Recommendation Framework

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5.2 Recommendation Framework

Team Known  Compensation  Performance

Appraisal Changing  Training &

Development

 Recruitment &

Selection

Stable Changing

Environment

Figure 14. Human Intelligence Recommendation : Environment

The above Figure 14 incorporates human intelligence with human resource practice, by doing so recommendation can be given to the leader after identification of which stage they are in. Thus reasoning behind Human Intelligence Recommendation (HIR) figure 14 is as followed;

Team Known vs Environment Stable: HIR tells us that when everything is going smooth, it is important to keep team members motivated. From above results, this is the performance stage. In this stage everything is going smoothly, thus giving rewards to keep team members motivated is a way of telling they are doing a great job and keep up the good work. Through environment, it can be things such as adding another coffee machine or installing new entertainment and such.

Team Known vs Environment Changing: HIR shows that since the team dynamic is already known, but the company is facing new challenges it is important to keep evaluating if the company has enough support functions. Company A displayed this trait, when the environment changed and knowing what need to be added, Company A added information technology support function and sales function. From above results this stage is the norming stage. In this stage team members have gotten acquainted with one another, but is still not well acquainted enough to know the skills each possess. Therefore putting it in environment terms is the business support and core functions are just settling in.

Team Changing vs Environment Stable: When the internal environment is stable and has a structure, but a change of team dynamic may want to consider training. Company B displayed this trait, as the company already has a clear culture, but due to a change in it service where the old team dynamic will not be able to serve,

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then it is time to develop or train new team member’s to ensure that the company can provide the service. From the above results, this is the storming stage. In this stage, there are bound to be fiction and collision, also where team members start to leave.

HIR recommended enforcing training and development of employee to fit the need of the environment.

Team Changing vs Environment Changing: When everything is changing, adding new recruits is the recommendation of HIR. From the results above this is the forming stage. In this stage everyone is still not acquainted with one another, or the environment is still not set yet. In Company C, where there is no set goal and every team members have to fill in a lot of roles, it is a sign to set one goal at a team and recruit team members for that specific goal.

As the same from above, this HIR works for not just the environment, but also if y-axis is changed to task and individual. Recommendation would be appropriate to the same block as shown below in figure 15;

Team Known  Performing

o Recruitment &

Selection

o Recruitment &

Selection

Stable Changing

Task

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48 Team Known  Performing

o Compensation

 Norming

o Performance Appraisal Changing  Storming

o Training &

Development

 Forming

o Recruitment &

Selection

Stable Changing

Individual

Figure 15. Human Intelligence Process

5.3 Summary

Table 15. Human Intelligence results of Company A, B, C.

Team Environment Task Individual

Company A Forming Forming Storming

Company B Performance Performance Performance

Company C Forming Forming Forming

In reference to Table 15, recommendations to Company A are described hereunder. For environment, finding the right people will help company to grow, as it is in it forming stage where no one is sure what work they are supposed to do, with that in mind support functions are important for the company’s strategy as in Chapter 2 have mentioned. Task, in its forming stage requires a clear simple single goal, this way the team can adapt must faster and knows what team members are still needed.

Whereas individual, are in the storming phrase, finding or training the right people in the right job will do the trick here, as individual is stable, but team dynamic is

changing, there will be trial and error finding the right expert to fill in the team dynamic.

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With knowledge from table 15, leaders can evaluate their current team as in what stage they currently are and refer to HIR for feedback. In competitive

intelligence process, planning and direction, collection of data, analysis and dissemination as seen in figure 16. The planning and direction is indicated

organizations would like to know how effective they team are through HI. Collecting of data is easy, since it is internal information; it could be just filling in yes and no forms along the nine factors, which can be done through distribution between team members or self-fill in by team leader. Analysis through HI model will determine which stage of the Tukman’s stages the team is. Lastly dissemination, where recommendations are given according to the result, will be in reference to HI that recommends the best human resource practice at the current stage.

Figure 16. Human Intelligence Framework

With this framework in figure 16, startup companies will be able to move through the stages of team forming faster. It would also help innovative process. As discovered in chapter 2 Andrew and Sirkin (2006) identified innovation process as huge risk, and Rothwell (1994) in regard to innovation process change over time is due to different environments. Thus waiting for a team to form and creating

innovation will take too long in this rapid changing world of today. Therefore this framework will provide a faster way for teams to form and reach high performance so that innovation may take place.

Human Intelligence

•Dissemination

Human Intelligence

process

•Analysis

Questionaire base on Nine

Factors

•Collection of data

Goal to Analyze Team

•Planning and Direction

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