Team Potency and Effectiveness Analysis

This assignment provides an examination of team potency and effectiveness, focusing on goal and process clarity, as well as servant leadership. It also explores the roles of perceived organizational learning culture, leader-member exchange quality, and turnover intention in organizational commitment for knowledge workers. The analysis covers various studies and publications on team performance optimization, including the impact of high-performance work systems (HPWS) on employee productivity related to organizational identity and job engagement.

DEVELOPING
INDIVIDUALS, TEAMS
AND ORGANISATIONS

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Professional skills, knowledge and behaviour required by HR personnel.............................1
P2 Personal skill audit for job position.......................................................................................2
TASK 2............................................................................................................................................6
P3 Difference between individual and organisational learning, training and development........6
P4 Need for continuous learning.................................................................................................7
TASK 3............................................................................................................................................9
P5 Contribution of HPW in employee engagement and competitive advantages......................9
TASK 4..........................................................................................................................................10
P6 Approaches to performance management............................................................................10
CONCLUSION..............................................................................................................................12
REFRENCES.................................................................................................................................13

INTRODUCTION
There are some specific goals and targets of every organisation. It is important to achieve
them in specific time. This can be done with joint efforts of employees. For making
accomplishment of objective effectively, company can train their employees (Decuyper, Dochy
and Van den Bossche, 2010). It is the duty of Human resource professional to analyse the
requirement of training and use appropriate method to educate them. Samsung is a multinational
conglomerate organisation. This is vast organisation which deals in mobile phones, accessories,
refrigerator, etc. There is test done for checking whether requirement skills are present or not to
complete task. This report states that skills required for HR professional, difference between
individual and organisational learning, implementation of learning program to get better results,
ways through which high performance working is beneficial in competitive era, evaluation of
employees performance. This helps in competing with other firms and to make same image in
the mind of consumer. To make all this possible, there is requirement of clear communication in
the organisation. This reduces the chances of mental confusion and improves performance.
TASK 1
P1 Professional skills, knowledge and behaviour required by HR personnel
HR department is the most important section in Samsung. As there are numerous
employees so it is important deal with them. In case of any problem, it must be resolved. Hence,
it is important that HR manager has some qualities which ease them to deal with the issues.
There are varieties of personality having different mindset.
Continued professional development means there is record of work done by employees,
afterwards there is training program as per necessity. This process is beneficial for big
organisation to handle problems that they arise confusion. This helps in analysing where, which
and to whom training is required. This provides satisfaction to workers and they perform their
best. Human resource department has to resolve issues which proves hurdle in operations. In
current era, the role of HR department is not limited up to recruitment and training. There are
many problems occur related human resource which has to be solved that . Some skills are as
under- Impartial- There are many workers in an organisation. It is important that HR personnel
need not to be partial for some specific employees (Dettmer, Knackendoffel and
Thurston, 2012) . This serves good environment and there is no politics in company.
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 Innovator- HR has to be innovative in this working style. This gives a positive impact for
employees as well, they will also try to provide modern ideas. Sometimes, this will help
to ease the working of whole organisation. Technology advocator- Samsung is a company that deals in technology. It is important to
have knowledge about latest methods so that he/ she can motivate individuals to accept
latest technology. They should appreciate such technology which can be acceptable and
understandable. Laws related knowledge- There are many laws related to employees to safeguard their
interest. HR has to be aware about all those. There is less chances of employment issues
in the organisation (Hargis, Watt and Piotrowski, 2011). This increases goodwill of
organisation in industry. Good communication skills- There are many decisions taken in organisation related to
employees. They must be delivered to them in proper way. In case, HR fails to deliver
proper information, this gives rise to wrong impact on employees. Hence, good
communication skill is must by HR manager.
 Good coordinator- There are many departments and operators in company. They have
different decisions that are interrelated. Hence, it is important that they should work in
proper order. HR proves helpful in making coordination among. There are challenges
faced by employees related to coordination, it is important that HR help them. In case of
conflict this coordination gets negatively affected.
Above mentioned skills are important in HR professional of Samsung. There are different
problems faced by associates, which reduces the efficiency. There are different problems faced
by employees which affects their operations and efficiency.
P2 Personal skill audit for job position
Basically audit is a inspection done to check true and fair position. Personal skill audit is
also done to test skills of a person. This helps in reducing weaknesses and shining positive
points. This check will help employees to come up with their old skills and get opportunities to
be more creative. Top level management has to give importance at such points, this helps in
improving growth of employees with organisation (Hirst and. et. al ,2011). In context to
Samsung there are many members in system, manager should try to analyse each personality and
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as per need learning has to be given. There is necessity to analyse their performance before and
after training program.
Human resource department have to deliver duties and responsibilities to labour with
specific time. It is important that there should be eyes on operations so that corrective actions can
be taken in case incorrect action. Company conducts skill audit to assign task as per capabilities
and interest of an individual. This targets the training program wherever is needed. Moreover, it
reduces the cost and time, which increases production with minimum defects (Hu and Liden,
2011). Before conducting skill audit, it is necessary to analyse the requirement of job profile and
afterwards, it is necessary to examine the best option to improve knowledge. This bridges gap
between organisational and personal goals. Audit of personal skill of Samsung are as under-
Skill Very good Good Adequate Little or no
experience
Information
Technology
Use Microsoft
Office Word
✔
Use Excel
spreadsheet
✔
Use a database ✔
Use specialist HR
software
✔
Use internet ✔
Use email ✔
Use PowerPoint ✔
Skills Very good Good Adequate Little or no
experience
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Communicatio
n skills
Drafting contracts
of employment
✔
Taking notes of
disciplinary
hearing
✔
Write reports ✔
Produce materials
to support
presentations
✔
Delivering a
training session
✔
Resolving
disputes
✔
Interviewing ✔
Advising on HR
issues
✔
Skill Very Good Good Adequate Little or no
Experience
Problem
solving skills
Make good use
of verbal
reasoning
skills, able to
handle complex
data and make
selective use of
information
✔
Explore more
than one
✔
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solution in
order to solve a
problem
Consider the
ideas of others
to help solve
problems
✔
This will provide edge to company in knowing which are lack area of employee and what
measures are to be taken. This improves efficiency of employees and increases productivity with
optimum utilisation of resources of company (Joo and Park, 2010).
NAME JANE CAMBRIDGE
TIME FRAME PERSONAL OBJECTIVES PROFESSIONAL
OBJECTIVES
Up-to 1 year To gain knowledge and
experience to grab
opportunities.
To promote as HR Assistant
and train more individuals.
Next 5 years Have officers quarter from
company and posted at
headquarter
To become HR manager
This Professional Growth Plan was discussed and approved on 25/01/2017.
Instructor under sign
Coordinator under sign
STRENGTH AND WEAKNESSES
Planned Activities Objectives of Development
Required knowledge/skills There are some more qualities
required to accomplish allotted
target.
Training program is required
to develop some more
competent characteristics.
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Strengths/ Pros Able to accept new
innovations and handle attitude
of personnel
Innovator and having dynamic
nature
Weaknesses/ Cons Fast changes in rules and
regulations
To learn again about rules and
regulations
I have completed the professional development
activities as described.
I have granted 72 professional development
hours for the professional development
procedure.
Instructor signature-
Date- 25/01/2017
This SWOT will help company and employee to know what are shortcomings which has
to be minimise. This motivates employees to perform more efficiently so that personal and
organisational goals get fulfilled.
TASK 2
P3 Difference between individual and organisational learning, training and development
Learning is a process through which updated knowledge can be achieved. It is important
as it provides easy ways to achieve targets. Individuals are the medium through which company
accomplish its targets. There is requirement of training at regular interval, this ease operations.
However, there is improvement in growth and productivity of company (Joo, 2010). This can be
achieved with the help of learning curve, which shows that learning is a continuous process.
There are chances that different employees need different types of training, this has to be
analysed by HR manager and accordingly, actions are taken.
Organisational learning helps in improving efficiency by reduction in cost and time.
There is time taken to accept any changes in technology but afterwards there is scope of
improvement. In initial stages there are problems arises, this can be resolved by providing
training programs. There is requirement of resources for organising learning program, it is
important to analyse options available. Individuals working in organisation have their own
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targets, management of company has to take care of their gaols too . This provides employee
employer relation enrichment.
Today's environment is very dynamic to be updated in current world there is requirement
to training. Management of Samsung company thinks for individual learning than organisation
will automatically learn (Katzenbach and Smith, 2015). Employees are also motivated if
company think about their employees training and development.
Difference between individual and organisational learning are as under-
Individual Learning Organisational Learning
Individual learning is a program of educating
employees to make learn new things through
which they achieve target easily.
This learning helps in achieving organisation's
target which is beneficial for competing other
firms.
Individual learning will enhance the working
style of employee, which proves beneficial for
completion of objective.
There are varieties of person in organisation,
this learning helps in dealing with them and
creating coordination in different departments.
Individual training provides satisfaction to
person as they develop its skill by attending
different programs.
Organisational learning is first starts with
requirement of training and then top level
management take corrective actions.
For individual training person sharps its
knowledge at its own level like reading books,
online courses, etc.
Organisational learning is done at large level
this can be done with seminar, lectures, etc.
There is development of creativity of
individual which he/ she can use to their work
profile.
This learning is done to improve performance
of whole organisation.
Scope of individual training is less as
compared organisational learning.
It has more scope as compared to personal
scope.
These learning supports developing personal
skills and how to deal with alterations in
market.
Organisational training helps in conflicts arise
in company and improves goodwill in industry.
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P4 Need for continuous learning
Learning is that term which individual get from their childhood and its never stop until
the end of life. In Samsung learning process for employee are always continuous in the form of
training development programmes. Companies trainer uses distinct learning cycle or styles in
order to enhance business skills as well as interpersonal skill so all the employees come with
different personality (Kimmerle, Cress and Held 2010). The main objective behind it to increase
productivity and reduce the loss of resources for better results. For many companies collaborate
with different universities all over the world so that employee learn new skills while working in
organisation itself.
In Samsung employee come from different culture but the unique thing about them all the
workforce are familiar with distinct languages and ability to understand their customers problem
in depth manner. Now the team of Samsung focuses on HPW in order to gain competitive
advantage and stability in internal atmosphere. Company spend much on market research
development programmes which enable all the employee easily learn all the techniques and
become innovative and productive which help organisation in developing professionally.
Samsung uses continued professional development framework which related to process
of tracking and documenting the skills, knowledge and experience that employee gain formally
and informally from leaders beyond any initial training (Marrone, 2010). It is helpful in
maintaining sustainability and good performance of employees by investing more in them. Many
activities that should be performed by manager of company to maintain this are:-
 if an employee is not adjust in corporate environment then personally communicate with
her and try to know weakness which help in providing systematic training instead of
firing them from job. Using high performance working by HR manager among their employees enhance their
working performance and gaining professional attitude, competencies among them. If an
employee not accomplish their daily targets and share their work with experience workers
so he or she analyse their lacking during achieving goals.
Learning cycle significance:
Kolb's experiential learning theory:
this model published in year 1984 by David A. Kolb who describes how individual skill
and job requirement can be assessed in same language that can be measure. It include
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experience, perception, cognition and behaviour. This learning look at things at distinct
perspectives.
In diverging individual has strong capacity of imagination, emotional, artistic work and prefer to
work in group which help in enchaining innovative and distinct work (Moe, Dingsøyr and Dybå,
2010).
In assimilating employee of this type has good clear information and able to format data in
effective way which easily understand by whole organisation.
In converging type learners are problem solver by putting logical and practical theory into real
issues.
In accommodating individual with this kind of leadership style prefer to do things practically. In
organisation such employees always energetic in taking challenging work and solve problems
easily.
Thus Samsung must adopt above learning style for implementing continuous professional
development in order to drive sustainable business performance.
Their are various internal external method of learning used by companies like seminar,
lectures, conferences, workshop and case study of recent market condition (Nancarrow and et. al
, 2013). These tools consider helping mechanism for both leader and employees because through
this everyone share their ideas, opinion and gain something new from every other person.
Here are some benefits that derived from need for continuous learning and developing
professional skill are:-
 Competency lead to confidence:- when working employee filled with skill and ability in
them allow in bringing innovative ideas, opinion and lead to confidence in achieving
tasks.
 Facilitates employee performance: Using various learning style and high performance
working model facilities employee growth and professionalism in their personality.
TASK 3
P5 Contribution of HPW in employee engagement and competitive advantages
High performance working practise performed by HR department with an aim of
establishing culture, transparency and open communication without follow communication chain
which facilitate rational decision making and active participation of employees. These practise
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are effective when use in bundles which organisation adopt such working practise in their culture
which is best suited to their needs, strategies and overall objectives. Samsung HR department
take initiate to follow such practises in order to boost economic growth and competencies.
Employee engagement means those workplace approaches which used to induce
employees to actively participate in business decision making which result in better outcome and
efficiency in objective accomplishment (Rasula, Vuksic and Stemberger, 2012).
Competitive advantage means gaining superior position over competitors. In today
scenario company earns this advantage only providing distinct products and services which
satisfy the needs, wants of customers. Gaping the hidden opportunity of Niche market in term of
product price range, quality management and introduce innovative facility which has long-lasting
impact on customers over market players from different countries is the valuable achievement in
business sector.
In Samsung a multinational company having various subsidiaries which deal in distinct
products and services need to implement HPW practises to make market strategies effective and
policies that are made for employees (Somech and Drach-Zahavy, 2013). HPW practices apply
in organisation for employee engagement and competitive advantages which contributes in
optimum utilisation of resources and reduce all wastage which enhance productivity of
organisation. Benefits that derived after applying HPW in aspect to Samsung which stated
below:-
 It improve team functioning by focusing on most urgent operational issues affecting
business and ignore too lengthy and unproductive work.
 Enhance team commitment over vision and objective of company through using of open
line of communication and initiate transparency in accounting operations.
 Team members committed towards collaborative working model to solve complex
business problems by listening each other which enhancing professionalism and
competency factor through harmony in environment.
 Ability to handle customer problems at the time of showing product according to needs,
trends and preferences by using learning styles and tactics in facing confusing
customers.
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TASK 4
P6 Approaches to performance management
It is an approaches which used to create favourable working environment in which
employee work with their best abilities. Under performance management policies, strategies are
made after concerning needs, wants and expectation of workforce. It consider as most effective
tool for leaders at the time of interacting and measuring the overall work performance in to
learning occasion. Therefore it is continuous process in which budgets standards, objective
setting are assessed and providing appropriate training if feedback come for improvement so
both individual and organisation goals are accomplished (Vaccaro and et. al ,2012) . Approaches
used for measuring employee performance are:-
Figure: Performance Management Source: Approaches of performance management 2018 Comparative approach:-
This approaches used at the time of ranking employees with respect to that of others in
particular group. Employee are ranked from best to worst performer. Several techniques used
under this approach are forced distribution, graphic rating and paired comparison. For examples
Samsung is big corporation having various subsidiary using forced distribution in which a group
of top performer constituting 10%, a group of average performers constitute 40% finally lower
get 10%. this ensure rewards to top performers and giving training and performance to middle or
lower performers (Zhang, Tsui and Wang, 2011).
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 Behavioural approach:-
This is most common technique of measuring performance. It consist of series of vertical
scales for different types of jobs. This can be done by BARS( Behaviourally Anchored Rating
scale). This scale is based on some standards and parameters in which employee ranked on the
basis of anchors according to performance.
On the other hand behavioural observation is modified version of BARS in which behaviour
of employee are specified clearly for effective performance. This approach is suitable in case
where reliability and accuracy are the major mechanism for measuring performance. Result approach:
This consider simplest method without use of time, efforts employee are rated on the basis of
performance result at the end of year (Decuyper, Dochy and Van den Bossche, 2010). Under
this balanced scoreboard technique are used which focus on four perspectives which include
financial, customer, internal operations and learning growth that decide the future plans of
business.
The main advantage of this approach that it not not rely on financial indicators of job
performance but also consider external environment changes like customer demand, recent
competitors product, attractive offers which possible to implement to increase sales. For example
Samsung must apply this approach of performance management to analyse the real position of
business in external market.
 Quality approach:
This approach is used in measuring the quality of products and services of company. It give an
idea for continuous improvement in customer satisfaction by reducing errors and continuous
service improvisation. Advantage of this approach for Samsung are:-
Help in assessing of both employee and system operating in organisation.
Company solve complex situation through teamwork and use of multiple sources to evaluate
performances and consider both external and internal drivers by scanning business environment
to enhance performance and brand equity in all over world (Dettmer, Knackendoffel and
Thurston, 2012).
CONCLUSION
Learning is a continuous process, it is important to make employees feel comfortable and
hence they do not feel inferior in comparison to others. Training and development is not only
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important for new employees, it is important for existing employees too. There are chances that
some people does not want to accept what is new, they are comfortable in they learn. In this
report, it is said that HR department plays important role to deal with employees. But at the same
they are equally qualified to deal with all the problems arise. Learning is more clear with the
learning curve given by Kolb's theory. It is said that implementing learning program is not only
task of company but it is necessary to analyse their performance after training. Company has to
give emphasis on high performance which means company emphasis on total quality
management, which means defect less product and services.
REFRENCES
Books and Journal
Decuyper, S., Dochy, F. and Van den Bossche, P. 2010. Grasping the dynamic complexity of
team learning: An integrative model for effective team learning in organisations.
Educational Research Review. 5(2). pp.111-133.
Dettmer, P., Knackendoffel, A. and Thurston, L .P., 2012. Collaboration, consultation, and
teamwork for students with special needs. Pearson Higher Ed.
Hargis, M. B., Watt, J. D. and Piotrowski, C., 2011. Developing leaders: Examining the role of
transactional and transformational leadership across business contexts. Organization
Development Journal. 29(3). p.51.
Hirst and. et. al ,2011. How does bureaucracy impact individual creativity? A cross-level
investigation of team contextual influences on goal orientation–creativity relationships.
Academy of Management Journal. 54(3). pp.624-641.
Hu, J. and Liden, R .C., 2011. Antecedents of team potency and team effectiveness: An
examination of goal and process clarity and servant leadership. Journal of Applied
Psychology. 96(4). p.851.
Joo, B .K. and Park, S., 2010. Career satisfaction, organizational commitment, and turnover
intention: The effects of goal orientation, organizational learning culture and
developmental feedback. Leadership & Organization Development Journal. 31(6).
pp.482-500.
Joo, B. K .B., 2010. Organizational commitment for knowledge workers: The roles of perceived
organizational learning culture, leader–member exchange quality, and turnover
intention. Human resource development quarterly. 21(1). pp.69-85.
Katzenbach, J .R. and Smith, D. K., 2015. The wisdom of teams: Creating the high-performance
organization. Harvard Business Review Press.
Kimmerle, J., Cress, U. and Held, C., 2010. The interplay between individual and collective
knowledge: technologies for organisational learning and knowledge building.
Knowledge Management Research & Practice. 8(1). pp.33-44.
Marrone, J .A., 2010. Team boundary spanning: A multilevel review of past research and
proposals for the future. Journal of Management. 36(4). pp.911-940.
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Moe, N. B., Dingsøyr, T. and Dybå, T., 2010. A teamwork model for understanding an agile
team: A case study of a Scrum project. Information and Software Technology. 52(5).
pp.480-491.
Nancarrow and. et. al , 2013. Ten principles of good interdisciplinary team work. Human
resources for Health. 11(1). p.19.
Rasula, J., Vuksic, V. B. and Stemberger, M .I., 2012. The impact of knowledge management on
organisational performance. Economic and Business Review for Central and South-
Eastern Europe. 14(2). p.147.
Somech, A. and Drach-Zahavy, A., 2013. Translating team creativity to innovation
implementation: The role of team composition and climate for innovation. Journal of
management. 39(3). pp.684-708.
Vaccaro and. et. al ,2012. Management innovation and leadership: The moderating role of
organizational size. Journal of Management Studies. 49(1). pp.28-51.
Zhang, A. Y., Tsui, A. S. and Wang, D .X., 2011. Leadership behaviors and group creativity in
Chinese organizations: The role of group processes. The Leadership Quarterly. 22(5).
pp.851-862.
Online:
The Impact of High Performance Work System (HPWS) on Employee Productivity as Related to
Organizational Identity and Job Engagement [Online]. Available through:
<http://citeseerx.ist.psu.edu/viewdoc/downloaddoi=10.1.1.912.9699&rep=rep1&type=pdf2017>
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