MGT600 Management, People & Teams: CST Performance Analysis Report

This report, focusing on ComSyst Technologies (CST), addresses declining employee performance, market share loss, and challenges in the communication software and system development sector. The report highlights the critical need for improved employee management, talent attraction and retention, and enhanced work culture. It emphasizes the importance of aligning recruitment with company objectives, providing training for technological advancements, and fostering a motivating work environment. The report offers detailed recommendations, drawing on practical examples, and aligns with CST's future plans. It includes an executive summary, background analysis, detailed discussions, actionable recommendations, and a conclusion summarizing the findings. The report also references key concepts from strategic human resource management and talent management. The report focuses on attracting and retaining top talent, improving work culture, and enhancing employee performance to help CST regain its market position. The report provides a comprehensive review of the issues and presents practical solutions to address the challenges facing CST. The report concludes with recommendations for human resource development to help CST overcome its challenges and regain its lost potential.

Running head: MANAGEMENT, PEOPLE AND TEAMS
MANAGEMENT, PEOPLE AND TEAMS
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Executive Summary
This report is based on the current issues of CST and its solution in the future plan
implementation. The company is facing problems as the employee performance is
continuously falling down. The market share of the company is also going downwards for
last two years. There can be multiple reasons for all these issues, but most important
problems are related to the employee’s management. The employees of the company are
showing regular decline in their performance. The company works in the sector of
communication software and system development for the defence and emergency services
industry. Hence, the employees need to be updated about the most recent technological
advancements to compete with other players in the market. But this is not the case with CST
as its employees are also less competent to manage the current technological challenges.
Therefore, three main aspects has been highlighted in this report- ensuring the best strategies
to attract the talents and retaining employees, improving the work culture of the company
encouraging high performance team building, and finally working on the employee
performance and capabilities. This report has the detailed recommendations for the company
that is aligned by its future plans for next two years. While designing the recommendation
practical examples of the companies is been evaluated. The company mission and objectives
have given special preference for the planning. Hence, there is a high probability that the
recommendations would help the company to get back its lost calibre. Human resource
development can be an effective step for the company in coming years. The report has five
major parts- the report starts with an introduction to the whole report. The second part build
the background of the report. In the third part main discussions are been done and the next
part is the recommendations for the company. Lastly, the report ends with the conclusion that
sums up the findings in from the discussion.

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Background
The CST or ComSyst Technologies is a known name in communication software and
system developing industry. The company has successfully ventured their business in
international defence and emergency services in the countries like United States, Australia,
New Zealand, Philippines, South Korea and India. Recently, the company is facing issues in
its operations that is culminated in loss of several tenders and business deals. Last two years
have been quite challenging for the company as their market share has continuously declined.
The reasons of such declined is related to the low employee engagement, employee
performance. Low retention rate of the employees and lack of skills for recent technological
implementation.
These challenges in the company can have more far reaching impact on company
reputation and business profits. Therefore, these problems must be addressed properly in due
time. Most of the attention should be regulated around employees and their performances.
The company need to understand the core problems and sort those using specific and
effective strategies. The loss of employee engagements and huge gap in technological
expertise are the base reasons of this distress. Company objectives for next two years need to
be prioritised to solve the problems with CST.
Main discussion
Ensure strong Position of CST in Future by attracting and retaining the best talent
possible
Employees are the key assets for an organisation and they contribute in organisational
development and profit gaining. Therefore, the company must take their employee
management and retention on a serious note. The company is facing problems as their
employees are not performing as per the expectations. CST is a company that provides

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technical support in the emergency and defence services industry. Hence, the employees of
the company have to be maintained with proper competence. Most of the problems in the
CST would be solved if the human resources are managed in effective way.
Attracting and retention of the best talents in the industry is the primary objective of
the company’s future plan. This is quite relevant as the market share and profits of the
company was continuously falling down because of employee issues. According to Rees &
Smith (2017), the employee engagement and retention could prove effective if the
organisations have a valid strategy for the same. Some of the important aspects for this
objective are discussed below-
 The recruitment cell of the company depends on the understanding of the needs,
mission and vision of the company so that they can identify the important skills
required (Boštjančič & Slana, 2018). This is important for the employment of the
right talent in the organisations. CST have to make sure that they are creating posts
that are helpful for their operational objectives. After that, the recruitment manager
need to give detailed information of their required new talents and skills. This will
help the candidates to understand the job roles and responsibilities before applying for
the jobs.
 Designing the training for better technological skills of the existing employees has
become a priority for CST. Training and workshops are important for enhancing the
skill set of the employees. This will increase their active engagements in the
operations as well. A trained employees can make the company profitable by their
increased skills and decreased time and costs investments. As CST has come through
some gaps in technological implementation, the training sessions will help the
employees and the company face the challenges with more efficiency.

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 Next important part would be motivating the employees and building an employee-
focused work culture. Appreciating the team members for their exceptional work will
increase their job satisfaction and they will show more interest in company work
(Boštjančič & Slana, 2018). The leaders need to take the responsibility here. They
need to provide necessary support to their tem and motivate their members to achieve
higher than the set goals. CST will be able to retain more employees if they feel
satisfied and motivated in the employee based work environment.
 Planning the promotions and career development plans carefully is necessary.
According to Stroup & Zheng (2016), companies that gives their employee scope to
grow, retains and attracts more candidates than their competitors. Individual growth
of the employees are also the responsibility of the company. There must be enough
chances for the employees in CST to show their potential and grow with the
organisation.
Microsoft is a renowned software developer company who has gained efficiency in
employee retention and talent searching. This company gives special importance for the
individual growth of their employees along with the teams. There are regular training
programs which keep their employees updated about the recent technological advancements
(Jain & Hyde, 2017). The recruitment process is aligned with their organisational mission as
well. Overall, it can be said that CST can be benefitted by implementing these changes in
their human resource management aspects and can increase market potential for them.

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References
Boštjančič, E., & Slana, Z. (2018). The role of talent management comparing medium-sized
and large companies–major challenges in attracting and retaining talented employees.
Frontiers in psychology, 9, 1750.
Jain, A., & Hyde, A. M. (2017). Talent Management Practices and Its Impact on Performance
of an Individual and Organization: An Overview. Shri Vaishnav Institute of
Management, 31.
Rees, G., & Smith, P. (Eds.). (2017). Strategic human resource management: An
international perspective. Sage.
Stroup, C., & Zheng, H. (2016). What are Key Emerging, Employee-Facing Trends in HR
that will be Influential in Attracting and Retaining Future Top Talent?.