Performance Management and HR Processes at Pine-Apps Ltd. - Report

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Pine-Apps Ltd. It begins by discussing the advantages of developing an in-house HR function, examining aspects such as organizational culture, training and development, recruitment and retention, relationship building, health and safety, conflict management, and planning for change. The report then evaluates the role of performance management systems, including employee self-assessment, feedback mechanisms, goal understanding, and the integration of development planning. Furthermore, it explores how performance management can be implemented with other HR processes to enhance organizational performance, including highlighting training needs, boosting employee morale, increasing retention, and supporting workforce planning. The report also investigates how performance management can improve employee commitment and engagement, suggesting strategies like placing employees in suitable roles, providing training opportunities, creating a competitive work environment, and encouraging extracurricular activities. Finally, the report identifies challenges that Pine-Apps Ltd. might face when implementing such systems and provides recommendations for improvement.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
Introduction......................................................................................................................................1
Task1................................................................................................................................................1
Based on the academic literature, discuss and evaluate the advantages for Pine-Apps Ltd in
developing their own HR function. ............................................................................................1
TASK2.............................................................................................................................................3
Evaluate the role of a performance management system............................................................3
B) How Performance Management System can be implemented with other HR process to
improve organisational performance at Pine- Apps?..................................................................4
Task3...............................................................................................................................................5
A) How Performance management can improve employee commitment and engagement at
Pine- App Ltd..............................................................................................................................5
b)Please identify the challenges they may face using this system..............................................6
Conclusion.......................................................................................................................................6
REFERENCES................................................................................................................................7

Introduction
Human resource management is a wide process for managing the employee of the
Organization (Armstrong and Taylor, 2020). This includes process of recruiting, selecting,
providing them apprpriate orientation, providing them the adequent training and development
and most important providing them compensation in order to motivate them to accomplish the
goals of the Organization.
CYBONET, was previous known as Pine-App's. The company has been engaged in
providing services in context of email security in order to encourage organizations irrespectives
of their size. The project covers wide aspects of human resource management that includes
benefits of human resource management, role of performance management in improving
performance of the company. In addition to this, it even includes chalenges faced by the
management and provides recommendation for the same.
Task1
Based on the academic literature, discuss and evaluate the advantages for Pine-Apps Ltd in
developing their own HR function.
Human resource management is one of the important task of all the organization
throughout the world. There can be various of benefits that the company can get by developing
their own H.R functions. Some of the main benefits it will get can be detailed below:
 Organisation's Culture: The culture can be referred as integrating the values all
together, vision of the company, beliefs ad traditions and following the rules adopted by
the company (Sadikova, M., 2020Macke, and Genari, 2019). The H.R managers plays a
very critical role in seeing that the culture of Pine-App's has a higher influence with their
business. This is done by them in various ways that includes establishing standard,
processes as well as guidelines in order to adopt behaviour that is acceptable at
workplaces. In addition to this, the company has even introduce a flexible time
management policy in order to make employee's feel highly valued.
 Training and Development: It is important for the department to organize appropriate
training and development of each of their employee's as per their skills and capablities.
The management consider employees an intergral part of pine-App's and would have a
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better understanding of the performance level of each of the employees. This will ensures
their continuas development by bring innovative ideas that can be vital for their growth.
 Recruitment and Retention: Although, the main responsibility of recruitment and
retention is of H.R team. It is one of the main policies to recruitment the right candidate
as well as retain them. In addition, to this they should be highly involved in providing the
adequent training in order to proceed in the path of getting long term success.
 Developing strong relationships: In today's modern environment, one of the important
function of H.R is to ensure that they are able to create as well as develop strong
employee's relationship with their manager as well as their peers. This can be done in
variety of ways that includes organizing seminars, meeting or other office gatherings. In
addition to this, it even is quite supportive in buildng strong marketing as well as business
planning.
 Health and Safety; It is critical for employee's to feel healthy as well as safe in their
workplaces. This is done in order to be fully be focussed in achieve the objective of the
Organizations. The role of H.R managers is much more than this, as it is must for the
employees to understand the level of risk exist in carrying out a particular activity at a
particular point of time. This can be done by them in diverse ways that includes they
should design posters and display warning risks in order to caution them against any
emergency situations.
 Managing Conflicts: Due to diversity of individuals, conflicts are bound to exist. Pine-
App's is already facing issue to different level of management. It is one of the prime
responsibility of H.R department to identify the conflicts that occurs. This will enables
them to take most corrective action to manage the issue (Cooke, 2018 ). They acts as a
mediater to inorder to take right course of action in order to witness higher effeciency
level in realizing the goals of the Company.
 Planning for Change: In this dynamic environment, world is changing at a very fast
pace. Technology is been updated constantly and finances of the business are being
updates and many employee's look for job change on a frequent basis. It is important for
the H.R department to provide a through understanding of their role as per the
perspection of Pine-App's.
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TASK2
Evaluate the role of a performance management system.
Performance management is one of vital part of managing the business as well as
measuring it's productivity. It is the act of engaging with employees to review their current
performance and development. In simple words, it manage the employee's performance. It act as
a powerful tool that help employees to develop and achieve their full potential (The Role of
Performance Management in the Company's Success. 2018)This strengthens the business
development process. In addition to this, performance management process isn't limited to
delivering feedback but it also beneficial for employee's to develop their skills and reach their
full potentials. This will make the employees feel highly valued and will contribute in achieving
the goals of the company. This can be detailed below:
 Employee's Self assessment: This can be referred as understanding the role of employee's
perspective in order to enhance the Productivity of Pine-App's. This enables the
employees toc feel more engaged in the different processes of the business. Thereby,
knowing the appropriate performance level of each of their employees.
 Multiple Feedbacks; It is critical for the H.R managers to collect feedback for all their
work force that includes managers, collegues as well as lower level management (Boon
and et. al., 2018). It is specifically helpful in handling conflict that may arise at any point
of time.
 Adequent Understanding of the Goal: It is important for the managers to provide
appropriate understanding of their goal. This enables them to understand the importance
of their work and how it significantly helps Pine-App's in getting successful in achieving
their desires.
 Integrating Development Planning with managing Employee's Potential: The planning
undertaken for creating strong business becomes much effective when it is combined
with performance management process. This can be done by involving employees by
frequent discussion of their short term as well as long term carrier aspiration in order to
desing personal development plan. This will enable the manager to devise ample of
opportunity so that they can have develop and grow.
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 Implement pay for Performance: It is important for the talented taskforce to know that
they will be reward as well as compensated as per their performance level displayed.
They should be satisfied that the compension is at par with their contribution.
B) How Performance Management System can be implemented with other HR process to
improve organisational performance at Pine- Apps?
Following are the elements of Performance Management System that can be
implemented with HR process at Pine-Apps:
Help in Highlight Training Need: By introducing Performance Management System in
company help the HR in introducing more frequent reviews on employees; whether it is formal
or informal. It also can help to better understand the skill-set of their employees. Providing an
open forum to employees in order to share and discuss their roles regularly can help to identify
training needs regularly help in improve productivity (Benefits-of-performance-management.
2019).
Boost Morale among Employees: By adopting appropriate Performance Management strategy
the HR process at Pine-Apps can review performance and thus provide the perfect pair to
formalise the process. But company must considered that reviews should not just about the
setting objectives for the upcoming time. It also provide an environment for a line manager to
recognise individuals from its unit.
Increase Employee Retention: With performance management that make sure the expectations
of company's employees and their objectives are clear-cut and must monitor regularly. Also by
the introduction of regular feedback sessions and reviews allows an employee to raise and
resolve any queries early. When employees at Pine-Apps feel that they are given chance to
regularly interact with their managers, communication becomes more effortless (What Are the
Benefits of a Performance Management System?. 2015). Furthermore, managers are stay
informed regarding its team’s performance and underperformance.
Support Work-Force Planning: Regular reviews with employees at Pine-Apps and their HR
process as part of a broader performance management strategy beside that it can help company in
workforce planning. Discussing with employees regarding current and future workloads can help
company in identify future requirement for employees.
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Task3
A) How Performance management can improve employee commitment and engagement at Pine-
App Ltd.
For successful operation of the company and avoid any kind of disagreements among
employees and workers at every level, company must ensure few concepts. As for efficient and
effective performance and increase in commitment and engagement in work is significant for
company's face in the industry. Ultimately it is the employees of the company who with their
valuable contribution build positive environment (Powerful steps to manage employee
engagement. 2017). With the help of following strategies discussed below may help in
employees commitment and engagement:
 Put Right People On Right Job: When employees of the company are offered suitable
role in the organisation automatically improve their commitment towards the company
(Chams and García-Blandón, 2018). Since it is the responsibility of HR of the company.
Every role comes with some responsibilities that need to be handle maturely. Hence right
Job with suitable role play important role in employees engagement as well as loyalty.
 Providing Training and Development Opportunity: Usually employee efficiency arise
when they feel less engage with organisational environment so their commitment towards
company get continuous low. To avoid such situation company's HR department need to
facilitates its employees training and developmental programs.
 Create Competitive Work Environment: It is necessary for the management body or
HRM of the company must offer competitive workplace environment to its employees so
that they take their work seriously and can compare their tasks with its fellows. This
improve engagement in work. It create competition in work and higher performance
appraisal. Thus the HR must keep close eye on its human capital as individual and group
collectively to increase the commitment factor (How to improve the commitment of
employees?. 2020).
 Extra-curricular Activities in the Organisation: Other that work company must allow
extra-curricular activities so that employee engagement can increase. When company do
such activities, employees feel engaged and thus increase their commitment. Since work
with some fun activities can decrease the boredom or fatigue level among employees.
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b)Please identify the challenges they may face using this system
There are number of challenges that company can encounter while design a performance
management system. The performance management is wrongly design and isn't appropriate fit to
address the specific needs of their Organization culture (Kim and et. al., 2019). Other than this,
some of critical challenges faced by the company is that the outsourced human resource isn't able
to integrate the strategic planning of Pine-App's with the human resource management system
and also the managers aren't able to retain young talent.
Recommendations:
Some of recommendation is suggested to Pine-App's in order to overocme the challenges
they are currently facing while handing performance management system. This is stated below:
 The company should take appropriate measures in order to design effective measures that
should be highly dependant on understanding the specified needs or purpose of Pine-
App's.
 The company should enhance their focus on building healthy relationship with different
level of management in order to know one another better and resolve their conflicts.
 The company should implement their own H.R function in order to redesign their training
and development process. This will enable to provide adequete training by taking
frequent feedback at every level of management in order to be able to growth in long
term.
 The company should devise strong strategy in order to retain young talent. This can be
done by them, by enhancing their focus by developing personal development plan as per
improvement level required by an individuals.
Conclusion
This can be concluded, that Pine-App's need to re-design their process of handling their
valuable talent. This can be done by various measures described above by giving emphasizing on
performance management process. This can be done by the managerment by addressing the
challenges by evaluating and incorporating some of the suggested measures in order to grow
themselve in long term.
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REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice.
Boon, C and et. al., 2018. Integrating strategic human capital and strategic human resource
management. The International Journal of Human Resource Management, 29(1), pp.34-
67.
Chams, N. and García-Blandón, J., 2019. On the importance of sustainable human resource
management for the adoption of sustainable development goals. Resources,
Conservation and Recycling, 141, pp.109-122.
Cooke, F.L., 2018. Concepts, contexts, and mindsets: Putting human resource management
research in perspectives. Human Resource Management Journal, 28(1), pp.1-13.
Huemann, M., Keegan, A. and Turner, R., 2018, September. Human resource management in the
project-oriented organization. Project Management Institute.
Kim, Y.J and et. al., 2019. The effect of green human resource management on hotel employees’
eco-friendly behavior and environmental performance. International Journal of
Hospitality Management, 76, pp.83-93.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production, 208, pp.806-815.
Ren, S., Tang, G. and Jackson, S.E., 2018. Green human resource management research in
emergence: A review and future directions. Asia Pacific Journal of Management, 35(3),
pp.769-803.
Sadikova, M., 2020. Theoretical basics of the Human resource Management. Архив научных
исследований, (3).
Online
Benefits-of-performance-management. 2019. [online] Available through:<
https://www.naturalhr.com/2019/12/12/6-benefits-of-performance-management/>
How to improve the commitment of employees?. 2020. [online] Available through:<
https://www.exploreinsiders.com/improve-employee-commitment/>
Powerful steps to manage employee engagement. 2017. [online] Available through:<
https://www.forbes.com/sites/brentgleeson/2017/10/15/5-powerful-steps-to-improve-
employee-engagement/?sh=6c72fbf1341d >
Role of Performance management in organisational development. 2021. [online] Available
through:<https://talentedge.com/articles/role-performance-management-organizational-
development/>
What Are the Benefits of a Performance Management System?. 2015. [online] Available
through:<https://www.meainfo.org/blog/what-are-the-benefits-of-a-performance-
management-system/>
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