Final Assignment: 702 Managing Team Performance to Support Strategy

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This report delves into the multifaceted aspects of managing team performance to support organizational strategy. It begins by acknowledging the importance of team dynamics and the role of managers in fostering high-performing teams. The report then explores the impact of organizational structure and culture on human resource management (HRM) strategies, emphasizing how these factors influence employee behavior and skill development. The significance of financial resources in shaping HRM strategies is also examined. The core of the report identifies and analyzes various business challenges, including recruitment issues, training needs, strategic considerations, and employee retention. It proposes specific HRM strategies to address these challenges, such as addressing recruitment issues, developing effective training programs, implementing employee benefit programs and safety protocols, and creating strategies for career advancement. Existing recruitment policies at MRG HPI are evaluated, and the report offers recommendations for improvement. It also addresses challenges faced by the HR department and outlines strategies for employee retention and communication. The report concludes with recommendations for improving team performance and supporting overall organizational goals.
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702 Managing Team Performance to Support Strategy
Final Assignment
Title of the Final Assignment
Lecturer:
Student ID:
Student Name:
Submission Date:
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702 – Managing Team Performance to Support Strategy – Sample Assignment 2019
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Acknowledgment
I certify that this assignment is my own work, based on my personal study and/or research,
and that I have acknowledged all material and sources used in the preparation of this
assignment whether they be books, articles, reports, lecture notes, any other kind of
document, electronic or personal communication.
I also certify that the assignment has not previously been submitted for assessment in any
other course or at any other time in this Course, unless by negotiation, and that I have not
copied in part or whole or otherwise plagiarised the work of other students and/or persons. I
have read the policy on plagiarism and understand its implications.
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702 – Managing Team Performance to Support Strategy – Sample Assignment 2019
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Executive Summary
The team performance can be managed by keeping eye on what is taking place in the team. A
manager can improve the team performance by creating team performance dashboard. The
senior authority can even take actions in order to enhance the performance of the team. The
actions schedule the working hours of the employees along with the conduct.
The report aims to define the human resource management by comprehending the structure
and culture of an organization. It has great role in the creation of human resource
management strategies.
At the end, it can be concluded that an organization can overcome the human resource
challenges by designing the human resource strategies accordingly. The strategies should be
updated time to time.
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702 – Managing Team Performance to Support Strategy – Sample Assignment 2019
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Table of Contents
Acknowledgment 2
Executive Summary 3
Introduction 5
TASK 1 7
1.1 The Effects of the Structure and Culture of Organizations on Human Resource Management
Strategies 7
1.2 The Importance of Financial Resources in the Creation of a Human Resource Management
Strategy 8
TASK 2 9
Question 1: Identify the challenges your business will face in similar circumstances, and how it will
affect your HRM strategies. 9
Question 2: Design HRM strategies to address these business challenges. 11
TASK 3 13
Question 1: What are the existing policies and guidelines for recruitment at MRG HPI? 13
Question 2: Are these recruitment policies effective? Why or why not? 14
Question 3: What results do you propose from this type of recruitment policies? 15
TASK 4 16
Question 1: What are the challenges faced by the Human Resource department in this scenario? 16
Question 2: What can be done to retain the employees? 16
Question 3: What communication strategy should be adopted to implement employee retention
strategies? 17
TASK 5 19
Question: Read the situation below and find the reasons Mr. Mehta would have given to Franklin.
Justify your answer in detail. 19
Conclusion & Recommendations 20
References 22
Appendix 26
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Introduction
The team performance necessitates appearing to the tasks, relationships and the individual’s
requirements on the team. The managers are found to be most effective when they are
capable of supporting their teams with the fundamental elements of the higher performance
such as constructing trust, inspiring healthy conflict, leveraging multiplicity among the team
members and advancing commitment and responsibility.
The report will comprise effects of the structure and culture of the administrations on human
resource management strategies and significance of financial resources in formation of
human resource management strategy. The challenges have been identified which can affect
HRM strategies along with designing HRM strategies to address these business challenges.
.
Background
The report offers with the understanding of the human resource management (HRM)
strategies along with considering culture and structure of the establishments. The challenges
to be faced by the business have been detailed along with designing human resource
strategies to deal with the challenges.
The report has even provided with the existing policies and rules for staffing at MRG HPI
and HRM strategies have been designed to address these business challenges. The existing
policies and strategies for recruitment at MRG HPI are also part of the report. The challenges
have been identified in the report which has been faced by HR department. It also includes
the motives to retain employees along with the communication strategy to execute employee
retention strategies.
Aims & Objectives
The aim of the report is to make readers understand the human resource management
challenges along with the strategies to overcome them. The role of the structure and culture
of the organizations on HRM strategies have been aimed to understand. The significance of
the financial resources in the formation of the human resource management strategy has been
aimed to comprehend. The report is tried to understand the challenges to be faced in the
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business identified from the case studies given in the report. The HRM strategies have been
also designed in order to resolve the business challenges.
Scope
This report is having extensive scope to offer reader with the sufficient information on the
human resource management. There are several challenges which have been identified and
are resolved by the HRM strategies. Understanding challenges in advance can help reader to
ignore such challenges in advance. It offers with the wide understanding and known how.
Getting relevant information in advance can assist company to avoid the issues which can
become challenges in the HRM of an organization.
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702 – Managing Team Performance to Support Strategy – Sample Assignment 2019
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TASK 1
1.1 The Effects of the Structure and Culture of Organizations on Human Resource
Management Strategies
The organizational structure is stated as the design by which an organization is administered.
The organization structure has three basic functions, to produce products and attain goals,
minimize influences of individual’s variations in the company and represent the framework in
which power is exercised, decisions are made and activities are undertaken. The
organizational structure influences to the human resource management strategies with the aim
of improving performance of the organization. The human resource management (HRM)
strategies within the business regulate and control the organizational structure in the
applicable way so that organization is able to attain its aims and objectives. The HRM
strategies has tasks linked with the organizational structure such as it influences directly to
the ability of the company to attract highly skilled labors and generate positions for the
growth and development. Such trend even helps to find requirements of the business so that
significant assistances can be made to the organization.
The organizational culture influences to the people to perform in the specific way. The
organizational culture assists to offer opportunity and broad structure for the advancement of
the human resource’s behavioral and technical skills in the company. The organizational
culture drives to the behavioral skills in the organization. It deliberates that good behavior is
driven by the ethical values. The organizational culture guides to the employee’s conduct by
entrenching ethical values. It also adapts overtime in order to cope up with the dynamic
changes and meeting changing demands of the organization. It equally helps in attaining
competitive advantage. The organizational culture is even taken as motivational instrument to
promote the organization so that it can perform smoothly with the success in all of its
endeavors. It also influences to the recruitment and selection activities of the organization
along with guiding conduct of the employees. The organizational culture ensures that the
individual and managers are trained as per the recruitment practices comprising motivational
fit concepts and interpretation of the recruitment data.
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1.2 The Significance of Financial Resources in the Formation of a Human Resource
Management Strategy
The financial resources in the creation of HRM strategy is a notion to form a new approach to
cope with the issues concerning financial aspects. The financial resources emphasis on
putting appropriate place at the appropriate timing for taking financial decisions relying on
the data gathered by accounting. The financial resources direct the investment and
expenditure of any company in order to maximize the profit (Podger, 2017).
The financial resources play a vivacious part in the formation of human resource
management strategy. An appropriate compensation of the employees drives to the customer
satisfaction along with assisting company to reach to the finest level. The financial resources
has great role in justifying the value. It makes sure that the top line results are attained from
the people and distributes budget to maximize the revenue (Rana, 2019).
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TASK 2
Question 1: Identify the challenges your business will face in similar circumstances, and
how it will affect your HRM strategies.
Answer: The business can face competition from the stores dealing in the same line. The
businesses have to strive for the excellence. The challenges to be faced by the business are:
Recruitment: The business can face problem in the recruitment. The wide desecrations of the
child-labor and state guidelines require time for pauses and meals. The economical price of
children labors and minors requires time for the corporation to earn competitive gain over
opponents (Roberts, Cohn, Bonner, and Hargreaves, 2016). The business can face a dam of
lawsuits on the basis of discrimination against the employees with disabilities. Add on, the
company can also face problem in the recruitment of the people as it has to offer more
facilities for employees along with the loss of efficiency to some scope (Olga, 2017).
Training: The business will have to face challenges for the training on the behavioural need
for the success and encouragement. The business will also require adjusting employee
behaviors and competencies for the requirement of the company’s strategy. The company
will have to made high demanding morals and job projects. It will also have to face wide
desecrations of state guidelines necessitating time for breakdowns and meals. There are some
occurrences when the minors work too late, long hours in a day and for the performance
appraisal (Rola-Rubzen, and Burgess, 2016).
Strategic consideration: The business can have destructive HR policies and activities. The
business has two forms of the resources, establishment’s human capital such as skills,
knowledge and aptitudes of the employees. The second resource is systems of the association
such as HR strategies and practices. The challenge is faced by the business for HR strategic
decision makers to renovate the human capital into the company’s competence which is rare,
valuable and hard to emulate (Noe, Hollenbeck, Gerhart, and Wright, 2017). The problem
with the organization’s system is faced in supporting expansion of human capital. The
challenge is also faced to select the appropriate cost effectual bundle which will contribute
employees to execute better.
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Employee benefit and safety: The employees are provided with the benefits and safety such
as health insurance. The business is required to pay 16% of the premium for the health
insurance. But it has been observed that the companies typically pay nothing and are accused
of paying nothing to the employees for accessibility to the health care (Oppong, 2018).
Threat of poaching: It has been experienced that the employee poaching is quite high in the
businesses. There is lack of skilled man power and attracting skilled labour of the competitor
company offers better salary. Such situation can create challenge for the company as it
invests great amount on the training of the employees. So the business has to always retain
good employees in order to strengthen the assets of the organization. It is because if any
employee leaves then it causes loss to the organization (Nankervis, Baird, Coffey, and
Shields, 2016).
Women in retailing: It has been experienced that women in retailing has great role in
increasing the productivity of the store. Women work properly and have capability to seek
people as they have genetically capability to function with perfection. Women are even
considered to be multi-tasking. Women can be easily trained and can maintain store more
appropriately than men. Here the business faces problem in offering extra privileges such as
sharing working hours, maternity leave and more. Add on, there is also availability of more
of the male staff so it is hard to convey women to work for the organization (Saiti, and
Mylona, 2015).
Career advancement: There are several employees who do not know the path for the growth
in the careers. The business faces problem in the proper goal management and the training is
required for the growth of the employees. The training assists employees to grow. The
businesses can offer goal completion rewards as an initiative (Poba-Nzaou, Lemieux,
Beaupré, and Uwizeyemungu, 2016). There are several training which can be used by the
business for the growth such as proper communication classes, packing procedures,
personality development classes and technical training (Mittal, Gupta, and Mottiani, 2016).
Lack of formal education: There is need of qualified and talented people to look after the
routine operations and provide to the wide spectrum of customer requirements. The business
can face problem due to the less number of formal vocational institutes in order to train
employees.
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Question 2: Design HRM strategies to address these business challenges.
Answer: The HRM strategies are designed for what business intends to do concerning human
resource management policies and practices and the way it should be integrated with the
business strategy. The HRM strategies provide a sense of purpose and direction. These also
assist in the long term goals of the organization. The business challenges can be addressed by
the HRM strategies (Kosoe, and Osumanu, 2018).
Talent and human capital: The talent is held accountable for the HRM of the organization and
is vital to the success of the business. It is a significant asset used by the business striving to
maintain. It will also sort out the challenges for the training on the behavioural need for the
success and encouragement. A comprehensive staffing blueprint can be really effective in
helping to the HRM system. The HRM department can anticipate the needs of the staff while
recruiting, hiring and remembering the best talent in the business. The talent and human
capital in the business can also be attained by recognizing the several competences needed for
each job like abilities, assistances and knowledge required to perform the tasks capably
(Khorasani, and Almasifard, 2017). It will enable to draw detailed job description which will
guide businesses to find the best persons for the job.
Human resource planning: The HRM department in an organization plays significant role in
assisting the business to plan for the future. A regular survey can be conducted in order to
determine the employee satisfaction. It can also offer insight to the business regarding the
recruitment and what should be done to contribute to the satisfying workplace.
Performance matrix and corporate culture: The performance metrics can be used by the
business to address the business challenges related to the career advancement. The well-
defined performance metrics, constant performance evaluations and schemes to reward
employees can be used to create advance options for the employees. Such factors can
genuinely motivate employees to do their best. It also enables employees with the proper goal
management and training for growth. A culture should also be established in the organization
to align interest of the employees with those of business. The employees should also be
appreciated for the attainments at the workplace (Kausar, Madaan, and Arya, 2017).
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High performance management: The high performance management focuses on the strategic
consideration by putting impact on the performance of the business like quality, productivity,
growth, profits and levels of customer service. It even facilitates the skills and abilities as a
human resource of the organization. It can even renovate the human capital into the
company’s capability which is erratic, valuable and tough to emulate (Jacobson, and Sowa,
2016).
High commitment management: This HRM strategy focuses on the significance of improving
mutual commitment. It focuses on the employee’s behaviour to be controlled by sanctions
and pressures. It can even sort out the threat of poaching which is quite high in the
organizations. The employees should be offered with the higher salary so that they do not
switch to other companies (Sparrow, Brewster, and Chung, 2016). A higher level of
functional flexibility should also be offered with the desertion of rigid job descriptions. The
threat of poaching can also be fixed by reducing hierarchies and ending status discrepancies.
The employees should also be involved greatly in the quality management (Hanif, Waheed,
Hamid, and Mahmood, 2018).
Specific strategies: The specific strategies can also be used to focus to improve the number of
women in retailing, enhance formal education and advance career of the employees. The
specific strategies can be greatly used by the business to ensure future success. It ensures
constant improvement along with thriving culture of the company (Ibrahim, and Zayed,
2018). It gives overall vision to the organization by offering clear cut instructions to the
organizations. This strategy sets out the strategic expectations for HRM by offering
professional education. It also enables employees with the benefits and safety to ensure that
they are satisfied with the working conditions and are contributing maximum towards the
organization (DeCenzo, Robbins, and Verhulst, 2016). The specific strategies keep on
updating time to time as per the changing requirements of the business. There are even
numerous training that can be used by the business for the growth like proper communication
classes, packing procedures, personality development classes and technical training. Such
training has role in advancing employees for conducting routine activities in the organization
(Garavan, Neeliah, Auckloo, and Ragaven, 2016).
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