Talent Management TABLE OF CONTENTS TASK 51

Talent Management

TABLE OF CONTENTS
TASK 5............................................................................................................................................1
1. Arguments on individual verses team performance targets...............................................1
2. Use of performance management system in improving employee development and
communications......................................................................................................................2
3. Integration of performance management system with human resource processes and its
importance..............................................................................................................................3
4. Effectiveness of linking performance to financial rewards................................................4
REFERENCES................................................................................................................................6

TASK 5
1. Arguments on individual verses team performance targets
''Which are better: individual or team goal''
Most of the firms face problems at the time of setting goals for their employees because
they understand that worker will also give more priority to individual targets compared to
organisational objectives (Tansley, 2011). Multinational companies were also coping up with
this troubles so they started a new system where every team will get own targets and if they
attain more than it then whole team will get incentives. This strategy worked for many
enterprises because team leaders clearly gave clear instruction to the group members that if they
want to earn more money than they have to attain set targets. But gradually effectiveness of this
strategy started to decline because some employees gave their best for reaching targets while
others did not perform according to expectation. This create conflicts in the team.
In present system, big or even small companies has started using more effective approach
relating to ''individual verses team performance goals''. They are setting higher targets for every
individual in order to attain overall team performance objectives. Managers know some
employees will fail to meet their targets so they deliberately set a higher individual aims. If few
workers will perform better than set limits then poor work from the side of other worker can be
compensated and team objectives can easily be attained.
Steel Co. is failing to improve performance of organisation and employees because of
various issues. Divisional director gave targets to every personnel and to the team also. He has
also developed a bonus scheme but it has also failed as employees do not take much interest in it
and they argued that it does not make any change in their salary and lifestyle (Schuler, Jackson
and Tarique, 2011). The reason behind failure of this effective scheme is that employees of this
organisation are working under autocratic leadership from a long period of time. They have
never thought about team targets and this is the prime reason that they are not getting motivated
to perform better (Nilsson and Ellström, 2012). Their mind-set is fixed, they only want to
complete their working hours and go home. According to them, company cannot pay them more,
and this is prime reason that they are not taking no interest in earning more incentives.
Employees do not have any individual or team targets. First of all, divisional director
need to keep patience and continuous his effort because company has seen little impact because
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