Talent Management: Role of Performance Management System, Team Rewards, and Employee Engagement

This report discusses the role of performance management system in business, the use of team and team-based rewards to improve business conditions, and applying performance management system to improve employee engagement. It also explores the case study of Brick Co. and provides strategies for talent management.

TALENT MANAGEMENT :
1

ABSTRACT
Talent management is the terms related to increasing the client satisfaction through
getting the liberty to provide the innovative ideas and quality product and also, the order is to be
delivered within the set time limit. This report is based upon the Brick Co. which faces the
performance's management issues regarding sustaining their business through managing the
interest of the employees at work place. In this report, the matters is also presented on the bases
of HR process regarding managing the performance's system to retain employees interest in
longer way. It also discussed that use of team and team based rewards are interpreted to improve
the condition of business for larger procedure. It further describes the aspects which are imposed
in respect of performances management system to improve employee engagement in Brick Co.
The main reason of conducting this report is that it helps in examining the strategies to company
regarding retaining the employees interest and increases the productivity through providing
flexibility at work place.

Table of Contents
ABSTRACT.....................................................................................................................................2
INTRODUCTION...........................................................................................................................4
TASK...............................................................................................................................................4
1) Role of Performance management system in business...........................................................4
2) Use of team and team based rewards to improve the condition of business..........................5
3) Applying performances management system to improve employee engagement..................7
CONCLUSION................................................................................................................................8
.........................................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Talent management refers to the managing the overall procedure which is required in the
business such as recruiting and hiring the efficient employees, enhancing talent among the
employees to achieve the set gaol within the stipulated time period. Thus, the main role of the
talent management is that it results in increasing the client satisfaction through getting the
innovative and quality product and also, the order is to be delivered within the set time limit
(Zhang and Stewart, 2017). Present report is based upon the performance's management of the
Brick Co. which facing many issues regarding sustaining their business through managing the
interest of the employees at work place.
TASK
1) Role of Performance management system in business
Glaister and et.al., (2018) stated that performance management system is important in the
business regarding managing the performances of the employees through setting goals, or
assigning day to day work so that they are clear with their objectives and targets. Thus, it refers
to the systematic approach which measures the performances of the employees regarding
examining their strategy which they used to attain task or availing the resource to accomplish the
task.
Gunasekaran, Subramanian and Rahman (2017) viewed that the benefits of implementing
the performance's management system is the business is to enhance consistency among the
employees regarding upgrading their profile through providing promotion or transfer to some
new places (6 steps to improve organizational performances, 2020). Motivation is one of the
necessary aspects which results in increasing the performances of the employees through guiding
them to choose the right path. It also results in increasing the reputation of the business through
retaining employees at work places and also satisfying their needs to gain major advantages in
business.
Collings, Mellahi and Cascio (2019) suggested that HR role is to initiates various
strategies which results in increasing the organization performances is that employees
engagement is necessary at the work place. In the case of Brick co. they are facing issues
regarding managing the quality at work place. Thus, it results in not getting proper motivation or
training by the HR or leaders at premises (Demirbag, Tatoglu and Wilkinson, 2016). In such

aspects HR process the training session for their employees and this can be attained through
organizing the outside training. The issue which is raised in the company is relating to the not
changing any such working polices or not carrying any social activities which enhancing the
employees interest. Thus, by organize the outside training results in gaining major benefits
through enhancing employees interest and also giving flexibility to interact with each other.
Storey, Ulrich and Wright (2019) argued that performances is to be measured when the
HR recruited or hired the employees for the particular field and also employees carry the
equivalent interest and knowledge for working at such offered post. The issue which is examined
in the case of Brick co. is that employees are recruited or hired, but they are not familiar with the
work which they are accomplishing. Thus, resulting in providing motivation to work as team but
carry limited knowledges to attain the task by individual (Oriordan, 2017). In such manner the
resources are highly utilized but no innovation is attained at the work place. In such manner HR
process to improve the organization performance through selecting the right candidates for the
right post. Through this manner, it results in enhancing the interest of the employees at work
place and also bring innovative techniques to increase the productivity of the business at larger
scale.
McDonnell and et.al., (2017) highlight the matter of policies, which results in enhancing
the performances of the employees to be managed in better way. As most of the issue are raised
through not offering suitable polices which not securing the interest of the persons. Thus, HR
process the appropriate policies' procedure regarding paying extra leaves or also offering extra
monetary pay which enhancing the retention power of the employees at work place. The issue
which the Brick Co. is facing is relating to the not providing flexibility to the employees which
they provided before at the time company is managing to earn high profits (Gallardo Gallardo
and Thunnissen, 2016). But due to increased in competition, they face losses and thus resulting
in stopping such policies which enhances the employees interest towards the business for longer
way. As HR adapts the process regarding providing flexibility to the employee so that they can
compensate the leaves within the stipulated time period.
2) Use of team and team based rewards to improve the condition of business
According to the Cappelli and Keller (2017) the purpose of creating the team and
motivating staff to work as team results in getting major benefit to the business. As if the
employees are ready to work in team, they can reduce the risk in the business and also increases

the productivity through adapting innovative ideas at the work place. In the case of Brick co., the
divisional director to gain profits divided the employees of the company into the team so that
they can manage the company resource and increases the productivity in better way. Thus, in
such manner the use of team can be designed in such way by offering a official holiday on behalf
of the company which is mainly the paid leave. By this manner, the employees are more
motivated towards the company goal and also ready to work with each other in any difficult
situation.
Collings, Mellahi and Cascio (2017) examined that use of team results in enhancing the
sustainability of the business if the business is planning to recruit person with different culture.
The issues which is raised by company is relating to not accepting other culture employees or the
employees are not ready to accept their ideas which not match their working style. In such
manner, by organizing social events results in enhancing the interacting power between the
employees regarding commuting with each other, accepting each other views and also
implementing them in their work to provide better productive results (Rees and Smith, 2017). In
respect of organize the social events, the best team is to be rewarded with the monetary benefits
or other appreciation activity which results in building the strong links between them.
Mone and London (2018) suggested that the financial incentives are also one of the major
rewards which is given to the team if they committed extra ordinary work in the business. This is
also helpful to the Brick co. in respect of improving their performances through motivating other
team member to work in same procedure which results in gaining monetary benefits. As every
person gaols is to work hard to gain more benefits and thus this one of the major criteria which is
provided to team to fulfil their needs in better perspective. Through this manner, it also results in
increasing the performances by giving every person chances to present their talent and motivates
other team member to attain such techniques to gain longer term benefits.
As per the Cappelli and Tavis (2016) viewed that the team based rewards is mainly the
appreciation, which is given to the particular team who performed excellent work in the business.
Usually, it is not necessary that the rewards are to be given on the bases of monetary amount but
also to provide other facility such as one day outing session or also providing a free meal in any
of the top restaurants. Through this manner, it builds the cultural concept at the work places and
also results in building the strong connection between the employees to attain the task in group.
To maintain such working environment in the business, the role of leaders and mangers are

important, as through their guidances and motivation, they choose the right path and also provide
productive results.
Taylor (2018) interpreted that use of team are to be undertaken in the right manner and
also use the employees when they are needed to certain the particular task. As if the company is
not dealing in particular operation, then business must use such time in respect of providing
training and developing their skill to attain such task in near future. Time management and
effective communication are the two major aspects which is to be carried when the team is used
or performances of the company needs to be improved. The rewards which the Brick co. can
offer to their team are also in respect of judging their interaction skills with the other employees
and also the time management in which they completed the targets within the set time period.
Through this manner, Brick co. can improve their performance through providing equal
opportunities to every employee to gain benefits in the company policies which is designed for
them.
3) Applying performances management system to improve employee engagement
Vaiman, Collings and Scullion (2017) stated that employee's commitment refers to the
attachment which is carried by the employees at the work places if they find the flexible policies
which is provided by the company. It is also based on the satisfaction level which is examined
through accurate guidances given by the leaders or engagement with the employees at the work
place. Thus, in case of Brick co. the employee's engagement is not properly used by the
employees as they feel that the suggestion or decision are not relevant to the matters and also
they are not applied in the business for better results. Thus, in respect of improving the
performance's management system in respect of engaging employees, it results through
providing the periodic rating in addition to various benefits which is useful for the employees.
Through this manner employees are committed towards the work and also managed in producing
the innovative ideas to attain the objectives in unique way.
Carbery and Cross (2018) on the other hand the issues which the Brick co. already faced
in respect of engaging employees and committing them towards the work is relating to feedback
on the bonus scheme. As employees not engaged their interest towards such scheme and also
commented that this not changed their lives in any manner. In such aspects to improve the
employee's engagement, the additional benefits is to be given regarding giving official holiday
on the particular dates or also reduce the working hours. Through this manner, they can commit

the employees interest in longer way and also engaged them in working hard for the remaining
days to enhance the company reputation in better way.
Papa and et.al., (2018) criticised that changes in business culture resulting in reforming
the company policies which results in getting more retention of the employees if they undertake
such changes in better perspective. Employees are committed and engaged if they are given
liberty to present their thoughts and ideas on particular point and also such ideas are to be
implemented in the business if they are appreciable. The challenges which the Brick co. faced is
relating to the not improving the communication skill which is mainly affecting the employees
interest to retain at the work places. Thus, in respect of performances management system, the
performances of the employees are judged through motivating them to bring innovative ideas in
business and also such ideas are to be imposed, which results in examining new culture in
business. These techniques also motivates other employees to bring such ideas which enhances
their name and reputation of the business in market.
As per Guest (2017) their opinion monitoring is the best way to examine the employees
strategy and the procedure which they used to adapt the task. As most of the employees
complained that they are not familiar with the work and also not guided in right manner. In such
aspect, to get improvement in the employees performances resulting in enhancing the interest of
the employees more at work place.
CONCLUSION
From the above study, the report concludes the matters related to talent management. As
to sustain the business in market for longer time period and also to gain larger number of profits,
managing performance of the employees is the main strategy. This report is covered with the
case study of the Brick Co. in which the divisional directors adapted three main techniques to
enhances the employees commitment and engagement towards the work places but lacking in
implementing such strategy in right manner. Thus, by adapting the motivating and right
recruiting and training perspective resulting in gaining longer term gain in business and also
enhances the productivity and quality of the products in better way.

REFERENCES
Books and Journals
Cappelli, P. and Keller, J. R., 2017. The historical context of talent management. The Oxford
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Cappelli, P. and Tavis, A., 2016. The performance management revolution. Harvard Business
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Carbery, R. and Cross, C. eds., 2018. Human resource management. Macmillan International
Higher Education.
Collings, D. G., Mellahi, K. and Cascio, W. F. eds., 2017. The Oxford handbook of talent
management. Oxford University Press.
Collings, D. G., Mellahi, K. and Cascio, W. F., 2019. Global talent management and
performance in multinational enterprises: A multilevel perspective. Journal of
management. 45(2). pp.540-566.
Demirbag, M., Tatoglu, E. and Wilkinson, A., 2016. Adoption of high‐performance work
systems by local subsidiaries of developed country and Turkish MNEs and indigenous
firms in Turkey. Human Resource Management. 55(6). pp.1001-1024.
Gallardo Gallardo, E. and Thunnissen, M., 2016. Standing on the shoulders of giants? A critical
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Taylor, S., 2018. Resourcing and talent management. Kogan Page Publishers.
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of Organizational Effectiveness: People and Performance.
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Online
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