Question

After the current COVID19 health emergency subsides in the future, every level of government in Canada and abroad will be forming teams to examine `lessons learned’ from this worldwide pandemic and to recommend new policy guidelines and legislation.

As a successful graduate of HRM 3410 [?], you have been hired as a training & development expert to help develop training programs for provincial, as well as regional, teams in Ontario comprised of senior executives from business [corporations & small business], the public sector including education, health care and emergency management, not-for-profit and community volunteer groups, as well as first responders (fire, police, emergency medical services) and public servants, etc.

Based upon your knowledge of course training and development theories/concepts/ frameworks, your task is to develop realistic and specific recommendations addressing the following issues:

A brief overview of the `W5H’ aspects of your training design
One (1) appropriate training method drawn from each of the three (3) different types/categories of training methods
Guidelines/tips for effective `team’/group formation and functioning
How you would conduct `orientation/induction’ training for the teams?
How should `leaders’ be selected for these regional and provincial teams?
Ensure that you provide a supporting rationale for your recommendations/answers.

Answer 1

Developing a team is a very vital role. Multiple hands create one mind!!!

The team is amazing, they work at the highest level of capabilities and reacts responsively at lightning speed in every situation.

Developing a team is a very crucial aspect in an organization/job no matter if you are a new leader or an experienced manager. Every individual need training, support throughout their careers in both the aspect as an individual and as a team in order to upgrade/develop their knowledge/skills for working effectively. Being in a manger like the position it is vital to know how people work, identify what training they need is required to the folks for better performance and to work closely with HR and L&D to deliver the right training to the right person at the right time. Below are the keys : -

Identify Training Needs.

Choosing the Right Training Methos

Coaching

Team Building Activity

Delegating Wok

Managing Talent

Succession Planning

--------------------------------------------------------------------------------------------------------------------------------------------------Introduction to working culture: - Basic new members should be firstly familiarised with the organization work culture. Gude the policies of the company. Briefing about the HR policy in regards to salary, attendance, leave, and other such essentials. Vision and Mission of the company a very important, a significant aspect which would be the first part of the induction. Goals new johnnies should be able to align their goals with the organization's to achieve both tandems and help the business grow. Following a planned induction process will help in achieving the goals as mentioned below : -

1. Creating a positive work atmosphere.

2. Instil a feeling belonging and increasing comfort  

3. Addressing new job concerns and questions.

4. Addressing of organization values, principals, rules and regulations.

5. Imparting the knowledge of the company, its business, procedures and policies.

Induction is the first impression a company makes on its new employees. You should ensure that this impression is worth praise. Make your induction programs more interactive so that they are more effective. Encourage questions and build conversations to make the recruits feel comfortable. Use positive language, incorporate visuals, organise games and activities and include other such stimulating elements as a part of your new induction process.

--------------------------------------------------------------------------------------------------------------------------------------------------Leaders are a crucial element and they have dramatically impacted the performance of a team in both positive and negative aspect.

Demonstrate Integrity: - A leader with integrity draws on their values to guide their decisions, behaviour, and dealings with others. They have clear convictions about what is right and wrong and are respected for being genuine, principled, ethical and consistent. They have a strong sense of character, keep their promises, and communicate openly, honestly and directly with others. Displaying integrity through your daily actions will see you rewarded with loyalty, confidence, and respect from your employees.
Communicate Effectively: - The ability to communicate clearly, concisely and tactfully is a crucial leadership skill. Communication involves more than just listening attentively to others and responding appropriately. It also includes sharing valuable information, asking intelligent questions, soliciting input and new ideas, clarifying misunderstandings, and being clear about what you want. The best leaders also communicate to inspire and energize their staff.
Make Hard Decisions: - To be an effective leader, the ability to make fast, difficult decisions with limited information is critical. When facing a tough decision, start by determining what you are trying to achieve. Consider the likely consequences of your decision and any available alternatives. Make your final decision with conviction, take responsibility for it and follow it through. Being a resolute and confident decision-maker will allow you to capitalize on opportunities and earn the respect of your team.
Recognize Success: - Frequently and consistently recognizing achievement is one of the most powerful habits of inspiring leaders. For people to stretch themselves and contribute their best efforts, they need to know their work will be valued and appreciated. Find ways to celebrate the achievements of your people, even if it’s through a simple ‘well done.’ As well as boosting morale, it will also strengthen their motivation to continue giving their best.
Empower Others: - Great leaders understand that for people to give their best, they must have a sense of ownership over their work and believe that what they’re doing is meaningful. Communicate clear goals and deadlines to your team, and then give them the autonomy and authority to decide how the work gets done. Challenge them with high expectations and encourage them to be creative and show innovation.
Motivate and Inspire:- The best leaders drive their team forward with passion, enthusiasm, inspiration and motivation. Invest time in the people you lead to determine their strengths, needs, and priorities. As well as making them feel valuable, this will help you to understand the best way to motivate them. Continually reinforce how their efforts are making a difference, and encourage the development of their potential with meaningful goals and challenges.