Team Development
Question 1
Human resources is a vital organization function with a significant influence on the overall performance. The success of most organizational activities relies more on the coordination of different individuals or cross-team relationships. Thus, establishing teams plays a vital role in human resource management. Team building is one of the primary human resource functions, and it entails an elaborate process that aims at creating trust and loyalty as the basis of relationships among individual team members and leaders.
Firstly, team leaders should consider each member of their teams as valuable assets and take their contribution to evaluation besides understanding their unspoken feelings. Thus the human resource function should encourage openness among employees by acknowledging their emotions and feelings. Such actions are essential in eliminating groupthink and getting team members to give their genuine opinion on issues. Encouraging communication validates each group member by showing them how vital their roles are to the overall team’s success. Besides, clear communication is essential to harmonize the group by establishing a clear direction. Usually, harmonizing occurs at the norming stage of group development, where members of the team work together to achieve a common goal.
The evaluation function in human resource management is also important in team development. Team leaders should establish values and goals to measure group performance. Set goals help a group to determine their progress towards the set goals besides anticipating possible challenges in pursuit of the target. Moreover, establishing consensus as a function of employee relations motivates team members to actively participate in brainstorming for solutions within the team and achieve a sense of identity with a group performance. Thus, human resource functions are essential in supporting team development through effective leadership.
Question 2
Competence frameworks seek to match organizational objectives and employee skills. In the case of the police team seeking to reduce traffic in Abu Dhabi, the department leader should equip their team members with the necessary competencies for the job. There are various essential principles that human resources should employ in creating effective teams. First, involving the individual team members is crucial to understand the role entirely besides getting insights into what it takes for the team members to accomplish the tasks. It is also essential to communicate about the framework of its intention and use. Besides, communication facilitates ease implementation. It is also necessary to cover the relevant competencies covered by the roles within the frame.
The training and development aspect of the competence framework should seek to equip individuals with the necessary skills to manage traffic. These competencies may include but not limited to communication and traffic rules. During the training, human resources should seek to identify and nurture individual strengths and assign them roles accordingly. It is also crucial to coach team members to be resilient and achieve results through repeated effort. Besides, coaches should equip their team members with relationship building skills to enable them to establish trusting and lasting relationships. Traffic control requires coordination between different departments, thus a need to train individuals on team working skills to allow them to contribute to team success through personal commitment. Therefore, the training and development should seek to match individual skills with the necessary competencies to accomplish set objectives for the task.
Question 3
Useful performance appraisal is essential to ensure teams meet set objectives. Various factors are crucial to developing an effective appraisal system, such as realistic expectations, timely evaluations, and effective communication. The approach should seek to evaluate and motivate employees to achieve set goals and targets by observing numerous essential aspects. First, it is necessary to train supervisors on how to carry out the evaluation process to avoid possible negative effects on employee motivation, sense of belonging, and self-worth. The evaluators should learn to deliver feedback appropriately to prevent the breaking of employee trust besides equipping them with skills to mentor their employees. Besides, they should empower employees to self-track their performance and take responsibility for the feedback they obtain. Consequently, supervisors and employees should train on how to deliver and receive negative feedback, respectively.
In addition to the above requirements for a practical appraisal approach, the appraisal technique should observe various guidelines. First, it should bear clear goals for the process. Here, the management should communicate clear goals for the process, such as to reinforce a specific culture or to eliminate particular trends. For instance, the police department can decide that the performance appraisal seeks to reward team members who have effectively manage traffic within the city for a specific period or even terminate non-performers from the team. However, continuous performance feedback is crucial to help team members as it identifies areas of improvement while eliminating the awkwardness and uncertainties of annual reviews. Besides, regular reports identify challenges before they materialize, thus creating room for early development. An effective appraisal technique should focus on communicating expectations and delivering timely feedback to team members to create room for improvement and keep team members motivated to meet set goals and objectives.