Teamwork

Teamwork enables you to accomplish tasks faster and more efficiently than tackling projects individually. Teamwork is important in an organization because it provides employees with an opportunity to bond with one another, which improves relations among them.

Also effective teamwork is important for an organization to succeed and employee’s well-being.

Figure 1: Power of Teamwork(Jordan, 2021)

“Talent wins games, but teamwork and intelligence wins championships”(Jordan, 2021). 

“Teamwork is the collaborative effort of a group to achieve a common goal or to complete a task in the most effective and efficient way. This concept is seen within the greater framework of a team, which is a group of interdependent individuals who work together towards a common goal” (Wikipedia, 2021).

 The major aspect of effective teamwork. 

· Seance of Accountability : Accountability is about ownership and initiative. This means that when a team member says right things they will do something They follow through and get it done. Its recognizing that other team members are dependant on the results of your work.

· Open Communication : Allows your team to be more engaged and understand that what they do matters in the success of the business. 

· Clear direction and goal : Having a clear direction allows you to decide what your goals will be. Every goal you have will require a strategy to be implemented for achieving it. 

· Task Delegation : Even how much you talented need guidance and support from others. Asking for help is not a sign of weakness. Put your pride aside and recognize the skill that others can bring to the convening platform. 

 "The essence of a team is shared commitment. Without it, groups perform as individuals; with it, they become a powerful unit of collective performance. The best teams invest a tremendous amount of time shaping a purpose that they can own. The best teams also translate their purpose into specific performance goals" (Katzenbach and  Douglas, 2005).

Benefits  of Team work

· Common team Goals.

· Social  Satisfaction .

· Improvement  in Motivation.

· High Levels of productivity. 

· Good Communication. 

· Benefits  of Training. 

· Organizational Flexibility. 

"Teamwork is important in an organization because it provides employees with an opportunity to bond with one another, which improves relations among them" (Sahu, 2015).

 

Team Building

Management teams are usually made up of specially appointed members, depending on the offices or responsibilities they represent. The composition of the group, which is slightly larger than a random collection of senior managers, is governed by no overall design sense. In many cases, this is also the case for many other groups, project teams, research teams, and so on. However, team efficiency and team processes can be improved by careful selection and team recruitment.

Figure 2: Build a great TEAM (Carmichael, 2016)

Conclusion

Teamwork has never been more important in organizations than it is today. Whether working in a production environment, service providing business, it is highly effective and more benefit from collaboration within a team structure, by using team power. An Organizations need to think about how to implement collaboration and use the best practices to build relationships and trust to build the team.

Refences

Carmichael, E., 2016. YouTube. [Online] Available at: https://www.youtube.com/watch?v=r3c7uAJRx3U [Accessed 18 December 2021].

Wikipedia, 2021. Wikipedia. [Online] Available at: https://en.wikipedia.org/wiki/Teamwork [Accessed 17 December 2021].

Jordan, M.,2021. Azquotes. [Online] Available at: https://www.azquotes.com/quote/150627 [Accessed 18 December 2021].

Sahu, s., 2015.Linkedin. [Online] Available at: https://www.linkedin.com/pulse/importance-teamwork-organizations-surendra-kumar-sahu  [Accessed 18 December 2021].

Katzenbach, R.,and Douglas, K., 2005.Harvard Business Review. [Online] Available at: https://hbr.org/2005/07/the-discipline-of-teams [Accessed 18 December 2021].

What is the importance of employee engagement?

Employee engagement is feeling genuinely included as a team member, being engaged on clear goals, being trusted and empowered, having regular and constructive feedback, being supported in acquiring new abilities and being appreciated and recognized for achievements.

Figure 1:Employee Engagement(Questionpro, 2021)

Employee engagement is thinking to yourself in the morning, "Wow, I'm going to work." I've decided what I'll do today. I've got some great suggestions about how to do it efficiently. I'm excited to attend the team and help them in our efforts today (Macleod, 2021).

Responsibilities of management to create an effective employee engagement in an organization.

Ø Implementing an effective communication procedure in the organization.

Ø Offering Rewards giving promotions to suitable persons at the appropriate times.

Ø Discuss career advancement.

Ø Listening to employees and providing regular feedback.

Ø Creating value and respect for the employee in the organization.

Ø Attention to employee well-being.

Ø Development Opportunity.

Employee engagement is important to the HRM of an organization because of its immediate benefits in retaining, recruiting, job satisfaction, and happiness. But the benefits of engaged employees are far outweighed human resources.

“When employees are engaged, they are more likely to invest in the work they do which leads to a higher quality of work produced” (Firstup, 2021).

Role of the employee in the development of employee engagement.

Ø Providing honest and proactive feedback to management on what they do and do not do.

Ø Highly engage and contribute to productivity.

Ø Work efficiently.

Ø Satisfactory job participation. 

 Employee satisfaction with the work they do, willingness, and commitment to it create an employee engagement. Important for company's success by providing its links to job satisfaction and employee morale. When employees have a good understanding and confidence about their organization they contribute as much as they can to achieve the goals of the organization.

“An "engaged employee" is one who is fully involved in, as well as enthusiastic about their work, and thus will act in a way that furthers their organization's interests. Employee engagement is important to the competitiveness of any organization, particularly in the current business environment” (Frust, 2018).

Figure 2: Create a Culture of Engagement(Wright, 2013)

Conclusion 

 An employee expects more from his or her company and employer than just a paycheck. There employers have to focus on their well-being and work related to their performance, which in turn contributes a lot to the success of the an organization. Engage employees have a very positive view of their workplace. When employees are involved with their teams, interested in their job, and have positive feelings about your organization, they will want to stay and make an extra effort to make the organization successful.

References

Firstup, 2021. Firstup. [Online]
Available at: https://firstup.io/blog/employee-engagement-key-to-company-success/
[Accessed 17 December 2021].

Frust, P. G., 2018. irmi. [Online]
Available at: https://www.irmi.com/articles/expert-commentary/employee-engagement-and-organizational-performance
[Accessed 17 December 2021].

Macleod, D., 2021. Engage for success. [Online]
Available at: https://engageforsuccess.org/what-is-employee-engagement/
[Accessed 17 December 2021].

Questionpro, 2021. questionpro. [Online] Avalilable at: https://www.questionpro.com/blog/top-drivers-of-employee-engagement/ 

[Accessed 17 December 2021].

Wright, K., 2013. Youtube. [Online]
Available at: https://www.youtube.com/watch?v=IZA94smSkQg
[Accessed 18 December 2021].

 

 

 

What is the Organizational Culture?

Figure 1:Organizational Culture (Tutorialspoint, 2021)

A successful organization should have a culture that is founded on a set of strongly held and broadly accepted values that are backed up by strategy and structure. Three things happen when an organization's culture is strong: 

Employees know how top management expects them to perform in each circumstance.

Employee or employer believe that the anticipated answer is the ethical one.

They are aware that showing the organization's values will be rewarded. 

“Organizational or corporate culture is the pattern of values, norms, beliefs, attitudes and assumptions that may not have been articulated but shape the ways in which people behave and things get done. Values refer to what is believed to be important about how people and the organizations behave. Norms are the unwritten rules of behavior” (Armstrong, 2006).

The organizational culture always based on following basic assumption.

Ø Human Nature

Ø The Organizational environment

Ø Appropriate emotions

Ø Effectiveness

Values of Organizational culture 

Values are most effected aspect for any organizational cultures. There really is no right or wrong choice, but organizations have to choose which values to prioritize. The following are some examples of common values:

Ø Outcome orientation. Emphasizing achievements and results.

Ø People orientation. Insisting on fairness, tolerance and respect for the individual.

Ø Team orientation. Emphasizing and rewarding collaboration.

Ø Attention to detail. Valuing precision and approaching situations and problems analytically.

Ø Stability. Providing security and following a predictable course.

Ø Innovation. Encouraging experimentation and risk-taking.

Ø Aggressiveness. Stimulating a fiercely competitive spirit.(SHRM, 2021).

Figure 2: Edgar Schain's culture Model(Fixabout.com, 2019)

Impact of organizational culture on productivity

Employers and human resources specialists are slowly but surely becoming aware that connection between organizational culture and productivity and listening to and aligning with employee needs is essential for streamlining the company’s productivity through well establish organizational culture.

“research shows that company culture is linked to employee productivity. In that particular survey of business owners, carried out by The Alternative Board (TAB), 86% of respondents say they believe company culture directly impacts productivity”(Harbour, 2018).

 Conclusion

Every facet of an organization's culture, from tone to operations to employee participation, is influenced by its culture. It is vital for employee satisfaction. Employees are more likely to feel connected to the organization when the culture is aligned with them. Not only is this possible, but A high-performing organization should maintain constant alignment with its vision and objectives. Although each organization has its own work culture, it is how that culture empowers, engages, and values its employees that makes it thrive. Organizations that value their culture survive challenging times, such as the Covid epidemic.

References

Armstrong, M., 2006. Human Resource Management Practice. 10 ed. London: Kogan page Limited.

Fixabout.com, 2019. Youtube. [Online]
Available at: https://www.youtube.com/watch?v=aSbBxwxZilY
[Accessed 18 December 2021].

Harbour, S., 2018. Zenefits. [Online]
Available at: https://www.zenefits.com/workest/company-culture-linked-employee-productivity/
[Accessed 18 December 2021].

SHRM, 2021. SHRM. [Online]
Available at: • https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/understandinganddevelopingorganizationalculture.aspx
[Accessed 18 December 2021].

Tutorialspoint, 2021. [Online]
Available at: https://www.tutorialspoint.com/human_resource_management/human_resource_management_organizational_culture.htm
[Accessed 18 December 2021].

 

 

Impact of Performance Appraisal on Employees Motivation

What is Performance Appraisal?

Figure 1: Performance Appraisal ( Ingwersen, 2017)

Performance appraisals can be important tools to provide employees with feedback for their commitment and contribution to the productivity of the organization. Performance appraisal leads to enhance employee development and motivation.

"The term performance appraisal refers to the regular review of an employee's job performance and overall contribution to a company. Also known as an annual review, performance review or evaluation, or employee appraisal, a performance appraisal evaluates an employee’s skills, achievements, and growth, or lack thereof" (Hayes, 2021).

There is no common methodology for successful performance appraisal. It varies from organization to organization.

Performance Appraisal process 

 Performance planning. 

 Performance execution progress review. 

 Performance assessment. 

 Performance review.

Figure 2 : Performance Appraisal(AIHR, 2019)

The employee performance appraisal process is crucial for organizations to enhance employee productivity and improve their outcomes. Performance appraisal is the annual process by which an employee's performance and productivity are evaluated against a predetermined set of objectives . Performance appraisals are used to review an employee's performance over a period of time. These reviews are used to highlight the strengths, potential of the assigned role, skills and failures, and weaknesses to improve future performance in order to achieve the desired productivity of the organization.

  Benefits of appraisal to employee

 Rewards and recognition

 Increments, incentives, bonus 

 Promotion 

 Nomination for various training programs.

"Performance appraisals are designed to motivate employees to reach and/or exceed their goals. But they do come with a lot of criticism" (Hayes, 2021).

The employees of the organization expect to be properly evaluated for their duties, their contribution to the organization, and their ability, talents as well as the effective performance of their duties. By doing so, employee motivation occurs. They gain more confidence in the organization and increase their interest in the service and commitment they have to make to the organization. It brings many benefits to the organization Such as:

 Utilization of resources 

 Reduce wastage 

 Reduce grievances, absenteeism, employee turnover, and Indiscipline 

 Reduce conflicts 

 Improve productivity 

 Improve Cooperation

The employee appraisal should be evaluated according to the evaluation procedure of an organization, but the frustration of the employee when it is not evaluated enough. In such a case, the employee's demotivation is diminished.

Key objectives of Employee motivation 

 To energize towards identified goals, outcomes.

 Enable to achieve acceptable performance levels.

 To realize the higher potential of individuals. 

Figure 3: Employee Motivate (Geropp, 2019)

Conclusion 

Performance appraisals can lead to unfair evaluations, and employees are judged by their will, not by their accomplishments. It can lead managers to give a scientific rating to weak staff to prevent their relationship from deteriorating. In such a situation employees' demotivation occurs and impact in many ways to overall productivity. Employee appraisals should take place within an organization and should be appropriately evaluated. Maintaining regularity and transparency in employee evaluations promotes employee efficiency and commitment within the organization as well as job satisfaction.

Referenses 

AIHR, 2019. You Tube. [Online]
Available at: https://www.youtube.com/watch?v=2Ww4KEnUhec
[Accessed 16 December 2021]. 

Geropp, B., 2019. Youtube. [Online]
Available at: https://www.youtube.com/watch?v=chpCYb52_wo
[Accessed 17 December 2021].

Hayes, 2021. Investopedia. [Online]
Available at: https://www.investopedia.com/what-is-a-performance-appraisal-4586834Companies use
[Accessed 15 December 2021].

 Ingwersen, H., 2017. Capterra. [Online]

Available at: https://blog.capterra.com/what-is-a-performance-appraisal-and-how-can-you-get-the-most-from-it/

[Accessed 16 December 2021].

EMPLOYEE RESOURCING AND HRM

    HRM is primarily to adapt human resources to the strategic and operational needs of the organization and to ensure the full utilization of those resources. Cares is not only about obtaining and retaining the required number and quality of staff but also about selecting and promoting individuals who are "appropriate" to the culture and strategic needs of the organization.

HRM focuses more emphasis than traditional personal management to find individuals with attitudes and behaviors that are consistent with what management believes is appropriate and conducive to success.

Figure 1: Employee Resourcing (Kershaw, 2021) 

“Employee resourcing is the process of matching human resource capabilities to the strategic and operational needs of the organization. This is exceptionally problematic in project-based organizations due to the competing priorities of the project, the individual employee, and the wider succession needs of the organization” (Dainty, et al., 2009).

Resourcing Strategies 

 Resourcing strategies are based on an understanding of the direction in which the organization is going and of the resulting human resource needs in terms of

 

• Number required concerning projected activity level.
• Skills required based on technological and product /market developments, and strategies to enhance the quality or reduce cost.
• Plans to change the organization's culture in areas such as the ability to deliver, performance standards, quality, customer service, teamwork, and flexibility, all of which suggest the need for employees with diverse attitudes, beliefs, and personal traits. 

Actions to fulfill employee resourcing

Ø  Re-allocate task.

Ø  Re-allocate peoples.

Ø  Recruit new staff from the external job market

.Components of Strategic employee resourcing

Ø  Employee value proposition.

Ø  Resourcing plans.

Ø  Retention.

Ø  Talent management and succession planning.

Ø  Flexibility (Armstrong & Taylor, 2014)

Figure 2: HR Strategy resourcing (Vulpen, 2016)

"The resourcing strategy broadly states the goals that the organization aims to achieve through recruitment. This could be by external recruitment or developing existing employees; working with the whole organization to understand it’s current and future needs; and ways of addressing resourcing (both by filling vacancies and also through the wider needs and expectations of candidates)" (Randstad, 2019).

Employee resourcing is the process of identifying individuals and allocating them to perform the required tasks. Minimizing employee costs and maximizing employee value to the organization and obtaining the right mix of attitudes and commitment in the workforce are the most considerable strategies for employee resourcing.

Figure 3:Employee Resourcing Strategy (Solar, 2020)

Conclusion

 It is clear that employee resourcing is fundamental in the role of HRM. Employee resourcing is the process of identifying individuals and allocating them to perform the required tasks. Minimizing employee costs and maximizing employee value to the organization and obtaining the right mix of attitudes and commitment in the workforce are the most considerable strategies to employee resourcing.

 References

Armstrong, M. & Taylor, S., 2014. Armstrong's Handbook of Human Resource Managment Practice. 13 ed. London: Library of congress cataloging.

 Dainty, A., Raiden, A. & Neale, R., 2009. Project Management Institute. [Online]Available at: https://www.pmi.org/learning/library/incorporating-employee-resourcing-requirements-deployment-decision-making-2401

[Accessed 14 December 2021].

Dontigney, E., 2018. Chron. [Online]
Available at: https://smallbusiness.chron.com/brief-description-employee-resourcing-15995.html
[Accessed 15 December 2021].

Kershaw, L., 2021. The Royal swan bank. [Online]
Available at: https://sites.google.com/a/my.shu.ac.uk/hr-group-5/home/employee-reward/employee-resourcing
[Accessed 15 December 2021].

Randstad, 2019. Randstad. [Online]
Available at: https://www.randstad.co.uk/market-insights/attracting-recruiting-talent/building-a-resourcing-strategy/
[Accessed 13 December 201].

Solar, N., 2020. YouTube. [Online]
Available at: https://www.youtube.com/watch?v=FniVRFI5mAI
[Accessed 16 December 2021].

Vulpen, E. v., 2016. AIHR Academy. [Online]
Available at: https://www.aihr.com/blog/human-resource-strategy/
[Accessed 12 December 2021].

Employee grievances that affect the stability and productivity of an organization.

         Employee grievance is a sign of dissatisfaction with an employee's job or relationship with his team or colleagues. grievances usually arise from the day-to-day job-related matters and relationships in an organization.

“Employee grievance refers to the dissatisfaction of an employee with what he expects from the company and its management. A company or employer is expected to provide an employee with a safe working environment, realistic job preview, adequate compensation, respect etc. However, employee grievance is caused when there is a gap between what the employee expects and what he receives from the employer” (Scoopkiller, 2017).

Figure 01: Employee Grievance (Fizkes, 2021)

Causes of grievances among employees in the workplace   

Common grievances arise in organizations mostly concerning salary, workload, stress, absenteeism, etc. 

Ø Style of leadership. 

Ø Organizational culture, rules, and regulations. 

Ø Improper HR management policies.

Ø Ineffective supervisors. 

Ø Unfair promotion, demotion, transfer or treatment.

Ø Working conditions and working hours.

Ø Unsatisfactory pay or other benefits. 

Ø Interpersonal issues.

Ø Lack of communication

Ø Incompetence of the employees.

Ø Matters  of discipline. 

Objectives  of grievance handling

Ø To improve  human/industrial  relations.

Ø Improve morale /motivation. 

Ø Support  to enhance  productivity.

Ø Improve  the image of the organization.

Ø Establish  recognizable  grievance handling  procedure. 

Ø Improve  communication. 

Ø Ensure  speedy solutions  for grievances. 

Ø Establish  good HRM practices.  

"Having an agreed and approved process will also help to protect the brand or company image by avoiding the ‘bad press’ associated with a mishandled grievance" (Demos HR Solutions, 2019).

Grievance  handling  procedure

Ø Define or describe  the nature of grievances.

Ø Collect  all  the facts that help to explain.

Ø Establish tentative solutions  to the grievances.

Ø Apply the solution.

Ø Follow -up on the case.

        “Employers should have a grievance policy in place to enable employees to understand how to make work-related complaints, and to support managers in handling such issues effectively” (Employment Team, 2020).

Figure 02: How to handle Grievances (Hr Fundas, 2020).

Conclusion

Every employee should have the right to voice their grievances. Their grievances should be duly examined and appropriate solutions provided. A fair and effective grievance redressal procedure is essential for the promotion and maintenance of good and efficient employer / employee An effective grievance procedure encourages an employee to bring their grievances to management, and by doing so, the  management  will be able to find problem   areas  and resolve  them.

“This instinct invariably results in problems getting swept under the carpet and as such grievances often end with a resignation. But before discussing the correct grievance procedure, it’s worth exploring how you can actually prevent situations from escalating” (Darge, 2018).

References

Demos HR Solutions, 2019. Demos HR Solutions.[Online] Available at: https://demoshr.co.uk/blog/blog/item/the-importance-of-a-structured-grievance-process

[Accessed 14 December 2021].

Employment Team, 2020. Davidsonmorris. [Online] Available at: https://www.davidsonmorris.com/grievance-procedure-steps/

[Accessed 14 December 2021].

Fizkes, 2021. Istock. [Online]

Available at: https://www.istockphoto.com/photo/diverse-group-giving-comfort-and-support-to-upset-mate-gm1318533347-405640450

[Accessed 14 December 2021].

 Fundas, H., 2020. You tube. [Online]

Available at: https://www.youtube.com/watch?v=LZgle_znK_I&t=337s

[Accessed 14 December 2021].

Darge, G., 2018. Perkbox. [Online]

Available at: https://www.perkbox.com/uk/resources/blog/5-steps-to-handling-a-grievance

[Accessed 14 December 2021].

Scoopskiller, 2017. Scoopskiller. [Online]
Available at: https://scoopskiller.com/management-materials/human-resource-management/employee-grievance/
[Accessed 14 December 2021].