Talent Management and HR Practices at Anti-Bac Ltd: A Detailed Report

This report examines talent management within Anti-Bac Ltd, a startup antibacterial product manufacturer. It details the benefits of developing HR functions, including shaping organizational culture, training, change management, recruitment, and conflict resolution. The report explores the role of performance management systems in providing feedback, encouraging teamwork, and identifying development areas. It also outlines steps for implementing a performance management system, such as preparation, communication, gaining employee acceptance, training programs, pilot testing, and ongoing evaluation. The report further discusses how performance management enhances employee engagement and addresses challenges in its implementation, referencing Herzberg's motivation theory and the human relations theory to improve employee motivation and satisfaction. Desklib provides access to similar solved assignments and study resources for students.

Talent Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
Benefits of HR function at Anti-Bac Ltd....................................................................................3
TASK 2............................................................................................................................................5
a) Role of performance management system..............................................................................5
b) Implementation of performance management system with other HR processes....................7
TASK 3............................................................................................................................................9
a) Performance management system also helps in increasing employee engagement and
commitment.................................................................................................................................9
b) Challenges and remedies regarding performance management system.................................9
CONCLUSION .............................................................................................................................11
REFERNCES:................................................................................................................................12
Books and Journals:..................................................................................................................12

INTRODUCTION
Human resources plays an important role in any organisation as this department manages
employee-employer relations, on boarding, payroll, talent acquisition and many more. HRM can
be used as a practice that aims to recruit, hire, manage and deploy employees in an organisation.
Talent management is meant by a process that focuses on attracting and maintaining high quality
employees, building their knowledge and abilities and continuously motivating them to enhance
their individual and overall performance of business (Adamsen, 2019). The report is based upon
a case study of Anti-Bac Ltd. which is a new start-up organisation in United Kingdom. The
company was founded by two brothers Muhammed and Sajid Khan in the year 2019. It mainly
delivers services as a manufacturer and distributor of antibacterial products. The company
majorly benefited in the Covid-19 pandemic as the demand for antibacterial medicines was
increased. The current report discusses benefits in developing HR function. Later, the report
outlines the role of performance management system and shows how it can be implemented with
other HR processes to enhance the overall business performance. Performance management
system is also beneficial to enhance employee’s engagement and commitment. At the end,
several challenges and issues that might be occurred while using performance management
system is discussed in this report.
TASK 1
Benefits of HR function at Anti-Bac Ltd.
Human resource management is meant by a method created to employ and manage
employees for the objectives of business and to boost the efficiencies of the company. Anti-Bac
is a new start-up so there are many benefits of having own HR functions in the company. Some
of them are discussed underneath:
 Organisational culture: Work culture includes bringing together values, beliefs, vision,
perceptions, traditions and rules and policies that an organisation has adopted over period
of time. HR function possesses a very significant role of influencing the workplace
culture within the premises of business (Aro, 2018). In case of Anti-Bac Ltd, setting up
standards, guidelines and procedures allows people to learn and understand acceptable
attitude and practices within the company.

 Training and development: It is important for an employee to acquire new knowledge
and skills at definite point of time so that they can perform their tasks in an effective way.
It is essential to communicate policies and procedures effectively to the people as a
process of on-boarding. HR functions helps in an on-going development of employees in
the company to bring new ideas to the Anti-Bac Company.
 Planning for change: There are many changes that takes place in the company such as
modernisation of technologies, employees come and go, finances keep changing over
period of time. Having own HR function in the company supports in the stabilization of
firm for the ongoing change (Félix, 2020). Therefore, planning for change comprises
employees know their responsibilities and duties to perform in respect of organisational
objectives.
 Recruitment and retention: HR functions includes several activities to perform such as
acquiring qualified employees, maintaining employees in the business, indulging new
training and developing opportunities for them, motivating them to further their
knowledge, skills, appreciating and compensating them will drive success to the business.
 Developing healthy relations: The HR department has the common function of ensuring
that it builds a healthy workplace relationship between employees and employers. In case
of Anti-Bac Ltd., if the company have their HR function then it can organise the
meetings, seminars and other workplace gatherings for building healthy relationships
between employers and employees.
 Managing workplace conflicts: There are some happenings in which an organisation
may face the issues of conflicts between employer and employee. No single person in the
business can avoid this occurrence from taking place. But this can be resolved by experts
by listening the perspectives from both parties in the conflict. HR department can also act
as a counsellor or mediator to resolve differences and issues in an effective way. They
take a right course of action to make sure that everything can be resolved and the work do
not affect by the conflicts.
 Improving employees turnover: HR department also plays a role to manage employees
and helps in retaining employees for a longer period of time. When an organisation is
having a high employees turnover rate then, it negatively affects the brand image and its

efficiencies as well. HR specialist always working to reduce the employee turnover of a
business. Employee turnover is a painstaking procedure and can cost double as much as
the current salary to recruit and then indulge with training for a replacement (Hussein and
Muhaibis, 2020). Therefore, in respect of Anti-Bac Ltd., with the help of HR function,
employers may limit the employee’s turnover by giving clear instructions, terms and
conditions of the working in business. They can also prepare contracts that will mention
those terms and conditions. By reducing employee's turnover in the company will also
help in building the good brand image in the market that company is able to maintain
their employees for a longer period of time.
Herzbergs' Motivation theory-
This model believes that there are two types of factors that can help in the employee's
motivation in the organisation. It is seen in the case study that there are various issues raise in the
organisation such as poor employee engagement, lack of proper communication and employee's
motivation, all such issues deliver negative influence on the growth of Anti-Bac Company.
Through Herzberg's motivation theory, these issues can be resolved within the business:
 Motivation factors: These factors make employees to work harder for the growth
of business. It may include growth, recognition, responsibilities, advancement and
many more (Motivation Theory – Two Factor Theory, 2022). If Anti Bac indulges
promotion opp then employees may stay longer with the business and also impacts on
the growth of business in a positive way.
 Hygiene factors: These are the vital factors to motivate employee within the
business. If these are absent then it will cause to employee’s hard work. It may
include supervision, working conditions, salary, organisational policies and many
more. In case of Anti Bac, the organisational policies should be clear and fair enough
to everyone.
TASK 2
a) Role of performance management system.
Performance management can be explained as a process by which HR department
involves its workers as individuals and members of a team so that organisational effectiveness

can be improved in the attainment of organisational mission, vision and objectives. Therefore,
performance management system assists HR professionals to set clear expectations through
which employees can simply know what is expected from them. In respect of Anti-Bac
Company, the roles of performance management system within an organisation is mentioned
below:
 To provide meaningful and continuous feedback: One of the main examples of
performance management system is a real time feedback. In earlier times, the feedback
was given to employees on annual basis and they were judged and appraised formally in
an organisation (Michailova and Ott, 2019). Performance management system possesses
the role to indulge feedback to employees on regular basis. Therefore, in Anti-Bac
Company, the feedback must be delivered as early as possible to the employees so that
they work on the weak areas.
 To encourage team-work, communication and collaboration: HR department also
identify the ways to develop a sense of community and collaborative work within the
business. This leads to enhanced collaboration and communication which is beneficial for
business performance. Anti-Bac Company may use different collaborative tools to give
the capacity for real time communication, while team-developing exercises supports in
the development of a sense of togetherness.
 To identify development areas: One of the key role is also to manage talent in an
organisation. It is fundamental to build development plans with employees. Focusing on
the needs of development means that employers and employees can put an effective
strategy in place, moving to performance enhancement individually and resulting
enhances organisational performance.
Performance appraisals is meant by a systematic process of evaluating the employees'
performance and to know the skills and abilities of an individual for further development and
growth. The main purpose of performance appraisals is as follows:
 To keep the records with an aim to determine compensation, structure of wage,
increments of salary and many more.
 To know the strengths and weaknesses of employees so that right individual can be
placed to the right work.

 To serve a feedback to workers regarding their performance and more.
b) Implementation of performance management system with other HR processes.
Implementing a strong and effective performance management system can support
company to attain increased employee engagement, enhanced individual performance and
overall performance of business (Odintsova, 2019). In addition to Anti-Bac Company, the
following are steps to implement performance management system in the business:
 Start with the preparation: In order to successfully implement the PMS, it needs wide
organisational assistance and acceptance. It requires a proper case study and budget
approvals from the high level management supervisors. If Anti-Bac does not have a clear
strategy to manage performance, it will disconnect individual targets and organisational
goals. It may cover employees' expectations for the Anti-Bac Ltd.
 Communication plan: A better communication plan should be made by the organisation
to make sure that message regarding performance management strategy is broadly
communicated within the business. It may cover questions such as what is the employees'
duties and roles, how PMS fit into the plan and many more. This plan should be detailed
and should indulge answer to most of the questions, if not then, all the main questions
should be addressed.
 Gaining employee acceptance: With an aim to gain employee acceptance for the PMS,
it is essential to involve a process of appeals. It allows workers in a company to
comprehend that if there is any discrepancy regarding performance appraisals, it can be
resolved in a friendly or non-retaliatory manner.
 Training programs for acquisition of required skills: Gratifying the necessary training
and development plan not only supports in enhancing the skills to perform a task but it
makes an employee to perform task with dedication and more efficiently (Văduva and
et.al., 2020). It will also help in increase in the job satisfaction.
 Performing a pilot test: An action is needed to evaluate a version of the entire system so
that changes and revisions can be done as needed to attain business goals. The key aspect
of the pilot testing is that all employees should keep records taking into considerations
any issues they address, in context with appraisals and feedback.

 Ongoing monitoring and evaluation: A choice is made about how to evaluate the
effectiveness of PMS, the extent to which the PMS is being implemented and the extent
to which the desired outcomes are attained.
 Making it live: It is the time to go live after all the steps are implemented. An email or
digital newsletter can be utilised to communicate the information within the business.
The managers of Anti-Bac Company can also utilise their official websites to indulge
updates regarding the PMS (Vardi, Minbaeva and Rabbiosi, 2018).
Additionally, it can also be related to other HRM functions such as training and
recruitment. Employee performance and satisfaction also gets improved when they feel more
connected with the company. It impacts the overall efficiencies of the company which helps
Anti-Bac to achieve their targets on time. In such way, if a worker gets a low rating on any of the
dimension then the performance management system serves the recommended sources that the
employee can exploit to address the issue of performance.
Human Relations theory-
This theory of human relations emphasised on the requirements and resultants behaviours
of employees or a team. It acts an an interpersonal approach to manage employees within the
business. It showcases the company is made up of formal and informal components (Human
Relations Theory of Management-Explained, 2021). In context of Anti Bac, the formal elements
are its business structure while informal element is the interaction between employees. As it is
observed in the case study, employees left with stress and work pressure due to which
employee's turnover is increasing day by day and it also leads poor job satisfaction. Through this
theory, the organisation system should be managed to develop employees job satisfaction and the
resultant motivation of employees. They must be focused on the increasing employee’s
interaction in order to increase the total productivity.
Exclusive Approach to assess talent-
This approach is based on the assumption that companies develop unnecessarily high
costs when they spend in an equal way in all the employees, when they could only pay attention
on attracting, hiring, training and retaining great employees who will ensure the success of the
business. The objective is to spend incommensurate resources where incommensurate investment
return can be anticipated. In order to assess the employee of Anti-Bac Company, there are
various differentiating factors or variables in order to create segmentation. Present performance

is vital but for the companies, future performance is more important to be focused. Hence,
employees are analysed on the these assumptions who are more likely to perform far.
Inclusive approach to assess employees- This offers a personalised approach for the employees
depending on the needs and features. They aim to return improved performance among all the
stages of the employees by supporting them to play with their strong areas to deliver positive
impact. For examples, identifying ways to give training to all workforce, letting them to grab
opportunities in order to improve performance. This approach helps Anti Bac Company to retain
loyal and productive employees, helps to increase employees motivation and lets company to
have diverse employees.
TASK 3
a) Performance management system also helps in increasing employee engagement and
commitment.
With the help of following ways, Anti-Bac Company can increase employee engagement
and commitment through PMS:
 Deliver frequent feedback: It is important to have a good communication with the
employees which may cover a range of questions, concerns and recommendations by
reaching out to the workers on an ongoing basis. It helps in raising the awareness of team
members' strengths, weaknesses, wants and requirements.
 Set performance goals: It is one of the key solutions to force a group to plug in mentally
is to challenge them by setting goals and objectives (Rahmati and Pour).
 Create incentives: Employees who are not committed and engaged are unattached to
their jobs and organisation, they will dedicate their time in but not passion into their
working hours. In case of Anti-Bac company, it is better to pay off compensation,
rewards, increments or other perks when employees' performance are matched with the
expectations and overall goals are attained within the business.
b) Challenges and remedies regarding performance management system.
In context of Anti-Bac Company, some of the key challenges and strategies in
performance management system are as follows:

 Wrong design: It is essential that PMS must match with the certain needs of business. It
cannot be a mix up or duplication of a system which is created and implemented in
another business. The creation should be tried out on a pilot basis before it is
implemented in the whole company. Hence, huge consultation with different stakeholders
of the system is important.
 Absence of integration: The performance management system has to be combined with
the tactful planning and HRM systems and the culture of workplace.
 Ignorance of change management in system implementation: Change management
should be strategically implemented in the organisation (Shet and Bajpai, 2019). It is
mainly drive by the top management and it requires careful resistance management
(Challenges in Implementing a Performance Management System, 2022).
Communication would be a great method of employee participation and the main tool in
managing the change. Correct documents should be in place.
 Managing of the performance system: Performance management system needs a
disciplined structure. It needs the company to work off one master plan divided into
relevant areas and parts of responsibility. The management obligations at different levels
requires to know the contracting, evaluation, appraisal process and then it is applied in a
consistent way. In second one, management requires to appreciate the management of
performance and it must be done regularly and maintained and reported at particular
point of times through appraisals and reviews.
Strategies to overcome the challenges of performance management system:
 It is important for an employer to ask their employee's opinion as it shows them they are
valued and cared by seniors and mentors. Acknowledging the way how employees would
prefer to perform their duties in the business or what works for them, will enhance the
interest in the business. In order to raise the productivity of the Anti-Bac Company, it is
important to engage employees in the decision-making process and ask for them to give
views on certain perspectives.
 It is seen that in the given company, it faces the issue of increased employee turnover rate
in the business due to insufficient training programmes. It is essential to know the
strengths and weaknesses of every employee so that they can be provided with relevant
training sessions.

Operant Conditioning-
This framework is identified to manage employees and talent within the business. Operant
conditioning believes that employees behaviour can be mould by giving rewards and
punishments within the business. It will also assist them to learn new behaviours and boost the
employee’s performance level as well. It is seen in the case study of Anti-Bac that the company
is facing the issue of managing employees which is their major concern as it affects their
production level as well (Performance Management Theories, 2021). The theory is based upon
the two key concepts that are punishments and reinforcement. Incentive systems and rewards are
used with the workplace to control the activities and performance level of employees. It can
cover bonuses, increments and more. Anti-Bac Company can use use concept to attract the
workers and labours to boost their performance and productivity level. While punishments are
indulged to the workers to limit the unsatisfactory behaviour. Hence, these punishments can be
used by the given company to improve employees' daily based efficiency level. It may be in the
form of penalties or demotion.
CONCLUSION
On the basis of above report, it is concluded that HRM mainly focuses on the employees
and their management in an organisation. HRM not only deals in talent acquisition but also
focuses on to retain skilled and qualified employees for a longer period of time. It is essential to
manage employee's performance in the company so that it can be managed as per the goals of
company.

REFERNCES:
Books and Journals:
Adamsen, B., 2019. Arbitrariness, Individuality, and the Absence of Work Identity in Talent
Management. In Managing Talent: A Critical Appreciation. Emerald Publishing
Limited.
Aro, M., 2018. A Review of Talent Management in Finnis SMEs.
Félix, M.S.T., 2020. Talent management & retention of young talents in Portugal (Doctoral
dissertation).
Hussein, A.A.A. and Muhaibis, H.A., 2020. Role of Talent Management in Educational Service
Quality: An Exploratory study in Sumer University. Muthanna Journal of
Administrative and Economic Sciences. 10(4).
Michailova, S. and Ott, D.L., 2019. Talent, Talent Management, and Why They Matter. In Talent
Management in Small Advanced Economies. Emerald Publishing Limited.
Odintsova, M.A., 2019. Talent Management Information Systems. Business Strategies.
Rahmati, R. and Pour, M.R.M., The Third Conference on Talent Management in the Third
Millennium. Neuroscience. 6(1 Suppl 3).
Shet, S.V. and Bajpai, A., 2019. Integrating competency modeling in talent management:
Framework for implications in a disruptive environment. Thunderbird International
Business Review.
Văduva, S. and et.al., 2020, September. Towards a Romanian Entrepreneurial and Ecological
University: Learning Talent Management from “Big-Tech”. In Griffiths School of
Management and IT Annual Conference on Business, Entrepreneurship and Ethics (pp.
207-224). Springer, Cham.
Vardi, S., Minbaeva, D. and Rabbiosi, L., 2018. The Effect of Talent Management on Individual
Performance.
Challenges in Implementing a Performance Management System, 2022. [Online] Available
Through: <https://www2.erm-academy.org/publication/risk-management-article/
challenges-implementing-performance-management-system/>
Motivation Theory – Two Factor Theory, 2022. [Online] Available Through:
<https://expertprogrammanagement.com/2018/04/herzbergs-two-factor-theory/>
Human Relations Theory of Management-Explained, 2021. [Online] Available Through:
https://thebusinessprofessor.com/en_US/management-leadership-organizational-
behavior/human-relations-theory-of-management>
Performance Management Theories, 2021. [Online] Available Through:
<https://akuntansi.uma.ac.id/2021/06/28/performance-management-theories/>