Working with leading people
Unit - 14
Assignment-2: Effective teamwork and development needsTASK 1
3.1 Assess the benefits of team working for a selected organisation
The selected organisation is Beximco Pharmaceuticals Ltd.
Beximco Pharmaceuticals Ltd (BPL) is the foremost company of pharmaceutical formulations and Active Pharmaceutical Ingredients (APIs) in Bangladesh. The company is one of the biggest exporters of pharmaceuticals in the country and it’s up to date manufacturing services are certified by worldwide regulatory bodies of European Union, Australia, Gulf nations, Brazil, and among others. The company is constantly building upon its range and currently producing more than 500 products in various amount forms wrapper broader therapeutic types which include antihypertensive, antibiotics, ant diabetics, anti asthma inhalers antiretroviral, etc, among many others.
The company has been creating a noticeable and increasing attendance across the continents presenting excellent generics at the most reasonably priced cost with decades of agreement manufacturing knowledge formulation competences, with worldwide MNCs, skilled manpower and established.
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Ensuring entrance to quality medicines is the influential objective that inspires more than 2,700 workers of the organization, and every one of them is directed by the similar moral and social responsibilities, the company values most. (www.beximco-pharma.com)
Benefits of team working
The reimbursement of teamwork comprises improved effectiveness, the skill to concentrate various minds on the similar difficulty and reciprocal support. A lot of organizations depend on teams. There are many reimbursement and benefits to teamwork. Like other organisation Beximco Pharmaceuticals Ltd (BPL) rely on the team works of its employees. The benefits of team working in Beximco Pharmaceuticals Ltd (BPL) are as following:
- Better Outcomes: Teamwork guide Beximco Pharmaceuticals to enhanced business results as the team can convey extra assets to stand next to a challenge and there is additional mistake to diminish danger of low individual contributions.
- Efficiency: When a team is competent to work well together they complete more than persons can perform alone. This teamwork facilitates Beximco Pharmaceuticals to save capital as being more competitive in their marketplace.
- Better Ideas: Beximco Pharmaceuticals made up a high-quality team with diverse workers. When these workers put down various skills to the similar trouble, they come about with an additional valuable solution than one individual working on the similar trouble occurs.
- Mutual support: In Beximco Pharmaceuticals when teams effort well mutually, they are encouraging of one another. Reciprocal support can promote people to accomplish goals; they may not become conscious, they could attain on their own.
- Sense of Accomplishment: In Beximco Pharmaceuticals members of a team are to attain precise goals and there is often a better sense of achievement than what an employee might sense while working alone.
Sequentially for teamwork to accomplish these benefits like Beximco Pharmaceuticals, individual members in other companies must work well jointly as a team. They necessitate being able to place thoughts of their own activities apart to effort for the benefit of the team. (Gibson,C., Cohen, S., 2003)
Review of effectiveness of the team in achieving the goals
Teamwork is the performing of work mutually and placing in combined efforts to accomplish a common goal or task. The effectiveness of the team in achieving the goals is as following:
- Team work creates the members of the team do superior and generates improved result. In a team each member is accountable for achievement. It is a mixture of potency, wrapper up the person limitations. The strengths and limitations of team members are balanced. Therefore the goal is accomplished with the highest labours.
- When there is thinking session to locate a resolution for a difficulty, there is high possibility of getting a lot of diverse and creative ideas. This endeavour facilitates the team to gain many substitutes and execute the best action plan and allocate the tasks to the individuals concerned.
- Teamwork assists persons increase their confidence. The entire team member senses essential and necessary. When each one individual is conscious of his/her responsibility and is part of a team, individual obtain a feelings of belongingness. The individual makes use of his/her ability highest and creativity to perform the most excellent.
- Teamwork endorses unanimity, relationship and attachment. When individuals working jointly are prepared to provide and get, assist and support one another as the key focus is to complete their task. The entire team members have a general objective to attain.
- Teamwork assists individuals build up individual responsibility. Although the central focus is the team's goal, each individual knows that he is responsible and is accountable to do his part or responsibility. As a consequence each team member has liability for the portion of the task.
- Team work guides to an advanced quality productivity, some times more than expected level of production.
- Team work develops enhanced decision making procedure in the good turn of organisational efficiency.(Champoux, J., 2010)
Always on Time
Marked to Standard
4.1 Explain the factors involved in planning the monitoring and assessment of work performance for the members
Factors involved in planning the monitoring and assessment of work performance
Monitoring and evaluation is an important element of the planning procedure. It is very hard to revisit and set up monitoring and evaluation methods once things have begun to happen. It requirements to start collecting information about performance and related to targets from the word exit The foremost information gathering should happen when it requires assessment This will provide the information that need next to which to assess improvements over time.
The factors involved in planning the monitoring and assessment of work performance for the members are as following:
Education, training and qualifications
At first it needs to assess the Education, training and qualifications of the members of the institute as the scenario 2. Then the HR manager should assess whether the qualifications of the members for his role and responsibility is adequate or not. After assessing the developmental need the HR manager should plan to accomplish the needs.
- Intra institutional Action: HR manager will assess the member functions in a fair, reliable and reasonable approach, and shows such behaviour in accord with the Code of Ethics of the Organisation.
- Information Management: HR manager will assess the member’s competency to use of the available systems and technologies, the advance of data presentations.
- Teamwork: uphold team work and leads one's area to terminate tasks and agree to the accountability is an important factor for the member of the institution. HR manager will assess the optimistic aspects of working as a team, shares the team's interest for achieving joint goals of the members.
- Accountability: Identifies, in combination with organization, precise activities, procedures jobs that need defined responsibility, connecting them to responsibility strategies and objectives. It is an important skill to be assessed by the HR manager
Technical Expertise: Strong academic and practical knowledge of monitoring, planning, and evaluation in the health or social segment, and discipline linked to result-based management, strategy analysis and planning is a good characteristics of an employee. HR manager will assess the Technical Expertise of the employee.
IT Skills the ability to effectively use a computer and utilize software programs such as Microsoft Office Word, PowerPoint, Excel, and Outlook is another most important skill of the members of the organisation. Other IT skills and knowledge of other software programs such as Microsoft SharePoint, Visio, and Project will be an assessed by the HR manager.
HR manager will also assess the qualities and skills given below: - Ability to think logically and strategically. - Good communication skills, both written and oral, as well as ability to convince; capability to design, systematize and synchronize compound corporate procedures; - capability to work well in teams, manage multi-tasking and work under stretched deadlines. - Ability to work in an international and multi-cultural environment
-Personal characteristic - Client oriented. (Kumar, A., 2008).
4.2 A plan to assess the developmental needs of the individuals and implementation
A plan to assess the developmental needs and implementation
A plan to assess the developmental needs of the individuals and implementation is as following:
- Re-evaluate team members' job descriptions
- Meeting with members
- Observing them at work.
- Collecting supplementary data.
- Analysing and preparing data.
Step 1: Re-evaluate team members' job descriptions
The HR manager should begin by thinking about what work the members should be doing – this will be defined by theirjob descriptions,it should be recognized the skills that they may need to do things well.
Step 2: Meeting with Team Members
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Your next step is to meet one-on-one with every member of the team. The objective here is to have an open talk about the type of training and improvement that they think they require to work efficiently and develop their career.
They might not sense that they need any training at all, so it's significant to be up front about the conversation. The HR manager should use emotional intelligence, as well as good questioning techniquesandactive listening, to communicate with understanding and admiration.
The HR manager can ask the following questions to get a enhanced understanding of the people's training needs:
- What challenges do you face every day?
- What is most annoying about your responsibility?
- What areas of the responsibility, or the organisation, do you wish you identify more about?
- What ability or extra training would aid you work more effectively or efficiently?
Then, The HR manager can speak to them about what they would resembling to get out of supplementary training, and ask them to dream of the consequences that they'd like to accomplish.
The HR manager will also, discover more about theirpersonal goals, and consider about how well these goals are similar with theorganization's objectives. Ideally, training and development will assist them in both of these areas.
Step 3: Observing Team Members at Work
Next, The HR manager can keep an eye on how well the team members are doing with key tasks.
For instance, could they be earlier with key tasks, or are they procrastinating on projects? This might point to that they're not confident in their abilities, or are not sufficiently well trained in key skill areas.
The HR manager should be fair and straightforward when he does this. If team members know that The HR manager is watching them, they might act differently, but if they discover that The HR manager can watching secretly, it could damage the trust they have for The HR manager. So The HR manager should be sensitive, ask open questions, and, where appropriate, explain the actions
Step 4: Gathering Additional Data
If The HR manager approach data assembly in a responsive way, he can learn a lot from others who effort intimately with the person he want to assess.
The HR manager should remember the following while assembly information from these sources:
- The HR manager should make sure that he doesn’t weaken the person's gravity, and that he admiration the context. For example, in some culture, it may be satisfactory to converse frankly to co-worker. In others, The HR manager will have to do this with a lot of compassion, if he does it at all.
- The HR manager should avoid nonspecific simplification. He can ask people to encouragement their commentary with particular examples.
The HR manager can also use information from past assessment or feedback sessions.
Step 5: Analyzing and Preparing Data
Now, The HR manager can seem intimately at the information he collected in the first four steps.
The HR manager’s goal here is to bring collectively the most pertinent information, so that he can make a plan for each team member.
Step 6: Determining Action Steps
By now, HR manager should have a good idea of the training and development that each person on the team needs. HR manager last step is to decide what he is going to do to make it happen.
HR manager should make sure that he should take into explanation people's individuallearning stylesbefore he perform to any one training program. HR manager should remember that everyone learns in a different way; his training will be most successful if he customizes it to accommodate everybody's most excellent learning style. Acost benefit analysismight also be cooperative here, particularly if the training HR manager is considering costly.
Also, HR manager should assist the team membersget the most from their training. He should motivate them to appear on time, take notes, and communicate with their mentor and each other, about what they have erudite. It might also be supportive to carry out a type of "after action review” (Young, G., Treffinger,D., Nassab,C., and Selby, E., 2008)
Adopting the discussed plan, there are some developmental needs found among the members of the institute. The developmental needs are-
- Assertiveness skill
- Problem solving skill
- Decision making skill
- Commercial awareness skill
- Negotiation skill and
- Stress management skills.
4.3 Assess the success of the process with respect to the goals
According to the scenario 2, the goals of the HR manager was to make a plan to assess the developmental needs of the member of the institute and implement the plan.
With respect to the goal it is found that the assessment process is successful.
- Kumar, A. (2008), Personal, Academic and Career Development in Higher Education:SOARing to Success, U.S.A and Canada, Taylor & Francis
- Gibson,C., Cohen, S. (2003), Virtual Teams That Work:Creating Conditions for Virtual Team Effectiveness, USA, John Wiley & Sons
- Champoux, J. (2010), Organizational Behavior:Integrating Individuals, Groups, and Organizations, 4th edition, New York and UK, Routledge
- Young, G., Treffinger,D., Nassab,C., and Selby, E. (2008), The Talent Development Planning Handbook:Designing Inclusive Gifted Programs, USA, Corwin Press