Defining your teamwork

One of the main major reasons for the diversity and experience levels of expected candidates is to ensure that the diversity produces different talents and brings fresh ideology and views into the organizations that will ensure the long-lasting existence of the organization. It also enables the human resource to respond to the different background based on age, gender and cultural difference to solve problems and bring about achievement in the organization's success (Allen, Finkelstein, & Poteet, 2011)

One of the major ways of determining if the candidates will fit into the team is to consider the organization's culture. The organization's culture should be aligned with the culture of the individual. Culture usually helps the organization achieve its long and short-term objectives; therefore they are tied to the vision of the organization. Culture also reveals the personality of the candidates who will form the team. The second thing to consider is if their previous role has prepared them for the role they will play in the team. The scope and the activities of their previous role will determine how they will fare on in the team. Their previous role will help in examining the behavior of the candidate and determine their suitability in the team .Therefore; the previous role helps in providing the human resource professional with the track record of the candidates that will help in making the decision on their suitability in the team. Also, a perfect fit can be determined by how the candidate values people and how they have been able develop themselves and the people around them. This will reveal the candidate's willingness to work with other people in the team and produce meaningful results (Breese, 2017).

A cross-functional team is a team whose members are from different specializations and they work together to achieve a common objective. A cross functional training program is often used to assist the cross-functional team work effectively in achieving the organization's goals. The design of a cross-functional training program should align the team to the strategic plant goals .A good design for cross-functional training program must start with a cross evaluation process to help in alignment. The evaluation process should focus on brainstorming the challenges that might be met by operating the new plant .The evaluation should involve specific questions that would require specific answers that will raise issues which will form the basis of the training. The team should then be allowed to study the findings and issues that will arise from the evaluation process. The findings will help in aligning the plant goals to each work group. The cross-functional training program design will ensure that the goals and strategies of the companies are communicated to each workgroup and ensure that they are understood. Team work is to be encouraged during the training program and reveal the role each member is to play and to establish their value based on the how well they play their role. The training program should enlighten on the validation of the strategies that are in place and the approaches that should be taken in the face of challenges and setbacks. This also enables the members to grow. (Bullen, LeFave, Selig,& Chittenden, 2010)

The training program is aimed at ensuring that the groups are aligned and work together to achieve the organizations set objectives. The training design also helps to bring about the strengths of the team out into the open which increases their cohesiveness and enable the team to make action plans that are easily implemented. The training program also aims at making the team see the needs of the organization and how to create long-lasting solutions to the needs. The training program is designed to exhibit the expected performance of the team .lastly; the training program should be cost- effective and quantifiable. The training program can be benchmarked by the human resource professionals and is able to meet future needs comfortably without future adjustments.

One of the training topics that can bring about diversity is inclusive leadership. This refers to leadership that has a wide range of culturally and demographically diverse people. Inclusive leadership is another topic that will increase productivity as different people have different ways of solving issues. Dialogue is a topic that can easily foster intergroup relationships. Dialogue brings about improved cooperation and relationships within various groups therefore bringing about intergroup relationships. Constructive solutions which are slow and lasting hence affecting productivity, in turn, can also be as a result of dialogue. A training topic that can be used to improve productivity within the plant is through time management. Tasks should not take too long to achieve or complete . Every goal should have a time limit so as to enable the teams to remain objective and their activities remain relevant. This will increase the productivity. Another way of increasing productivity is by recognizing members who are outstanding in their performance in helping the team run the plant. This will boost their morale and encourage competition among members. In achieving to set aside a group of team with a known agenda, the new plant will be able to be run effectively by the personnel appointed (Allen, Finkelstein, & Poteet, 2011).

 

 

 

 

 

 

 

 

 

 

 

 

 

REFERENCES

 

Allen, T. D., Finkelstein, L. M., & Poteet, M. L. (2011). Designing Workplace Mentoring Programs: An Evidence-Based Approach. Hoboken: John Wiley & Sons.

Breese, K. M. (2017) Human resources war stories: In the trenches.

Bullen, C. V., LeFave, R., Selig, G. J., & Chittenden, J. (2010). Implementing strategic sourcing: A manager's guide to world class best practices. Zaltbommel: Van Haren Publishing.