Talent Management: Role, Team-based Rewards, and Challenges

This report discusses the role of performance management system in talent management, the use of team-based rewards to improve performance, and the challenges faced by companies. It explores the importance of clear expectations and frequent feedback in managing employee performance. The report also highlights the challenges of leadership commitment, change management, and competence in implementing performance management systems. Overall, talent management is crucial for retaining employees and ensuring the success of organizations in a dynamic business environment.

TALENT
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
1. Role of performance management system and its implication with HR processes................1
2. Argument debating the use of teams and team-based rewards to improve Brick Co’s
performance.................................................................................................................................3
3. A performance management system can be used to improve employee commitment and
engagement and also identify the challenges which is faced by company.................................4
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Talent management is an activity which is evolves over the year to offer people specific
trends which include many aspects that changes in the fast pace. Strategic talent management is
important in order to analyse the changes within the environment. Talent management has been
grow and it is important to gain interest and faith among the practitioners as it refers to the
anticipation of needed human capital for company in order to plan and meet the desired needs
(Davis and et. al., 2016). It is considered as the important part in human resource planning in
order to improve the value of business and also make it possible for organisations to achieve
suitable goals and objectives.
In this report, Brick co. is considered which is a building material company and develop
construction materials in order to make walls, pavements and other related elements. Company is
incorporated since 20 years back and currently employs 130 people as full time and permanent
and in which many of them are skilled and unskilled. Moreover, this report is going to define the
role of performance management system and also implement the HR processes to enhance the
organisational performance and also develop a debate by using the teams and team based
rewards in order to enhance the performance of company (Krishnan and Scullion, 2017). At last,
performance management system is used to enhance the engagement and commitment of
employees and also identify the challenges which company face.
MAIN BODY
1. Role of performance management system and its implication with HR processes
Performance management is defined as the continuous process which involve regular
communication between the employees as well as managers in order to accomplish the mutual
goal of organisation (Taylor, 2018). It mainly focuses toward improving the performance of
employees by regularly working over there weaken areas for overcoming them. AS per the view
point of Puja Lalwani, 2019 performance management involves a process of exchanging
information and providing feedback between employees and manager on continuous bases so
that outcomes can be achieved. It support in foreseeing the issues that may be raised through
employees current performance and then suggesting with corrective actions to be taken.
The performance management system plays a significant role for Brick Co. in improving
its culture and employees performance too, as their performance is getting down due to
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managerial issues and lack of involvement. So with the help of talent management these issues
can be overcome.
As per the view point of Danni White, 2019 it has been found that talent management
perform major role in improving overall organisational performance such as,
 Help in getting a look in future:- With the help of regularly monitoring as well as
managing the workplace performance, leaders be able to determine future problem.
Hence, by regularly evaluating the performance of Brick Co., it become easier for
divisional director to get an idea regarding upcoming issues in employees performance so
that an idea regarding it can be presented to team leaders (Gallardo Gallardo and
Thunnissen, 2016).
 Boost employees engagement :- The main role of performance management is to boost
up employees engagement by regularly evaluating their work. With regular performance
analysis it become easier for divisional director of Brick Co. to keep its employees
motivated toward their work by appreciating their positive factors of their performance
that ensure their involvement along with job satisfaction.
But in order to effectively utilise performance management system, it is crucial for Brick
Co to improve its HR processes as there are number of issues that employees are actually facing
which is a main cause behind its reducing performance. This includes, inappropriate
compensation benefits, employees are less interested in getting engaged in working practices,
have negative image of management system, lack of reward system, no training facilities for
development etc. These all are the main reason behind the failure of divisional director in context
of implementing the performance management system effectively toward changing
organisational culture (Cascio and Boudreau, 2016). So, for this it must focuses toward
implementing performance system along with the HR processes to ensure best possible outcome
out of efforts. These HR processes are mentioned below:
 Training & Development :- In order to ensure effective performance management
system to be followed within the Brick Co., it is required to firstly develop an effective
HR resource planning. Under this, the division director must focuses toward providing its
employees with regular training in their area of working. This help in ensuring regular
employees personal as well as professional development so that they would be able to get
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future opportunity for performing well in the form of reward over their improved
performance. This also ensuring the engagement of employees within their work.
 Employee relation :- Another HR process to be followed by divisional director is to
maintain positive relation with employees by forming up policies for their benefit. Under
this, divisional director can arrange regular meeting in some duration to personally hear
their issues in term of their working and with team based reward and assure them to
resolve them quickly (Elegbe, 2016). Additionally, for employee relation it can adopt
several policies like health and safety, improving working environment, conflict
management etc.
 Reward system:- Another HR processes that divisional director must follow is to
improve its reward system as lack of engagement is present within Brick Co. is all
because of lack of monetary benefit that employees get from their performance.
Therefore, along with team based reward, employees must also be provided benefit on
individual basis that help in attracting employees toward performing well.
2. Argument debating the use of teams and team-based rewards to improve Brick Co’s
performance
By analysing the current working conditions of company and overviewing the
performance of teams it is determined that to overcome the dissatisfaction among employees,
company hire new leaders who firstly divide teams and their work at the arrival and also provide
bonus to team members which is useful in enhancing their performance. Moreover, training and
development programme is conducted to make their performance more effective and efficient
and also guide them regarding the coordination and cooperation and development of team
efforts. In addition to this, they take suitable measures regarding the health and safety of
employees. To make their teams more productive and efficient, leaders of company set specific
targets of team and their performance in order to set and communicate the requirements of
employees (Tatoglu, Glaister and Demirbag, 2016). Meanwhile, because of autocratic leadership
both the leader and employees face difficulty while performing their functions as because of this
style workers become rigid, lazy and uninterested in their work. Moreover, production data make
available by the leader which is beneficial for both team and individual and it is also useful in
managing the poor performance of employees.
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According to the view point of Paolo Sciacovelli, 2019 team based rewards are crucial
for improving the performance of employees as it help in keeping them motivated. In
contemporary organisation team work is often required as a particular task is pass through
several hands in order to get it finish as per requirement. In Brick Co., team formation act as a
positive factor for the employees as they get a change to earn extra bonus out of their efforts.
Additionally it also support in enhancing the performance of company by promoting team
working by regularly posting over notice board regarding the role of each employee within team
that minimise conflicts and help in performing their tasks effectively.
On the other side, it can be argued that this team based reward brings negative influence
over the performance of employees working within the Brick Co. as when a team won a bonus
there performance is trigger over the notice board that create issues among team. This is so
because employees started comparing the poor performance of their team mates with them and
consider them as a reason for their failure which is affecting their performance (Collings,
Scullion and Caligiuri, 2018). This is brining negative influence within the bond of team which
in turn creating disputes among them and as a result of which neither their productivity is
improving nor the quality of work. The employees are earning only in 7 months out of 12.
3. A performance management system can be used to improve employee commitment and
engagement and also identify the challenges which is faced by company
Performance management is a system which is useful in managing the performance of
employees in effective and efficient manner as it is useful in analysing and examining their
overall performance. It is considered as the best approach to interact with employees as it include
analysis of their performance and measuring it and also take corrective actions for it. As by
reviewing the performance of employees it is determined that neither productivity nor quality is
improved in the working style of employees and in return of this, employees are asked for
feedback on the bonus schemes which changes their life. Moreover, the employee commitment is
low which impacts the living standard of people. For this, various improvements are given as
under: Clear expectations: It is considered as the basic step to manage the performance of
employees as the performance management system is begins when the employees
understand and determine the clear and specific goals and objectives of company. For
this, it is important that there is a good relationship among manager and employees as it
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is useful in clarifying the goals and describe what is expected to them in effective manner
(Beamond, Farndale and Härtel, 2016). In relation with Brick co. it is termed as the initial
stage in which managers need to review the roles and also provide description regarding
the responsibilities and standards. Frequent feedback: This factor is termed as the most important factor as it describe that
things are understandable by employees or not and for this, feedback plays an important
role. In terms of Brick co. it put emphasis on the significance of goal related feedback
which is given by employees on continuous basis. It reflects the clear expectations of
organisation from employees which set from the start.
Challenges of performance management
On the grounds of goals and objectives of performance management it is useful in
developing the performance and bringing effectiveness in team. For this, various tools are useful
in the procedure of company in order to range the basis or traits which is based on quick results.
For this, few challenges are discussed as: Lack of leadership commitment: Commitment of leaders is considered as the most
significant and smooth execution of system. For this, leaders need to drive the process
and make their performance manageable as it an integral part of the management. For
this, leaders need to contribute not only in developing strategic decisions but also in
monitoring and examining the performance of employees and organisation both. For this,
the leaders of Brick co. need to reinforce the performance cycle by analysing and
rewarding the performance. Ignoring change management: Strategic management is the significant part of executing
the change system and for this, top management need to consider suitable and careful
management of the resistance of employees (Khoreva, Vaiman and Van Zalk, 2017). For
this, communication is considered as the more effective and efficient tool in order to
manage change and also opted by Brick co. and for this, suitable milestones and
schedules need to followed.
 Incompetence: This factor is considered as the important system as to manage
organisation, competence is required because it helps in ensuring the smooth functioning
and implementation of system. In respect of this, Brick co. need to consider major skills
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such as defining suitable objectives, core competencies, providing performance measures,
giving and taking feedback and performance coaching.
CONCLUSION
Thus, it is concluded that talent management is significant in order to retain employees
for longer period of time and also smooth functioning of company in dynamic business
environment. It is managed by the human resource department as examining and analysis of
talent is done by HR manager which is useful in identifying the skills and competence of
employees. Talented employees are the reason for the success of company and they are also
termed as the valuable asset for company. For this, performance of employees are analysed and
various challenges are discussed and recommendations are given to overcome them.
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REFERENCES
Books and Journals
Beamond, M.T., Farndale, E. and Härtel, C.E., 2016. MNE translation of corporate talent
management strategies to subsidiaries in emerging economies. Journal of World
Business. 51(4). pp.499-510.
Cascio, W.F. and Boudreau, J.W., 2016. The search for global competence: From international
HR to talent management. Journal of World Business. 51(1). pp.103-114.
Collings, D.G., Scullion, H. and Caligiuri, P.M., 2018. Global talent management. Routledge.
Davis, T and et. al., 2016. Talent assessment: A new strategy for talent management. Routledge.
Elegbe, J.A., 2016. Talent management in the developing world: Adopting a global perspective.
Routledge.
Gallardo Gallardo, E. and Thunnissen, M., 2016. Standing on the shoulders of giants? A critical
review of empirical talent management research. Employee Relations. 38(1). pp.31-56.
Khoreva, V., Vaiman, V. and Van Zalk, M., 2017. Talent management practice effectiveness:
investigating employee perspective. Employee Relations.
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.
Tatoglu, E., Glaister, A.J. and Demirbag, M., 2016. Talent management motives and practices in
an emerging market: A comparison between MNEs and local firms. Journal of World
Business. 51(2). pp.278-293.
Taylor, S., 2018. Resourcing and talent management. Kogan Page Publishers.
Online
Sciacovelli. P. 2019. How to use team rewards effectively. [Online] Available through:
<https://scienceforwork.com/blog/how-to-use-team-rewards-effectively/>./
White. D., 2019. Importance of Performance Management in an Organization. [Online]
Available through: <https://www.techfunnel.com/hr-tech/importance-of-performance-
management-in-an-organization/>./
Lalwani. P., 2019. Performance Management. [Online] Available
through:<https://www.hrtechnologist.com/articles/performance-management-hcm/what-
is-performance-management/>./
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