LSBM205 Talent Management Case Study Report: Pine-Apps Analysis, 2021

This report analyzes a case study on Pine-Apps, a mobile application service provider, focusing on talent management strategies. The report evaluates the advantages of Pine-Apps developing its own HR function, including improved communication, employee issue sharing, experience sharing, incre...Read More

Case study, Talent
Management Module

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
TASK 1........................................................................................................................................1
TASK 2........................................................................................................................................2
TASK 3........................................................................................................................................4
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Talent management is the organizational activity through which it tends to manage its employee
work force, so that it is able to achieve high work productivity at low expenditure. Pine-Apps is
the chosen organization for the analysis in the report, the company tend to provide its services
like mobile application to a wide range of customers. Evaluation on the advantages of Pine-Apps
for developing their own HR function is done in this report. With that evaluation of role of
performance management system in context with the company's improving performance is also
analysed in the report.
MAIN BODY
TASK 1
Following are the advantages for Pine-Apps is developing their HR function.
1. Improved communication- It is one of the key advantages which Pine-Apps will
achieve through developing their own HR function, this happens because as of case study
the new joining of the company are able to identify company's working process and
because of which it lags productivity (Kryscynski, Coff and Campbell, 2021). Due to this
inconsistency in understanding the requirements organizational employees are not being
able to collaborate their efforts and because of which integrated collaborative effort is not
being established. Thus, by developing company's own HR function it can make sure that
HR is motivating organizational employees to increase their communication with each
other through which it can ensure that overall work productivity is being increased.
2. Sharing issues- By developing HR function Pine-Apps can make sure that it influence
organizational employee to share their issues. Through which HR function can make sure
that it is able to identify the weak areas which is affecting the work productivity of the
employee. Thus, on that basis it can make concentrated effort for the improvements of the
specific weak area (Singh and et.al, 2019). This is important because as per the case study
it can be identified that new graduates which are joining the company are not able to
work as per the organizational requirements thus through this step HR function can
resolve this issue.
3. Experience sharing between employee- Is an important step which will empower new
joining employees to analyse company's working process and implement appropriate
changes in their working process through which it can achieve high level of work
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productivity. This happens because the experiences organizational employees are able to
evaluate the level of work which is being required by the company and thus can share
their work experience with the new joining in the form of training. Through which they
will be motivated to implement improvisations in their work process through which they
can achieve their desired target.
4. Increased work productivity- This is one of the key advantage which the Pine-Apps
will receive because when the experienced organizational employees will be able to
showcase their experience which they achieved during the engagement with the Pine-
Apps (Minbaeva, 2018). Thus, on that basis the new employees can identify the level of
growth which they can achieve within the company and on that basis they can segregate
their working so that they are able to achieve high returns to the form of growth in low
efforts. This will also increase the loyalty of the organizational employees towards the
company and reduce the chances of brand switching.
5. Reduced organizational expenditure- For new start-ups like Pine-Apps it is very
important that company is able to reduce its expenditure so that it can ensure its
sustainability in the changing market conditions. Since Pine-Apps is increasing its
geographic reach and customer base because of which it is important for the organization
that it is able to reduce the organizational expenditures in the R&D. Therefore, by
developing company's own HR function it can efficiently manage company's work forces
such that high work productivity is being maintained by teaming appropriate employees
and shifting employees to other departments. So that, synchronism within the company is
being established which will reduce expenditures to be made on hiring new employees.
TASK 2
Role of performance management system- performance management system is a mechanism
which is used for tracking the performance of employee measurably and consistently (Akhtar
and Sushil, 2018). Following is the different role of performance management system.
1. Past performance details- Performance management system is an effective mechanism
because through this company is able to monitor the past performance capability of the
employees and on that basis it is able to develop their working process. The information
about employee's past performance is important for Pine-Apps because on the basis of
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this achieved data specific targets are being appointed to them through which it tends to
make sure that employees are able to achieve the desired target appointed to them.
2. Rating and scores- In this section of performance management team's performance is
analysed on the basis of their goal achieving capability and several other aspects.
Through which the organization tend to make sure that it is able to develop organizational
team such that it is able to achieve the desired target through which the chances of goal
achievement can be increased (DeNisi and Murphy, 2017). This is important because
teams are being made to achieve a specific tasks and high score insures that the team is
able to achieve high level of work productivity in minimum time consumption.
3. Feedback mechanism- One of the key feature of the performance management is that it is
also tends to provide information about the work type of work which is being done the
organizational employee due to this it is also known as the 360-degree feedback for
evaluating employee performance (McDermott and et.al, 2019). This is necessary
because decision-making about the development of team is done in this basis through
which the HR tend to make sure that team members are selected on such basis through
which chances of goal achievement is increased.
4. Development plans- It is a part of the employee performance management system in
which the performance of organizational employees is evaluated in such a way that
company is able to ensure that it is able to achieve the desired target. Through this step
the organizations like Pine-Apps can ensure that tasks are being appointed to the
employee such that chances of goal achievement is increased.
Performance management system with other HR processes-
Organizations like Pine-Apps has to ensure that it is able to implement appropriate
organizational changes in its working capability such that it is able to achieve its desired target
and for which the organizational HR has to implement integrated approach for improving the
organizational performance. Following is the ways through which performance management can
be implemented.
Past performance, can be implemented in the process of selection of the organizational
employees through which company can ensure that it is able to improve its working process and
with that is able to achieve high level of work productivity. Due to this it can be implemented by
the HR function in developing teams or rewarding employee for their performance.
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Rating and score, is an efficient way for evaluating the goal achieving capability of the
developed organizational team and thus on that basis it tends to develop organizational working
structure such that it is able to ensure that the developed teaKryscynski, D., Coff, R. and
Campbell, B., 2021. Charting a path between firm‐specific incentives and human capital‐based
competitive advantage. Strategic Management Journal, 42(2), pp.386-412.m is able to achieve its
desired target.
Feedback mechanism, once the developed team is able to achieve its target then this stage can be
implemented for identifying the 360-degree performance of the employees. This is an important
stage for the selection of the candidates for the new team, through which HR can ensure that
team is having high creativity and goal achievement capability.
Development plans, since this part of the performance management system tend to showcase the
detailed information about the goal achievement capability of the employees. Due to which can
be implemented in the time segments of developing organizational working strategy through
which it can ensure that it is able to chances of goal achievement is increased.
TASK 3
Implementation of performance management system to improve employee's loyalty-
Performance management system tend to provide high level of work benefits to the
organizational employees as well as to the organization. Following are the ways through which
line management tend to improve employee's engagement and commitment towards achieving
organizational goals.
1. Consistency- Through the efficient utilization of performance management system
employees are able to track their performance during their engagement with the company
and on that basis it is able to ensure that it is able to implement uniformity in the work
level of achieve this base work level (Aadmin, 2015).
2. Motivational- Since the Employee at Pine-Apps are able to maintain their base level
performance then arises the second stage in which the organizational employees are
motivated to implement changes. So that, they are able to improve their performance
level through which they can achieve improved position within the organization.
3. Organizational impact- Through implementing improvisations in the working process
Organizational employees are able to achieve an improved condition due to this improved
working productivity employee is also able to provide benefits to the company. Due to
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which is able to achieve rewards for the Pine-Apps for achieving a improved work
condition.
4. Training needs- One of the main advantage of the performance management system is
that it tend to showcase the strength and weakness of the employees which they have to
implement in their working process. So that they Kryscynski, D., Coff, R. and Campbell,
B., 2021. Charting a path between firm‐specific incentives and human capital‐based
competitive advantage. Strategic Management Journal, 42(2), pp.386-412.are able to
achieve their desired target and thus employee tend to showcase high level of
engagement in taking training, so that they can achieve a improved work condition.
Challenges with the system- There are several challenges which the HR can face while
implementing the system, which are as following.
1. Employee resistance to change- it is a prime factor which is able to affect the
organization's performance management system this happens because the employees are
not willing to implement changes in their working procedure because of which
organization's work productivity is being affected (Johennesse and Chou, 2017).
2. Increased complexity- The system tend to analyse a large amount of employee data and
several other factors due to this increased data size work complexity is also increased
which will increase the time consumption in the decision-making process because of
which the goal achievement capability of the company is affected.
3. Increased organizational expenditures- Company has to make a large amount of capital
investment through which it is able to collect the large amount of data and then can
utilize it for future decision-making because of which expenditures to be made for storing
the large data.
Steps to overcome challenges-
1. To overcome employee's resistance to change Pine-Apps can showcase the professional
growth which the organizational employees can achieve through implementing the
organizational chances (Amin and et.al, 2017). Thus, through influencing the
organizational employees to implement changes company can ensure employees that they
are able to achieve their efficient professional goal through which chances of goal
achievement is increased.
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2. Implementation of performance management system will increase the complexities but
also at the same time it is able to retreat a large amount of data in minimum time due to
which company has to implement technological advancement at the working area.
Through this it is able to ensure that all the factors are being included in the decision-
making and because of which company is able to improve its weak areas.
3. Organizational expenditures will be increased for implementing the technological
advancements at the work area. But also at the same time technological advancement is a
one time large investment and also tend to provide high level of work productivity
because of which it increases the probability of goal achievement.
CONCLUSION
From the evaluation in the report it can be concluded organizations like Pine-Apps have to
implement several organizational changes through which it can ensure that it is able to reduce the
organizational expenditures for increasing work productivity of the employees. With that it can
also be classified that through developing company's very own HR function it can achieve high
level of work productivity. Also, at the same time through this step it can also make sure that
organizational employees are able to collaborate their working process with each other through
which company can achieve high level of work productivity.
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REFERENCES
Books and Journals
Minbaeva, D.B., 2018. Building credible human capital analytics for organizational competitive
advantage. Human Resource Management. 57(3). pp.701-713.
Singh, S.K. and et.al, 2019. Environmental ethics, environmental performance, and competitive
advantage: role of environmental training.Technological Forecasting and Social
Change. 146. pp.203-211.
Kryscynski, D., Coff, R. and Campbell, B., 2021. Charting a path between firm‐specific
incentives and human capital‐based competitive advantage. Strategic Management
Journal.42(2). pp.386-412.
DeNisi, A.S. and Murphy, K.R., 2017. Performance appraisal and performance management: 100
years of progress?.Journal of applied psychology. 102(3). p.421.
McDermott, A.M. and et.al, 2019. Performance management in context: Formative cross-
functional performance monitoring for improvement and the mediating role of relational
coordination in hospitals. The International Journal of Human Resource
Management. 30(3). pp.436-456.
Akhtar, M. and Sushil, S., 2018. Strategic performance management system in uncertain business
environment.Business Process Management Journal.
Amin, M. and et.al, 2017. The structural relationship between TQM, employee satisfaction and
hotel performance. International Journal of Contemporary Hospitality Management.
Johennesse, L.A.C. and Chou, T.K., 2017. Employee Perceptions of Talent Management
Effectiveness on Retention. Global Business & Management Research. 9(3).
Online
Aadmin, M., 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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