Talent Management and Employee Performance

This assignment examines the crucial link between talent management strategies and organizational effectiveness. It delves into how effective processes can motivate employees, reduce bias, and ultimately contribute to achieving organizational goals. The document highlights the importance of recognizing employee talent, providing rewards and incentives, and fostering a positive work environment.

MANAGING TALENT TO
ACHIEVE HIGH
PERFORMANCE

Table of Contents
INTRODUCTION:..........................................................................................................................3
TASK 1............................................................................................................................................3
1. Recognize the principles of Reward Management and its role in organisational functioning.
.....................................................................................................................................................3
TASK 2............................................................................................................................................4
2. Determine the legal issue relating to an equal pay claim........................................................4
TASK 3............................................................................................................................................4
3. Evaluate the nature and validity of equal pay claims..............................................................4
TASK 4............................................................................................................................................5
4. Critically evaluate the implications of effective process and bad judgement.........................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION:
There are many sources by using them company can achieve high performance but it is
also necessary to have some talent to achieve it. If people is only talented then it is not necessary
for the company until he or she has some skills and abilities to achieve the mission of the
company. Company has to manage their employees talent by motivate them and also if necessary
then provide them proper training (Tansley, 2011). It will help them to boost up their
performance and company can earn maximum profits. If company woks with full talent and
achieve high performance then it will help them to increase turnover, profits, sales, market value.
TASK 1
1. Recognize the principles of Reward Management and its role in organisational functioning.
Reward management means it helps to formulation of strategies of business and how
company can implement it and also make sure that the policies of the company is fair and
equitable. There are certain principle of reward management are mentioned as below:
Create a positive and natural reward experience: Employer has to make sure that if
there is any change in reward policy then they must communicate it to all the employees. They
also involve their employees in this process through that they can get there acceptance,
commitment and understanding (Joyce and Slocum, 2012).
Reward individual ongoing value with base pay: Employer can pay reward to their
employees according to their base pay. It is also see that what are the skills and abilities in the
employee and how they use them to achieve the results.
Role of Reward management: Employees can get motivated either monetary terms or non-
monetary terms. There are certain roles of reward management which are mentioned as below-
 Managers or employers can provide there employees Incentives.
 Employers can motivate employees
 Employers also can give promotion to their employees if they do work well.

TASK 2
2. Determine the legal issue relating to an equal pay claim.
Every employee has a right to receive equal pay for equal work. No employer can make
discrimination regarding that. An Act is made to protect the right of employees i.e. Equality Act,
2010. This act Came into force on October, 2010. This Act protect people from any
discrimination in society and workplace (Bethke-Langenegger, Mahler and Staffelbach, 2011).
No employer can make any difference in people regarding their sex, age, caste, colour, disability,
marriage, race, sexual orientation, pregnancy and maternity, religion, beliefs etc. if they do that
then employer is punishable under the Equality Act, 2010. Every employee or worker has a right
to receive minimum wage according to their work irrespective of their gender. This Act protects
people if they face any discrimination in society and workplace. Women and men both are
entitled to receive equal wages including benefits under the Equality Act, 2010. In age
discrimination there are certain exceptions like – People will get concessions according to their
age.
 They will get financial services.
 People will get holidays according to their age.
 People also will get concessions in clubs and associations (Thunnissen, Boselie and
Fruytier, 2013).
 They will all get park homes for residence.
TASK 3
3. Evaluate the nature and validity of equal pay claims.
Equal pay means every worker or employee has a right to receive equal payments when
they are doing same work or on same post, irrespective of their gender, caste, colour, belief,
value, religion, marital status, pregnancy etc. If they do not receive equal pay then employee or
worker can do claim for that. There are different nature of worker who work for organisation
which are mentioned as below -
Temporary workers: If workers or employees are on temporary basis then they also
have a right to receive equal wages or salary. They remain in organisation for limited period of

time. They can be appointed by employer after some time if they do work effectively (Nilsson
and Ellström, 2012).
Casual workers: If workers are on casual basis then they do not have any regular hours
for doing their work and do not need to give any notice of termination. They do their work when
there is any need arise.
Part time workers: Workers who don't do work on full time basis or can say that they
work in organisation for less than 36 hours in a week. They have right to get wages according to
their work but they do not have any right to get any benefit from their employer.
TASK 4
4. Critically evaluate the implications of effective process and bad judgement.
In an organisation there must be an effective process, if there is no effectiveness
regarding their policies, process, structure or strategies then employees can not able to meet the
organisational objectives and desire goals (Aguinis, Gottfredson and Joo, 2012). For implication
of effective process there are various things which are mentioned as below -
 Motivate the employees of the organisation, employer can do motivate their employees in
monetary terms and non – monetary terms. Employer can increase their salary if they
doing good work, employee can get promotion, bonus, commission etc. from their
employer.
 Employee can do their work with more effectively and efficiently.
 It helps to make co – ordination among all the business activities.
 Employee can get the power of decision making.
 Employee can easily communicate about the problems to their leaders or managers.
 If helps to reduce biasness in the organisation.
 Employee can take initiative to do work and it also helps to increase their morale.
 Employees can properly utilize available resources and it helps to reduce cost amd
maximize the profit (Tansley, 2011).

CONCLUSION
As per the above mentioned report it is concluded that in an organisation there is need of
talent to achieve high performance. It is not necessary to have degree only, also there is need of
smartness, talent, hard working etc. In this report, it is described that reward is necessary to
motivate employees of the organisation. There is also some legal issues relating to equal pay
which is also described. There are various nature of employees who do their work in the
organisation. If in the organisation there is effective process then it will help to motive the
employees and reduce biasness in the organisation.

REFERENCES
Books and Journals:
Aguinis, H., Gottfredson, R.K. and Joo, H., 2012. Using performance management to win the
talent war. Business Horizons. 55(6). pp.609-616.
Bethke-Langenegger, P., Mahler, P. and Staffelbach, B., 2011. Effectiveness of talent
management strategies. European Journal of International Management. 5(5). pp.524-
539.
Joyce, W.F. and Slocum, J.W., 2012. Top management talent, strategic capabilities, and firm
performance. Organizational Dynamics. 41(3). pp.183-193.
Nilsson, S. and Ellström, P.E., 2012. Employability and talent management: challenges for HRD
practices. European Journal of Training and Development. 36(1). pp.26-45.
Tansley, C., 2011. What do we mean by the term “talent” in talent management?. Industrial and
commercial training. 43(5). pp.266-274.
Thunnissen, M., Boselie, P. and Fruytier, B., 2013. Talent management and the relevance of
context: Towards a pluralistic approach. Human Resource Management Review. 23(4).
pp.326-336.