was prepared by the HR Manager of Crimson Ltd on 8 th of January 2016.
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Person Specification
Job Title- Marketing Manager
Qualifications
 Should have passed ordinary level

Essentials examination.
 Should have “PASS” for marketing
subjects.
 Assignments should have been
submitted on time.
Educational Qualifications
 Passed advanced level examination with

Desirable commerce subjects will be an added
advantage.
 Diploma course in marketing.
 “DISTICTION” for marketing subjects.
Contra  “RESUBMISSION” for marketing

Indicated subjects.
Essentials  Marketing Skills

Professional Qualifications
 Experience with projects as marketing
Desirable manager.
 CIM Qualification.
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Contra  Not having marketing skills.

Indicated
Skills and Knowledge Essentials  Leadership Skills

 Should possess good communication
skills in English.
Desirable  Talkative personality.

 Knowledge on MS office.
 Strong interpersonal.
 Negotiation skills.
 Being able to multi-tasking.
 Being able work effectively under
pressure.
Contra  Individual people who can’t express

Indicated ideas.
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Job Application
Attach your
passport
size photo
here
Application for the position of Marketing Manager

Full Name
Surname Preferred Name
Date of Birth Year Month Date Citizenship
NIC Number Gender Male Female
Address
Contact Number Email Address
Educational Qualifications
G.C.E O/L Year Name of school
Subject Grade Obtained Subject Grade Obtained
1. 6.
2. 7.
3. 8.
4. 9.
5. 10.
G.C.E A/L Year Name of school
1. 3.
2. 4.
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Professional Qualifications
University/Institute Qualification Year Grade Obtained
1.
2.
Experience in position being applied for-…………………………………………………………..
Non-Related Referees
Referee 1 Referee 2
Tel No: Tel No:

E-mail E-mail
I confirm that the information given on this application form is correct
-------------------------------- -----------------------------------
Signature Date
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2. Assessing the impact of legal, regulatory and ethical considerations to the

recruitment and selection process
In the recruitment and selection process during MBAAR, Crimson Company has taken the legal,
regulatory and ethical framework into consideration in order to treat each and every employee in
a fair manner. The company has followed legislations such as sex discrimination act 1995, race
relation act 1976, equal pay act 1970 etc.
Sex Discrimination Act 1995/1997
The Sex Discrimination Act 1995/1997 (and its subsequent amendments) makes it unlawful to
treat a person less favourably than a member of the other sex. The Act is not limited to
preventing discrimination during employment. (Abbott, et al., 2002)
 Direct Discrimination
This is when someone is treated unfairly than someone of the opposite gender in the same
circumstances, because of the gender.
E.g. Failing to promote an employee, because she is a woman.
 Indirect Discrimination
This occurs when an employer applies a provision criterion or practice. This practice sometimes
put women at a particular disadvantage when comparing to men.
E.g. Employer applies a practice like all employees should work full time. These indirectly
discriminate women.
 Victimization
Sex Discrimination Act protects employees against victimization for taking action under Sex
Discrimination Act 1975.
 Sexual Harassment
This occurs, because of someone’s gender, someone is treated unwanted which has the purpose
or effect of violating someone’s dignity, hostile and offensive workplace environment.
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Impact of Sex Discrimination Act 1995/1997
Crimson company considers this act as an important act in order to provide equal opportunities
for employees. In the company both men and women are working, so they should make sure that
each and every employee is treated equally. This affects the company’s image and company’s
goodwill. And especially in Crimson Company there are lots of women are working in
company’s Human Resource Department and other departments as well. So the company should
make sure that it follows this law, which will help to treat their employees equally as well as to
maintain a good interrelationship with the employees. The company when providing the
promotion also should consider this act. Discrimination act has an impact and if there are any
conflicts, because of the gender it will create a problem within the employees and it will spoil
company’s reputation. So the Sex Discrimination act is followed by the company as equal
employment opportunity legislation.
Equal Pay Act 1970
The Equal Pay Act 1970 was the first and major attempt to tackle sexual discrimination.
Considering the Equal Pay Act 1970 relates only to sex discrimination. The particular act does
not deal with other grounds of discrimination in pay. Under this law both men and women are
entitled to equal pay. (Brownsword, 1987)
Impact of Equal Pay Act 1970
In Crimson Company, according to this act for all employees the company additionally includes
contractual benefits such as bonuses. According to this act in Crimson, the company pays the
employees equally without discriminating and it pays for both men and women equally. If an
employee of Crimson is not getting appropriate salary due to gender discrimination or any other
discrimination, the employee will be able to apply this particular act in order to solve the
problem.
Disability Discrimination Acts 1995 and 2005
This law is for all public bodies from local councils to government departments, from
universities to hospitals. The Act provides guidance on problems which will affect disabled
people in day to day activities such as looking for employment opportunities, and attempts to
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deal with disability jobs inequality. Due to this it has become unlawful for any employer to
discriminate a disabled person by treating the particular employee unfairly.
Impact of Disability Discrimination Acts 1995 and 2005
In Crimson, the company followed the legislation and decided to treat the disable employees like
other employees and the company particularly the company has different facilities which are
necessary for disabled employees. And also the company provides opportunities for disabled
people to work in different departments instead of giving limitations for the particular people
cannot work in different departments due to disability.
Race Relations Act 1976
This occurs when a particular employee is treated unfairly than another on racial grounds. These
cover grounds of race, colour or nationality.
Impact of Race Relation Act 1976
In Crimson there were people who worked from different places and different religion and race
people. So the company by following this particular act makes sure that each and every
employee who is from different racial grounds and nationalities are treated equally. And also the
company usually would not consider about race, colour or nationality when giving promotions,
salary increments etc.
Work and Families Act 2006
In Crimson this will come into force changing, maternity, paternity and adoption leave, pay and
flexible working. Crimson Company usually considered about this act while giving leaves to the
employees. The company followed this law as well in order to provide equal opportunities for
employees. (Abbott, et al., 2002)
And also in the interview the panel should follow the ethics as well. It should make sure that
there is proper communication and behaviour during interview. And the interviewer should not
ask questions which is not required for the job. The questions which will make a candidate
emotional and personal questions should not be asked from the particular candidate. And also
there should not be any distractions for the candidate during the interview. And the interviewer
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should not ask any questions that are related to religion, age, race which is not appropriate.
Considering these during the interview proper ethics should be followed. And also after the
interview the offer letter should be provided to the selected candidates and for the rejected
candidates also a letter should be sent that the particular candidate is not selected with valid
reasons and test results.
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3. Taking part in the selection process of Marketing Manager as an HR Manager

After completing the process of recruitment HR Manager play an important role in selection
process as well. HR Manager will help for the completion of the process and in the process the
HR manager takes part in everywhere.
Selecting selection panel
It is the responsibility of HR Manager to select appropriate members for the selection process in
order to select the best candidate for the post marketing manager. HR Manager selects the panels
according to the job positions candidates apply for. Since Crimson Company is going to select a
Marketing Manager only one panel will be selected. Mainly the HR Manager, Project Manager
will lead the panel. (Armstrong, 2009)
CV Screening
After receiving the CV from the candidates HR Manager along with the selected panel for
selection process will be screening the CVs of candidates. Here the HR Manager should check
the CVs comparing with the job description and person specification that is prepared by the HR
Manager. Here the HR manager also should keep the records of candidates in order to select the
appropriate candidate for the position of Marketing Manager. And also HR Manager should be
fair during screening of CVs. After screening the CVs the HR Manager is responsible to
handover the details on selected candidates to the lecture in-charge.
Interview
In the interview HR Manager is responsible for planning the interview by getting the help from
lecturer in-charge. And also HR Manager schedules the date and time for the interview. And also
HR Manager should check the place for the interview to make sure there won’t be any distraction
during the interview session. Here HR Manager along with the panel and lecturer in-charge
conducts the interview with the short listed candidates. And also the HR Manager asks question
by referring the job description and person specification for the position of Marketing Manager
and also HR Manager should ensure that the candidates are treated in a fair manner.
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Reference Checking
Here the HR manager is responsible to make phone calls or contact through e-mail to the referees
whether the short listed candidates mentioned in their application, in order to get to know the
candidates behaviors and attitudes.
Appointment
Here the HR Manager should keep records of selected candidates and should inform the selected
candidates through letters or phone calls. And also for the candidates who are not selected also
HR Manager is responsible to send letters informing that the candidates are not selected with
valid reasons. Then the HR Manager prepares and gives appointment statement along with the
appointment letter with including of names of parties concerned, working hours, holidays, date
of commencement of job, sick pay, discipline, grievance procedure, etc.
Reviewing the selection process
Here HR Manager will review the selection process to check whether the selection process has
been conducted effectively and in an appropriate manner. And also to check if there’s any errors
on it. This will help to correct the errors occurred during the selection process and to reduce
those errors in the next process.
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4. Evaluating the own contribution to the selection process

As The HR Manager of Crimson Company, the relevant documents have been prepared for the
recruitment and selection process such as job application, job description and person
specification. And this helped during the screening of CVs and interviews to select the
appropriate candidate for the position. And during screen as HR Manager screened the CVs by
comparing it with the job description and person specification. Having good time management
skill here helped to check the CVs during the allocated time and handover on time to the lecturer
in-charge as well.
Having good analytical skills helped to the preparation of questions to be asked during the
interview and to check the prepared questions of rest of the panel as well. And this skill helped to
find out the error easily and to correct it at that moment itself. Also these analytical skills helped
to find out the appropriate candidates during the interview. Having strong interpersonal and
being friendly with lecturers helped to find appropriate evaluators to evaluate the interview
results and to select appropriate candidates for the position.
In the interview having good planning skills helped to organize the interview date, place and
other relevant activities on the interview in a proper manner. And also this helped during the
entire process of selection to have proper planning on screening the CVs, interview, reference
checking and reviewing the process. And also as a HR manager took part in the sorting out the
CVs and interview. By having good communication skills helped to interact and ask appropriate
questions from the candidates in order to check their knowledge level. This helped to take part in
the interview and to ask questions from the candidates confidently. And as a HR Manager
maintained good relationship with the candidates which helped to treat each and everyone and
also knowing them personally by getting to know their background as well helped to treat
everyone in a fair manner. Since another batch joined the company having good relationship
with everyone helped to treat that batch also in a fair manner. And this helped HR Manager to be
fair during screening and interview of the candidates.
And also as the HR Manager took part in short listing of suitable candidates with the panel and
then in selecting the best fit to the Marketing Manager position by using the judgmental and
decision making skills. Then the reference checking had been conducted as well. During this as
the HR Manager considered about the legislations such as sex discrimination act, disability
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discrimination act and race relations acts etc. in order to provide equal opportunity for the
candidates. And the HR Manager has appointed the selected person by offering the appointment
letter. These tasks were completed by having good time management skills.
And by having strong interpersonal and friendly behaviour created opportunity to meet lecturers
at ICBT and to get help for the interview, this helped to improved skills to organize the interview
properly. And also by having good decision making skills which were improved during PPD
module helped to take appropriate decisions when selecting candidates and deciding on the best
fit to the company with the help of lecturer in-charge. And also the interpersonal skills helped to
inform the selected candidates in a proper manner and also to inform the candidates who are not
selected for the position with valid reasons and interview results. And it had been communicated
in a proper manner as well.
And the by having theoretical knowledge about Human Resource Management and its functions
helped to have proper structure during the process. And it made the process easier due to having
theoretical knowledge on the field. And also as mentioned earlier having good time management
skill helped to organize and complete the selection process on time and although it is the first
experience for the HR Manager, by getting help and advice from lecturers and the lecturer in-
charge as the HR manager managed to do the selection process effectively.
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5. Explaining the factors involved in planning the monitoring and assessment of work
performance for the position of Marketing Manager
For the position of Marketing Manager there are different factors involved in the planning the
monitoring and assessment of work performance.
Identifying the performance indicators (KPI)
Approval from the management
Communicate it to the appraisee
Slecting appraisal method
Conduct performance appraisal
Feedback to appraisee
Evaluating own performance evaluation process
Figure 3: Factors involved in the planning the monitoring and assessment of work performance
1. Identifying the performance indicators
For the position of Marketing Manager in MBAAR project the performance indicators will be
identified from the job description and person specification. And also it can be checked through
previous documents.
 Deciding
Here the selected key performance indicators for Marketing Manager are customer value, social
media traffic and marketing contribution to new opportunities.
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E.g. Seeing whether the Marketing Manager has gained more customers in social media and
provided relevant details on social media (Facebook).
2. Approval from the management
After identifying and selecting the performance indicators the reports should be submitted to the
top level management. And the management will go through the details and provides approval
for the selected performance indicators in order to do the performance evaluation.
3. Communicate to the appraise
After getting the approval from the management it should be communicated to the appraise. It
should be communicated that in which performance indicators the performance evaluation is
going to be conducted to the Marketing Manager. Here the HR Manager will provide proper
guideline in which areas the Marketing Manager will be evaluated and communicate it properly
to the Marketing Manager.
4. Selecting appraisal method
Here the appropriate appraisal method will be selected to the Marketing Manager. Here the
appraisal method that is selected is 360 Degree Feedback Method and Self- Appraisal.
 360 Degree Feedback Method
360-degree feedback, also known as multi-rater feedback, multisource feedback, or multisource

assessment, is feedback that comes from all around an employee. "360" refers to the 360 degrees
in a circle, with an individual figuratively in the center of the circle. Feedback is provided by
subordinates, peers, and supervisors. It also includes a self-assessment and, in some cases,
feedback from external sources such as customers and suppliers or other interested stakeholders.
It may be contrasted with "upward feedback," where managers are given feedback by their direct
reports, or a "traditional performance appraisal," where the employees are most often reviewed
only by their managers. The results from 360-degree feedback are often used by the person
receiving the feedback to plan training and development. Results are also used by some
organizations in making administrative decisions, such as pay or promotion. (Armstrong, 2009)
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Here since it is an appraisal for a managerial position, the 360 degree feedback method will be
appropriate and this will help to collect views of peers, superiors, subordinates and from
customers as well. This helped to get accurate information of the performance of particular
employee.
 Self- Appraisal
Employee self-appraisal, within a performance management or annual performance review

system involves asking the employee to do self-evaluation on his/her job performance. Taking a
look at own development and progress to determine if a situation has improved and what area
may need improvement. This helps the Marketing Manager to improve the skills and
performance. (Armstrong, 2009)
And after selecting the appraisal method the details should be given to the top level management
and the approval should be given in order to conduct the performance evaluation using the
particular appraisal methods.
5. Conducting appraisal
360 Degree Feedback
Here about the marketing managers performance information will be collected from
subordinates, peers, superiors and especially from the customers of Crimson Company. Through
this the areas in performance indicators will be marked whether it is done correctly or not.
Self- Appraisal
This will be done by the Marketing Manager after meeting the deadline of the project. By doing
this self-evaluation, Marketing Manager will be getting a questionnaire and rank on the
effectiveness on performance and the lacking areas as well. And also through a computer system
called Minus Marking System (MMS) the points for performance will be given and for poor
performance points will be deducted. So the Marketing Manager will be able to do self- appraisal
by using MMS as well.
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6. Feedback to appraise
After conducting the appraisal, according to the results that has been got through from the
appraisal the feedback will be given to the particular employee. . A constructive feedback will be
provided at the end after summarizing both the evaluations that is the positive comments will be
provided in the beginning and then the weaknesses that have to be improved will be provided to
the Marketing Manager through informal meeting.
7. Evaluating own performance evaluation process
After the performance evaluation process of the Marketing Manager, an evaluation of the
performance evaluation process will be conducted by the HR Manager. This helps to check
whether the performance evaluation is conducted successfully and the effectiveness of it. And
also this helps to identify the areas where the errors have occurred and those errors can be
reduced during the next planning the monitoring and assessment of work performance.
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6. Planning and deliver the assessment of the development needs of the above
individual
It is important for a company to identify the development needs of an employee and to provide
appropriate training in order to improve themselves and also this helps for the company’s
reputation as well as performance.
1. Identifying training needs
In the MBAAR project since it is a new company, it is important to provide appropriate training
for each and every employee. At the organizational level it is important to have induction to give
proper idea about the project and responsibilities of each employee. HR Manager should be
responsible to conduct proper induction to provide information to the employees. (Wilson, 2011)
In the occupational level when considering the Marketing team, it is a new experience for the
team, there should be proper knowledge given to the employees on marketing. This includes
about new ideas and how to market the selected project and for that there can be lecturing
sessions to know about the marketing and during that session the lecturer in-charge and other
lecturers who does marketing subjects gives proper knowledge on marketing. And also during
that period there will be discussions with one of the senior student who was the Marketing
Manager of the previously done MBAAR project. This will help to give proper knowledge to the
marketing team and also about the social media marketing information will be provided.
In individual level, the individuals of the particular company are new in doing a project. So for
the selected Marketing Manager since he/she is new there will be training needs. Although there
are training needs the time and investment for the project is limited. Due to that in the interview
the selected person has been appointed considering skills such as interpersonal skills,
communication skills and also the lecturer in-charge selected the person who has more contacts
within ICBT Kandy Campus. This helps to market the product well, because of this these is no
individual training has been given to the Marketing Manager. Although there should not be any
training given to the Marketing Manager on marketing skills the company has planned to provide
a training on social media marketing in order to do Facebook marketing.
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2. Planning
After the identification of the training need and learning style of the Marketing Manager, next
the training goals and objectives have to be set out; training method, learning theories, training
content, availability of trainers, instructional activities, date, time and venue have to be set out
and written as a training design. The evaluation methods will be planned and evaluation forms
will be prepared. And also follow up activities will be planned. Here the company had planned to
provide discussions as training to the Marketing Manager to provide knowledge on social media
marketing.
3. Implementing
After planning the training the written plan will be given to the Project Manager and lecturer in-
charge to get the approval. After getting the approval the company has planned the place, date
and time for the training. Since a senior student who is not in college now is going to provide the
training the appropriate date and venue has been decided to conduct the training.
4. Evaluating the training
This will be conducted using Kirkpatrick’s model.
Level Evaluation Measure Methodology When Who evaluates

How
1 Reaction How trainees are Encourage While Project Manager &
satisfied with the written doing HR Manager
workshop comments and training
feedbacks
Happy sheets
2 Learning How much has Pre and post Before HR Manager
trainees’ written and and after
knowledge about performance the
the training tests training
program
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3 Behavior How far trainees Observations Evaluate HR Manager

have changed the Competence After the
behavior and assessments training
trainees apply the program
information to and
practical. compare
with the
earlier
behavior.
4 Results Analyze the Monitoring After the HR Manager
impact on the pre and post training
company training data program
Table 1: Training Evaluation
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7. Evaluating the success of the assessment process

Using the company’s vision, objectives and roles and responsibilities as KPIs is effective and
helps the employee performance comparing with these to see whether the employee does the
write things. And also this will help to check whether the employee is doing each and every task
in an appropriate manner.
Conducting 360 Degree Feedback method helps this each and every individual get a broader
perspective as to how the employees are recognized by others. The feedback provides a more
rounded view of the employees’ performance. And this will enhance the awareness and
relevance of competencies. This appraisal helped to create awareness for senior management too,
as the management will get to know the need for development areas and especially by using this
method the feedback will be more valid and objective since it is collected from different sources.
By using self-appraisal method, it encourage the employees to do self-evaluation and self-

appraise can check about their performance instead of just receiving feedback from the
managers. The self-appraisal is a good way to increase communication and engage employees
through discussions. It is an important opportunity for employees to play an essential and active
role in the appraisal review process. And self-appraisal increases the possibilities of the
acceptance of the review because of the transparency in the performance management system
and also this improves the understanding of the demands and expectations of the company for
the employees and this helps to reduce stress, tensions, and apprehensions.
Since it is a short term project, it’s effective enough to measure the performance of Marketing
Manager once during the project where the Marketing Manager will be able to improve the
weaknesses and perform before completion of project. And through providing constructive the
informal meeting, it is effective where the Marketing Manager will be able to get to know the
strengths and weaknesses to overcome and personal meetings are confidential where the
employee can maintain self-respect among peers.
Identifying the training needs of employees in different level helps for the improvement of
individuals, occupational level and organizational improvements. Through identifying this
company will be able to provide training according to the identified training need and according
to the learning style of employee, the company will be able to provide a training that will be
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more effective. And also through this the company can see the improvement in their employees
which will help the company to have more productive employees.
And also for the evaluation the company uses Kirkpatrick’s CIRO model. By using this
evaluation technique, it enables hotel appropriately evaluate the training. In the context, this
involves low cost and it is easy to administer. It provides insights to the personal feelings about
the training. Moreover, it provides quick feedback on successes and failures to the training
provider. In the “Reaction”, it provides more compelling evidence of whether the training
program works or not. The third level it provides stronger evidence that the investment in
training yields the desired return. If it is designed in a proper way, it can identify barriers and
obstacles to improve performance. And also in the outcome, it provides strong evidence that
training program has a positive / negative impact on the company.
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Task 02
1. Explaining the skills and attributes needed for an effective leadership

Leadership is the process of inspiring people to do the best to achieve a desired result. It can also
be defined as the ability to persuade others willingly to behave differently. The function of team
leader is to achieve the task set for them with the help of the group. Leaders and their groups are
therefore interdependent. (Armstrong, 2009)
Leaders have two main roles. First, leaders must achieve the task. Second, leaders have to
maintain effective relationship between themselves and the group and the individuals in it-
effective in the sense that the leaders are conductive to achieving task. In order to fulfill the role
of a leader, the leaders have to satisfy the following needs,
Task needs- The group exists to achieve a common purpose or task. The leader’s role is to
ensure that the purpose is fulfilled. If it is not, the leaders will lose the confidence of the group
and the result will be frustration, disenchantment, criticism and possibly, the ultimate
disintegration of the group.
Group maintenance needs- To achieve its objectives; the group needs to be held together. The
leader’s job is to build up and maintain team spirit and morale.
Individual needs- Individuals have their own needs which expected to be satisfies at work. The
leader’s task is to be aware of these needs so that where necessary individuals can take steps to
harmonize them with the needs of the task and the group. (Armstrong, 2009)
These three needs are independent. The leader’s actions in one area affect both the others, thus
successful achievement of the task is essential if the group is to be held together and its members
motivated to give their best effort to job. Action directed at meeting group or individual needs
must be related to the needs of the task. It is impossible to consider individuals in isolation from
the group or to consider the group without referring to the individuals within it. If any need is
neglected, one of the others will suffer and leader will be less successful. The kind of leadership
exercised will be related to the nature of the task and the people being led. It will also depend on
the environment and of course on the actual leader.
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Effective leader’s skills
As the Marketing Manager of Crimson Company there are some specific skills that are very
essential for a Marketing Manager. In order to be an effective leader in Marketing Department
the Marketing Manager should have critical thinking skills, analytical skills, technical skills,
communication skills and decision making skills.
Critical thinking skill
Critical thinking, or the ability to analyze situations or statements and determine their validity, is
the foundation on which modern management professionals build their careers. Critical thinking
breeds creative thinking, which in turn solves problems. (University Alliance, Five essential
skills for the Marketing Manager) This is must for Marketing Manager. Considering the
marketing Manager of Crimson Company in many situations there should be critical thinking has
to be done. Having critical thinking will also help for problem solving. In a situation the
marketing department has spent too much cost on an activity, in this situation the Marketing
Manager did critical thinking and the Marketing Manager has stopped down one of the
promotional activity that is not necessary for the promotion of the product. Due to this the
Marketing Manager reduced the cost spent on it and managed the allocated budget on the
marketing department.
Communication skill
A Marketing Manager must communicate with other functional areas and with company leaders
to explain how marketing objectives align with corporate objectives. This also includes
convincing top managers to allocate an adequate budget for marketing efforts. So it is important
for a Marketing Manager to have communication skills. In the MBAAR project the promotional
activities would be more on word of mouth for that the communication skills are essential in
order to provide appropriate explanation to the customers. And also to communicate the
marketing objectives and activities to the executives and to do the presentation at the opening
ceremony communication skills were important.
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Analytical skills
Successful Marketing Managers have analytical minds. The Marketing Manager know the value
of the vast amount of data available today, and are highly interested in what that data can reveal
about consumer behavior, efficacy of various marketing approaches and more. The best
managers also know how to look beyond the data and pick up on trends and patterns that can
lead to better, more successful marketing efforts. So here in the MBAAR project by having good
analytical skills the Marketing Manager did a successful work.
Technical skills
Because technology will continue to advance and closely influence how marketing is
accomplished, it will always be important for a Marketing Manager to be tech savvy. Customer
engagement will occur in more ways, and competing for their attention will mean delivering the
services and information they want, through user-friendly apps and relationship-building tools.
So while marketing managers will depend on technology innovators to create the tools, they
must be familiar with what consumers want and how best to deliver it. In MBAAR project the
marketing Manager involved in many technologies such as designing the desktop wallpapers and
banners and also the Marketing Manager’s responsibility to social media marketing, for this the
manager had technical skills in order to do the social media marketing in a successful manner.
Decision making skills
Here the Marketing Manager should have appropriate decision making skills at different
situations of the project. The Marketing Manager cannot always depend on the Project
Manager’s or Human Resource Manager’s decision. In some circumstances of the project the
Marketing Manager is responsible to take some important decision. By having goof decision
making skills the Marketing Manager has taken successful decision in some circumstances.
Effective leader’s attributes
Vision and setting objectives
As an effective Marketing Manager, he/she needs to be able to envision team success and be able
to put that vision into action. The ability to act on an idea or make decisions that are in line with
BMK 36 Page 28
the company mission is what separates an effective leader from an ineffective leader. The
ineffective leader may have ideas and understand the company's vision, but he is unable to
translate those ideas into actions. The effective leader envisions the results that will bring success
and creates plans that will bring about those results. Here the Marketing Manager set separate
objectives to be achieved by the marketing department and communicated it properly to the
marketing team and achieved those.
Constitution
An effective Marketing Manager has a level-headed constitution. She does not get rattled every
time there is a problem, and her ability to remain calm helps her to make good decisions. The
department executives sometimes will deal with issues and problems all day long. Panicking
each time a decision needs to be made leads to rash actions, and it also erodes the staff's
confidence in management. The ability to rationally analyze a situation and make important
decisions is a strong attribute in an effective team leader.
Passion
Effective Marketing Manager believes passionately in the goals. Marketing leader should have a
positive outlook on who is she, and she love what she do. Her passion for life is a guiding star for
followers [team-members] to follow, because they radiate promise.
Energy
An effective Marketing Manager offers more than enthusiasm to her team. She becomes a source
of positive energy that inspires and motivates team members to be productive. The competent
leader understands that positive energy needs to be tempered by realistic expectations. There is a
difference between being energetic and trying to inspire employees to do things they are not
qualified for or capable of doing.
So in order to have effective leadership the marketing Manager must be having the mentioned
skills and attributes at Crimson Company in order to do the project successful as well.
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2. Explaining the differences between leadership and management and justify which is
the best approach to achieve defined objectives
As mentioned earlier leadership is the process of inspiring people to do the best to achieve a
desired result. It can also be defined as the ability to persuade others willingly to behave
differently. The function of team leader is to achieve the task set for them with the help of the
group. Leaders and their groups are therefore interdependent. (Armstrong, 2009)
Management is a distinct process consisting of planning, organizing, actuating and controlling;

utilizing in each both science and art, and followed in order to accomplish pre-determined
objectives. Considering management and leadership there are differences between this. Both
approaches are essential for a company. Considering the Marketing Manager of Crimson
Company, she followed both approaches in order to achieve the defined objectives.
Description Leadership Management
Telling people what to do does not inspire Managers have a position of

them to follow you. You have to appeal to authority vested in them by the
Leadership Style them, showing how following the leaders company, and their subordinates
will lead them to their hearts' desire. They work for them and largely do as they
must want to follow you enough to stop are told. Management style is
what they are doing and perhaps walk into transactional, in that the manager
danger and situations that they would not tells the subordinate what to do, and
normally consider risking. the subordinate does this not because
they are a blind robot, but because
Leaders with a stronger charisma find it they have been promised a reward
easier to attract people to their cause. As a (at minimum their salary) for doing
part of their persuasion they typically so.
promise transformational benefits, such
that their followers will not just receive
extrinsic rewards but will somehow
become better people.
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People who works Leaders do not have subordinates - at least Considering managers have
under these approach not when they are leading. Many subordinates - unless their title is
organizational leaders do have honorary and given as a mark of
subordinates, but only because they are seniority, in which case the title is a
also managers. But when they want to misnomer and their power over
lead, they have to give up formal others is other than formal authority.
authoritarian control, because to lead is to
have followers, and following is always a
voluntary activity.
Although many leaders have a charismatic Managers are paid to get things done
style to some extent, this does not require (they are subordinates too), often
a loud personality. They are always good within tight constraints of time and
Focus with people, and quiet styles that give money. They thus naturally pass on
credit to others (and take blame on this work focus to their subordinates.
themselves) are very effective at creating
the loyalty that great leaders engender.
Although leaders are good with people,

this does not mean they are friendly with
them. In order to keep the mystique of
leadership, they often retain a degree of
separation and aloofness.
This does not mean that leaders do not

pay attention to tasks - in fact they are
often very achievement-focused. What
they do realize, however, is the
importance of enthusing others to work
towards their vision.
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The leader innovates. As a Marketing The manager administrates. The

Leader, she made changes in marketing Marketing Manager of the company
Approach the event especially by introducing new is working under the rules and
marketing methods such as Facebook regulations which were allocated by
product marketing, buy a Smart Folder the company. The Marketing
and get a ICBT pen free promotion. manager controls the Marketing
department employees by asking to
follow the rules and regulations.
Approaches to tasks Simply look at problems and devise new, Create strategies, policies, and
creative solutions. Using their charisma methods to create teams and ideas
and commitment, they excite, motivate, that combine to operate smoothly.
and focus others to solve problems and They empower people by soliciting
excel. their views, values, and principles.
They believe that this combination
reduces inherent risk and generates
success
Role in decision making Here the role of leader in decision making The role of managers in decision
will be facilitative. making will be involved.
Table 2: Difference between leadership and management
Considering both the approaches in the MBAAR project leadership approach was the most
effective approach. By using this approach the leader manage to do their work in a proper
manner and in a successful manner as well. And by following this approach employees had more
personal satisfaction with work and personal life, and also employees felt motivated, the leaders
gave more encouragement to the followers to do their best. This helped the company to achieve
the defined objectives successfully.
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3. Identifying and comparing the different leadership styles he/she has portrayed in
different situations
In the MBAAR project, it had different departments such as Finance Department, Marketing &
Sales Department of Kandy, Marketing & Sales Department of Kurunegala and Human Resource
Department. For each department it had a leader who guides the employees in a proper manner.
Although the leaders are providing guidance there were situations where the leaders have to take
different leadership styles.
In the MBAAR project the project manager usually acts as a Laissez- Fair leader, where the
leader provided full freedom for the employees.
Laissez-Faire Leadership
Laissez-faire leaders are characterized as uninvolved with their followers and members; in fact,
laissez-faire leadership is an absence of leadership style. Leaders of this style make no policies or
group-related decisions. Instead, group members are responsible for all goals, decisions, and
problem solving. Laissez-faire leaders have very little to no authority within their group
organization. The functions of laissez-faire leadership include trusting their members or
followers to make appropriate decisions and bringing in highly trained and reliable members into
the group or organization. The roles of laissez-faire followers include self-monitoring, problem
solving, and producing successful end products. Laissez-faire leaders are most successful in
environments with highly trained and self-directed followers. Laissez-faire leadership is
appropriate in particular settings such as science laboratories or established companies with long-
term employees. Laissez-faire leadership is not suited to environments in which the members
require feedback, direction, oversight, flexibility, or praise. (Armstrong, 2009)
Here the leader provided full freedom due to the trust he had on each department head that the
department managers will be able to do the tasks properly. So here the leader provided freedom
for the employees in taking decisions and freedom with very less guidance. This leadership style
has been identified from the Project Manager throughout the project. Although sticking into the
same style is good, the leader should be able to change styles according to different
circumstances. During the project there was a situation where there was a conflict situation
between the HR Manager and HR Executive, in this particular situation the Project Manager
BMK 36 Page 33
should have acted as an autocratic leader in order solve the conflict and to had control over the
issue since he’s the head of the project. And also in some situation where there had been
situations such as employees were not giving their best and employee absenteeism the leader
should have taken the role of autocratic leadership style in order to get work done from his
employees. And also having proper control over employees helps the employees to do their
responsibilities properly.
When considering the Marketing & Sales Manager of ICBT Kurunegala branch in the MBAAR
project, the leader acts as a democratic leader.
Democratic Leadership
Democratic leaders are characterized by collective decision-making, camaraderie, active member

or follower involvement, fair praise, and restrained criticism; they facilitate collective decision-
making. Democratic leaders offer their followers choices and support. Democratic leadership,
also referred to as participative leadership, reflects democratic principles and processes including
inclusiveness, self-determination, and equal participation. That said, democratic leaders should
not be confused with those who hold elected positions of power. Democratic leaders often lack
formal position and power. (Armstrong, 2009)
Democratic leadership gains its authority through accountability, active participation,

cooperation, and delegation of tasks and responsibilities. The functions of democratic leadership
include distributing responsibility within the group or organization, empowering members, and
facilitating group deliberations. The roles of democratic followers include willingness to take
personal responsibility for the group or organization, willingness to be held accountable for their
actions and decisions, willingness to maintain their group's autonomy and freedom, willingness
to take on the role of leader as needed or appropriate, and willingness to work with their leaders.
This leader has given the chance for the executives to provide their ideas through meetings and
discussions and also provides appropriate guidance for the executives. And also this leader has
used selling style in order to concentrate in a high level on tasks as well as considered about the
relationship behaviours as well during those situations. And in a situation there was employee
absenteeism and some employees concentrated less on work who were McGregor’s Theory X
type employees, in these situations the leader used autocratic leadership style in order to have
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control and monitor the employees in order to make his employees do their work well. So it can
be seen that by using different leadership styles in different situations helped to do the work
more effectively.
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4. Explaining how the leader used to motivate members to achieve the objectives
A motive is a reason for doing something. Motivation is concerned with the strength and
direction of behaviour and the factors that influence people to behave in certain ways. The term
motivation can refer variously to the goals individuals have, the ways in which individuals chose
their goals and the ways in which others try to change their behaviour. (Armstrong, 2009)
Motivation can be described as goal- directed behaviour. People are motivated when they expect
that a course of action is likely to lead to the attainment of a goal and a valued reward- one that
satisfies their needs and wants. In the MBAAR project Marketing Manager used the Maslow’s
Hierarchy in order to motivate her employees.
Figure 4: Maslow's Hierarchy of needs
According to the physiological needs the Marketing Manager has provided employees time to
have their food as well as the marketing Manager has provided rest time for the employees when
an employee worked during pressure situations. And also during the project work the Marketing
Department everyday used to by 5 to 7 bottles of water in order to provide that for the
employees.
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In the safety needs the Marketing Manager for the female employees as per the HR policies the
Manager allowed the female employees work until 5 O’clock after that the employees can go
home and also the Marketing Manager didn’t give outdoor works for the female employees
considering their safety. And if it an emergency to work outside the appropriate transport had
been provided for both male and female employees. And the department had work on pasting the
pen holder in the Smart Folder by using “Glue Gun”, during that time gloves has been provided
to the employees to make sure their safety.
In the love and belongingness needs the employees asks leaves for family activities and personal
situations the Marketing manager provided leaves. For example an executive from the
department asked leave due to the operation of the particular employee’s mother, the manager
considered the issue and provided leave for the particular employee in order to fulfill that need.
For the esteem needs the company has set targets for each employee and for the best
performance and best sales person reward has been provided. And also the Marketing Manager
involved her executives in decision making and provided more responsibilities to them. In the
self-actualization need the Marketing Manager arranged discussions with seniors in order to
educate the employees and the manager took creative ideas from the employees that helped the
employees to improve themselves and helped to fulfill their self-actualization needs.
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5. Assessing the benefits of team working in order to achieve the objectives successfully
Team work is a process of working collaboratively with a group of people in order to achieve a
goal. Teamwork is often a crucial part of a business, as it is often necessary for colleagues to
work well together, trying their best in any circumstance. Teamwork means that people will try
to cooperate, using their individual skills and providing constructive feedback, despite any
personal conflict between individuals.
In the MBAAR project, two batches joined together and worked and worked as a team. Team
working has been more effective than working individually in the particular project. Here since
two batches worked together it helped the company to go for a more profitable and unique
project. And also it helped the company to raise the appropriate capital. Working as a team in the
project had brought many benefits in order to achieve the objectives of the company.
Fosters Creativity and Learning
Creativity thrives when people work together on a team. Brainstorming ideas as a group prevents
stale viewpoints that often come out of working solo. Combining unique perspectives from each
team member creates more effective selling solutions. Here there were two Marketing Managers
that was a combination from both batches, so it helped to overcome the weaknesses and to
provide more creativity on the project. And also collaborating on the MBAAR project created an
enthusiasm for learning that solitary work usually lacks. Being able to share discoveries with the
rest of your team excites employees and fosters both individual and team knowledge.
Builds Trust
Relying on other people builds trust, and teamwork establishes strong relationships with
coworkers. Despite occasional disagreements, an effective team enjoys working together and
shares a strong bond. By putting the trust in a co-worker, at this project it established the
foundation of a relationship that can endure minor conflicts. And trusting the teammates also
provides a feeling of safety that allows ideas to emerge. It helps employees open up and
encourage each other. Open communication is key when working on a team and produces
effective solutions in difficult group tasks.
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Encourages Healthy Risk-Taking
Working as a team allows team members to take more risks, as they have the support of the
entire group to fall back on in case of failure. Conversely, sharing success as a team is a bonding
experience. Once a team succeeds together, their brainstorming sessions will produce
revolutionary ideas without hesitation. In many cases, the riskiest idea turns out to be the best
idea. Teamwork allows employees the freedom to think outside the box. In the MBAAR project
having team working helped in many situations to take healthy risk. In the beginning in the team
has decided the product quantity as 400, knowing that will be a risk whether the team will be
able to sell the particular quantity. But by good team working it took a healthy risk and achieved
it.
Promotes a wider sense of ownership
The particular team project encouraged employees to feel proud of their contributions. Tackling
obstacles and creating notable work together makes team members feel fulfilled. Working
toward achieving company goals allows employees to feel connected to the company. This
builds loyalty, leading to a higher level of job satisfaction among employees. Here teamwork is
not just helpful for employees. It benefits the employer in the long run as well. Employees that
connect directly with their workplace are more likely to stay with the company. Teamwork
allowed people to engage with the company and add to the bigger picture and this helped the
company to achieve the objectives in a successful manner.
So working as a team in MBAAR project helped Crimson Company to achieve their objectives
successfully and also through good team working the company has gained many customers and
achieved more than the budgeted profit.
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6. Demonstrating how as a team leader and / or member worked with the team
towards specific goals and how did you deal with any conflict or difficult situations
Conflict is inevitable in organizations because they function by means of adjustments and
compromises among competitive elements in their structure and membership. Conflict also arises
where there is change, because it may produce an aggressive reaction: fight rather than fight.
Conflict is not to be deplored. It is an inevitable result of progress and change and it can and
should be used constructively.
Conflicts between individuals raise fewer problems than conflict between groups. Individuals
can act independently and resolve their differences. Members of groups may have to accept the
norms, goals and values of the group. Considering the MBAAR project Managers of each
department should take the responsibility to resolve conflicts. There are five stages in team
development according to Tuckman’s model as given below.
Figure 5: Team development according to Tuckman’s model
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1. Forming
In this stage, most team members are positive and polite. Some are anxious, as they haven't fully
understood what work the team will do. Others are simply excited about the task ahead. As
leader, he/she plays a dominant role at this stage, because team members' roles and
responsibilities aren't clear. (Jackson, 2016)
2. Storming
Next, the team moves into the storming phase, where people start to push against the boundaries
established in the forming stage. This is the stage where many teams fail. Storming often starts
where there is a conflict between team members' natural working styles. People may work in
different ways for all sorts of reasons but, if differing working styles cause unforeseen problems,
they may become frustrated.
3. Norming
This starts when people start to resolve their differences, appreciate colleagues' strengths, and
respect your authority as a leader. (Jackson, 2016)Now the team members know one another
better, they may socialize together, and they are able to ask one another for help and provide
constructive feedback. People develop a stronger commitment to the team goal, and leader start
to see good progress towards it.
4. Performing
The team reaches the performing stage, when hard work leads, without friction, to the
achievement of the team's goal. The structures and processes that you have set up support this
well. The leader can delegate much of the work, and the leader can concentrate on developing
team members.
5. Adjourning
Many teams will reach this stage eventually. For example, project teams exist for only a fixed
period, and even permanent teams may be disbanded through organizational restructuring.
(Jackson, 2016) Team members who like routine, or who have developed close working
relationships with colleagues, may find this stage difficult, particularly if their future now looks
uncertain.
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In MBAAR project forming stage is where the interview held and team members were selected
for different positions. Since two batches joined in the project forming stage created opportunity
to know about each member and to share their personal information and also during forming
stage there were meetings in order to define the responsibilities of employees. And during the
selection of positions there were conflicts between the employees who were selected for
marketing & sales executives post. The person who came under doing marketing activities
wanted the position as sales executive. Due to this there were conflicts but through the help of
Marketing Manager the department solved the issue by dividing the responsibilities in a proper
manner. And also in forming stage there were challenges in selecting goals for the company.
In the storming stage when the team is given responsibilities and here the team had conflicts
during the selection of the project. In the beginning as per the Project Manager suggested the
company has planned to do a gaming event, after giving the responsibilities to the members most
of them felt that the particular event won’t be successful and the Marketing Manager gave a new
idea for another project. Due to this there were conflicts between Project manager and Marketing
Manager at the storming stage. And also some others had different opinions on the new project
that caused problems as well. But the department heads convinced the employees and the lecture
in-charge helped to solve the conflict between the Project Manager and Marketing Manager. And
then the new idea has been confirmed as the project of Crimson Company.
In the norming stage after the storming it helped to get to know about each and every team
member more and the employees are settled down with their position and responsibilities. And
here the members made good relationship with the rest of the team members and trust is built up.
Here the two batches became as on organization by having more understanding.
In the performing stage the team has started to sell the product. In the performing stage the
company got the raw materials from Colombo, that is the Smart Folders and after that the folders
were given for screen printing. Total quantity was 400 and the company bought the folders in
small quantities. When the stock finished the person in-charge ordered the new stock. Here sales
targets had been given to each employee. During this conflict occurred between employees in
order to see who achieves above the target. This has created huge problems between employees
in this situation Sales Manager came up with a solution that instead of providing individual
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targets the Sales manager suggested giving departmental targets. This helped the company to
achieve the target and this solved the conflict as well.
In the adjourning stage the company has collected all the money from the people and finalized
and made the actual budget. And there was a closing ceremony and celebration of the success
during that ceremony. During the adjourning there were conflict with a Marketing Executive, the
particular employee has a statement that the employee have spent extra Rs.700 during the
decoration of the opening ceremony, and the employee was asking along with the capital to pay
that additional Rs.700 as well. The company has checked the issue and the Marketing Manager
involved in it and checked the budget that the Finance Manager allocated for the decorations. By
that the Marketing Manager found that the employee has spent more than the allocated budget,
considering that the proper explanation has been given by the Marketing Manager to her
executive and made the employee understand the situation and solved the conflict. After solving
the conflicts and finalizing the money the company conducted the charity work.
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7. Reviewing the effectiveness of the team in achieving the goals

In MBAAR project in order to achieve the goals team has followed different strategies. There
were 13 members in the project. As an important tool there should be appropriate leadership. In
MBAAR project there were leaders for each department. The leaders from the beginning, they
had meetings and discussions in order to provide the team knowledge and to make them clear.
And also the team leaders have personally understood the employees and identified their lacking
skills where the leaders focused more on each and every individuals. This helped the team
members to improve their skills and to be more productive. This helped the company to achieve
their goals by having more productive employees.
And also the goal of Marketing Department is to increase the customer inquiries where it
requires high level of dedication from the employees in order to promote the product well and to
gain more customers. Here the department followed specific strategies to be effective as a team
to achieve goals. For this the team had proper and effective communication between team
members. Although a WhatsApp group for the company has been created, the marketing
department has a separate group in WhatsApp in order to pass messages about day to day tasks,
to share ideas on marketing, to inform the meeting time because the marketing department had
separate meetings in the beginning of the project.
And also during communication common language has been used to communicate the
information. And during prayer time the leaders allowed the team members for prayers. When
considering a common goal that is providing equal opportunity to every employee, the
company’s HR policies had included the policies which helped to provide equal opportunities to
the employees of the Crimson Company. There was no discrimination that is according to age,
sex, religion or racial been occurred.
And also as an organizational goal to earn more profit, here the effectiveness of team helped for
it. For that in the beginning the leader provided opportunity for the team to provide innovative
ideas in different departments. Due to this each team has become innovative. And also
appropriate resources given to the teams to do their work in an effective manner. And the size of
the company that is 13 members helped to have fewer conflicts and to work with more trust. Due
to there were small number of employees it helped to understand each and every member and to
build trust. And also there were multi-skilled people, for example the Marketing & Sales
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Department did the production work as well as by having multi-skilled employees this helped the
company to reduce tension on work and the teams completed the work on allocated time.
And also by having multi-skilled employees and the employees who have more communication
skills it enabled the company to sell the product easily and to achieve the given quantity on time.
This also helped to gain more customers which helped the company to earn more than the
budgeted profit and for the achievement of goals and also for the successful completion of the
MBAAR project.
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Conclusion & Recommendations

In the report three documents have been prepared to select a candidate for the position of
Marketing Manager. The documents are job description, person specification and job application.
. The company has followed legislations such as sex discrimination act 1995, race relation act
1976, equal pay act 1970 etc. in order to provide equal opportunity to everyone at the selection
process. The HR manger should participate in selecting the panel for selection, screening the
CVs, interview, reference checking, appointment and should review the selection process of
MBAAR project.
Here in the selection process the HR Manager should have involved in a written test for the
candidates as well. By having analytical skills, time management skills, planning skills,
interpersonal skills, friendliness and maintaining good relationship with the employees helped
the HR Manager to contribute well in the selection process. For the position of Marketing
Manager there are different factors involved in the planning the monitoring and assessment of
work performance such as identifying the performance indicators, approval from the
management, communicate to the appraise, selecting the appraisal method, conducting appraisal,
feedback to appraise and evaluating own performance evaluation process. Company has
evaluated the success of techniques used such as identifying the KPIs, CIRO model, appraisal
method 360 degree appraisal and self-appraisal. The methods have helped the company to do the
evaluation in an appropriate manner and the company can also include more evaluation
techniques in order to make the evaluation more successful.
To be an effective leader the leaders have skills in the company such as critical thinking skills,
analytical skills, technical skills, communication skills and decision making skills. Considering
management and leadership there are differences between this. Both approaches are essential for
a company. Considering the Marketing Manager of Crimson Company, she followed both
approaches in order to achieve the defined objectives. In the MBAAR project leadership
approach was the most effective approach. By using this approach the leader manage to do their
work in a proper manner and in a successful manner as well. In the MBAAR project the project
manager usually acts as a Laissez- Fair leader, where the leader provided full freedom for the
employees. When considering the Marketing & Sales Manager of ICBT Kurunegala branch in
the MBAAR project, the leader acts as a democratic leader. Here the change of leadership style
BMK 36 Page 46
is essential for the company. So it is recommended for the Project manager to change the
leadership style according to the situations. Marketing Manager has motivated the employees in
the MBAAR by fulfilling their needs in different levels according to Maslow’s Hierarchy of
needs. There were conflicts occurred in forming, storming, norming, performing and adjourning
stages of the MBAAR project. In MBAAR project in order to achieve the goals team has
followed different strategies. There were 13 members in the project. The company followed
appropriate leadership, communication etc. in order make the team effective to achieve the goals.
BMK 36 Page 47
References
Abbott, K., Pendlebury, N. & Wardman, K., 2002. Business Law. 7th ed. London: Biddles Ltd.
Armstrong, M., 2009. Armstrong's Handbook of Human Resource Management Practice. 11th
ed. London: Kogan Page Ltd.
Brownsword, R., 1987. Contract Law. 3rd ed. London: The Macmillan Press Ltd.
Jackson, K., 2016. Mindtools. [Online]

Available at: https://www.mindtools.com/pages/article/newLDR_86.htm
[Accessed 29 February 2016].
University Alliance, Five essential skills for the Marketing Manager. [Online]
Available at: http://essentialsofbusiness.ufexec.ufl.edu/resources/marketing/five-essential-skills-
for-the-future-marketing-manager/#.VuGzITFunIU
[Accessed 3 March 2016].
Wilson, J., 2011. Human Resource Development. 2nd ed. New Delhi: Kogan Page India Private
Ltd.
BMK 36 Page 48

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WWLP Individual Assignment

BTEC EDEXCEL HND DIPLOMA IN BUSINESS (MANAGEMENT & HUMAN RESOURCES)

UNIT 14: WORKING WITH AND LEADING PEOPLE

SUBMITTED TO: MRS. NILUKA SAMARAKOON

DATE OF SUBMISSION: 11.03.2016

BMK 36 Page iii

Executive Summary ....................................................................................................................... iii

3. Taking part in the selection process of Marketing Manager as an HR Manager ............... 13

4. Evaluating the own contribution to the selection process .................................................. 15

7. Evaluating the success of the assessment process ............................................................. 24

7. Reviewing the effectiveness of the team in achieving the goals ....................................... 44

Conclusion & Recommendations ................................................................................................. 46

Table 1: Training Evaluation ........................................................................................................ 23

 To be the most innovative design oriented brand for academic tools.

Finance Marketing Marketing

HR Finance Executive Executive Exec Exec Exec Exec

Figure 2: Organizational Structure

Job Code- 47890

Job Title- Marketing Manager

Company- Crimson Ltd

Reports to- Project Manager & Human Resource Manager

Subordinates- MBAAR Team

Duties and Responsibilities

1. Plan the marketing activities

2. Preparing the marketing plan

3. Implementing promotional activities

4. Evaluate the promotional activities

Job Title- Marketing Manager

 Should have passed ordinary level

 Passed advanced level examination with

Contra  “RESUBMISSION” for marketing

Essentials  Marketing Skills

Contra  Not having marketing skills.

Skills and Knowledge Essentials  Leadership Skills

Desirable  Talkative personality.

Contra  Individual people who can’t express

Application for the position of Marketing Manager

Experience in position being applied for-…………………………………………………………..

Tel No: Tel No:

I confirm that the information given on this application form is correct

2. Assessing the impact of legal, regulatory and ethical considerations to the

Sex Discrimination Act 1995/1997

E.g. Failing to promote an employee, because she is a woman.

Impact of Sex Discrimination Act 1995/1997

Equal Pay Act 1970

Impact of Equal Pay Act 1970

Disability Discrimination Acts 1995 and 2005

Impact of Disability Discrimination Acts 1995 and 2005

Race Relations Act 1976

Impact of Race Relation Act 1976

Work and Families Act 2006

3. Taking part in the selection process of Marketing Manager as an HR Manager

Selecting selection panel

Reviewing the selection process

4. Evaluating the own contribution to the selection process

Identifying the performance indicators (KPI)

Approval from the management

Communicate it to the appraisee

Slecting appraisal method

Conduct performance appraisal

Evaluating own performance evaluation process

1. Identifying the performance indicators

2. Approval from the management