Importance of Talent Management in Pine-Apps Ltd.

This project examines the importance of talent management in Pine-Apps Ltd. and its impact on long-term success. It discusses the various HR functions and strategies involved in talent acquisition. It also analyzes the importance of performance management in enhancing efficiency and employee involvement. The project concludes with recommendations for overcoming challenges in implementing an effective performance management system.

Business Adviser

Contents
INTRODUCTION.....................................................................................................................................3
Task1..........................................................................................................................................................3
Task2..........................................................................................................................................................5
Task3..........................................................................................................................................................7
Conclusion..................................................................................................................................................8
References..................................................................................................................................................9

INTRODUCTION
Talent management may be described as the duty of the human resource manager to handle their
valued talent effectively. It entails a variety of activities such as preparing, recruiting, selecting,
improving, and maintaining their staff (Krishnan and Scullion, 2017). Pine-Apps was the
previous name for CYBONET. They are mostly in the business of providing email intelligence
services. They are vigilant and have implemented the most up-to-date tool to protect against
malicious risks and to safeguard the sensitive information of all organizations, regardless of
scale. This project examines numerous facets of talent acquisition, such as the advantages of
various HR roles, the purpose of a strategic plan, and its application. In particular, it discusses
how the performance management approach has inspired staff and the obstacles they have
encountered, as well as several recommendations for how to solve them.
Task1
In accordance of literature, analyze importance of managing Human resource function in the
context of Pine-Apps Ltd.
Talent management is among the most critical practices embraced by businesses in today's
changing world in order to improve and maintain long-term success (Taylor, 2018). In order to
this, for a company to gain a strategic advantage over their direct rivals in the market, it is critical
for the corporation's human resources manager to follow a variety of activities in the context of
H.R functions. The systematic method of finding a vacancy position, recruiting a qualified
candidate, improving the candidate's skills and experience to complement the stance, and
maintaining him to meet long-term market goals is known as talent acquisition. Talent
management strategies, like all other facets of work, have progressed over time to respond to
individual’s trends, which have improved rapidly in recent years. In today's ultra-climate,
strategic talent acquisition is a must. The employment equation has seen a revival as a result of
global developments in talent and human resources. The following are some of the most
important H.R features:
Recruitment and Training- The management should carefully evaluate the various prospects to
employ the right kind of candidates by using the most effective recruiting strategies that will

enable them to pick the right applicant who is the best choice for the job. If they have completed
the recruiting process, they must provide them with adequate preparation so that they can
conform to the company policies. This would allow the employee to understand their
responsibilities as well as their level of success. This would assist management in increasing the
quality of each one of their employees and, as a result, their profitability.
Performance management Strategy- It is a dual procedure which states that if employees are
involved in meeting its objectives, they expect some form of bonus in attempt to perform at a
high level. To maintain complete commitment of their precious talent, management must involve
their staff in their jobs on a daily basis. In order to improve the overall productivity of the
business, HR professionals must develop a strong service delivery strategy. Furthermore, the unit
will employee in improving their knowledge. This will promote them to improve their skills to
the point where they are considered experts.
Building Relationships- In order to boost efficiency, all departments must build a positive
environment for each one of their employees (Collings, Scullion and Caligiuri, 2018). People
spend half of their lives at work, so maintain a positive working environment is essential.
Communication, incorporating, and improving value will become increasingly important in the
future. It is critical to establish positive relationships with clients, business owners, and
employees.
Conflict Management- There is conflict everywhere. As well as reason is also distinct of
conflict in different organizations like differences of opinion, mindset or view towards a
particular aspect. Since a workplace consists of a large number of individuals, there is a greater
risk of experiencing a variety of issues as a result of differences of viewpoint and conflicts. The
human resource group assumes actions to resolve conflicts in a timely manner.
Improving Employee's Turnover- It is understandable that high staff turnover may have a
negative effect on a firm's corporate performance and, in some cases, may cause the company's
image to suffer. In certain businesses, even a high staff turnover can be expensive, as Pine-Apps
would invest heavily in the hiring and recruitment of new employees. It is critical for the
Department of human resources to hire talent that is not only eligible for the job but also serves
the company's best interests.

Task2
Analyze importance of performance management approach.
Performance management is an important aspect of running a company and achieving increased
efficiency. It would benefit the organization to implement a solid corporate growth strategy so
that they can properly manage their staff (Cappelli and Keller, 2017). By help of such
management system this becomes easier for companies to take 100% from each and every
employee in an effective manner. In addition to this, such management system plays a significant
role in order to maintain each individual’s progress in a right manner. Furthermore, the input
provided must be relevant and therefore should enable them to improve their talents in order for
the staff to be able to perform at their maximum capacity in order to accomplish the company's
objective. For a deeper explanation, it can be discussed in more detail down:
Self-Assessment of Employee's- In today's world, it is almost always necessary for a boss to
understand the viewpoint of his or her workers in order to see higher levels of commitment. This
would assist administrators with gaining a greater understanding of the employee's current
success level.
Multiple Feedback- One of the most important responsibilities of human resource management
is to gather input from all at all levels, including managers, coworkers, and subordinates. It
facilitates the identification of an emerging problem and the implementation of suitable solutions
in a reasonable time (Mihalcea, 2017). In the aspect of different people, this would build a
healthy connection and make them feel respected and trusted. As a result, you will be able to
focus more on meeting the Organization's objectives.
Employee's Goal a larger context- It is critical for the boss to convey the value of their job and
the significant commitment they can make in order for Pine-Apps to accomplish its goals.
Integrate Development Planning with Employee's Potential- When the emerging strategic
planning is paired with the quality improvement method, it is even more efficient. It is important
for companies to have meetings in order to provide a lengthy discussion of workers' short and
long term goals. Managers will best engage in the greatest prospects to experience the true

potential of their ambitious working group if they have a good understanding of their workers'
priorities.
Implement Pay for Performance- Employees should be mindful of the financial rewards they
would get as a result of increasing their productivity (Khilji and Schuler, 2017). This would help
their employers recognize that their work is fair and commensurate with the benefits they get.
Understanding the key steps of the performance management procedure in order to increase the
productivity of handling their staff is the most important factor in improving the new
performance management strategy.
Analyze relation between performance management approach with HR function with an aim to
enhance performance in above mentioned company.
A central driver in maximizing the efficiency of the overall management organization in order to
be able to develop that output in the long run is a performance management strategy. If the
method is combined with other HRM activities, it can be very efficient. There's certain factors
that must be considered in order to increase the overall success of the organization. The
following are some of the stages:
Goal Setting: It is important for the director to clearly articulate the priorities and ensure that
each customer knows them. They will be more committed to their job once they have a good idea
of what they must do in order to meet organizational goals (Naim and Lenka, 2017). It must be
recognized that main objective is a collective mechanism that requires direct coordination with
all members of the task force in order to achieve the organization's goals. Furthermore, staff
should be empowered to greater transparency inside the organization by allowing them to set
their own goals with the consent of upper staff.
Transparency and collaborations: It is an important issue for employees which their managers
and supervisors be able to discuss with them in a truthful and concise manner. This gives them a
good view of their organization's corporate success, allowing them to form healthier
relationships with their coworkers and superiors. They will do this by providing positive
guidance and direct contact at the beginning and during the process.

Consolidate the Global Approach: The term "performance management" refers to the method
of identifying the firm's corporate human resources operations. This requires systematically
formulating a plan in workforce preparation and also describes the training need needed at each
current employee mostly focusing on making corporate policies more efficient.
Research Purpose: One of the most important things that HR department does is to complete
the hiring process in order to assess the level of hire (Vaiman, Collings and Scullion, 2017).
Furthermore, it would allow for the evaluation of the training period in order to determine the
degree of employee engagement. This will allow the HR boss to come up with new ways to solve
the problem in order to ensure that and of their workers' output is maximized. As a result, the
Firm's overall efficiency improves.
Task3
Role of performance management system to enhance efficiency of workers in above mentioned
company.
Employee involvement refers to the process of keeping employees totally immersed and
dedicated to their jobs. Many organizations use performance management as a key criterion for
keeping each of their employees engaged in their work (Khoreva, Vaiman and Van Zalk, 2017).
It is the process of meeting with manager to understand their current performance and future
goals. Simply put, it oversees a staff work. It serves as an important tool for staff members to
grow and succeed. The following are some of the most important factors that enhance employee
involvement:
Communication: An effective performance management process will make sure that frequent
meetings are held in terms of developing open communication with every one of their
employees. This guarantees a two-way information exchange, which boosts creative thinking and
increases the likelihood of achieving their goals.
Growth and Development: It is essential for the organsiation to schedule discussion meeting
regularly by developing career plan. These are completed in order to create skills needed,
understanding as well as practices in order to optimizing their interaction. It will help in reaching
entities and also Pine-app company.

Recognition and Appreciation: This is an important field where reviews can be collected on a
regular basis in order to determine the level of happiness of and of their workers (Bolander, Werr
and Asplund, 2017). They should engage in constructive reviews in order to enhance
performance in the right way.
Recognize issues which may occur in such system.
There are a range of issues that Pine-App may face in implementing an effective performance
management scheme, including maintaining consistent levels of commitment among various
managers, setting measurable targets on a regular basis, and ensuring incentives that are
commensurate with the level of performance achieved (Johennesse and Chou, 2017).
Recommendations: -
Here are few suggestions for overcoming the difficulties.
 The corporation should complete a detailed performance evaluation of each of its skilled
employees in order to provide them with the just pay they receive.
 The organization should focus more on developing positive relationships between senior
and junior workers in order to reduce conflict that stifles development.
Conclusion
Above mentioned project report concludes that talent acquisition is a crucial problem facing the
organization. Any of the mentioned factors above are required for Pine-management App's to
make their performance management successful. Furthermore, by integrating the
recommendation for enhancing their method of monitoring their skilled employee, they can
tackle the difficulties they are actually experiencing.

References
Krishnan, T.N. and Scullion, H., 2017. Talent management and dynamic view of talent in small
and medium enterprises. Human Resource Management Review, 27(3), pp.431-441.
Taylor, S., 2018. Resourcing and talent management. Kogan Page Publishers.
Collings, D.G., Scullion, H. and Caligiuri, P.M. eds., 2018. Global talent management.
Routledge.
Cappelli, P. and Keller, J.R., 2017. The historical context of talent management. The Oxford
handbook of talent management, pp.23-42.
Khilji, S.E. and Schuler, R.S., 2017. Talent management in the global context. The Oxford
handbook of talent management, pp.399-420.
Naim, M.F. and Lenka, U., 2017. Talent management: A burgeoning strategic focus in Indian IT
industry. Industrial and Commercial Training.
Vaiman, V., Collings, D.G. and Scullion, H., 2017. Contextualising talent management. Journal
of Organizational Effectiveness: People and Performance.
Khoreva, V., Vaiman, V. and Van Zalk, M., 2017. Talent management practice effectiveness:
investigating employee perspective. Employee Relations.
Bolander, P., Werr, A. and Asplund, K., 2017. The practice of talent management: a framework
and typology. Personnel Review.
Johennesse, L.A.C. and Chou, T.K., 2017. Employee Perceptions of Talent Management
Effectiveness on Retention. Global Business & Management Research, 9(3).
Mihalcea, A., 2017. Employer branding and talent management in the digital age. Management
Dynamics in the Knowledge Economy, 5(2), pp.289-306.