Effective Project Management and Team Building

This assignment delves into the crucial aspects of project management, emphasizing effective teamwork strategies. It explores various models used in project management, highlighting their applications in real-world scenarios. The importance of clear communication, knowledge sharing, and managing diverse teams is emphasized. Furthermore, it discusses the role of human resources in fostering a positive and productive work environment conducive to successful project completion.

EMPLOYABILITY SKILLS

Table of Contents
INTRODUCTION......................................................................................................................1
TASK 1......................................................................................................................................1
1.1 Set of your own responsibilities and performance objectives..........................................1
1.2 Own effectiveness against the above defined objectives.................................................3
1.3 Make recommendations for improvement........................................................................3
1.4 How motivational techniques can be used to improve the quality of staff performance. 4
TASK 2......................................................................................................................................4
2.1 Solutions to work based problems faced by Travelodge..................................................4
2.2 How above solutions communicate to line manager and team........................................5
2.3 Time management strategies that you would use to improve or mitigate time
management risks...................................................................................................................6
TASK 3......................................................................................................................................7
3.1 Roles people perform in a team and the way they work mutually to accomplish shared
goals........................................................................................................................................7
3.2 How the overall team performance is affected by team dynamics...................................9
3.3 Alternative ways that you will use to complete the tasks of workforce planning and
achieve team goals within your department...........................................................................9
TASK 4....................................................................................................................................10
4.1 Evaluate tools and methods for developing solutions to problems................................10
4.2 Develop an appropriate strategy for resolving labour turnover problem.......................11
4.3 Evaluate the impact of implementing the above strategy in the organisation................12
CONCLUSION........................................................................................................................12
REFERENCES.........................................................................................................................14

INTRODUCTION
With the constant increase in the society's development, the competition in the market
is constantly increasing too. Employers in the day to day business scenarios should not only
focus on individual progress but should be in a position to look for collective progress. These
skills are referred to talents and proficiencies for not only gaining the best employment
advantages, but even the development which takes place at work place while even attaining
personal objectives. As various organisations are different with their standards, the fellow
graduate's skills mainly depend on the operating environment of the organisation.
Travelodge is facing a scarcity of skilled labour due to various reasons. As a matter of
fact, UK has a shortage of employees having high communication skills which is essential for
the hotel industry. This paper will consider my role as HR coordinator and to make worthy
training sessions in the organisation by having an effective workforce at Travelodge in the
UK. I will also be working as a manager who will coordinate successfully in the organisation
and I will therefore be able to evaluate my weakness and strengths. I will be in a position to
be constantly coordinating with the executives and other head of departments where I will be
able to perform in groups and attain mutual goals therefore team building and all the solution
of all the problems that would possibly arise at work.
TASK 1
1.1 Set of your own responsibilities and performance objectives
My main duties and responsibilities as a HR manager of Travelodge is to select the best
candidate fit for the company and adopting the ways to retain them for the long period of
time. Also, I will be responsible for creating the brand value among the employees are
customers. The candidates selected by me should be fit for the standards set by the company.
Also, they should be talented and skilled according to the requirements of Travelodge. In
addition to this, it is my duty to undertake the practices of human resource to ensure the
quality performance of employees at the workplace and objectives of the company are
achieved. Some of the main duties as a HR coordinator in Travelodge are defined below:
Review the list of applicant and short list them to call them for an interview
Monitor the entire recruitment process taking place in the company as well as to give
assurance about the best practices adopted by them.
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Give assurance about the legal requirement and guidelines followed by the company to
recruiting the employees
Meanwhile, send a rejection mail to the applicants who are not fit for the company.
Provide training and development to the employees.
Motivate the employees on the regular basis.
Negotiate the salary with the employees while making the employees stick to the company.
Set position of right employees at right work and create description of job for new employees
Be an active manager to solve the problems related to human resource management and make
strategic decisions.
Prepare the budget of planning and managing human resource and control it.
Further, while complying with the above responsibilities I have set some of the objectives to
be achieved in coming future time as the company grow. Moreover, the objectives are
differentiated in short term, medium term and long term. These are:
Short term objectives: To be achieved in near 6 months
In order to increase by ability to effectively deal with the strategic human resource activities,
I will learn the entire course of management.
Medium term objective –To be achieved in 1-2 years
To be able to take responsibility in managing and leading a team of handful employees
to be able to undertake demanding projects for the organisation. Therefore, I will be engaged
in trying to engage in inter-functional projects which will have a significant importance and
add to my current field’s experience.
Long term objective – To be achieved beyond 2 years
Attaining promotion and success in my current field. Taking more responsibility of
large group.
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1.2 Own effectiveness against the above defined objectives
The above defined responsibility and objectives as a HR manager will surely help me in
developing my career in my field. The objectives defined by me in short run will help me in
enhancing my ability to tackle and coordinate with the activities in human resource
department. While managing the activities I will self manage learning the skills of managing
the time and prioritising the activities of highest value first to be accomplished in particular
time.
Further, the above defined medium term goal to be achieved will enhance my
confidence level to manage the department. It will also help me in gaining skills to
strategically solve the grievances if any prevailing in the industry. Also, while achieving
medium term objectives I will help team members in effectively coordinating with other
members of the team while working towards accomplishing common goals of Travelodge.
Moreover, while working towards accomplishing long term objectives in my field I will
develop cost effective and productive learning to solve different group problems on large
scale also at a single point of time. Also, it will boost up my ability to solve grievances of
human resource department and developing the department in Travelodge. Further, I will be
able to convince senior management as I will be more skilled by the time.
1.3 Make recommendations for improvement
As a HR manager as I have to manage human resource and solve the grievances arising
in the department I lack strategic orientation skills essential in my career to become a
competent and successful HR manager. IN this context, I would lead the role as a strategic
planner in my field and prepare plan and strategies to be adopted in order to achieve the
desired mission and vision.
Further, I lack in public speaking which is essential in Travelodge as under recruitment
process I have to deal with so many people at one time. For improving the skills I will be
attending the training sessions regarding communication skills and public speaking. Also, as
a HR manager in Travelodge I have to be talented and experienced in solving the issues
among workforce. For gaining the skills I would lead two different groups analyse the issues
that hinder the performance of cross functioning groups and prepare strategies to solve them.
This would definitely enhance my ability to solve structured as well as unstructured problems
arising in Travelodge.
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1.4 How motivational techniques can be used to improve the quality of staff performance
In order to improve the quality of staff performance, I would suggest the following
motivational techniques and methods that can be used:
Motivation by gamification - To make the staff more interested towards work, more exciting,
and appealing, business projects and changes in policy can be gamified. The process of
gamification is giving input for completing the task given. This includes utilization of
different tools like rewards, challenges, badges, ranking and other approaches which can be
integrates to the present system in Travelodge (Becker and Huselid, 2006).
Developing skills and set standards – Setting standards is very important as personnel present
in the company should know about what is desired and what is completed by them. In the
absence of clear and explicit standards employees would give unnecessary explanations and
excuses when the target is not received. Further, the manager should clearly define the
aspiration needs of employees and try to fulfil them by offering further opportunities to
develop their skills and knowledge and improve their personality both as personal as well as
professionally.
Activities of team building – Manager in Travelodge should not only let employees work in
formal group at the workplace but also may allow them to freely work and communicate in
informal group outside the premises of an organisation. This would improve their confidence
level to work in a different group in different environment (Becker and Huselid, 2006).
Maslow’s hierarchy of needs – This is a technique of motivation in which the motivational
needs of an individual ranges from the basic physiological needs to self-fulfilment needs.
These needs are in a sequential order and it is analysed that motivational factors influence
what an individual aspire for. Employees are much more loyal and committed towards the
company who fulfil the needs of their employees from physiological to self-fulfilment (Huitt,
2004).
TASK 2
2.1 Solutions to work based problems faced by Travelodge
In the present scenario of business, as the market is becoming more competitive and
challenging there is problem of shortage of skills faced by Travelodge which can be solved
by applying the following strategies by the manager at the workplace:
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Emphasis on safety of employees– Creating a culture in an organisation where prime
emphasis is given on the safety and security of employees enhances the strong commitment
of employees towards the company. Also, it will provide several benefits to Travelodge as it
will reduce the risk of unwanted events met within inexperienced staffs. Further, strong
safety of staff will attract more of the skilled, qualified, and experienced employees towards
Travelodge (Boxall and Purcell, 2011).
Collaborate – This includes creating a pool of staff by working with the employees of other
industry. This will reduce the risk and cost of training provided to employees. In this system
workers are shifted to the workplace wherever needed. This particular strategy will benefit
Travelodge to reach a wide range of talented staff (Horwitz and Horwitz, 2007).
Recruit – Rather than searching for the right match of particular job profile, company would
seek new personnel required for a meticulous job by fresh recruitment process. These freshly
recruited employees would be provided with the internal session of training through which
their talent and skills can be strengthened to perform the required job. This strategy helps
Travelodge to access wide range of applicant’s pool that can be recruited as per the
requirement of company (Cotton, 2007).
The other common work life problem faced in Travelodge is employees and managers do not
clearly know what is already available in the company and what the working taking place
such as employees are not aware of existing policies and new employees are not told about
the available options. This problem can be solved by:
 Enhancing induction programme for employees and managers.
 Open discussion session where the teams share and talk about different ideas.
 Using pamphlets, booklets, intranet and posters to give an overview about any issue
prevailing in the company.
 Equipping the Union and advisor to assist the employees (Jonassen, 2000).
2.2 How above solutions communicate to line manager and team
In order to effectively communicate the issues prevailing in the company to the senior
management of Travelodge, I would suggest the following of the ways in which it can be
communicated:
Informal communication – Communicating with the employees in informal way is very
effective and friendly way of communication. It reduces their stress and draws their attention
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towards the different activities in the company. Further, with the help of this method I can
convince my employees to take active participation in the training and development sessions
organised by company and develop their knowledge and skills. Employees are attracted more
to the company as they are getting the environment where they are freely connected to their
subordinates and supervisors (Rowe and et.al., 2005).
Written communication – In this method I will prepare a formal mail and send it to the senior
management explaining the above discussed issues present in the Travelodge. The issues
include the problem of shortage of skills and lack of awareness among staffs. The mail should
also include the solutions and the strategies which can be followed in order to overcome the
problems. The mail should be prepared in a manner which throws the light on the importance
of workplace planning. In the mail or letter written by me I will communicate to the line
manager the need of implementation of different strategies to attract and seek the most skilled
and talented staff and to retain them for the long period of time in the company (Van Riel and
Fombrun, 2007).
2.3 Time management strategies that you would use to improve or mitigate time management
risks
One of the most essential elements of a skilled employee is the ability to plan and come to
various ideas about increase in manpower within the organization. There are various methods
which are involved in the theory of strategic time management out of which two will be used
in this paper for conducting the HR coordinator role efficiently:
The 80-20 rule: This is related to the Pareto principle of management which states that 20%
of the entire work leads to 80% of outcomes which are positive. This analysis will be used in
this paper as more advantages can be taken and would involve lower cost. In order to
generate more advantages in an organisation I will use Pareto analysis by consuming very
less time. In this regards, I will make list of all the activities that I have to perform and then I
will select that 20% of activities which will provide me highest value than those remaining
80% of the activities. The smartly selection of those 20% of activities is very crucial for the
success of the company so that Travelodge gets the highest value of their business (Soliman
and Spooner, 2000).
Time log: This is a strategy in which unproductive activities or the activities which are not
providing high value to the business are identified and then adequate initiatives are taken to
eliminate or improve them. This kind of strategy is very useful in Travelodge at the time of
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pressure, for example at time when many requests are received all at one single point of time
then this strategy will be useful to eliminate the activity of least priority. Then after, when the
highest value activities are finished managers should focus on the remaining activities to be
done (West, 2006).
TASK 3
3.1 Roles people perform in a team and the way they work mutually to accomplish shared
goals
In order to achieve goals and objectives employees of Travelodge follow Belbin model
to eradicate the differences among the team members if any and mutually work as a team to
accomplish common goals. If the Belbin model is effectively adapted it will help an
organisation to enlighten the balance between the team members, increases the strengths as a
team and evaluate the weaknesses of the team (Belbin and Belbin Associates, 2009). By
outlining the roles of an individual in a team, they know how to increase the strengths of an
individual in a team and motivate them to take suitable actions at the workplace. Belbin
model has different nine roles which are explained as follows:
Overall Belbin roles Description
Roles related to actions Shaper Challenge the group to
enhance. These are dynamic
and extrovert persons who
are socially very active
which helps them in finding
more solutions. They may
affront people’s feeling as
they are argumentative
people.
Implementer These are the people who
take things into action. Turn
out the ideas into physical
actions. They work in an
organised manner.
Finisher They are the checkers that
whether the task is
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completed or not. They
work according to the
deadline. They thoroughly
check the activity and focus
on every single small detail.
Thought oriented roles Plant Endorse innovation and
creativity. These are
introvert and lack good
communication skills. Ideas
are novel hence impractical
sometimes. They ignore
given parameters and work
in isolation.
Evaluator Investigate the things to the
core and analyse all the pros
and cons of the options
before taking any decisions.
Specialist They are the experts who
posses high skills in a
specific field. They lead the
group as they crack many
issues as a specialist.
Feelings/People Coordinator They are the leaders or the
chairmen and guide the team
the objectives they have to
achieve. Role is to delegates
the activities effectively.
Team worker People in coordination with
the other members towards
accomplishing common
goals. They are good listener
flexible, diplomatic and
perceptive.
Investigator They are innovative and
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evaluate the things before
they are undertaken. They
develop contacts; negotiate
on behalf of the team.
In order to effective operations of the company managers should appoint one coordinator or
shaper as a team leader (Fisher, Hunter and Macrosson, 2000). Evaluator thoroughly checks
the options given to the company and finisher completes the task once decided and delegated
by the coordinators. Team members should be selected to work for the completion of given
task and to accomplish common goals of Travelodge (Midura and Glover, 2005).
3.2 How the overall team performance is affected by team dynamics
There is an influence on the behaviour, direction and performance of the team by the
team dynamic that is psychology, and insensible powers. The group progressions are
produced by collaboration nature, the general population in it, their relations with others
while working and encompassing where they direct exercises. For instance, if a new member
of a group having harsh relation with any of the existing member prove to be in resistance of
change in the company (Myers, 2013). This issue can be resolved by the team leader by
organising a workshop in order to build team and role of group member are clarified and
clear the misunderstanding. One such other dynamic which have influence is the emotion of
the employees (Yeh and et.al., 2006). For example, if the company has very intelligent and
talented person employed but who cannot control on the emotions and respond to any of the
situation whether favourable or adverse very fast. This will lead the person in problem as he
will not evaluate the case properly and will jump on the conclusion directly. This will result
into moral issue with the subordinated present in Travelodge (Pryke and Smyth, 2006).
3.3 Alternative ways that you will use to complete the tasks of workforce planning and
achieve team goals within your department
The accompanying techniques can be embraced by Travelodge to complete the workforce
arranging undertakings and achieve objectives of the group in the division:
Joint efforts and communication: An appropriate communication is critical to effectively
work together the group and make satisfactory use of pooled talents of various employees
associated with Travelodge. Open discussion and sharing of data will underpin
representatives to suspect what is really anticipated from them. It would permit them to
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viable cooperate for accomplishing set targets. In spite of having only formal communication,
company should permit also informal communication among the personnel of the company
(Sullivan, 2011).
Group building and leadership: It is extremely fundamental for a growing organisation. The
group leader will be in charge of guaranteeing that all workers perform equally to achieve the
objectives of organisation. The group leader at Travelodge, for some situation can likewise
support its staff individuals to reach at additional milestones. Besides, the leader should and
must assign important and testing duties to staff individuals, as they will certainly perform
better when they will be in a position to introduce their work in such a way that we start
finding it pleasant and fascinated by what’s coming their way. Likewise, a desirable leader
must stay neutral with each worker while the tasks are being assigned (Thornley, 2003).
TASK 4
4.1 Evaluate tools and methods for developing solutions to problems
As there is no any problem without solution, mathematical approach can be followed in
order to solve any practical issue in Travelodge. One solution of many of the problems
related to talent is the team work as it is not practically possible that the co-partner posses all
the skills required for accomplishing any given task. In that case, team work leads to the
successful completion of activity. To build up solution to the problems, following methods
can be used by Travelodge:
Analysis of root cause– In spite of giving suggestions and ideas it is beneficial to analyse and
determine the root cause of any given problem. Analysing and correcting the root cause is the
way to eliminate the chances of reoccurrence of same problem over the time. This is a
corrective action taken in the company to determine the cause of the event, evaluating issues
and correcting them by taking appropriate actions. Further, on the basis of findings received,
many suggestions for improving the existing process can be developed. This method can be
adopted by Travelodge all the constant problems arising in the company (Hadler, 2016).
Analysis of critical path – This method refers to clearly determining all the activities and their
critical path based on the experience. Generally, this method is adopted on early stage of
product life cycle as planning. In this system, time required for each activity is determined
and proper measures are taken to decrease the time period of critical activity. This system
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helps in the planning stage of each activity that is significant to be accomplished. This also
helps in mitigate or eliminate the risk arises during the whole process (Jacobsen, 2016).
4.2 Develop an appropriate strategy for resolving labour turnover problem
As the employee turnover costs a lot to the hotel industry. The entire turnover can be a killer
to the culture of the company. In order to overcome such a problem, Travelodge needs to
adopt the strategy to improve the culture and retention of employees. Below are some of the
strategies that can be adopted:
Hire better with new technology – since recruiting, training programs, on boarding of
employee results in the largest turnover cost. In this regards, managers of Travelodge are
required to recruit the right person that stick to the company without breaking the bank.
Advanced technology should be used for effective recruitment process. This can be done by
recruiting through employee referrals, social recruiting, and video interviewing. Through
social recruiting, one can build relations with the candidates, get updated and wait for the
right opportunity to hire. Recruiting through employee referrals prove to be one of the best
way of recruitment as the current employee understands the requirement of company and
potential of referred employees. Whereas, through video interviewing personal connection is
not broken at the time of hiring (Mayhew, 2016).
Training to employees – It is better to train the existing employees rather than firing and
hiring new one. Employees feel more refreshed and dedicated towards the company when the
development opportunities are provided to them. Although organising training programme
costs to the company but it turns to be an investment of the company if it gives positive
results. Also, employees are retained more when proper training and development program is
held by Travelodge.
Be a mentor – in present business scenario, employees want mentorship and they want
company to take initiative. It is advisable that the company should be loyal towards the
employees in their hard times. When any issue is addressed, company needs to find the way
to stop it from occurring. If employee finds any leader or coordinator around him, he will
probably not be taking step of leaving or quitting the job (Pryke and Smyth, 2006).
Provide incentives – Many of the employees are disinterested in their job because their work
is not recognised or appreciated in the company. Appreciation is the best way to motivate the
employees. When the employees are putting extra efforts at the workplace then Travelodge
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should provide them incentives at the regular basis so that the talented and skilled staffs are
retained by the Travelodge (Zhan and et.al., 2005).
4.3 Evaluate the impact of implementing the above strategy in the organisation
In present business world, company finds it burdensome to change the current strategy
for problem solving. In order to be effective in altering the strategy, it would need the
constant support from top level management as they are the authorised person in strategic
decision making. The success of the implementation of any new strategy in the company is
based on the level of support received by the top level managers. Once the strategies are
executed and implemented, it is essential to measure the outcome. If any variance is received
between the standard set and the actual outcome received, proper step should be taken to
improve it. As the every strategy selected includes some risks and rewards, these should be
evaluated properly before final implementation. By minimising the risk, returns will be
enhanced and the strategies suggested above will help Travelodge to increase its profit
(Jacobsen, 2016). The evaluation of the process can be carried in the following way:
 Increase in revenue
 Improvement in operations of the company
 Increase in the satisfaction of employees and customers
 Achieving breakeven.
It is advisable to the managers of Travelodge to regularly evaluating the results out of the
strategies adopted by following the ways. If the strategy fit according to the parameters set by
the company, then the company is definitely adding value to its business (Hadler, 2016).
CONCLUSION
The above report prepared conclude that as the human resource department increasing
the efficiency of the company as a whole, whoever developing their career in this field need
to learn about different strategies to be followed in order to manage the personnel and able to
calculate the right pay for the right job. Also, the manager needs to learn how to manage the
nature and culture at the workplace and manage the behaviour of different people. Also, the
report concludes that in order to retain talented and skilled personnel, company needs to
adopt some strategies like providing incentives and recognising their work among other
people and appreciating their contribution. It can be possible by adopting Belbin model of
clearly assigning role of everybody at the workplace. Further, the dynamics of team have
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influence on the company and leaders should encourage open communication and freely
environment at the operating area to reduce the stress of employees.
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REFERENCES
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2016].
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<http://www.itseducation.asia/problem-solving.htm>. [Accessed on 12 July 2016].
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Available through: <http://www.globoforce.com/gfblog/2013/12-surefire-tips-to-
reduce-employee-turnover/>. [Accessed on 14 July 2016].
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<http://smallbusiness.chron.com/solve-employee-turnover-rate-11152.html>.
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Sullivan, J., 2011. Increasing Employee Productivity: The Strategic Role That HR Essentially
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employee-productivity-the-strategic-role-that-hr-essentially-ignores/>. [Accessed on 14
July 2016].
Thornley, G., 2003. Critical path analysis in practice: collected papers on project
control (Vol. 10). Psychology Press.
Van Riel, C.B. and Fombrun, C.J., 2007. Essentials of corporate communication:
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Journals
Becker, B.E. and Huselid, M.A., 2006. Strategic human resources management: where do we
go from here?. Journal of management, 32(6), pp.898-925.
Droege, S.B. and Hoobler, J.M., 2003. Employee turnover and tacit knowledge diffusion: A
network perspective. Journal of Managerial Issues, pp.50-64.
Fisher, S.G., Hunter, T.A. and Macrosson, W.D.K., 2000. The distribution of Belbin team
roles among UK managers. Personnel Review, 29(2), pp.124-140.
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