However, recent scientific research established that the generic teamwork skills are more than an individual’s personal skills and abilities. Another gap is in the approaches to composition of teams in organizations. Most organizations take the average of team members on a particular trait and treat the score as the teams mean composition. However, recent scientific research suggest that the most appropriate approach to measure team composition traits depend on many other circumstances. Scientific research therefore, suggest that the mean score is not the best approach for Human resource managers to use to evaluate team composition
Demographic diversity in teams also presents certain gaps between research in human resource development and actual practice of human resource development. Diversity in the workforce is changing over time with increased involvement of gender, age, and cultural diversity in the organization. There are also changes in management of a diverse workforce for organizations. In many firms, there is a perception that demographic diversity increases team performance. However, according to research, more demographic diversity does not always result in increased team performance. Other studies suggest that demographic diversity does not influence team performance especially on long term basis. (Hollenbeck, DeRue, & Guzzo, 2004)
To solve the gap in choosing the best people to form a team, it is important for organizations to develop a foundation of knowledge, skills, and abilities. The firm can examine a number of factors based on theoretical and methodological background. Organizations should develop teams depending on feedback, cooperation, team spirit, morale and adaptability of the employees. Choosing a team should not focus on individual skills.