Introduction
Creating an effective team is one of the main challenges faced by the business community. Introducing new employees and making them team members in an existing project presents challenges at the team-building stage. Starting with the search for an employee, it is essential to pay attention to the criteria that would characterize the applicant as a person with the necessary practical experience (Jennings & Stahl-Wert, 2016). Moreover, it is necessary to understand the goals and objectives of the team; it is advisable to coordinate the work process of the participants with all desirable resources and tools.
Importance of Teamwork in Organizations
Today, the team activity of an organization’s personnel is one of the priorities in the project management theory and management of organizational systems. A team is people united by common interests and joint activities, which have self-regulation, initiative, and coherence, able to direct the vector of movement toward the result with a minimum level of control (Wheelan, 2021). The Wellington surveys confirm the importance of team management (He et al., 2019). In the first case, the survey revealed the main reason project management has failed – the fact that team managers are poorly trained. The second survey revealed as many as three reasons for failing projects: inconsistent execution, lack of systematic team training, and poor scalability.
Recruitment and Selection Challenges
The selection and recruitment of a team’s members for successful functioning requires considering several circumstances. The first thing to consider is the possible opposition of functional managers to selecting their employees to be part of the team. While recruiting a team, its human resources should be sufficient to avoid disrupting the project task. The ability to recruit people with the necessary competencies and the required number of people is one of the most essential characteristics of HR.
The Role of HR in Team Formation
In the interpretation of HR, team members are selected and recruited in several stages. Pre-assignment is made in consultation with some of the company’s employees and outside individuals, making it easier to begin the recruitment process. Next comes the negotiation process with functional managers, other project managers, or external potential implementers (He et al., 2019). Team recruitment is done either by HR itself or with the involvement of HR and external recruiting agencies, based on the results of the plan and internal corporate capabilities.
Team Development Process and Effectiveness
Team selection is based on a review of recruitment decisions based on multiple criteria, such as experience, ability, and knowledge. Team formation and development is a process that has a definite duration. No matter how strong the personalities and specialists it is assembled from, a team cannot become highly effective overnight and produce excellent results all at once. A manager should patiently and consistently guide their people to become a community of like-minded people. The team is deployed along the way, and collaboration and cooperation are maximized.
Next, the various indicators of team effectiveness should be noted. They show how productive a team is as a single entity with a specific goal. There must be communication between the team members, characterized by clarity and targeting, and their ability to interact.
The critical factor remains the interaction of the entire team, not just formal and informal leaders, which, in any case, are established in any grouping. An effective team works cohesively and cooperatively, where all team members participate in solving the issues at hand and offer their solutions (O’Neill & Salas, 2018). The project team’s effectiveness is influenced by its members’ specific skills and competencies. There are many types of employee competencies, but it is worth highlighting the most important ones because it is tough to find a unique employee.
Conclusion
The successful operation of a highly effective team depends on various tools, both internal and external, for the company. Such a team consists of multiple roles. Each team member has an essential role in ensuring the smooth operation of the business process (Vogus & Rerup, 2018). Support, morale, mutual understanding, and cohesiveness are essential skills for a highly effective team.
References
He, H. K., Lin, Z., & Liang, S. (2019). Creating a high-performance exhibitor team: A temporary-organization perspective. International Journal of Hospitality Management, 81(2), 21-29.
Jennings, K.R. & Stahl-wert, J. (2016). The serving leader: Five powerful actions to transform your team, business and community (2nd ed.). Oakland, CA: Berrett-Koehler Publishers.
O’Neill, T. A., & Salas, E. (2018). Creating high performance teamwork in organizations. Human resource management review, 28(4), 325-331.
Vogus, T. J., & Rerup, C. (2018). Sweating the “small stuff”: High-reliability organizing as a foundation for sustained superior performance. Strategic Organization, 16(2), 227–238. Web.
Wheelan, S.A. (2021). Creating effective teams: A guide for members and leaders (6th ed.). Los Angeles, CA: Sage Publications.