Drivers, Enablers, and Barriers in Talent Management

This report discusses the main drivers, enablers, and barriers in talent management. It explores the role of performance management and its implementation in HR processes. It also discusses the use of team-based rewards for improving company performance and the benefits of using performance management systems. The report concludes with an analysis of the challenges faced by companies in talent management and strategies to overcome them.

Understand and evaluate the
main drivers enablers and
barriers which are encountered in
the development and
implementation of successful
talent manage

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Role of performance management and implementation of this into HR processes -..................1
Utilizing use of the team and team-based reward for improving performance of company-.....2
Using performance management system-...................................................................................4
CONCLUSION................................................................................................................................5
REFRENCES...................................................................................................................................6

INTRODUCTION
Talent management and performance management is very essential for each and every
company for enhancing their performance in context of organizational overall goal and objective.
The employee's performance can be monitored and controlled through the performance
management into the company.
The above report is based on Brick Co. which is manufacturing company. It is run by the
manager and has been established from last 20 years. They employee over 130 individual into
the company. The report includes argument on the role of performance management system and
how it could be implemented with the HR process. Report further carried forward with the
utilization of team and team-based reward system for improving company's performance. Report
ends with use of performance management for improving the employee performance and
identifying challenges faced by company.
MAIN BODY
Role of performance management and implementation of this into HR processes -
Performance management is ongoing procedure of the interaction among employees and
supervisor which occur across the year, with regard to achieve strategic objective of company.
Communication within supervisor and the employee includes setting objectives, rendering
feedbacks, clarifying expectations, reviewing the result and identifying goals. It is corporate
management technique and tool which help manager to evaluate and monitor work of employee.
Performance management's goal is to develop an environment where individual could perform
with the best abilities for producing high quality work effectively and more efficiently (Dekker,
Ding and Groot, 2016). This helps the manager and employees to see eye-to-eye about the goal
and expectations and career program, along with that it also includes how individual work
forward to gain overall vision of organization. The performance management focuses on
continuous accountability which create healthier, transparent environment of working, and
emphasizing on regular meting among the employees and manger enhance the communications.
Brick Co. can use this system of management to enhance the performance of their employees and
monitoring where they are lacking. The performance management process helps Brick Co. to
harness full potential of the employees by ensuring them with constant development, learning
and growth. Elegantly design performance management enable worker for understanding how
their work would lead to overall success of organization strategies and goal. This helps them to
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focus and ensure that there work which is done by them should value the company. It ensures
that employees continuously develop the capabilities and skills along with fluctuating &
changing needs of the business. By rendering workers with opportunity for growing constantly,
Brick Co. could build a great workforce which is helpful for company in gaining the goal and
objective effectively (Pollitt, 2018). The regular development programs and performance
management let workers to identify new skill and area of interest, and providing them
opportunities by which an individual could explore beyond their own zone of working. The
employees with positive attitude and motivation reduces the turnover and attrition among the
company. It also helps employees and manager having a daily interaction about expectations,
goals, development need and challenge. So employees will get regular feedbacks and the
recognition which is helpful for them in improving their work continuously.
The Human resource management of Brick Co. must regulate performance management
within the company. The human resource manager should set the expectation for the
performance of working and planning various ways which is helpful in meeting these
expectations. They should monitor performance of employees through meeting and check-ins. So
that they can analyze who is performing well and where the employees are lacking behind. HR
manager of Brick Co. should offer praise and rewards for enhancing performance of employees
to grate extent and along with addressing where the another one is lacking (Kroll and Moynihan,
2018). The performance of employees must be regularly and review their performances so that it
can be analyzed whether they are giving their best or not and if they are lacking somewhere then
they must be given training further so that they can improve it. HR department of the company
plays an essential role in the performance management and must regulate this process into the
Brick Co. So that they can monitor and evaluate where the employees are lacking what further
steps are to be taken for enhancing their performance. Through this they can motivate employees
for working toward gaining the overall objective of Brick Co.
Utilizing use of the team and team-based reward for improving performance of company-
As per the changes in the trends in businesses team based model are being utilized by
companies which helps them implement changes and disruption easily into processes of
business. The shift towards team based model helps companies for demonstrating
acknowledgement such as growth, innovation and performance which is largely depended on
combination of the people that are focused towards strategy and collective approach for work.
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The 90% of corporate business man thinks that to solve the problem within the business they
need team for rendering effective solutions. It has been believed that collaboration enhances the
creative thinking among the employees and solving their problems, that is helpful for gaining the
positive outcomes for business (Saratun, 2016). The team based companies could leverage best
practices for building the trust and communities. By adopting team based structure into Brick Co,
they can easily share the information quickly to the responsiveness, solving the problems quickly
and improving consumer services that will ultimately enhance the bottom line.
Recruiting and retaining the best talent for business had become so much challenging for
businesses nowadays, thus companies are incentivizing employees among teams so that they can
gain their objective and retain talent with company. The rewards for performances are generally
utilized for maximizing output of work and productivity. With increased uses of the team-based
work, a range of team-based reward system had been developed further with the intention of
maximizing performance and satisfaction into the team working. The team based reward are
defined as formal incentive rendered for working as a team or at least one of their individual
team member (Ljungholm, 2016). This reward can be based on the company, team, performance
of team member or any other outcome such as consumer satisfaction, sales and profit etc.
Rewards which are provided to the teams are classified into monetary and non-monetary which
can be further utilized by Brick Co. Monetary base reward contains one time bonus for cash,
permanently increased base salary and the variable pay that is earning specified % of the base
salary. Whereas non-monetary includes achievement award, special dinner and time off work.
The team based reward can be utilized by Brick Co. in which it is distributed among the all team
member, and each one of them receive the same reward or it can also be non equally which is
based on the performance of employees among the team. It is helpful for Brick Co. motivate and
encourage their team for the efforts which had been made by them for gaining overall objective
of company as whole (Kalgin and et.al., 2018). They can utilize the teams to work for
completing particular project, and further offering them incentive & rewards to the members on
the basis of team's performance that has been useful to encourage employees and team members
to collaborate. The goal and targets were bing set up for the teams which is to be achieved by
them this goal can be short term and long term. When the goal are being met by team then
rewards are given to them by Brick Co.' s manager. The particular performance standard so to
provided top the team on which their performance will be measure the all things are depended on
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the outcome that how effectively individual had worked into the team, and they had achieved
overall goal successfully. Te individual team member must be rewarded on the basis of their
performance in team, and then they must be rewarded for their outstanding performance into the
team (Adams, Nishikawa and Rao, 2018). Brick Co could set this team-based reward system for
motivating and encouraging their employees throughout their business process and achieve the
goal and objective of company greatly.
Using performance management system-
Performance management system can be used by the Brick Co. for evaluating the
performance of company's employees top great extent. Optimizing whether employees are doing
well or not and if they are lacking they must be provided with development trainings so that
there performances can be improved. Brick Co manager and leader should have routine meeting
with the employees so that they can motivate and encourage employees, they can solve their
issues which are being faced by them. Companies should monitor each and every individual's
performance through which they can identify which individual is lacking and at where. The
employees who are further performing well towards achieving overall objective of company then
they must be awarded with proper incentives and rewards. But somewhere Brick Co. is facing
many challenges to encourage and motivate their employees (Raffoni and et.al., 2018). They also
started to pay reward to the employees, but they were not appropriate as such that needs of
employees could be fulfilled. So Brick Co. must let their employees to work in team and provide
them team based reward which is equal to each and every worker who had made their
contribution into the team project. This will motivate each and every individual who are working
in teams and having their contribution in gaining the team goal and objective. Thus, no one of
the employees will get demotivated as in Brick Co. some employees are getting motivated by the
rewards by somewhere few of them get discourage from this. So it can be solved by team-based
reward. Further employees had to given time to time training and development program so that
they can learn new skills and enhance their performance greatly. If employees are facing
challenges then it must be fulfilled by them (Cuccurullo, Aria and Sarto, 2016). In Brick Co. the
employees were not given with time to time training and development program which could let
their employee to learn and develop new skills and enhance their performances. And thus
employees further nit feel valued by their employers which let them to switch jobs. In Brick Co.
there are no daily meeting among the leader and workers which is the major challenges that is
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faced by company, but they had to conduct the meeting among them so that problem solving are
being faced by their workers can be sought out and feedback can be given by employers to the
workers. Somehow this state that by using the performance management into the Brick Co. they
can enhance the performance of employees and motivate them to work for the betterment of
company as whole. Motivated and valued employees will retain with company for long term
(Heger and et.al., 2017). Thus, company can gain huge success by having a productive employed
into the company whoa re working for the betterment of company and all this could be achieved
through implementation of performance management into the company.
CONCLUSION
From the above study it can be concluded that it is very essential for a company to
monitor and evaluate the performance of employees among the company. It is very much helpful
in gaining the goal and objective of company to great extent. Company can motivate and
encourage their employee by monitoring their performance and further giving them rewards and
incentives in the favour of such. The proper training and development program let the employed
to learn new skills which in result increases the performance of employees to great extent. Thus,
employees also feel valued by their employers and motivate to retain with company for long
term. So the goal and objective of company can be effectively achieved through this performance
management. Hence company can efficiently compete with rivals in market and gains huge
revenue and profit margin.
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REFRENCES
Books and Journals
Adams, J.C., Nishikawa, T. and Rao, R.P., 2018. Mutual fund performance, management teams,
and boards. Journal of Banking & Finance. 92. pp.358-368.
Cuccurullo, C., Aria, M. and Sarto, F., 2016. Foundations and trends in performance
management. A twenty-five years bibliometric analysis in business and public
administration domains. Scientometrics. 108(2). pp.595-611.
Dekker, H.C., Ding, R. and Groot, T., 2016. Collaborative performance management in interfirm
relationships. Journal of Management Accounting Research. 28(3). pp.25-48.
Heger, C and et.al., 2017, April. Application performance management: State of the art and
challenges for the future. In Proceedings of the 8th ACM/SPEC on International
Conference on Performance Engineering (pp. 429-432).
Kalgin, A and et.al., 2018. Performance management and job-goal alignment. International
Journal of Public Sector Management.
Kroll, A. and Moynihan, D.P., 2018. The design and practice of integrating evidence:
Connecting performance management with program evaluation. Public Administration
Review. 78(2). pp.183-194.
Ljungholm, D.P., 2016. Organizational social capital and performance management. Linguistic
and Philosophical Investigations. (15). pp.108-114.
Pollitt, C., 2018. Performance management 40 years on: a review. Some key decisions and
consequences. Public Money & Management. 38(3). pp.167-174.
Raffoni, A and et.al., 2018. Business performance analytics: exploring the potential for
performance management systems. Production Planning & Control. 29(1). pp.51-67.
Saratun, M., 2016. Performance management to enhance employee engagement for corporate
sustainability. Asia-Pacific Journal of Business Administration.
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