Staffing Challenges In today’s competitive market, organizations not only strive to increase productivity, improve service, and adapt to new technology to gain a competitive edge, they also compete for highly skilled employees. Regardless of the size of the organization, staffing is a critical function that could cost an organization dearly if the wrong decisions are made during the hiring process. Staffing an organization is one of the most critical functions in Human Resources (HR). Hiring and retaining skilled employees is a key element in the success of any organization and is considered the underlying effectiveness of an organization (Heneman & Judge, 2010). Staffing is defined as “the process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the organizations effectiveness” (Heneman & Judge, 2010, pg 8).
Role of Project Leader “As the process leader, your job, if not your mantra, is to enable your group to approach this standard and keep them there” (DeCarlo, 2004, p. 146). A project cannot be considered a success if the knowledge needed to maintain it and create it on a daily basis has not been developed. A project leader role “is a complex, high-speed, self-correcting venture during which people interact in search of a desirable result under conditions of high uncertainty, high change, and high stress” (DeCarlo, 2004, p.34). A project leader must know what skills are needed to complete, support, and produce the project. They also need to understand the skills that will help the other team members meet the strategic goals, and which investments that are required to develop those skills.
Common Barriers to Effective Teams Challenges of Knowing Where to Begin At the start of a project, team members may be at a loss as to how to begin. Also, they may have reached the end of a task but are unable to move on to the next step or put the task to rest. Floundering often results from a lack of clear goals, so the remedy is to go back to the team’s mission or plan and make sure that it is clear to everyone. Team leaders can help move the team past floundering by asking, “What is holding us up? Do we need more data?
* Establishing open communication with the employees involved. * Training and educating team members to be successful. * Being patient while the teams go through various development stages. Despite training, some individuals never get comfortable with the skills needed in a team environment such as open communication, selfcorrection, conflict management and problem solving. One reason for this is the effect of traditional hiring and evaluation processes, in which the emphasis is still on individual performance and rewards.
Furthermore, the job satisfaction, commitment, and performance will expand when coming together in making decisions. Additionally, organizations also benefits from these decision-making styles is deciding what approach is feasible to resolve any questions or concern that may arise. There is a disadvantage to these decision-making styles; not every stakeholder, employee or client may be willing to participate or may not agree with the ideas, or his or her needs are not met. Social pressure, or stress in these groups may cause indecisiveness, inefficiency, lower morale, and productivity may suffer. Moreover, debates may arise and little involvement between the stakeholders, employees, and clients will result in failure vice success in the organization; additionally, this may also be a slow and intense process.
A NEW MANDATE FOR HUMAN RESOURCES Human Resource is proving to be a vital part in any of today’s organizational structure. It is believed to be putting essential impact on companies that work with Human Resource. The department itself consists of professionals and expert analyzers who help the company achieve higher success and also are able to keep a hand in the growth. To say it simply, the human resource or the Human Resource management works as a hub of the organization serving as an association among all others concerned. The case ‘A New Mandate for Human Resources’ by Dave Ulrich has so much potential information that explains how the Human Resource were used to be managed earlier, how it is accepted now and in what ways it can be put into fine use to the growth of the company in all departments.
Supply Management professionals are called on more and more to be part of cross-functional teams, but not as much as they should to make a project successful. Today’s supply management professionals are well versed in project management, and can achieve their full potential with strong leadership.
Leading High Performance Teams | Class One Individual Assignment | Vivian Jones 12/7/2009 | The foundation of team building is discipline. In order to build great teams there has to be some wisdom as well as discipline. There has been a lot of concern about team building in the past and it is still prevalent with teams building today. Some of the concerns are openness, involvement, togetherness and trust according to Jon R. Katzenbach and Douglas K. Smith “The Wisdom of Teams.” I believe that in order to build teams or groups the members must share the same goals and be committed to these goals. If there are no shared goals, time and money spent on team building is often a waste of time or even counter-productive.
One important aspect of all of this is that perception is required in all steps of this model. This is just one of the many ways in which leaders can learn to become better at leading, but it is not the entirely representative of how leaders learn to lead and come to be. Becoming a leader requires that a person train for it; it requires the person obtain experience through practice and education. Leadership through Experience Experience plays a very important role in leadership. There could not be many great leaders if they did not go through some type of experience or play some sort of role that led them to where they are.
Unit 10: Lead and Manage a Team People often confuse the terms manager and leader; they are not the same thing although it is possible for a person to be both. A leader has a vision, a number of visions, or is creating visions – in this context a vision is an overarching idea or achievable dream. Leaders therefore work with people and their emotions, Leadership is about asking the questions, ‘what’ and ‘why’ and empowering people by giving them the responsibility to do things right Managers plan: planning is used to enable the manager to do the job well. Managers ask, ‘how’ and work mainly with processes, models and systems Good skills make a good manager - “A skill is the learned capacity to carry out pre-determined results often with the minimum outlay of time, energy, or both” Wikipedia 2013. Effective team working is about first of all setting clear aims and objectives to be achieved by staff members.