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Peer Interview and Reflection
The targeted peer student for this interview works in a manufacturing firm. The interviewee indicated that the firm was embracing the most appropriate human resource (HR) practices to achieve its business objectives. The leaders at the company focused on the best concepts to mentor and guide their followers. Teams and individuals in the company worked hard in order to achieve the best goals (Maddock, 2012). The lessons gained from the interview can be replicated elsewhere to deliver the best outcomes.
The Interview: Essence and Findings
The purpose of this interview was to explore the major aspects of high-performance organizations (HPOs). The implementation of appropriate Human Resource Development (HRD) practices is something that has the potential to promote the level of performance. The interview was critical towards analyzing the major approaches and practices that can be embraced by human resource (HR) departments to produce the best results. Different management theories support the importance of effective HR practices towards developing high-performance organizations (Akdemir, Erdem, & Polat, 2010).
Several findings were obtained from this interview. For instance, the interview indicated clearly that the firm believed in the business value of human resource development (HRD). The management used the best inputs and resources to empower the workers. The best thoughts and practices were also outlined for the employees. HRD remained a critical concept towards empowering and supporting the changing needs of different employees (Maddock, 2012).
The respondent also indicated that he was working in a high-performing company. According to the interviewee, the leaders presented their experiences, concepts, and creativities in order to transform the performance of the firm (Lawler, 2005). The ultimate goal was to improve the level of performance. The respondent believed that the approaches used by the firms HR department were critical towards achieving the best goals.
The interviewee indicated that the organization focused on its performance and profitability. These aspects were used to measure its effectiveness. Value in the firm was created using various activities and functions that can satisfy the needs of different stakeholders (Akdemir et al., 2010). Different individuals were also required to present their views and opinions to implement the best practices. Such aspects made it possible for the company to achieve its business goals.
The company also uses a powerful approach to benchmark performance. The HRD team focuses on the approaches embraced by its immediate competitors. This benchmarking approach makes it possible for the organization to identify better practices that can improve the level of performance. As well, analyses from top-performing firms in the manufacturing industry are done frequently. The gathered information is then used to implement the most desirable changes. The interviewee also indicated that every HR practice supports the performance of different individuals and teams (Lawler, 2005). Such stakeholders work hard to improve the level of performance and produce the best results. HRD practices identify new strategies that can make the organization successful.
The information obtained from the interview also supports most of the ideas gained from our class. For instance, the works conducted in this course identified the most appropriate HR practices and activities that can improve the level of performance. The value of high-performance organizations and human resource development cannot be underestimated. HR managers should, therefore, empower their followers, promote the best working environments, and offer the required resources (Simons, 2011). Effective HR management also supports the best workplace culture. These aspects have the potential to improve the level of profitability.
Personal Reflection
This exercise has made it easier for me to identify the best practices that can support my future career goals. I have therefore decided to focus on four major activities. The first one is to gather adequate information about the relevance of effective HRD practices (Bell, 2012). I will also establish new teams that have the potential to deliver the required results. The third objective is to continue implementing the most appropriate leadership practices that can empower, mentor, support, and guide my followers. The first goal will be implemented immediately. I will form a new team within the next week. I will begin my leadership journey within the next one month.
These three commitments will make it easier for me to achieve my objectives. Within the next week, I will have acquired meaningful concepts and ideas that can transform many organizations. The main outcome expected after one month is the ability to lead a diverse team. Within one year, I will have acquired appropriate leadership traits and HR competencies that can develop a high-performance organization. I will embrace the best practices and ideas that have the potential to improve the level of performance (Akdemir et al., 2010). I will also study widely to acquire evidence-based leadership concepts that can support my future career objectives. These achievements will definitely make me a successful organizational leader.
Lessons Learned From My Peers
The completed interview has presented powerful lessons that can make many organizations successful. Various leadership theories and models outline several practices that can be used to improve the performance of many companies. Such models also promote appropriate strategies such as human resource development. This interview has therefore gone a step further to outline the benefits of high-performance organizations (HPOs). I have understood that the HPO concept can be implemented as a scientific structure.
Managers can use this structure to focus on the gaps and possibilities of defining their organizations. They can then use their competencies to offer powerful strategies that have the potential to improve the level of performance (Abbassi, Siddiqi, & Azim, 2011). As well, I have understood why leaders should begin by analyzing the situations associated with their firms. This understanding will make it easier for them to design appropriate HPO frameworks that can support the needs of their respective organizations. This is the case because the HPO framework can be applied uniformly in different businesses.
As well, businesses should always compare themselves with different competitors. The concept of benchmarking identifies the existing gaps and proposes better HR practices that can result in effective organizations (Abbassi et al., 2011). My peers have also educated me about the relevance of effective leadership. Every leader should be able to mentor his or her followers and avail of the best resources. Managers should also address the critical issues affecting their organizations (Akdemir et al., 2010). It is also appropriate to consider the needs of different stakeholders. This knowledge will make it easier for managers to design the best business models that can satisfy the targeted clients. I will always use these new lessons to improve my leadership philosophy. This approach will make me a successful leader who can develop high-performance organizations.
Reference List
Abbassi, M., Siddiqi, A., & Azim, R. (2011). Role of Effective Communications for Enhancing Leadership and Entrepreneurial Skills in University Students. International Journal of Business and Social Science, 2(10), 242-250. Web.
Akdemir, B., Erdem, O., & Polat, S. (2010). Characteristics of High Performance Organizations. The Journal of Faculty of Economics and Administrative Sciences, 15(1), 155-174. Web.
Bell, M. (2012). Charismatic Leadership Case Study with Ronald Reagan as an Exemplar. Emerging Leadership Journeys, 1(1), 66-74. Web.
Lawler, E. (2005). Creating high performance organizations. Asia Pacific Journal of Human Resources, 43(1), 10-17. Web.
Maddock, K. (2012). Ten ways managers can improve their employees work-life balance. Biomedical Instrumentation and Technology, 1(1), 360-362. Web.
Simons, R. (2011). Human Resource Management: Issues, Challenges and Opportunities. New York, NY: CRC Press. Web.
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