Developing People and High Performance Organizations †Free Samples

Question: Discuss about the Developing People and High Performance Organizations. Answer: Introduction The Human Resources department of any company emulates the aims and objectives of the company, and hence, it is essential for the company to look after the development of the Human Resources and its knowledge for obtaining desired success (Knowles et al., 2014). The success can be achieved by simply including the human resources team in the management and planning activity, which is derived from the theories like behavior theory, learning theory, skills and talent hidden in the employees, and much more. Nearly all the companies and the related managers should know the importance of human resources and should also focus on the learning of the human resources department and train them for giving out maximum returns (Kasworm et al., 2010). Human resources department and it management skills have remained in debates where various companies try to understand the complex situations of the human resource management. Along with knowing the management complexities, they also have made researches, carried on analysis, and are working on theories to deal with the issues (Werner and DeSimone, 2011). To understand the complexity of the human resource department with a clear view, one should know clearly what the human resources are properly. In brief, human resources include individuals working in the organization that provides with a valuable contribution in the management system to accomplish the goals (Brattonand Gold, 2015). It is proved that if the employees perform well on the actual protocol, manage and perform along with it, the organization is surely going to succeed in achieving its goals. Benefits of The Human Resource Development When proper training and learning is provided to the employees of any company, the performance of the employees and the output also gives wondrous results. This also helps the organization in giving rewards to the worker for the motivation, hard work, and dedication he has provided to the organization (Werner, 2014). Another way to recognize the performance of the employee is through the performance appraisal system that helps in knowing the efficiency of the worker to reward him accordingly (Lim et al., 2013). If the company doesnt pay attention to the performance of the employee and the areas where they lack, it would not be able to achieve desired results also. Hence, it is necessary to keep a constant watch on the skills of the employees along with their dedication and motivation so that necessary solutions and training programs can be set for their improvement. Performance management has become quite crucial these days, and hence, it is important for the companies to look after the performance of the employees. The HR managers need to keep a watch on the employees performance to provide them with satisfying rewards, as this would to the production of the company. Hence, providing them with bonus or rewards is a way to get more out of the employees. It has been proven through various researches that with the help of performance appraisals, the companies have grown and developed to a great extent. However, the appraisal has also led to some strict regulations on the company for the employees, but it has also been fruitful for the progress of the company. Hence, the HR management and development not only includes the building of the skills of the employees but also helps in its development, education and learning too (Watkins and Marsick, 2014). When the company invests in the training of any employees through training programs, development, and learning, it works in the progress of the company, as it develops successful skills in the employee to increase production. One of thekey areas for development of employees is team learning. Team characteristics and diversity Thought team is a common word used by all the groups made for any purpose, however, group and team are not the same identities. The team consists of two or more people working to achieve the same goal under the same circumstances (Manuti et al., 2015). A team usually report to one common person can be a supervisor. Successful completion of the task is depending upon performance level and the contribution of team members. The interaction level of the team depends upon the dependency of one another. Importance of team Every employee of the organization somehow depends upon another employee to work together. No employee can work alone to achieve desired goals. He has to take the assistance of his coworker to complete an assignment (Knowles et al., 2014). It has been witnessed many times team output being more efficient than the individual employee. Employees with specific interest and specialization can work together on a common platform and form a good team. Team building is an essential element of organization to build bonding amongst employees and get better results. Organizations want results: To generate revenue company has to achieve targets. To complete the target one has to get the clear understanding of the problem and has to find out a solution for the same. No one can individually, take decisions. However, a good team can lead to a better solution of any problem (Brattonand Gold, 2015). Take less time to complete the task: An individual definitely needs more time to complete the allotted work. But if employees work together, then the task can be divided into a subsection. Sharing of responsibility can also reduce work pressure and burden. By assigning work as per the specialization of an individual can also generate output much faster and efficient (Lim et al., 2013). Work never suffers: By working with the team in case of an emergency team member can give charge to another member. This will never hamper the work. In the case of absence of any member, other team members can complete the work easily (Christopher, 2012). Built healthy competition among employees: Competition among employees is a great factor to motivate them to work. Working in a team can build healthy competition among employees to perform better than the other team members (Kasworm et al., 2010). Team members can gain from each other: Everybody has different qualities. One can always gain something from the other. Being in the team can help an individual to get good qualities and properties of other team members. This also improves individuals personality and company integrity. Characteristics of Team The team always has a clear goal, which has been communicated to all. All must understand it properly (Werner, 2014). The members of the team should listen to each other and discuss things to get a suitable solution. Decisions are basically dependent upon logical output and not the majority of ideas. Team success is based on the team members and their efforts. Team members should give their 100 % to achieve the goal (Manuti et al., 2015). Access to tools, experts and equipment plays a major role here. Quality is the best tool to the success of the organization. Motivation can boost the morale of team members. Appreciation and awards can do the needful (Yeo and Marquardt, 2015). Communication between team member is the ladder to complete projects successfully Mutual trust and respect of team member can be a positive sight toward the team. A team member should listen and understand each other, view to reaching a solution. External support is also counted as a vital aid to the attainment of the team (Guest, 2010). Task Interdependency Task interdependency sets off the specified protocol to ensure how statistics, knowledge, and substantial information will be shared between different team members to accomplish the common goals. There are three types of task interdependence in any organizational structure (Christopher, 2012): Pooled Interdependency: In pooled dependency, all departments of the organization work independently. Departments may not directly interact and depend on each other. Each department contributes its own value/ ratios to complete the task. However different units perform completely separate functions (Sparrow et al., 2016). Sequential Interdependency: Sequential interdependence is working on output as input framework. As one department output will be the input from other departments. Multiple departments work together in sequential form to complete the task. Perhaps the production process of any material can be the example for this (Wilton, 2016). Reciprocal Interdependency: In a reciprocal relationship, the department has to create highly connectivity between them. As this is back and forth process. Work normally passes between the departments many times during the process. Conclusion Just as the role of HR management keeps on changing throughout the world for various reasons on a continuous basis, the accuracy of the performance appraisal of employees is not also stable. Some recent changes in the HR management have been found due to the crisis faced by the world, the results of which include price rise, unemployment, corruption, privatization, and much more. Among the various available theories, two popularly accepted theories for improving the HRmanagementfor the adults are the team behavior theory and the situation handling theory. They can play a vital role in upgrading the trainers learning process. The behavior theory has helped the companies in developing the proficiency for so many years and also in manifesting the technical skills of the employees. Hence, a systematic training program for implementing team building, computer-based learning for team members, etc. can help any of the companies to progress efficiently. References Knowles M., Holton E., Swanson R. (2014). The Adult Learner:The Definitive Classic in Adult Education and Human Resource Development. Routledge. Retrieved from: https://books.google.co.in/books?hl=enlr=id=1We2BQAAQBAJoi=fndpg=PP1dq=human+resource+development+and+adult+learningots=C8CY6uMupNsig=JePHGZ7kd_Wuf9iEdOIlppm- mMI#v=onepageq=human%20resource%20development%20and%20 ad ult%20learningf=false Kasworm C., Rose A., Ross-Gordon J. (2010). Handbook of Adult and Continuing Education. SAGE Publications, Inc. 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