Analysis of Leadership, HR, and Team Dynamics: Diploma Report

This report, designed for a Diploma in Management program, delves into two key units: leadership and human resource management. Unit 1 explores benchmarking, quality management techniques, and constraints affecting team performance. It examines team member strengths, communication strategies, and work allocation, emphasizing the role of a team leader in managing performance, providing feedback, and fostering effective communication. Unit 2 focuses on human resource functions, including workforce planning, employment law, and the advantages and disadvantages of various employment contracts. It also covers equality, diversity, and inclusion in the workplace, team development theories, conflict management, performance standards, employee motivation, and development strategies. The report analyzes various aspects of performance management, training methods, and reward schemes, offering a comprehensive overview of leadership and HR practices within an organizational context.

DIPLOMA IN
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
UNIT 1 ............................................................................................................................................1
Part 1 ...............................................................................................................................................1
1.1 ...............................................................................................................................................1
1.2 ...............................................................................................................................................1
1.3................................................................................................................................................1
2.1 ...............................................................................................................................................1
2.3 ...............................................................................................................................................1
3.1................................................................................................................................................1
Part 2 ...............................................................................................................................................2
2.2 ...............................................................................................................................................2
2.4 ...............................................................................................................................................2
2.5 ...............................................................................................................................................2
3.2 ...............................................................................................................................................2
3.3................................................................................................................................................2
3.4................................................................................................................................................2
3.5 ...............................................................................................................................................2
3.6 ...............................................................................................................................................3
UNIT 2 ............................................................................................................................................3
Part A ..............................................................................................................................................3
1.1 ...............................................................................................................................................3
1.2 ...............................................................................................................................................3
1.3 ...............................................................................................................................................3
1.4 ...............................................................................................................................................3
1.5................................................................................................................................................3
2.1 ...............................................................................................................................................3
2.2 ...............................................................................................................................................4
2.3 ...............................................................................................................................................4
2.4 ...............................................................................................................................................4

3.1................................................................................................................................................4
3.2................................................................................................................................................4
3.3................................................................................................................................................4
3.4................................................................................................................................................4
3.5................................................................................................................................................4
3.6................................................................................................................................................5
3.7................................................................................................................................................5
3.8................................................................................................................................................5
4.1................................................................................................................................................5
4.2................................................................................................................................................5
4.3................................................................................................................................................5
4.4................................................................................................................................................5
4.5................................................................................................................................................5
5.1................................................................................................................................................6
5.2................................................................................................................................................6
5.3................................................................................................................................................6
5.4................................................................................................................................................6
5.5................................................................................................................................................6
6.1................................................................................................................................................6
6.2................................................................................................................................................6
6.3................................................................................................................................................6
6.4................................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
UNIT 1
Part 1
1.1
Benchmarking is mode of finding the best performance being accomplished through whole
company. This information can be utilized to determine gaps in procedure of company in relation
to accomplish competitive advantages. It is the procedure for obtaining measures which called as
benchmark.
1.2
Company utilize the different quality management techniques such as employee engagement. It
can be determined as direct involvement of employees to aid fulfil the mission and meet goals of
organization. This can aid to improve and manage performance of team within the organization.
1.3
Learner is needed to define two or more constraints which can limit abilities to amend priorities
and plan. Different factors effected on team performance like capability and willingness of team
to self-manage. The restriction of organizational policy in relation to time, financial constraints.
2.1
The strength and competencies of team member are quality of leadership, ability and willingness
of team of self-manage, level of skills, system and resource available. Team leader identifying
the these elements kinds wider portion of handling to assure quality.
2.3
The monitoring performance of team members against measures of execution and standards can
highlight any field where team member performance doest not meet output and standards.
3.1
Lines of communication involves manager interacting to workers and employees to consumers.
Business operation manager and general manager, then they report to CEO of the firm. Company
will have determined lines of communication with roles, duties and authority levels.
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Part 2
2.2
Work allocation can be fair and equal and can take consideration number of factors such as
experience and ability, motivation and interest, availability. Also, it is essential to consider
abilities needs to be improved and to enable chance for this.
2.4
On the basis of improvement above, team leader can require taking corrective activities
involving amending priorities and plans (Strain and et.al., 2018). Task method, work allocation,
time scale and training which are alternative concepts can be needed to procedure being utilised
through changing.
2.5
Team leader should include team in implementing simple development methods as the outcome
of determining the need for improvement such as determine nature of problem, collect the
information into cause and solution of problems.
3.2
Effective communication of individual and group goals, duties and priorities should display
utilization of techniques to effective interaction through at right time, clearly anf specifically.
3.3
The company utilize the non-verbal, visual material can aid to clarify the message which
involves in the methods communication.
3.4
Team leader is needed to give support to team members in accomplishing goals and performance
standards as part of managing team performance.
3.5
Team leader requires to give feedback to team members on work progress and other issues.
Feedback from team members to team leader is also needed.
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3.6
Team leader should review the usefulness of communication to team in relation to develop
performance. It involves team members receive all company information in line with policy of
company.
UNIT 2
Part A
1.1
Human resources functions are related with marketing, operation, finance activities which can
aid to accomplish the objectives of firm.
1.2
Workforce planning is to assure business is operated effectively and increasing workforce. The
workforce planning process includes evaluating inside and outside supplies and explanation
strategic workforce demand.
1.3
Employment law secures worker which is wider for the business to have right policies and
activities in place (Noe and et.al., 2017).
1.4
There are many advantages to usage different contracts still this comes with equal restraints.
Individual from agency can have little experience. Still, it can be built up to fit the demand
needed at lower risk.
1.5
Various kinds of employment not only can have positive and negative for the business but also
for worker. The advantage can be to gain experience on an apprenticeship.
2.1
Equality Act, 2010 involve legislation designed to secure people to interracial, gender and
sexuality discrimination. Also, this involves hiring people who are portion of the firm as it will
illegal for firm to do so.
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2.2
It is having broad and diverse set employees enable for broad prospective on issues and
development (Bush, Bell and Middlewood, eds., 2019).
2.3
Language and behaviour are essential aspects for equality of opportunities, diversity and
inclusion at the workplace. This can help to build relationship with employees.
2.4
Training is method of assess time and efforts put into diversity training and involvement level of
current team members.
3.1
Group is a combination of various persons and all these peoples coordinate each other. Whereas,
team is having a common objective.
3.2
In an effective team all the team members contributes each other for achieving their objectives,
there is a transparency in communication.
3.3
For creating a team, there must be clarity of objectives, Leader should communicate team
members the task they have to perform before building the team (Nkomo, S.M. and Rodriguez,
2018).
3.4
To motivate team members, Leader of the team should involve team members in decision-
making of team. So that, they will motivate to work hard.
3.5
Communicating the target to be achieved by team member is very essential because, through
communication relevant information will flow to members and they morale will improve for
achieving the goals.
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3.6
There are various theories of team development like Belbin's theory of developing team that has
described various roles that are to be played by members of team. Such as Resource Investigator
etc ()Young, C. and Ghoshal, 2016.
3.7
There are various reasons of conflicts in a team such as difference in the attitude, opinion and
behaviour of team members may leads to disputes among individuals or group.
3.8
There are various techniques to manage conflicts in a team such as strategy of avoiding,
accommodating, collaborating and defeating etc. Or by identifying the reasons behind
occurrence of conflicts.
4.1
Specific standards of performance should be communicated to the employees of the firm,
performance is measured on the basis of a particular standard.
4.2
Objectives of the organisation should be SMART and these objectives helps to guide the actions
of the workers towards achieving vision and mission of firm.
4.3
The practice to perform appraisal is provide training to the people that are responsible for
performing the appraisal of performance.
4.4
Factors to be considered while managing the performance of employees are financial rewards,
Leadership, incentives, responsibilities etc.
4.5
Following the process of grievance is very importance because it helps to resolve dispute and
also helps to improve level of motivation of employees.
5

5.1
Development of employees helps to improve the performance and productivity of employees. As
well as also helps to improve motivation level of workers (Larson, E.W. and Gray, 2017).
5.2
One of the method of training is Just in time training. Advantage is that it promotes creative
solutions and disadvantage is that it requires investment.
5.3
Targets, objectives and feedback helps to motivate employees and feedback helps to resolve the
problems of employees and helps to motivate workers.
5.4
Personal development plan helps to evaluate current performance of employees on the basis of
which firm can easily provide training to workers.
5.5
To promote learning and development determine the skills gap to empower the employees,
develop initiatives for promoting new ideas (Bhagavatula, Mudambi, R. and Murmann, 2017).
6.1
Total rewards includes compensation, professional development of employees, perks, work-life
balance etc.
6.2
Motivation and rewards are directly related with each other. It firm provides better rewards
employees will be motivated to perform better.
6.3
Individual pay structures, broad banding, pay spine, job families etc.
6.4
Various risks in reward schemes such as governance risk, ethical risk, implementation risk,
financial risk etc (Chowhan, Fries, F. and Mann, 2017).
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REFERENCES
Books and Journals
Bhagavatula, S., Mudambi, R. and Murmann, J.P., 2017. Management and organization review
special issue ‘The innovation and entrepreneurship ecosystem in India’. Management and
Organization Review. 13(1). pp.209-212.
Bush, T., Bell, L. and Middlewood, D. eds., 2019. Principles of Educational Leadership &
Management. SAGE Publications Limited.
Chowhan, J., Pries, F. and Mann, S., 2017. Persistent innovation and the role of human resource
management practices, work organization, and strategy. Journal of Management &
Organization. 23(3). pp.456-471.
Geisler, E. and Wickramasinghe, N., 2015. Principles of Knowledge Management: Theory,
Practice, and Cases: Theory, Practice, and Cases. Routledge.
Larson, E.W. and Gray, C.F., 2017. Project management: The managerial process. McGraw-Hill
Education.
Nkomo, S.M. and Rodriguez, J.K., 2018. Joan Acker's influence on Management and
Organization Studies: Review, analysis and directions for the future. Gender, Work &
Organization.
Noe, R. A. and et.al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Strain, W. D. and et.al., 2018. Type 2 diabetes mellitus in older people: a brief statement of key
principles of modern day management including the assessment of frailty. A national
collaborative stakeholder initiative. Diabetic Medicine. 35(7). pp.838-845.
Young, C. and Ghoshal, S., 2016. Organization theory and the multinational corporation.
Springer.
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