Talent Management: Developing HR Functions and Performance Management System

This report explores the importance of talent management in organizations and focuses on developing HR functions and implementing a performance management system. It discusses the advantages of these strategies, such as improving team building, monitoring progress, and ensuring legal compliance. It also highlights how performance management can enhance employee commitment and engagement. The report concludes with insights on overcoming challenges in talent management.

Talent management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Advantage of Given organization and developing their HR functions.......................................1
The role of performance management system............................................................................3
Performance management system implemented on HR function and improve organization
performance.................................................................................................................................4
How performance management system can be used to improve employee commitment and
engagement.................................................................................................................................5
Identify the challenges they may face using this and how they overcome or managed. ...........6
CONCLUSION ...............................................................................................................................6
REFERENCES................................................................................................................................8

INTRODUCTION
Talent management includes abilities, various types of skills such as communication, it
play a very crucial role in every field, that attract the people willing to do enhance the skills. It is
not about only corporate skills, it simply means any talent that is very essential in human life so
they can easily find own track and work on it. It also cover the expectation of needed human
capital for an company and the planning meet those demand. It examine the science that apply in
plan of human resource to enhance or modify the business worth and make it achievable for
organization to accomplish their aims and objectives (Anlesinya and Amponsah-Tawiah, 2020).
Everything completed to recruit, retain, create, reward and make people act to forms a part of
talent management as well as important workforce preparation. As per the corporate world,
strategic procedure of acquiring appropriate talent onboard and assisting them enhance to their
optimal capabilities keeping organizational objectives in mind. This report determines Human
resources function, performance management system, challenges and issues face by the system
as per the given organization. In last, it has to give overall analysation or conclusion that this
report can show the befitting research.
TASK 1
Advantage of Given organization and developing their HR functions.
The premises of important of Human resource management is that the organization terms
and conditions related to the personnels should set into the organization in wide strategic plan.
Building these links among human resources and strategy has the well-defined advantage of
assisting the organization to assess is to present policies to promote and enhance excellent
workplace environment and employee relation.
According to the pine apps LTD, they evaluates it HR policies, that can use strategic
plans goals to measure each HR procedure. The advantage of the concern organization in
developing HR function such as:
Improve team building Human resources also aid to foster a awareness of team spirit
with in the company. A organization strategic vision will ideally rely on input from a wide scope
of stake holders that includes manager, employees customer and investors. Developing a strategy
that fit with the meaning of open communication can have the advance advantage of assisting
1

stakeholders feel like their public opinion are quantitative and meaningful to the organization
owners and executives (Crane and Hartwell, 2019).
Assist monitor progress Strategic imagination of the organization can convince the
creation and assessment of Human resources functions. It can help the company monitor its
progress among accomplish their aims and objectives I the strategic plan, that is likely to trust on
the cooperation and help to personnels and particular departments or role with in the company.
Human resources are responsible for to developing all of these factors of the strategic
plan are implemented in a ethical manner. The relation among Human resource management and
strategy is that the organization,s executive and its functions are systematically observing one's
another progress and tweet process for the advantage of the organization and its employer
(Narayanan, Rajithakumar and Menon, 2019).
Keep organization legal The last advantage of human resources management strategy is
keeping the companies with law associating to employees, salary, insurance and the like. The
terms and condition of governing business are complex and can vary between legal power.
However, HR has essential to organization to making sure that the organization strategic plan is
not only presently legal but it also docile enough that it can adapt to improving times and
changing legal condition. The critical success factor of human resources is performance,
evaluation and training. Higher authorities involves motivating, coaching staff, elaborate the
behaviour that is very important to support excellence and get toward them success also
measuring employee performance. Human resources professionals assist support line manager by
developing and implementing performance appraisal system. The inner advisor Employees of
human resources work with supervisors to evaluate performance problems and assist the
management with strategic planning programs. Some company have HR workers develop which
deliver training courses that promote professional growth.
According to pine app LTD organization functions are plays vital role to maintain the
brand value and image at some point company has got fall down but it HR functions improve the
workforce planning to develop their long term sustainability for the company which is
mandatory (Gupta, 2019).
The role of performance management system.
Performance management is necessary to make whole complete part of the business
management and evaluate its productivity. The commercial enterprise planning is much more
2

powerful of essential part of managing the employees and it should not be only a procedure of
documenting and delivering feedback. However, a powerful technique for assisting employees
create and acquire their full potential. In this employees can enhance their value to their
organization and it will be able to accomplish the organization success (Meyers, 2020).
The practice of employee self assessment it is essential because to develop their
perspective in their productivity. This is a way to assist employees feel more occupied and give
them a voice in the business procedure. Getting the employee's perception is an incomputable
way to get more information about them.
Collecting feedback from anybody either it will be manager, subordinates that works with
the employees even consumer will accomplish to avoid higher authority inclination. Know the
employee performance wider and more objective. It is very useful in case of some conflicts and
misunderstanding present among the manager and employee, at a some point mangers don't want
to work with their subordinates and feedback from various credible sources creates it more
objective (Golubovskaya, Solnet and Robinson 2019).
Giving the work to the employee in larger context that helps employee to understand their
work which is essential and how they willing to acquire organization success. It allows employee
to feel that work is important and enhances employee performance.
Development planning is used to managing manpower potential, it is an effective when it
is integrated with management performance procedure. Performance appraisals shows the
employee career aspiration in term of short term and long term sustainability to investigate
opportunities for developing the employee for advancement with in the organization.
Reward and compensation make the employee more enthusiastic that develop
productivity. Integrating managing of employees performance with compensation management
allows employees to know that compensation are best. The major department which shows the
performance of the employee for organization development is sales and marketing management
are closely interlinked, each has its distinct features that set them a part. Administration of
marketing includes choosing target markets, accomplishing and retaining consumers by creating
excellent customer value. The goods and services provided according to the requirement of the
target market. Effective communication, pricing and distribution are used to crave a niche in the
market. It is concerned with execution of these plans with the ultimate aims of acquiring the
3

organization goal's. It is important rotate around planning, implementation and control of
marketing programs or campaign.
Sales operation helps earn profit for the business and accomplish their aims and
objectives. Management of sales are important when it comes to boosting sales performance for
any size of operation or industry. In the context of concern organization, both sectors are
different sales management is responsible for generating revenue it is all about to pitch the
customers or influence as well. Marketing management is responsible for promote the goods and
services for the company (Son, and et. Al,. 2020).
Performance management system implemented on HR function and improve organization
performance
Employee performance appraisals is important for the organization to encourage
employee productivity and improve their results. This is yearly process in which an employee's
output and efficiency are assessed against a collection of defined goals. It is necessary, but never
for assessing an employee's abilities, strengths, and weaknesses. However, since current
performance assessment approaches fail to account for job characteristics or behaviour,
performance evaluations were frequently used effectively. HR managers should idiomatic
phrases their current method would try applying six modern performance reviews to prevent
succession planning from being nothing but hollow quality standards implemented on HR
process to improve organization outcome such as:
Management by objectives: Managers and staff prepare, organize, and communicate
goals to work on over a specific assessment phase in this process. Following the establishment of
specific targets, administrators and superiors meet on a regular basis to review progress as well
as evaluate the viability of achieving success (Self, Gordon and Jolly, 2019). This assessment is
being used to accurately balance overbearing performance objectives towards employee goals
thus reinforcing objectives using clever approach to determine if the attribute is specific,
observable, achievable, practical, and timing sensitive. It should be incorporated into the
company's main objective and performance-evaluation procedures. MBO into performance
management commercial enterprises can improve employee's commitment, magnify
opportunities for goal accomplishment and enable employees to think in advance.
There are few steps implement a successful MBO program.
 Decide the company goal depend on the organization wide plan.
4

 Discuss and allocate departmental goals.
 Review the performance and measure the outcomes.
 Give feedback.
 Succession the organizational aims and objectives to departmental goals.
These all steps are very helpful for the company to accomplish their goals and enhance brand
value as well.
How performance management system can be used to improve employee commitment and
engagement.
Employment engagement is one of the essential ingredient to accomplish high outcome.
It make sense organization performance management procedure should be structured to improve
employee engagement as much as possible. There are some points as per the pine app LTD to
improve employee commitment as well as engagement.
Communication:In performance management system communication plays very
essential role because understanding is mandatory to do any work, so higher authorities should
meet with each team member for 20 to 25 minutes for briefing and catch on weekly basis. Pine
app LTD adopted this approach and company's manager are expected to have weekly check ins
with each of their staff member. The key to excellence to get success here is guarantee that the
discussion are two way rather than the manager simply dictating priorities. Giving agenda to
employees and manager for these discussion can assist in this respect (Schreuder and Noorman,
2019).
Growth and development: Employers and supervisors may obtain it by devoting time to
addressing career goals and outcomes a self - assessment which will enhance the delivery of the
requisite information, skills, and behaviours to meet those goals. Although part of an annual
succession planning, several companies do it once a month. To identify opportunities for
improvement, company must be conducted repeatedly a year. It is important to review success
toward a personal improvement plan on even a regular basis during the year, instead of putting
the project away for the next year. Pine app LTD's project managers should be able with this by
displaying workers' professional growth goals.
Trust and confidence: Team member have to trust on leadership and have confidence to
accomplishing aims and objectives for the company (Abeuova and Muratbekova‐Touron, 2019).
5

Identify the challenges they may face using this and how they overcome or managed.
There are several problems of the company such as poor communication, high levels of
labour turn over and slow product development. So company focused on their core competencies
and develop new organizational structure that includes Training and development of the
employees. They has started research and development as well with 50 employees and sales and
marketing with 10 and small management skilled team 5 employee and recently they hired new
head sales and marketing, work has also increased and they managed workload outsource the HR
accounting function (Latukha and Veselova, 2019).
CONCLUSION
It is deduced from the above report about findings such as developing HR function it
enhance the organization function that improve the performance of the employee and
productivity. Role of performance management system shows the enhancement of employees
skill, ability to perform best for the organization, in performance management system it
motivates the employees in term of promotion, appraisals that is beneficial for the organization
and employees as well. At some point organization stuck due to lack of communication, poor
productivity but they develop new workforce to manage the situation and maintain the long term
sustainability.
6

7

REFERENCES
Books and Journals
Anlesinya, A. and Amponsah-Tawiah, K., 2020. Towards a responsible talent management
model. European Journal of Training and Development.
Crane, B. and Hartwell, C.J., 2019. Global talent management: A life cycle view of the
interaction between human and social capital. Journal of World Business, 54(2), pp.82-
92.
Narayanan, A., Rajithakumar, S. and Menon, M., 2019. Talent management and employee
retention: An integrative research framework. Human Resource Development
Review.18(2).pp.228-247.
Gupta, V., 2019. Talent management dimensions and their relationship with retention of
Generation-Y employees in the hospitality industry. International Journal of
Contemporary Hospitality Management.
Meyers, M.C., 2020. The neglected role of talent proactivity: Integrating proactive behavior into
talent-management theorizing. Human Resource Management Review, 30(2), p.100703.
Golubovskaya, M., Solnet, D. and Robinson, R.N., 2019. Recalibrating talent management for
hospitality: a youth development perspective. International Journal of Contemporary
Hospitality Management.
Son, J., and et. Al,. 2020. Double-edged effect of talent management on organizational
performance: the moderating role of HRM investments. The international journal of
human resource management, 31(17), pp.2188-2216.
Self, T.T., Gordon, S. and Jolly, P.M., 2019. Talent management: a Delphi study of assessing
and developing GenZ hospitality leaders. International Journal of Contemporary
Hospitality Management.
Schreuder, R. and Noorman, S., 2019. Strategic talent management: creating strategic value by
placing top talents in key positions. Development and Learning in Organizations: An
International Journal.
Abeuova, D. and Muratbekova‐Touron, M., 2019. Global talent management: Shaping the
careers of internationally educated talents in developing markets. Thunderbird
International Business Review, 61(6), pp.843-856.
8

Latukha, M. and Veselova, A., 2019. Talent management, absorptive capacity, and firm
performance: Does it work in China and Russia?. Human Resource Management.58(5).
pp.503-519.
9