Developing People: Importance of Teams and Human Resource Intervention

The report focuses on the development of teams and the manner in which it can be persuaded to help in the development of organisations. The importance of forming groups and the problems related to the formation of groups and implementation of strategies in the organisation has been discussed. A Human Resource Intervention is provided that can help the organisation to overcome its problems with the teams and take into consideration mitigation strategies for the further development of teams.

Running head: DEVELOPING PEOPLE
Developing People
Name of Student
Name of University
Author Note

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DEVELOPING PEOPLE
Executive Summary
The report focuses on the development of teams and the manner in which it can be persuaded
to help in the development of organisations. The focus is on the evidences provided from a
case study that describes the situation existing in Red Telecom, a telecom sector located in
Australia and New Zealand. The importance of forming groups and the problems related to
the formation of groups and implementation of strategies in the organisation has been
discussed. It has been seen that most of the employees complain about the lack of support
from the leaders and that efforts are seldom appreciated. A Human Resource Intervention is
provided that can help the organisation to overcome its problems with the teams and take into
consideration mitigation strategies for the further development of teams.

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Table of Contents
Introduction................................................................................................................................3
About the case............................................................................................................................3
Application of theory.................................................................................................................4
Group observation analysis........................................................................................................5
Human Resource Intervention....................................................................................................6
Competencies related to job role................................................................................................7
Conclusion..................................................................................................................................8
Bibliography...............................................................................................................................9
Appendix..................................................................................................................................11

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Introduction
It is important for every organisation to ensure that teams and groups are maintained
for better and efficient work. As stated by Malekoff (2015) groups and teams are important
for the development of trust among the people. The report focuses on the importance of
groups and the manner in which it can help an organisation to continue its development in the
market. The report takes into account the analysis of a case study, which describes the
functioning of groups and the application of theories to provide a Human Resource
intervention and competencies related to the job roles that need to be performed by the
people. At the same time, the report provides a learning and development plan for the
organisation described in the case study taking into consideration a period of 12 months for
the development and implementation of the plan. Details about the case study have also been
provided.
About the case
Red Telecom is a multinational enterprise in the telecommunication service sector.
The majority area in which the company operates is in the area covering the Oceania that
includes Australia and New Zealand. The aim of the company is to improve the outcome and
services for a range of stakeholders. The development of an initiative titled the Red’s
Inclusive Strategy 2020 had set about a few workforce targets for the development of the
organisation. This includes the increase in the diversity of the organisation in terms of
improvement within the organisation. The major problem that has been seen form the case is
that the launching of the new strategy has led to mixed reviews from people.
The manager intends to develop a training and development program that can help in
attaining certain aims of the organisation. These aims include an improvement in the diversity

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climate of the organisation, engaging more women population, increase of people with
disability and identification and support of talented employees. These training needs are
required so that team members do not find the new strategy as politically corrected or include
quotas. At the same time the complexity as well as the frequency of changes that are
maintained in the organisation provides the team members with doubt over the functioning of
the organisation.
It has been evidenced from the case study that the Human Resource team of Red had
conducted a number of Training Needs Analysis so that Customer Resolution Department can
be used to identify the learning and development requirements needed for conducting the
research. The outline of the trainee group and the expanded team leader within the
organisation has been evidenced as central for the implementation of the goals made by the
Red’s. Therefore, several observations can be made that helps in analysing the results from
the Training Needs. These observations can be analysed by the application of appropriate
theories related to managing of teams.
Application of theory
In order to understand the theories related to groups and teams. It is necessary to
understand the manner in which groups and teams function and the responsibilities that need
to be given to the members. According to Galegher, Kraut and Egido (2014), it is essential
that teams and groups be provided with responsibilities that can help in the development of
the individual as well as the teams. Hence, the application of theories related to teams such as
Belbin’s group theory can be made so that each team member can be provided with the
responsibility required for success in the organisation.
As stated by Sarsons (2017) Belbin’s team dynamics identifies about nine types of
responsibilities that can be provided to team members so that they can bring about success. In

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the case of Red Telecom, the application of Belbin’s team dynamics model can help the
organisation to fulfil the aim of the Human Resource Department in trying to cope up with
the proper development of the team and to build trust among one another. Moreover, the team
development and the concerns of the individuals also needed to be taken into account to
understand the team dynamics that exist in the organisation. Therefore, an analysis can be
made that can help in understanding the observations made during the training needs analysis.
Group observation analysis
It has been evidence from the case study that after the conclusion of the training needs
provided to the team members, certain issues were discovered. These issues mainly resulted
in the complaints made by the team members and it is the duty of the Human Resource
Department of Red to come up with solutions so that the issues can be addressed in a proper
manner. It has been evidenced from the case that several team members had complained that
information or support from team leaders were not received while handling difficult clients.
This led to a sense of de-motivation among the people and long-term goals with the
organisation were jeopardised.
Drumm (2014) is of the opinion that motivation is one of the important attributes that
need to be provided to the employees so that they can continue to work in a fruitful manner in
the organisations. In this case, the team members were concerned about the poor performance
that may limit their progress within the organisation. At the same time team members
performing better in the organisations were also affected as appreciation for their efforts them
were being shifted due to the overall poor performance of the team.
Therefore, it can be said that negative attitude about working in the organisation
existed among the team members. According to Baines, Blatchford and Webster (2015), it is
important that a team be composed of diverse people of both gender as well as of different

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ethnicity. This can provide stability in the team and provide it with a balance to improve the
future prospects. However, in the case of Red Telecom, the company had received complaints
about the imbalance between the genders of the team members. This led to concern among
some female members while approaching the team leaders despite having difficulty.
According to Becker (2014), the health and safety of the group members is also an
important consideration that needs to be taken by the managers. For this the manager need to
design work places and equipments that can ensure the development of safety of the people.
However, in the case of Red Telecom, the team members were concerned about the poorly
designed workstations and the work environment that existed in the company. Most people
did not have experience in working with disable people and therefore, training was needed so
that adjustment can be made at the work place. Therefore, it is necessary to conduct a human
resource intervention that can help in the application of relevant theories at the organisation.
Human Resource Intervention
In order to ensure that Red Telecom functions in a proper manner with the application
of team management, it is necessary that the Human Resource Department of Red Telecom
develop and implement proper human resource policies. The analysis can include identifying
one complaint at a time made by the employees. For example, in the case of the support from
the team leaders, it is necessary that the Human Resource Management of Red Telecom
provide the leaders with proper policies related to the rules and regulations of the
organisation and the responsibilities of the leaders. The leaders need to lead from the front so
that they can inspire the employees to work in a proper manner (Greif & Knight, 2016).
At the same time, it is also necessary that the health and safety of the employee be
also maintained. It has been evidence from the case study analysis that the workplace consists
of poorly designed workstations that may hinder the progress of the organisation as well as

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bring about injury of the employees. In this case, the Human Resource Management of the
organisation need to take into account the work environment that exists. This also includes
ensuring that no discrimination takes place between genders or with people that are disabled.
Dobao (2014) is of the opinion that motivation is necessary so that the employees can
be retained in an organisation. Therefore, appreciation of the employees and the efforts need
to be provided. In this case, it is necessary that the Human Resource Department of Red
Telecom provide its employees with the support needed for forming a successful team. The
employees that perform well in the organisation need to be rewarded so that they can be
motivated. At the same time, it can help the underperforming employees to work hard and
reach the organisational goals. Hence, such intervention techniques can provide Red Telecom
with an opportunity to train and develop the employees within a group so that effective
development of the long-term goals of the organisation can be reached. The competencies of
the intervention related to the job roles provided to the employees also can be analysed.
Competencies related to job role
The competencies that can be related with the group members and the job role include
an analysis of the organisational context and the theories that are related with the application
of group dynamics. Levi (2015) is of the opinion that it is necessary that the competencies of
the group match with the job that are assigned to the members so that they can be compatible
in the organisation. In the case of Red Telecom, it is necessary that gender equality be
prevailed in the organisation so that balance of the team can be maintained and equal
opportunities can be provided to people of all genders within the group.
At the same time it is also necessary that formal and informal manner of working be
developed at the workplace so that Red Telecom can provide the employees with an
opportunity to understand the importance of the formation of teams. The intervention

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suggested by the Human Resource Management need to provide an effective planning so that
the employees can be motivated to work in the team. The application of Belbin’s theory can
provide an analysis of the responsibilities that need to be undertaken by the employees so that
the team can function in a proper manner and at the same time ensure that organisational and
personal objectives be attained.
Conclusion
Therefore, it can be concluded that the application of relevant theories related to team
management can help in the development of groups in an organisation. In the case of Red
Telecom, it is essential that the aims of the managers be taken into account so that proper
development of the team can take place. The development of gender equality as well as
providing training about working with disable candidates can be provided so that the
organisation can continue its development of the teams. Therefore, it can be said the human
resource intervention of the organisation can help in the development of the team.

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Bibliography
Baines, E., Blatchford, P., & Webster, R. (2015). The challenges of implementing group
work in primary school classrooms and including pupils with special educational
needs. Education 3-13, 43(1), 15-29.
Becker, L. (2014). Working with groups. Social Work/Maatskaplike Werk, 43(2).
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
Brewster, C., Chung, C., & Sparrow, P. (2016). Globalizing human resource management.
Routledge.
Dobao, A. F. (2014). Vocabulary learning in collaborative tasks: A comparison of pair and
small group work. Language Teaching Research, 18(4), 497-520.
Drumm, K. (2014). The essential power of group work. In Making Joyful Noise (pp. 47-62).
Routledge.
Forsyth, D. R. (2018). Group dynamics. Cengage Learning.
Galegher, J., Kraut, R. E., & Egido, C. (Eds.). (2014). Intellectual teamwork: Social and
technological foundations of cooperative work. Psychology Press.
Greif, G., & Knight, C. (Eds.). (2016). Group Work with Populations At-Risk. Oxford
University Press.
Levi, D. (2015). Group dynamics for teams. Sage Publications.
Malekoff, A. (2015). Group work with adolescents: Principles and practice. Guilford
Publications.

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Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2016). Human resource
management at work. Kogan Page Publishers.
Mathieu, J. E., Hollenbeck, J. R., van Knippenberg, D., & Ilgen, D. R. (2017). A century of
work teams in the Journal of Applied Psychology. Journal of applied
psychology, 102(3), 452.
Sarsons, H. (2017). Recognition for group work: Gender differences in academia. American
Economic Review, 107(5), 141-45.

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Appendix
Learning and development programme
Aim of the
manager
Steps taken Resources
required
Timeline
Improve diversity
climate within the
department
1. Recruit people of
different
background and
ethnicity
2. Identify people
with talents so that
they can be
provided with
various
responsibilities
suitable for the
ethnic background
1. Proper Human
Resource
Development
2. Improved
selection and
recruitment process
3 months
Increase proportion
of women in team
leader roles
1. Promote the
interests of the
women and provide
them with
opportunities in the
team
2. Motivate the
existing women
1. Recruit
interested and
talented women
candidates for the
team
2. Leaders need to
encourage women
to approach with
4 months

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workers so that
other women
workers can show
interest in joining
the team
problems
Increase proportion
of individuals with
a disability among
all department staff
1. Recruit people of
all different
capability and talent
2. Analyse the
requirement within
the department
before recruitment
1. The support from
the leaders so that
critical tasks can be
undertaken
2. Suitable HR
intervention
3 months
Identify and
support high talent
staff of any
background
1. Motivate the
people working
well in the group
2. Promote them so
that more
responsibilities can
be given to them
1. Proper
monitoring and
scrutiny
equipments for
measuring the
performance
2. Leaders need to
encourage the
talents of the
people
2 months