Performance Management and Talent Management

This assignment discusses the significance of performance management in achieving organizational success. It highlights various techniques like 360-degree appraisal, proper human resource procedure implementation, and talent management methods. These approaches not only help in employee development, communication, and engagement but also contribute to enterprise upliftment with a competitive market edge.

Talent Management

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
1. Use of individual v/s team performance target to maximise the organisation performance3
2. Performance management system for improving employee communication and
development...........................................................................................................................6
3. Integrated performance management system with human resources process & their
importance..............................................................................................................................8
4. Effectiveness of linking performance to financial reward...............................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Talent management can be referred as the required anticipation of needed capital of
human for an organisation as well as planning to achieve those requirements. This refer to a
science of opting strategic planning of human resources to develop the value of business as well
as to make the firms and organisation more recognisable in order to meet the targetted objectives
(The Importance of Performance Management, 2015). This report will be debating on the team
performance and individual target utilisation to increase the performance of organisation. For
this purpose of this, they will develop the new system of performance management for he worker
communication and improvement along with increase the effectiveness of performance linking to
financial rewarding system.
MAIN BODY
1. Use of individual v/s team performance target to maximise the organisation performance
Work measurement, assignments, target, standards on the individual performance level
can be formed in the plan of worker performance. An employee can be appraised on the basis of
their behaviour within members of teams should be supportive. This is essential to manage both
individual and team member appraisal management on a definite basis that avail an organisation
in proper development of an organisation.
In the case, Steel Co. is small business manufacturing organisation which is functioned
by owner manager own more than 65 worker under them. The organisation is working from past
30 years successfully but now the enterprise has faced major loss within their company for a long
period that have expressed discontent employees with different issues such as pay freeze, poor
employer and many other (Whelan and Carcary, 2011). The owner manager use autocratic
leadership but the new hired divisional director has changed the terms and changed it to
democratic using various strategies include team-based working, scheme bonus and developed
mechanism of communication within the company. But in order to analyse the still failure in
company, this is required to analyse the basic concept of use of team performance and individual
target which is argued here:
As the work become more intricate, firm must depend on people teams to attain the tasks
or target. In order to analyse the effective work performance, company need to make team
working and appraisals of team for the development of performance of organisation. This can
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range from individual activities or performance recognition as well as their contribution in
groups to only company's performance assessment. When the performance of organisation is
being analysed, no appraisals of individual can not be attained thus it can lead to less individual
development within the company.
Advantages and disadvantages of social behaviour while achieving business goals
Social behaviour in an organisation help employees to interact with other peer members
using physical actions and observable emotions of worker at Steel Co. as they require proper
management of services. Main advantages for practising social behaviour are effective
communication process, cooperation while achieving targets, increases motivation of employees,
positive work environment etc. With these advantages, there are certain disadvantages too such
as manipulating employees in some cases is not easy as they are accustomed to their native
behaviour, changes in policies and procedures can face resistance and social tie ups give rise to
unity which sometimes have negative consequences. Effective implementation of social
behaviour among employees leads to business growth of Steel Co.
The organisational and culture structure of the environment of workplace impact of
different team performance types. But on the other hand, individual performance development
are the traditional types of appraisals which measure the objectives and target achievement of an
individual. This render the worker and supervisee an opportunity to exchange their opinions and
ideas to reach their set targets (Van Dooren, Bouckaert and Halligan, 2015). The individual
performance aims over the requirements of skills to perform the specific skills for acquiring
success or promotion. Various appraisal, response and feedback support the recognition to an
individual.
Advantages Focused: Individual target target are often more focused which can help in achieving the
target more clearly and coherently. Goal Oriented: Individual target and performance are goals oriented that can aid in
meeting objectives in efficient manner.
Disadvantages Narrow Focus: In context of large organisation, individual target are not able to focus
wider scope which can decrease the revenues and create more complication in
management activities.
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 Limits Creativity: This restraint the creativity of worker as the individual only have one's
point of view to look over the work or task that is performed by one. Thus, it affects
various elements such as quality, work time etc.
Individual appraisal of performance measure an worker's work against the performance
standard measures. These standard measure of performance are carried out from the description
of individual job. A direct link exists between pay based rating of job and performance from the
appraisals and work performance. Team performance whereas analyse the contribution of a team
which could not focus over the individual performance within an organisation.
Advantages Shared Ideas: Team performance assist in carrying diverged views and opinions by
increasing the communication and interaction. The shared ideas and opinions create more
innovative strategies and ideas. Synergy: Synchronised energy that also refer to synergy are one of the major cause of
more productivity while working and proper stimulation or motivation among team
members that can help in achieving the target of team more quickly.
Disadvantages Social Behaviour: This lead to more social behaviour within a company which can lead
to unorganized and over-friendly working environment that would not be beneficial
within the enterprise.
 Conflict: Conflicts can be emerge cause of numerous causes in which diverged views and
opinions are also one of them. Team target working can lead in internal issues and
conflicts that can decrease the efficiency of working.
Steel Co. whereas made different 4 teams for different work and make the changes
according to it. But this is require to enhance the individual level or performance of worker in
case of miscommunication and misinterpretation in order to resolve the issues among them.
Individual performance appraisals whereas is the better techniques which was require at the same
time for Steel Co. as the company needed to strengthen the basic conception of organisational
internal structure. Individual targets can help in improving the crisis situation as the worker are
the major part of an organisation which require proper solution. This Steel Co. failed in the
change of organisation performance and culture alternation as the divisional director require to
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make individual target as they help in restructuring, re-determining objectives and proper
development of organisation.
Individual vs teamwork to maximize performance
Performance of Steel Co. depends upon its employees behaviour towards certain task.
Task can be executed individually or in team. While working individually, certain benefits such
as efficiency in work, less conflicts and minimum ambiguity while performance can be obtained.
On the other hand, while working in team benefits such as getting things done on time,
creativity, sharing of new concepts, ideas and efficient handling of peer pressure can be acquired.
There are certain instances where business can demand individual performance or team
performance. This aspect has to be manage in efficient manner in order to have success while
attaining business objectives.
2. Performance management system for improving employee communication and development
Competitive environment of manufacturing demands ever gaining efficiency, quality and
productivity. System of performance appraisal can refer to employee assessment of their worker
and performance. This render guidance, response and path to look forward toward success and
achievement. Divisional Director of organisation holds the formal discussion with worker
narrating on good work of workers where the development is required.
In performance management communication is very effective within a company as it
gives clear understanding on what are the demands by consumers from their workers with
knowledge of what they have expect and they have to do within a organisation and managers are
having responsibilities for making policies in an firm and to define and act on core values linked
with performance in an organisation. As they lead whole process by acting as a role model for
their workers and set trends from lower level.
The major purpose of forming this system is to develop all types of performance in future
in order to help and categorised worker based on the worker and their performance. This also
help in motivation and stimulation employee and their performance supporting the performance
of training. Steel Co. need to improve communication and development among employee for
developing each individual and motivating them on personal level in order to emphasise their
involvement in the organisational activities (Taylor, 2014). There are various use to improve the
worker engagement and communication leading to development. Some of the importance are
mentioned here:
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 Quality Worker Feedback: In order to develop and achievement of worker, it is require
to properly analyse the performance feedback for various activities like appraisals and
promotion of worker. This help employee in understanding their strengths and weakness
for developing them on various different levels. Worker requires management of
performance can help in managing worker quality of working and performing within the
organisation which can help Steel Co. in developing their work. As the company tried
various techniques for development of enterprise, but they faced failure, through this can
attain achievement within their enterprise. Skill Training: Through proper setting worker goals and target, worker can communicate
needed competencies and determined the high performance standard that allows
employer to remove gaps between worker related to the target and achieved performance.
Employee communication can be attained on various level within Steel Co. that can help
them in meeting targetted goals.
 New Leadership and Better Strength: Through implementing new leadership styles,
management of talent can be achieved undertaking worker performance evaluation, job
description, development materials and learning etc. Steel Co. implemented news
democratic style of leadership which has assisted them in managing the activities within
the workplace. But they need to use proper employee engagement activities for
development of worker.
There are various performance management system within an organisation such as 360-
Degree Appraisal, general appraisal, technologies appraisal of performance self-assessment of
worker etc. which Steel Co. can adopt in order to manage their growth and improvement. But
according to the case study, mentioned approach is suitable for internal environment
improvement:
360-Degree Appraisal: This allows other worker to render response about the behaviour
and experience of them with certain worker. Peer feedback can be assessed by manager which
also help in increasing employee's involvement in the decision making procedure. This is most
effective techniques opted in recent scenario (Scullion and Collings, 2011).
Performance management system works on improving all over Steel Co. performance by
having proper communication and development within a company as it will help in increasing
productivity and efficiency. Having a better flow of communication will eliminate duplication in
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performance and it will saves are time too as well as help in developing organisation while
having a best way of commination through that it will improves organisational performance
system and increasing level of productivity effectively and efficiently within a firm. System of
performance management improves interaction within a workers through communication and
development.
Steel Co. 's division director need to improve employee communication with the
organisation and their culture through executing proper interaction among the whole entities.
Team work activities which is organised by the organisation was unable to meet the target. Thus,
through focusing over individual performance and 360degree appraisal, company can motivate
each individual interacting the target and company objectives in effective manner.
3. Integrated performance management system with human resources process & their importance
Integration of performance management system refer to the process of aiming or focusing
the appraisal and improvement of individual performance within the company along with the
development of whole organisation. This is a process-oriented system of management which
integrated the operational performance vertically and horizontally within the enterprise to
support the activities or target. Steel Co. can achieve their objectives as the company is not going
to desired outcome after developing team working activities and many other human resource
activities. Integration help in measuring the overall performance along with the flaws and faults
of this which can highlight the required alternation within the company. It can be done on
different levels such as individual, operational and strategic management of performance. IPM is
the procedure tailored from Lean Six Sigma framework which centres they silos of business
integration as the major agility key of operations.
For example, if Steel Co. make use of the respected techniques, human resources
procedure or integrated system of performance management, it would be easier for organisation
to analyse, evaluate and better evolution of organisation along with internal and external working
environment of enterprise.
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Illustration 1: Integrated performance management system, 2017
There are other processes of human resource management suggested by consultancy
company to Steel Co. in order to manage their personnel of company and enhance their
motivation level. There are various procedure which can be gained through the human resource
management in effective manner. The basic procedure of HRM are: Training and Development: This is one of the essential procedure which an department
of human resource management organise for their enterprise. Steel Co. found LESS
BENEFITS OF WORKER as the response of employee while asked the reason of less
involvement of activities. Thus, through organising these activities, they can emphasise
the skills and abilities of each individual in proper manner.
 Compensation and rewarding: Rewarding and compensation is major essential HRM
procedure which an organisation coordinate for their worker to stimulate and motivate
them to meet the determined outcome in better manner (Schuler, Jackson and Tarique,
2011). Steel Co. in order to improve the basis of their skills and abilities their worker
leading satisfaction among them.
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As an employee is significant part of organisation, this is required to understand the value
of IPM and other process of HRM for Steel Co. and how these assist in meeting target ( Al Ariss,
Cascio and Paauwe, 2014). Here are mentioned some of those:
 This help organisation like Steel Co. in determining mission or major goals interacting
worker the major expectation of work so they can contribute in success and meeting
objectives.
 This help in coaching and managing the activities and performance of organisation
leading to better communication and engagement of worker through proper training and
development programs.
 Recognition help the worker in receiving proper balance of feedback whether it is
negative and positive. Thus, this leverages social involvement, culture and behaviour
increasing engagement and retention of worker.
4. Effectiveness of linking performance to financial reward
Performance of worker refer to the work which they performed and whether it is
according to targetted or standard outcome. An organisation execute various activities and
techniques within their workplace in order to manage the performance of enterprise as well as
worker. Steel Co.'s new Divisional Director coordinate various activities such as team work
activities, rewarding activities etc. but found negative influence cause of lack of worker
involvement (Meyers and van Woerkom, 2014). Through financial rewarding activities, they can
manage their performance which are also interlinked as the performance upliftment rely on the
level of worker satisfaction and employee work for better wage.
 Variable wage such as fixed pay and incentives can lead to better [performance among
worker and proper motivation for work. Quality and performance management: Individual or organisational performance can be
enhanced through proper management of reward system, specially monetary as people
like financial reward more than other. Also this can lead to better working quality within
the internal environment.
 Work Integration: The organisational policies and activities supporting worker in regard
of success achievement and balance in their personal and professional lives.
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Thus, the all above mentioned practices and methods can help in meeting the determined
outcome in better manner (Festing and Schäfer, 2014). Through proper administration of talent
of company or worker's skills, company can meet their target.
CONCLUSION
It can be summarise from the above report that in order to manage the work quality and
success of an organisation, performance and talent management is fundamental to admin within
an organisation. There are various techniques and methods such as 360 degree appraisal, proper
implementation of human resource procedure etc., one can meet their determined target and
objectives. These not not help in development, communication and engagement emphasis of
worker, but also avail enterprise upliftment with the competitive market.
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REFERENCES
Books and Journals
Al Ariss, A., Cascio, W. F. and Paauwe, J., 2014. Talent management: Current theories and
future research directions. Journal of World Business. 49(2). pp.173-179.
Festing, M. and Schäfer, L., 2014. Generational challenges to talent management: A framework
for talent retention based on the psychological-contract perspective. Journal of World
Business. 49(2). pp.262-271.
Meyers, M. C. and van Woerkom, M., 2014. The influence of underlying philosophies on talent
management: Theory, implications for practice, and research agenda. Journal of World
Business. 49(2). pp.192-203.
Schuler, R. S., Jackson, S. E. and Tarique, I., 2011. Global talent management and global talent
challenges: Strategic opportunities for IHRM. Journal of World Business. 46(4).
pp.506-516.
Scullion, H. and Collings, D., 2011. Global talent management. Routledge.
Taylor, S., 2014. Resourcing and talent management. Kogan Page Publishers.
Van Dooren, W., Bouckaert, G. and Halligan, J., 2015. Performance management in the public
sector. Routledge.
Whelan, E. and Carcary, M., 2011. Integrating talent and knowledge management: where are the
benefits?. Journal of Knowledge Management. 15(4). pp.675-687.
Online
The Importance of Performance Management. 2015. [Online]. Available
through:<http://technologyadvice.com/blog/human-resources/importance-of-
performance-management/>.
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