Aligning Team Performance with Strategic Objectives Analysis

This report provides an in-depth analysis of team performance and its alignment with strategic objectives within an organization, specifically focusing on The RAINbOW supermarket venture. It evaluates the links between team performance and strategic objectives, examines tools and techniques for setting team performance targets, and assesses the value of these tools for future performance measurement. The report also analyzes how to determine required performance targets, addresses the need for individual commitment, and critically evaluates the application of delegation, mentoring, and coaching. Furthermore, it identifies methodologies for monitoring team performance, evaluates performance against agreed objectives, and discusses the impact of individual dynamics and organizational politics on securing commitment to strategy. The study emphasizes the importance of effective team performance tools and strategies for achieving organizational success, particularly in addressing issues like absenteeism and improving service delivery.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student
Name of the University
Author’s Note

1
HUMAN RESOURCE MANAGEMENT
Table of Contents
Introduction:....................................................................................................................................3
1. Task 1:.........................................................................................................................................3
1.1 Critically assess the links between team performance and strategic objectives........................3
1.2 Critically evaluate tools and techniques available to set team performance targets..................4
1.3 Critically evaluate the value of team performance tools to measure future team performance 6
2. Task 2:.........................................................................................................................................6
2.1 Analyze how to determine required performance targets within teams against current
performance.....................................................................................................................................6
2.2 Address the need for individual commitment to team performance in achievement of strategic
objectives.........................................................................................................................................7
2.3 Critically evaluate the application of delegation, mentoring and coaching to the strategic
objectives.........................................................................................................................................7
2.4 Critically evaluate a team performance plan to meet strategic objectives.................................8
3. Task 3:.........................................................................................................................................8
3.1 Identify tools and methodologies to assess the process for monitoring team performance and
initiate changes where necessary.....................................................................................................8
3.2 Evaluate team performance against agreed objectives of the plan and address problematic
performances....................................................................................................................................9
3.3 Critically evaluate the impact of the team performance in contributing to meeting strategy..10
Task 4:...........................................................................................................................................10
4.1 Determine influencing methodologies that can gain the commitment of individuals to
strategy...........................................................................................................................................10

2
HUMAN RESOURCE MANAGEMENT
4.2 Critically discuss the impact of individual dynamics, interests and organizational politics on
securing the commitment of individuals to strategy......................................................................12
Conclusion:....................................................................................................................................12
Reference List:...............................................................................................................................14

3
HUMAN RESOURCE MANAGEMENT
Introduction:
In order to render organizational success the business experts have to primarily focus on
performance level of the employees. If the employees cannot deliver their best services, the
business organization fails to achieve business profitability. This study has focused to provide in-
depth knowledge on how effective team performance can reach the overall success of business.
The RAINbOW is one of the most recognizable supermarket ventures of UAE belonging to
small and medium business enterprises. Grocery items, food and beverages are the primary
products. In last two years, the human resource department has identified several organizational
issues at the workplace. They have observed that employees are not intending to deliver their
best performance towards the business. As a result, being unable to perform well the team fails to
meet organizational objectives. In addition, it has also been identified that more than fifty percent
of the team members become absent in a day. This kind of absenteeism has left immense
negative impact on the overall success of business. However, in order to take a major step in
these specific areas the human resource managers of The RAINbOW have decided to render
some performance management techniques and procedure within operations so that the
employees tend to show their interest in performing well towards meeting the target of business.
1. Task 1:
1.1 Critically assess the links between team performance and strategic objectives
The primary strategic objectives of an organization like The RAINbOW are as follows:
 To provide best quality of products in affordable price range so that average cost of
customers can be targeted as well

4
HUMAN RESOURCE MANAGEMENT
 To provide fast customer services so that customers do not have to wait for a long time in
using their services
 To motivate the organizational stakeholders so that they tend to show their interest in
performing well
 To achieve international fame and recognition by expanding the entire process of business in
the market of multinational countries
These kinds of strategic goals and objectives can be reached only when employees tend
to provide their best services. Every organization has divided the team members as per several
teams or group (Albrecht et al. 2015). In order to gain business aims and objectives every team
needs to show their performance level. Therefore, the responsibility of team members is to reach
the business aims and objectives. If the team fails to provide their best services, organization can
never reach the peak of success. Therefore, the two overarching terms team performance and
organizational strategies are interlinked with each other. If the team cannot perform in satisfying
the needs and demands of clients, the purpose becomes meaningless.
1.2 Critically evaluate tools and techniques available to set team performance targets
In order to set a team’s performance target the human resource managers of The
RAINbOW can use several tools. 7S model can be used based on which performance of the
employees can be evaluated. 7S model is one kind of theoretical implementation with the help of
which the business experts can monitor the entire performances of employees through 7 major
stages (Bratton and Gold 2017). In the structure phase, the human resource managers intend to
structure a new team by separating team members in different projects. Based on the structure or
new set up HR managers intend to implement business strategies for achieving targets. In the

5
HUMAN RESOURCE MANAGEMENT
stage of system HR managers controls the daily activities with which staffs are engaged. Style is
the form of leadership that the business leaders of The RAINbOW adopt for motivating the
employees towards services. Staffs are the involved employees who constantly provide effective
services in quest of reaching overall business goals (Cooke, Saini and Wang 2014). Skills are
otherwise named as competency based on which the HR of The RAINbOW has divided the team
members as per expertise. Shared value is the final stage where both the managers and the
employees intend to share their own point of views.
Figure: Tools of measure performances
(Source: Jackson, Schuler and Jiang 2014)

6
HUMAN RESOURCE MANAGEMENT
1.3 Critically evaluate the value of team performance tools to measure future team
performance
Without having a proper team performance tool the HR managers cannot measure the
expertise level of the employees. For example, if the team members are not divided as per their
expert level The RAINbOW can place a finance expert to human resource department. In this
situation, the competency level of the employees would not be properly judged (Kramar 2014).
In addition, the HR managers while measuring the everyday performances of employees can face
challenges. Data may not be recorded chronologically with the help of which human resource
managers may not evaluate the overall performance of teams associated with The RAINbOW.
2. Task 2:
2.1 Analyze how to determine required performance targets within teams against current
performance
In order to determine required performance target the human resource managers have to
set a proper future target and distribute the message to all the internal stakeholders through
email. In context to The RAINbOW, the primary required targets of the company are as follows:
 To achieve international image and reputation and expand the business in other geographic
region
 To gain technological competency so that employees can easily operate the advancement of
technology
 To deliver the services fast so that customers do not have to wait for a long time in receiving
products

7
HUMAN RESOURCE MANAGEMENT
As per current performances of The RAINbOW, it has been observed that employees are
unable to maintain a balance between supply and demand due to slow service method which
needs to be improved in achieving future performance target (Sikora and Ferris 2014). In
addition, while delivering the services to global customers and expanding the business in
international market the business experts need to impose the employees for gaining multi-lingual
competency.
2.2 Address the need for individual commitment to team performance in achievement of
strategic objectives
Individual commitment is highly important for making a project successful. In order to
make a team successful and achieve business target every individual employee has to put their
equal efforts. However, in context to the scenario of RAINbOW it is observed that some of the
team members associated with the organization is completely inactive and incompetent
(Brewster et al. 2016). On the other hand, it has also been observed that some of the employees
were very much competent. Due to the lack of effective performance on behalf of several
employees, the business experts of RAINbOW are unable to deliver their best services to the
customers. It immensely leaves negative impact on the overall performances of business. In
order to overcome this kind of situation individual commitment from every single employee is
highly needed.
2.3 Critically evaluate the application of delegation, mentoring and coaching to the
strategic objectives
Single employees of RAINbOW are hired as per their academic skill and competency
level. Delegation, mentoring and coaching are the initiatives taken n behalf of the employees. In

8
HUMAN RESOURCE MANAGEMENT
case of RAINbOW, the organizational managers after hiring every employee give a proper IJP
training or coaching (Nankervis et al. 2016). The primary purpose of these training processes is
to gain confidence, which helps in enhancing the professional skill of an individual. On the other
hand, it has also been observed that the employees who are underperforming after working
several years with the organization needs a proper coach or mentor to groom them up. As a
result, they can easily overcome their drawbacks and achieve business targets.
2.4 Critically evaluate a team performance plan to meet strategic objectives
While evaluating a team performance plan the human resource managers of c should
focus on several phases and these are as follows:
 Identify the areas of performance deficiency and note the areas down so that human resource
managers can make a major step
 Hire a professional business trainer would can rectify those deficiencies and make an
improvement plan
 Performance improvement plan requires on how an individual or a manager needs to increase
their skills and competency level
 Necessary actions to be taken for improving professional skill of individual or managers
3. Task 3:
3.1 Identify tools and methodologies to assess the process for monitoring team performance
and initiate changes where necessary
In order to identify the methodology of the process for monitoring team performance and
initiate changes where necessary the business experts have decided to select several process:

9
HUMAN RESOURCE MANAGEMENT
 To observe the performance of employees as well as business leaders and identify the areas
of improvement
 To conduct a group session and make them understand why the improvement is highly
needed
After having an effective conversation in the phase of monitoring, the human resource
managers of RAINbOW need to render a change. The human resource managers intend to
highlight why the changes are highly required (Stone et al. 2015). In addition, the HR managers
tend to make an effective interaction with the stakeholders whether the changing climate is
beneficial for them or not. If the stakeholders tend to show their positive response the entire
process of changed strategy is implemented.
3.2 Evaluate team performance against agreed objectives of the plan and address
problematic performances
The objectives that are set for the business development of RAINbOW are as follows:
 To achieve international image and reputation and expand the business in other geographic
region
 To gain technological competency so that employees can easily operate the advancement of
technology
 To deliver the services fast so that customers do not have to wait for a long time in receiving
products
The team performance and competency of the managers are identified as problematic in
achieving these targets. It is however observed that the employees do not have multilingual
competency with the help of which customers from international market can be attracted

10
HUMAN RESOURCE MANAGEMENT
(Hohenstein, Feisel and Hartmann 2014). In addition, it has also been observed that employees
are unable to deliver the solution within stipulated deadline. As a result, RAINbOW is gradually
losing customers’ loyalty. The image and reputation of business is highly affected due to the lack
of efficiency of the employees at their own workplace.
3.3 Critically evaluate the impact of the team performance in contributing to meeting
strategy
The study has evaluated the fact that without having a proper team performance tool the
HR managers cannot measure the expertise level of the employees. For example, if the team
members are not divided as per their expert level The RAINbOW can place a finance expert to
human resource department (Inkinen, Kianto and Vanhala 2015). In this situation, the
competency level of the employees would not be properly judged. On the other hand, it has also
been observed that some of the employees were very much competent. Due to the lack of
effective performance on behalf of several employees, the business experts of RAINbOW are
unable to deliver their best services to the customers.
Task 4:
4.1 Determine influencing methodologies that can gain the commitment of individuals to
strategy
In order to gain commitment of the individuals the human resource managers would have
to focus on providing professional development training to those employees who have
inefficiency in knowledge and performances (Banfield, Kay and Royles 2018). In context to
RAINbOW it is however observed that some of the employees do not have effective

11
HUMAN RESOURCE MANAGEMENT
communication skill, time-management skill and decision making skill. The professional training
and development session should follow the below action plan:
Areas of gaining individual commitment Activities
Increasing communication skill Professional training and development session
should be provided in order to enhance their
communication skills. In addition, proper
communication skill would enable those employees
in sharing their problems faced at the workplace.
Automatically, the employees can gain their
confidence.
Increasing time-management skill Employees should be providing a proper caching
for enhancing their time-management skill. As a
result, employees can meet deadline which reflects
positive impact on customers
Increasing decision making skills Senior business managers should give the
employees space for sharing their own decision
with the managers. As a result, the business experts
can easily take effective decision at the right time.
Automatically the entire process of business
becomes smooth and systematic