Team Management Blog 2

‘'.... Strong leadership and Team Management are the key factors in fostering innovation, unlocking the potential of the teams, and ensuring organizations have the right strategies to drive productivity and growth’' (Hayes 2012). To archive it Human resource management set the perfect stage for organizations to get the right players involved through good leadership selection and coaching, to build the perfect environment to the business's overall success (Deshler 2016). And the organizational management differs from leadership was explained in a CIPD fact sheet as ''The idea of management that evolved in the nineteenth century and it was later developed into theories by FW Taylor. According to author the management was largely based on the military principles of command and control and to some extent still is, about the planning, organizing, co-ordination and implementation of strategies, tactics, and policies, imposed from the top management in an apparently rational manner. Therefore, administering a strategy is central to this view of management. However, later management studies have discovered the behaviors of those in managerial roles distinguished between managing task and managing teams acknowledged with influencing people to achieve objectives, leadership is a part of the team management role (Haden and Davidge 2020). 

Content 1





The Human Resource Management has started to develop in 18th century in Europe during the industrial revolution and it is extremely critical for a success of an organization according to founders (Owen and Babbage 1800).  

To archive the organizations Strategic Human Resource staffing plan, executing a positive candidate experience is required to attract talented team members in today's contemporary labor market for organizational needs. Furthermore, author stated that a positive interview experience alone may not translate into a recruitment that last long to eliminate the negative impact of the staff turnover (Wolfe 2019). According to a survey, 3256 (Thirty-Two Hundred and Fifty-Six) employees in Italy mentioned, career promotion and career prospects have had the strongest relationship with job satisfaction. Moreover, this study observed that superiors, colleagues, growth, independence, recognition, job variety, the physical environment, benefits, wage, hours, and job certainty impacts job satisfaction in various aspects (Manisera et.al 2005). Also, the authenticity, genuineness, engagement, happiness, and the wellbeing of the current employees can make a good image of the organization and it shall lead to a positive connection among the candidates as well as the provided service to the client (Paul Wolfe 2019).  

The word 'resume' comes from the French vocabulary, resume meaning a summary (Merriam-Webster 1828). The first resume was created by Sir Leonardo da Vinci, although the first resume takes a form of a letter written about year 1481–1482 to a potential employer, His Excellency the Italian Renaissance prince Ludovico Sforza (Siofra 2015). A resume of a candidate is a brief information summary of the capabilities, education, and experience. It should highlight the strongest assets and skills to differentiate candidates from each other seeking similar positions. However, it does not mean that all the work experience must state in the resume, but the resume should reflect the kind of skills the employer values (Harvard Office of Carrier Services 2020).  

Human Resources professionals must track and manage many incoming resumes, cover letters, applications and details of candidates applying for the job openings, which can be a lot of work depending on the size of the organization. Unsurprisingly, in contemporary Human Resource development world there are many dedicated recruitment solutions on the market to support the needs of Human Resource teams which full fill the attributes such as tracking existing employee data, which traditionally includes personal histories, skills, capabilities, accomplishments, recruiting, onboarding, administration, managing payroll, tracking and managing employee benefits, human resource planning, performance management and appraisals, employee self-service, scheduling, leave management, employee reassignment, reporting and analytics (Foxall 2018). 

Video 1 (The Careers Service at London Metropolitan University 2014).



‘'Over the past 15-20 years the professionalization of the corporate and social talent modules has been dramatically changed the way skillful employees are found through universities, modern technology, recruitment agencies, sophisticated recruiting techniques, and the Internet media’' (Eskenazi 2018). 

 

List of References 


Deshler, R 2016, ‘'How HR Executives Can Enhance Strategic Management Processes’'.

Eskenazi, J 2018, Corporate Talent Acquisition Leader's Field Book, 2nd Edition. 

Foxall, D 2018, ‘'Systems for Recruitment’', Human Resource Management. 

Haden, S and Davidge, J 2020, ''Leadership in the workplace'', Chartered Institute of Harvard Office of Carrier Services, Faculty of Arts and Science, Harvard University 2020. 

Hayes, J 2012, ''Key to Sustainable Growth'', Skills and Lifelong Learning, Minister of State for Further Education in the United Kingdom.

London Metropolitan University. Carrier Services 2014, 166-220 Holloway Rd, London N7 8DB, United Kingdom. <https://www.youtube.com/watch?v=5GnlxA5Yeto>.

Owen, R and Babbage, C 1800, Founders of the Idea, Human Resource Management, Personnel and Development 2020, 151 The Broadway, London. 

Siofra, P 2015, ‘'3 Lessons Every Job Seeker Can Learn from the World's Oldest CV". LinkedIn. Retrieved 8 June 2015. 

Webster, M 1828, French résumé, from past participle of résumer to resume, summarize, from middle French resume, Retrieved 9 March 2015. 

Wolfe, P 2019, ''Employee Evangelism and the Candidate Experience'', Strategic Human Resource Management.


Comments

  1. janaka ChandradasaNovember 16, 2020 at 4:55 PM

    Well-intentioned managers naturally do well at HRM, the following will also seem valid:
    Responsible, generous, enlightened top management will develop an effective employee group because its considerate and humane practices will inevitably trickle down and permeate the organization.
    Management may share its prerogative to manage if it wishes, but philosophically employees have no right to manage.
    People are fortunate to have jobs for which someone else has invested the capital.
    People are adaptable to a wide variety of tasks and conditions.
    Someone will turn up able and willing to do any job if the pay is right(Skinner, 1981).

    ReplyDelete
    Replies
    1. Romesh SeneviratneNovember 24, 2020 at 10:00 PM

      Thank you Janaka for your response to my blog. The increasing globalization, dynamism and complexity of the current economy show the convenience of adopting Human Resource and Strategic Human Resource models to the Team Management. Therefore, approaches combining the HRM and SHRM principles are essential to achieve competitive advantages in contemporary developments in people management issues and practices from a Global perspective (Bryar 2001). Furthermore, Human Resource Management philosophy and Strategic Human Resources principles offer a virtuous circle for continuous improvement and development of the organization. Nevertheless, a great number of authors treat HRM and SHRM as two absolutely different theories and independent systems of Team Management practices (Ruzevicius, 2006).

      Delete
  2. Ranga KodagodaDecember 3, 2020 at 6:09 AM

    Hi romesh, Leadership and teamwork: Two sides of the same coin. The relationship of coexistence between leadership and teamwork cannot be overstated. In a more knowledgeable world, a more capable leader can look to failure if the team he leads fails to measure and derail the leader’s goals. In fact, teams can be cruel without effective and wise leadership (Victor, 2013).

    ReplyDelete
  3. Melissa DiazDecember 3, 2020 at 7:14 PM

    increasingly, organizations are realizing that they have to establish an equitable balance between the employees contribution to the organization and the organization’s contribution to the employee. Organizations that follow a strategic approach to creating this balance focus on the three main components of a rewards system, which includes, compensation, benefits and recognition. The most common problem in organizations today is that they miss the important component of Reward, which is the low-cost, high return ingredient to a well- balanced rewards-system. A key focus of recognition is to make employees feel appreciated and valued. Employees who get recognized tend to have higher self-esteem, more confidence, more willingness to take on new challenges and more eagerness to be innovative. ( Pratheepkanth, P., 2011)
    Pratheepkanth, P., 2011. [online] Globaljournals.org. Available at: [Accessed 3 December 2020].

    ReplyDelete
  4. Mihiran WijayawardenaDecember 4, 2020 at 7:22 AM

    Argue (2015) cites Henderson (2011, p.84) elaborating that selection process as a major process in strategic human resource management in order for an organisation to sustain competitive advantage. According to Henderson, each step in the recruitment and selection process needs careful time and consideration. Decisions made in the recruitment and selection stage will impact the company in the future. Bad decisions made in the selection process can create serious costs for an organisation.

    ReplyDelete
    Replies
    1. Romesh SeneviratneDecember 5, 2020 at 4:28 PM

      Thank you Mihiran for your response to my blog. The increasing globalization, dynamism and complexity of the current economy show the convenience of adopting Human Resource and Strategic Human Resource models including the time management to the Team Management professionals (Bryar 2001).

      Delete

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