Human Resource Management Assignment - Essay

Human Resource Management

Table of Contents
1) Essay ......................................................................................................................................1
2) Critical Incident Techniques (CIT).........................................................................................7
REFERENCES..............................................................................................................................10

Human resource management is approach for effective management of company worker
which help business to gain competitive advantage (Alfes and et. al., (2013). It is designed for
maximizing performance of employees in service of strategic objectives of employers. It is
mainly concerned with managing people of organisation, focusing on system and policies. Here
will be discussing about high performing working team along with impacted areas of HRM with
positive and negative points. The models of high performing team is explained with their
benefits for individuals and organisations. There are various models used for high performing
working teams for better results. Every firm uses such model for performing well and working
in team for group assigned task. The critical incident reflection is also explained in this
assignment.
1) Essay
A high performing team (HPT) is group of people in which sharing of common goals,
metrics, vision who collaborate opportunities and collectively accountable for achieving
outstanding results. It is concept within company development for referring teams, virtual and
organisation which are focusing on goals and achieve business results. In this, individual are
skilled and able to exchange their roles. It is very important to understand individual working
styles for team effectiveness (Armstrong and Taylor, (2014). According to Tuckman theory, high
performing team move through all stages such as forming, storming, norming and performing
and adjourning. HPT describes behaviours of leaders which leads good performance. It inspires
team to drive more and achieve goal and objective of organisation. With the help of group
conflicts can resolve easily and increase cooperation among each others. The leaders can set
stretch goals which create team to accomplish impossible. The leaders communicate vision and
direction to teams for achieving. The group or team should always focus on organisation
objective rather than individual benefits. The high performing teams can identify and solve
problems, participate in productive meetings, share leadership responsibilities, cooperate cross
functionally. In this effectively, efficiently and collectively goals can be achieved.
High Performing Working (HPW) is related with current discussion on boosting
economic of UK for competitiveness and growth. It is general approach for managing
organisations which aims for stimulating effective staff involvement and committing to achieve
high level performance. HPW practices falls in three categories including high employee
involvement, reward & commitment and HR practices. HRM is the process of developing staff
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and hiring to become them valuable to firm. It includes job analyses, recruiting right person,
planning personnel needs, orienting and training. Apart from this, it also including wages &
salaries, performance evaluation, benefits & incentives, communicating, resolving disputes. The
example of HRM are leadership, negotiation skills, knowledge of industry. It is also known as
personnel management or human resource (Bailey and et. al., (2018). It is affected by various
factors of HRM includes talent management, work life balance, flexibility. As per scenario given
in assignment the two areas are: work life balance and talent management. If employees are
skilled, talent, knowledgeable, then they can work better for organisation and complete every
task within stipulated time. They also do work smartly by saving time and maintaining quality.
Achievement and enjoyment are also considered as balancing factors. It is very important for
staff to live healthy and happy life with their life. By having good balance, people can ensure
quality of work life. It also helps in increasing productivity along with relaxed about personal
commitments and motivating High performing working teams is affected by various factors of
HRM. The elements are talent management, work life balance, flexibility. As per scenario given
in assignment the two areas are: work life balance and talent management.
Firstly, work life balance is describing balance which an individual needs between time
required for work and other aspects of life. It is method helping staff of organisation which
balance personal and professional life. It encourages employee for dividing time on priorities and
maintain equal balance. The different aspects of life are leisure activities, personal interest,
family, travelling. It means balancing between work and life properly is called work life balance.
The high performing working teams helps for balancing task with life. As every individual need
personal and professional to be different. If employees are skilled, talent, knowledge staff at
workplace to perform better (Bos‐Nehles,Van Riemsdijk & Kees Looise, (2013).
The second important factors impacted in high performing working team is talent
management. It is anticipation required of human capital for organisation and make plan to meet
those needs. It is science using strategic planning of human resources for improving business
value to make company to reach goals. It is HR processes for attracting, developing, retaining,
developing high performing staffs. Talent management has four important pillars such as
corporate learning, performance management, managing compensation and suites of talent. High
performing working teams helps in developing talent for individual and employees. The firm
need to improve their workers talent and promote them. It also assist in achieving goal and
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objective of corporate. As every firm requires talented staff for performing task. The motivated
staff also work for business welfare. The company need to conduct training and development for
highly skilled and talent employees to face competition with competitors. Also it ensure for
sustainability, profitability and productivity.
The impacted areas of HRM has both positive and negative side which is described here.
As two areas or field are work life balance and talent management. Firstly will be discussing
about pros and cons of work life balance in regards with high performing working team. There
are various advantages of work life balance such as increasing motivation of employees and
assist them for better job. It also relieve stress level as individual can spend time with their
family and friends (Bratton and Gold, (2017). Through balancing, company can maximize
productivity by working in team. The healthy lifestyle could be maintained with work life
balance which includes exercise, good diet. The highly motivated staff, worker helps in growing
business as they are attached more to their jobs and careers. It can be improved by creating work
leisure plan, time for relaxation, outsourcing work. As work life balance has two life category
that is personal and professional life. Personal includes family, friends & self and professional
means job & career. The poor work life balance leads to health issues, diabetes, obesity,
cardiovascular. It really impact health of an individual. The employer and employees both have
to face various problems. The individual could not be able to give time to family and friend
because of high work load and schedule. It create quarrel among because of unbalance work life.
High performing team with unbalanced work life demotivate staff, productivity declines and low
achievement.
Secondly will be discussing about positive and negative aspects of talent management
with respect to high performing working teams. The pros of talent management are ascertaining
right person deployed in right position, contributing retention for top talent in organisation. The
better and skilled employees are hired by assessments. It also assist in understanding staff better
and shaping future (Brewster and Hegewisch, (2017). Through talented worker communication
flow is very effective. It helps in improving on boarding experience with development of
workers along with increasing staff and manager engagement. The elements of talent
management can be strategic workforce planning, succession planning and organisation
development. The disadvantages of talent management for implementation at organisation is
expensive in terms of time, financial costs and resources. The lack of support from authority or
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manager which leads to commitment failure. It give rise to conflicts between management and
HR by not reaching goal and objective. Talent worker feel proud of themselves sometimes which
decline performance and productivity. The high performing working team does not always create
positive impact for skilled worker. In order to retain them frequent training and development
sessions should be conducted (Briscoe, Tarique and Schuler, (2012). The lack of motivation and
training is cons for talent management. Ineffective talent cannot helps in achieving set standards.
So as per skill, knowledge and behaviour of staff individual should be assigned task and work
accordingly.
High performance model is the way which enables company to survive in competitive
environment and ensuring whether individual is growing and enjoying profit. It is challenge of
commitment, design, execution and learning. The commitment means when organisation reach at
top of field which is set. The leader design strategy for people and firm for delivering sustained
outperformance. Here execution means doing rather than saying. Learning is the way to improve
from experience and feedback. The objective of HPW are: keeping purpose, goals and approach
relevant, ensuring for team member skills enhancement, building confidence and commitment
and managing outsider relationship to remove problem or obstacle (Buller and McEvoy, (2012).
There are various models for high performance working team such as the Star team, Kotinos
high performance, UNI high performance model. But as per assignment only two tools are
discussed which is given below:
The Star Team model provides five major necessities for a team to be successful, which
is based on Associates of Interaction. An example is discussed of a real life sailing adventure
which elaborates the points which are included in the STAR team model. The main potential of
a Facilitative Leader is an individual's capacity to create and direct the various types of teams
which includes both the teams which are specific project teams and ongoing management teams.
The model concentrates on main three dimensions of success which are Process, Relationship
and Results. They are the leaders who gives the meaning to the successful team is the one that
create it objectives and bring out targeted results, succeed the cycle of working and to develop a
better relationship with the team members of the organisation (Vaiman, Scullion and Collings,
(2012).
The high performance team model which is the STAR Team Model, includes the major
five points, which can be termed as traditional points of a star and these outlines of the model
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elements that are needed by a team to become a “ star performer” .The points of The STAR
Team Model are: Shared and Meaning Purpose: The target of the teams or the reason for them
to sustain in the company is distributed by the members of the team and there are many methods
in which the workforce encourage and influence each other. Specific and challenging goals: The
team should deliver results that will meet the requirements of the company and give them
satisfaction and can will to have a performance. Clear Roles: It refers to the clarity of goals and
objectives of the firm by the members of the team and Employees should know their roles and
responsibilities within the organisation. Common and collaborative approach: It means to have
the knowledge of the plans and procedures that will enhance the participation , collaboration and
support from the members of the teams and will helps in the efficient achievement of the goals
and objectives of the team. Complementary Skills: The interconnection of knowledge, capacity
and experience which is needed to give excel and effective performance within the organisation.
T should know their roles and responsibilities within the organisation. The Facilitative leader
give its time to create or implement an agreement which can be shared on all the points of the
STAR Team Model and to develop an environment which can be operated on faith, esteem and
shared responsibility that can ,ensure the comparison between success and failure and the
difference between an excel performance and an average performance (Fine, (2012).
The key elements of star model are strength, teamwork, alignment, results and outside
factors. Strength means influencing individual for using and developing skill. The team leaders
focus on staff strength and identifying best contribution from them. Teamwork helps in
achieving goal and objective of business which aid for promoting framework and results. The
alignment helps in knowing team leader's role and managing. It helps in aligning individuals
with appropriate resources for achieving team and company's goals. Results is the outcome of
work done. Leaders helps in getting meaningful outcome for task. The outside factors are
external elements of surrounding. They need to align and adopt where team operates. The
organisational issues greatly impact team as well as it performance. Here, team is developed
through various stages such as creating new team or taking an existing team, developing a team,
performing and achieving results with team and sustaining team performance. In this star model
helps for high performing working at organisation (Jackson, Schuler, and Jiang, (2014).
The next model is Kotinos high performance model given by Kotinos Partners in 2010. It
has three levels such as plan, people and performance environment. The plan means deciding in
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advance to be done in future. Every organisation need to plan in advance about firm and
company. The good and better planning helps in achieving goal and objective of business. To
survive in market planning is must (Renwick, Redman and Maguire (2013). It is forward
approach in management. The plan can be related with unreasonable ambition, plan to win,
clarity focus and always on strategy. These all combined to give best output with minimum cost.
The next is people which is required in every corporation. They are called human resources of
firm through this only business run. It can be staff, employer, employee, worker and manager. It
is related with winning team, feedback rich culture, meaning & engagement and resilience. The
third is performance environment which means stimulates lies within individual for improving
their performance. It helps in enhancing knowledge and skill to improve oneself. It mainly focus
on continuous improvement. It is related with structure & process, insight, place, red line,
effective measures and gap analysis. This model mainly focusing on individual as well as team
for performing work. Thus, these are the two models which business can used for improving
themselves. It also assist in achieving goal and objectives along with sustainability and
productivity (Jiang and et. al., (2012).
After analysing high performing working teams and its impacted areas on HRM with
positive and negative aspects along with models. The recommendations for development to
benefits individuals and organisations are many. This helps in improving people as well as team.
The worker performance should be evaluated on continuous basis for achieving goal and
objectives. The company can evaluate each and everyone performance for talent management
and work life balance. The benefits to individual for high performing working teams are sharing
duties among each others. The productivity increase as same of people with success. It also assist
to lower cost with high turnover, profitability increases and budgets are under control. The other
benefits can be creating more job application for people. It provide better training with healthy
and comfort environment. Through high performance employees are more involved in workplace
and creating growth and satisfaction and become valuable contributors. It is duty and
responsibility to provide and give benefits to their working worker. Working independently helps
in self management and determine the own set goals (Kim, (2012).
By providing all necessary need and want one can easily work for organisation benefit,
increase output, focusing on company's goal. Further, subordinates can improve their living
standard and fulfils their requirements. In this the development of individual took place at
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corporate. The development to benefits organisation vary from each other. The business improve
through staff and employees. It worker sustained for large period of time in particular firm it
decreases their cost, loyalty and increase of goodwill. It is every corporate responsibility to make
their worker happy so that they work for organisation. The benefits in terms firm are high
productivity, flexibility, improvement and high quality products and customer satisfaction. The
product manufacturing should be as per need and demand of customer or customization goods.
The high performance teams provide benefits and saving. The benefits in terms of resiliency &
lower distress, quality production hours, and new business referrals and customer satisfaction.
The saving can be reducing sick leave & absenteeism, lower turnover & retention improves,
compensation claims & fewer injuries and lower conflict & customer complaints. The
organisational development can increase communication, enhancement of product & service,
continuous improvement, employee development and increasing profit (Nickson, (2013).
From the above assignment it can be summarised that the concept of human resource
management means managing people and resources of organisation. High performing working
(HPW) team is very important for any firm to achieve goal and objectives. Through HPW
people learn to work in team by maintaining collaboration with others. The performance of each
and every employees is evaluated through work done. The areas of HRM which has impacted
through HPW are work life balance and team management. The individual should able to
manage personal and professional life. It is important for staff to manage family, friends, career
and jobs. Similarly, talent management helps to know about skill, knowledgeable and talented
worker for organisation. HPW assist for work life balance and talent management. These both
carry pros and cons for both employer and employees. The models of HPW are star and Kiontas
model which has element for improving and achieving result, productivity, growth and
sustainability. There are recommendations for development of both individual and organisation
benefits. They helps in developing worker, subordinates, manager. The critical incident
techniques reflect four key areas such as assumptions, learning in/on action and transfer of
learning (Purce, (2014).
2) Critical Incident Techniques (CIT)
High performing working team is a group of people in which people are working together
for achieving a common goal and they share a common vision, mission and all the parameters
which are set for achieving that goal. As per the modules, we can provide training and
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development program, creation of appropriate compensation and rewards and providing new
technologies. We can make a high performance working team if in the organisation when we
make a team to achieve a goal then we firstly select those employees which have good potential
and who perform batter. If there are lack of knowledge we can provide training and development
session to enhance their skills so they can achieve their common goals with any hurdles. In HPW
there is a common goal so all employees which are in team are trying to perform better and some
conflicts can raise there. These conflicts can be related to communication, attitude, proper
collaboration and negative consequences. When these conflicts rise we trying to solve them and
if the employees will feel demotivate, we organise motivational session and provide reward in
the form of money, vacations, gifts, policies and by providing extra leaves etc. We provide them
a good leadership which help them to motivate, manage relationship with other members and
when they feel lazy, we motivate them to focus on purpose, goals and objectives for which they
are doing work in a group. By providing all these benefits and services I can motivate a high
performance working team to achieve the goal.
When we make a team for high performance working, there are progress within the
company because when they make a HPW team there are many people in it. They share there
views related the work which they are doing or going do, knowledge, past experiences and by
training and development. It is helpful and provide progress to the company after completing the
task because during the task the employees are with each other, they communicate, share their
views related to the organisation's work which are helpful for the company's progress. After
achieving the goal these team members are gain lot of knowledge and experience from their this
task which is beneficial for the company and progressive. The learnings which I learn from high
performance working team is teamwork, communication, knowledge and co-operate each other.
During the task when we are in team we are familiar with the team members so we learn about
the friendship relation. During the time of doing work in a team we recognise our strengths
because every individual have a different talent. By this work the trust factor is also increased
because when we are working in a team we trust on other's work. It means the work or task
which are doing by other is right and doing in a right way so the integrity factor is enhance.
When I was in HPW team I learn many thing like I enhanced my knowledge by other experience
and my communication skill is also enhance.
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When I get a chance to resolve and recover my mistakes which I did at my first time.
Firstly I set the goal for which I going to make a HPW team. I make plan to achieve that goal
that which strategies I should use to achieve it. And finding out the values of that goal that this
goal is helpful in the growth of company. Then will make a HPW team and for making this team
I select right people for the team. Right people are those people who are smart in doing all work
and never say no for doing any work, skilled people are those who have all skills like
communication, teamwork, it skills, motivation skill and team management or work
management. The person who have good communication skill, are easily communicate with the
team and understand the work which are provided to them. The people of HPW team have
motivation skill which they can use at that time when they or their team member feel
demotivation and have good innovative ideas have the skill of problem solving. After making the
team I will remove and resolve all my problems which I face at first time. I remove the
communication gap with team so that I can have proper knowledge and updated with the work. I
provide training programs and motivational session when the team members feeling need for it.
I resolve the conflicts and problems which are arise in the team or related to the goal.
When I get a change to transfer my all knowledge and learning which I learn from HPW.
I learn many skills and knowledge like managerial skills, team work, communication, conflict
resolving and leadership skills. When I transfer these skills to someone else I told him that if he
used these skills in his work he can do his properly and achieve his goal on time. He can
motivate his team member and resolve the conflicts which are raise between the team member.
During the time of our university assignment when a group assignment provided to us. We did
the work in the group and for completing this we make some plan like this assignment was
provide in a group of 5 people. We divide the assignment in to 5 parts like introduction is given
to one person, main body is divided between 3 people and conclusion was give to last one. So
there were not arise any problem and we complete our work on time. In this assignment we used
our management skill, communication skill, leadership skill and problem solving skill if there are
any problem related to any task we help each other by share our knowledge and solve conflicts
which arise in that time. We crate a friendly and familiar environment during that time and make
a friendship relation. In that time we shared resources like money, space, equipment, tools and
those things which are needed for this assignment. By this way we transfer our learning to each
other.
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REFERENCES
Books and Journals
Alfes, K., and et. al., (2013). The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
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Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bailey, C., and et. al., (2018). Strategic human resource management. Oxford University Press.
Bos‐Nehles, A. C., Van Riemsdijk, M. J., & Kees Looise, J. (2013). Employee perceptions of
line management performance: applying the AMO theory to explain the effectiveness of
line managers' HRM implementation. Human resource management. 52(6). 861-877.
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
Brewster, C., & Hegewisch, A. (Eds.). (2017). Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Briscoe, D., Tarique, I., & Schuler, R. (2012). International human resource management:
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Buller, P. F., & McEvoy, G. M. (2012). Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review. 22(1). 43-56.
Fine, S. (2012). Estimating the economic impact of personnel selection tools on
counterproductive work behaviors. Economics and Business Letters. 1(4). 1-9.
Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic human
resource management. The Academy of Management Annals. 8(1). 1-56.
Jiang, K., and et. al., (2012). Clarifying the construct of human resource systems: Relating
human resource management to employee performance. Human resource management
review. 22(2). 73-85.
Jiang, K., and et. al., (2012). How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). 1264-1294.
Kim, S. (2012). The impact of human resource management on state government IT employee
turnover intentions. Public Personnel Management. 41(2). 257-279.
Nickson, D. (2013). Human resource management for hospitality, tourism and events.
Routledge.
Purce, J. (2014). The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals). 67.
Renwick, D. W., Redman, T., & Maguire, S. (2013). Green human resource management: A
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Vaiman, V., Scullion, H., & Collings, D. (2012). Talent management decision making.
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Online
Developing and Sustaining High-Performance Work Teams. 2018. [Online]. Available through:
<https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/
developingandsustaininghigh-performanceworkteams.aspx>.
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