Steps in Developing People Model in Group Working - Coursework Example

HR Developing People Table of Contents Introduction 3 Steps in Developing People Model in Group Working 3 Factors influencing and affecting the design of a learning event 3 Advantages 6 Conclusion 7 Reference 8 Bibliography 8 Introduction This project aims to bring forth how the personal learning needs of individuals in organisations can be identified during the course of doing a project. This has been primarily presented in the context of a project which is conducted by a group of individuals. It discusses the difficulties of individuals participating in the project and how they have been met through relevant reading and experience. The course discusses some of the ways in which successful groups can be developed. Finally, the project recommends the development of people model in group working. Steps in Developing People Model in Group Working Factors influencing and affecting the design of a learning event The most component in the design principle of a learning event is congruency. The presenter of the even must practice what he preaches. If he preaches to listen and support, then he must ensure that he himself does so. The next step in the learning event is developing a shared mission which defines the team. It primarily provides the purpose for which the group works. The purpose is to realise that all efforts coming from the members of the team are directed towards attainment of the group objectives and aims. The next step involves defining the roles and responsibilities of the respective members of the team. Each member must know exactly what is expected of them. Without the expectations, members are not able to develop mutual trust or accountability within the team (MIT, n.d.). The expectations of the group must be made very clear, based on which members would be able to meet the expectations. There can also be a group leader who would be responsible for coordinating the efforts of the entire team and also providing guidance to the team in the process. The emphasis was to create a demonstration of the skills that were being imparted. The reason for choosing the method was to make the individuals learn from practice. It also allows them to accept and realise feelings. The motive is to make people learn while they are at work. It also enhances people’s confidence and appreciates the works of others. In the process they can help each other out which consequently helps to increase their problem solving skills (Krantz, 1997, p.1). The process of evaluation includes learners to demonstrate their learning. This way the skills of the candidates were evaluated. The demonstration is reviewed focussing on the factors which helped build up the skills of individuals. It would show the benefits of learning that has been generated and also highlight on the loopholes or drawbacks in the process. An effective way of redesigning the session would be to allow individuals to identify and bring forth their own problems. They would also be given the chance of self evaluation. They would be given the authority to judge their own leanings and the learning module that was prepared. Based on the evaluation their feedback would be collected. This feedback in combination with the listener’s feedback would be evaluated for results. The most crucial aspect in working as a team is effective communication. Team members must be communicated well what is expected of them. Members must be encouraged to develop practices for open communication. Communication here requires that members listen carefully and respectfully and then respond positively to the ideas generated from other members. If a particular idea is not clear and needs clarification, members must not shirk from asking for additional information and clarification of the ideas (MIT, n.d.). It is also the role of the team members to create an environment which encourages members to share ideas among themselves. “Most great ideas are built by teams building on an initial thought” (MIT, n.d.). This should also be accompanied by treating the ideas of each member with equal importance. This is because any idea can emerge to be the perfect one which was needed in the team. Verbal and non-verbal communication is some of the fundamental aspects which should be considered for effective communication in the group (Cragan, Wright & Kasch, 2008, p.10). It is also useless to hide conflicts in a group. Differences are the basis on which better results can be created and used. Based on the business needs of the organisation, employees must be trained about gaining time management skills. Dividing the tasks into parts and subparts and allocating them to group members is the best way of group operations. Each unit must be allocated a certain time of completion. The time should be allocated in such a way that identifies the needs of the members and his performance. Also adequate time must be allocated for effective coordination within the group. The result should be the output of a group activity and not individual activities (Downs, 2008, p.12). The aim should be to distribute the work pressure of the group among individual members and it should not be the responsibility of a single member. There should not be any kind of biasness in time allocation among members. Training interventions are some of the effective ways of creating versatile individuals with personal portfolios of qualifications and experience. The aim is to develop a culture in which individuals can manage their own development instead of depending on the organisations to cater to their learning needs (Reid, Barrington & Brown, 2004, p.44). The effectiveness of a learning module can be evaluated only when it is applied in the workplace. The event needs to be transferred and implemented in the work situation. The plan may be especially implemented when developing a training module. As per the program participants can be imparted training on a particular issue. Then the participants would have to demonstrate their leanings which would reflect their performance. A review would be generated by all including the participants, on their achievements and drawbacks as well. Based on the drawbacks the training module would be modified and redesigned. Advantages It is important to realise the importance of building one’s own career and creating his development needs. Training interventions play a crucial role of doing the same. It helps individuals to understand their own requirements and needs to develop. It also helps to create versatile individuals which have their qualifications and experiences. Employees are able to address their own issues instead of relying on the management or the organisation to provide them with assistance. Individuals are the best ones to realise their needs and requirements. They are also in a better position to understand their loopholes and drawbacks and the areas on which they require training. Management would not be able to cater to the personal needs of employees based on individual requirements. This calls for the development of a culture in which individuals take the responsibility of managing their own needs. Interventions are found to be most effective in organisations where numerous group activities are performed. This helps to reduce the gaps existing between individuals in areas of skills, knowledge and capabilities. It helps members to acquire the competencies which are needed in the group activity and make them capable for delivering the solution. This is specifically effective in time management training. Moreover, time management trainers must also have the required skills and potential to provide effective training (Downs, 2008, p.14). Conclusion Group performance is one of the ways which contributes to the learning development of individuals. It is understood that group members might differ in terms of their capabilities, skills and knowledge. However, the performance of the group is the actual reflection of the activity of the entire group and not a single entity. This is where the requirement of training interventions comes into play. It is the way in which members are made self independent and are made to cater to their own learning needs. Some of the learning development in such programs are effective communication and time management skills. This is specifically relevant in group activities as the individuals differ in their knowledge and skills. Time management also helps them to coordinate their activities in the best possible way which would not only help them to reduce time but would also be the most cost effective way. Reference Cragan, J. F., Wright, D. W. & Kasch, C. R. (2008). Communication in Small Groups: Theory, Process, Skills. Cengage Learning. Downs, L. J. (2008). Time Management Training. American Society for Training and Development. Krantz, S. G. (1997). Techniques of problem solving. AMS Bookstore. MIT. (No Date). Working on Teams. [Online]. Available at: http://web.mit.edu/hr/oed/learn/teams/art_newteam.html. [Accessed on April 19, 2011]. Reid, M. A., Barrington, H. & Brown, M. (2004). Human resource development. CIPD Publishing. Bibliography Mankin, D. (2009). Human Resource Development. Oxford: Oxford University Press. Read More