Team Dynomics

• Project manager


  • Plan and manage a project to successfully complete its listed goals and deliverables
• Characteristics of a projectmanager

  • Coordinate duties
  • Create lines of communication
  • Ensure timely delivery of materials needed
  • Responsible for delivering the end product
• HR-related projects


  • HRIS
  • Training and development programs
  • Performance management overhaul
  • Change management (organizational development)
  • Employee well-being and health initiatives
• Change management


  A well-planned approach to shifting or transitioning individuals, teams and organisations from a current state to a desired future state
• Types of change


  • Developmental (improve current business)
  • Transitional (replace existing processes)
  • Transformational (occurs after transition)
• Organisational barriers to change

  • Undefined goals and objectives
  • Financial and environmental
  • Lack of resources/poor resource allocation
  • Structural
  • Insufficient communication
  • Lack of poor leadership
  • Lack of preparation for new roles
  • Cultural issues
• Individuals resisting change


  • Fear
  • Lack of input into the change
• Overcoming resistance at the individual level


  • Directly involve them in the change process
  • Motivate them
  • Support networks
  • Extra incentives to further encourage and reward compliance
• Code of conduct


  A set of conventional principles and expectations that are considered binding on any person who is a member of a particular group
• Benchmarking


  A continuous process of comparing an organisation's strategies, policies and procedures with those of other organisations considered to be the best in their field
• Best practice


  A method or technique that has consistently shown results superior to those achieved with other means
• Steps to conduct best practice analysis

  1. Define objective

  2. Gather information

  3. Identify criteria for best practice

  4. Research and benchmarking

  5. Collect best practices

  6. Evaluate and analyse

  7. Select relevant practices

  8. Adoption and customization

  9. Develop an implementation plan

  10. Monitor and evaluate
• Best practices contribute towards productivity

  • Implementing performance management system
  • investing in training and development
  • Employee engagement
  • Providing flexible work arrangements
  • Prioritice employee health and safety
• 360° feedback process


  Based on specific identified skills or competence, and the final results are compared against the employee's self-assessment
• Performance monitoring system


  Tracks the performance of employees in a consistent and measurable manner
• Performance management


  A process that links what individuals and teams do on a daily basis with larger goals, values and cultural practices
• Purpose and performance management system

  1. Setting expectations/goals

  2. Monitoring progress

  3. Provide feedback and coaching

  4. Recognize achievements

  5. Identify development needs

  6. Supporting career growth

  7. Decision making

  8. Improving communication
• Performance management steps


  1. Planning: set clear goals, define individual roles/responsibilities

  2. Monitoring: regularly track/monitor employee performance against goals/standards

  3. Developing: provide training, resources, support to help employees develop skills

  4. Reviewing: conduct formal performance reviews periodically

  5. Rating: evaluate performance based on predefined criteria/performance metrics

  6. Rewarding: recognize/reward high-performing employees through bonuses, etc.

  7. Managing performance issues: address performance issues or areas of concern promptly

  8. Setting development goals: set meaningful development goals and career objectives

  9. Communication: open communication between managers and employees
• Line managers role in performance management

  • Multifaceted and pivotal role as coaches, mentors, evaluators, motivators, driving individual and team performance while supporting employee development
• Productive performance appraisal interview

  1. Preparation

  2. Assessment: giving timely feedback

  3. Reviewing documents: review all pertinent documents

  4. Appropriate setting: neutral, private

  5. Deliver feedback clearly: simple language

  6. Encouragement
• SMART objective


  Specific, Measurable, Achievable, Realistic, Time-phased
• Key Performance Indicators (KPIs)


  • Quantitative metrics such as sales, revenue per employee, number of customers served, etc.
  • Qualitative metrics such as customer satisfaction scores, quality ratings, product reliability rates
• Strategic management


  Provides overall direction by developing plans/policies to achieve objectives and allocating resources to implement the plans
• Components of strategic management

  • Strategy analysis
  • Strategy choice
  • Strategic implementation
• Key Performance Indicators (KPIs)


  A type of performance measurement that helps you understand how your organization/department is performing
• Importance of KPI: If you don't know how you're progressing in certain areas, you don't actually know where you're going</b>
• Identify current organisa policie/procedures, documentation, processes and conduct can be through applying the followin:

  1. Define issue
  2. Identify gaps within current guideline; recommend a best practices
  3. Identify supporting practices and their sources
  4. Define related tasks and implementation
• Characteristics of a project:

  -Cost

  -Scope

  -Time schedule/objectives

  -capable producing information

  -supervision/monitoring effectively
• Types of benchmarking


  • Competitive benchmarking
  • Internal benchmarking
  • Process benchmarking
  • Generic benchmarking
• Competitive benchmarking


  Performed against competitors to determine the cause of the competitors' superior performance
• Internal benchmarking


  Applied to organisations having multiple units
• Process benchmarking


  Examines how other organisations that produce different products approach similar processes
• Generic benchmarking


  Examination of how other competitors approach technology and processes
• Areas where HR practitioners could promote best practices

  • Training & development
  • Performance measurement
  • Fairness & equity
  • Continuous improvement
  • Employee engagement & communication