Talent Management Strategies: A Case Study of Chicken.co

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Talent Management
LSBM205
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Abstract
This study focuses on the importance of different approaches of a performance management
system based on a given case study. A performance management system helps an organization to
include different innovation strategies in its business functions in order to gain overall growth
and remain competitive in the market. It helps the employer to identify the barriers associated
with effective performance and also assist to identify the effective approaches which are needed
to achieve the desired goals of the organization. Therefore, it can be said that an effective
performance management system in needed to be incorporated by an organization in order to
establish a transparent communication system within the organization.
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Table of Contents
Introduction......................................................................................................................................3
Outlining the role and advantages of a performance management system and how it can be
implemented with other HR processes to improve organizational performance.............................3
Use of individual versus team performance targets to maximize the firm’s performance..............5
Role of performance management system to improve employee development and
communications and identifying the challenges faced by Chicken Co...........................................6
Conclusion.......................................................................................................................................8
References........................................................................................................................................9
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Introduction
The study shows the benefits and advantages of a performance management system of the
respective company Chicken.co. This company is facing some challenges regarding its business
processing. Therefore, the effective innovative approaches are included in its business strategies
in order to remain competitive in the market. The team performance approach has been adopted
by the management of this company in order to develop its employees to gain desired objectives
of the firm. An effective performance management system is developed by the managers of this
respective company that becomes helpful to establish an effective communication system
between employees and the employer.
Outlining the role and advantages of a performance management system and how it can be
implemented with other HR processes to improve organizational performance.
Performance management system plays a crucial role in an organization in order to enhance the
efficiency of productivity. According to Noe et al., (2017), the performance management system
consists of several effective strategies by using which, a business organization can gain overall
growth. The main roles and objectives of a performance management system are mentioned
below It enables the employees of an organization to achieve the work performances in a
superior standard. The effective strategies are needed to be included in the business performance.
It helps the employer to identify the barriers associated with effective performance and also
assist to identify required approaches which are needed to achieve the desired goals of an
organization. It is responsible for establishing effective two-way communication between the
supervisors and the employees in order to create transparency between the work expectations
about the objectives and accountabilities. Hitt et al., (2016) stated that, it also communicates
between the functional and organizational goals by introducing continuous supervising skills. It
also enables supervisors to provide regular and transparent feedback to the authority in order to
enhance the employees' work efficiency. It provides guidelines to the supervisors to influence the
employees for boosting their work performance by encouraging the empowerment of the
workers, implementing effective reward mechanisms. As stated by Albrecht et al., (2015), it also
promotes the personal growth of the employees and helps the employees to advance their careers
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by acquiring them the effective skills and knowledge related to their work responsibilities. It also
helps the employees to boost their work performances by introducing performance-based
payment mechanism. A performance management system focuses on the effective rules and
regulations, which are needed to be incorporated by the authority of an organization to enhance
the overall performance. It also manages all the operations of the individuals and teams in order
to achieve the desired objectives set by an organization. A performance management system
provides the employees clear and transparent feedbacks related to their work performances.
According to Shin and Konrad (2017), it provides maximum support to the employees in order to
enhance its organizational growth by achieving effective knowledge and skills enables an
organization to improve its performance in order to gain maximum productivity. It helps
managers to reduce the conflicts among the employees and ensures the work efficiency and
consistency in performance. It helps the employees to clarify their work expectations and gives a
chance to incorporate self-assessment in order to enhance their work efficiency.
The Divisional Director of the respective organization Chicken.co has introduced an effective
performance management system in order to ensure sustainable growth of the organization. The
employees of the organization have been divided into four teams with having four work
managers in each team. The managers have been engaged to provide feedback regarding the
work performance of the employees. They are responsible for coordinating between the
employees about their team efforts and providing necessary development training to the less
skilful workers. On the other hand, in order to minimize the dissatisfaction related to the
payment freeze, the Divisional Director has developed a reward system in which the
performance-based production targets are linked to the bonus payment.
The Divisional Director has developed a system which is responsible to manage individual as
well as team performances. The system is also responsible to target the production task on a
daily basis in order to communicate the employees’ requirements. The system is also responsible
for triggering the bonus payment when the overall production targets are achieved. By using this
method a clear database has been created by the system regarding the work performances of the
employees. Therefore, it is an effective method to implement the performance management
system with the other HR processes in order to improve organizational performance.
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Use of individual versus team performance targets to maximize the firm’s performance
Salas et al., (2017) commented that Both Individual and team performance appraisals are needed
in order to enhance the organization’s performance. Performance appraisal provides necessary
feedbacks to the workers regarding their work performances. It is mainly used to define
management’s expectations, provide effective strategies to the employees in order to enhance
their efficiency of work performance.
According to Buckingham and Goodall (2015) Team performance is necessary in order to
perform complex tasks associated with job responsibilities. In order to analyze the job
performances by teams of people, the companys establish team performance appraisals. It is a
very helpful tool in order to assess the performances associated with teamwork. It also enables to
recognize the individual’s performances and its contributions to the teamwork.
Individual performance appraisals are used to measure individual performances in the
organization against measurable objectives. It enables the supervisors as well as managers of an
organization to share effective strategies with the existing employees and to reach mutually
agreed upon objectives. It focuses in the relevant skills which are needed to complete a required
task related to a job and the skills which are needed in order to get a promotion. It is a required
tool in order to determine the monetary compensation. The individual performance appraisals are
used to provide necessary feedback and these are required to identify the skills and knowledge of
individual employees.
Therefore, it can be concluded that individual appraisals are the traditional appraisals which are
used to measure an individual’s work performances. On the other hand, Kearney (2018)
commented that team performance appraisals are used to measure an individual’s contributions
on the entire team performance. Therefore, it can be said that team performance appraisals are
necessary to convert an individual-performance company to a team-performance based firm.
Team performance based appraisal is implemented by any organization in order to achieve
desired objectives set by the organization.
The owner of the respective company has performed an autocratic approach which consists of
the command and control style of management. This management mainly had a focus on the
individual performance appraisal by which the work became complex and the remuneration of
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employees was not meeting the expectations of the workers. The newly joined Divisional
Directors has adopted the team performance appraisal in order to minimize the conflicts between
the employer and the employees. The employees have been divided into four teams with having
one leader in each team. The employees of each team have been given the work target on the
basis of their skills and knowledge. The team leaders have been provided by the responsibility
for giving the necessary feedback related to the work performance of their respective employees.
On the other hand, the newly appointed Director has implemented a system which is engaged to
formally manage the individual as well as team performance. According to Bititci et al., (2016)
In order to enhance the communication between the employer and the employee productions
target has been implemented. A report consisting of weekly production targets and the overview
of the previous week performances of the employees has been provided in the forum in order to
influence the employees. The data related to the work performances have been introduced on
both team and individual level in order to provide transparency on the feedback system. The
Divisional Director has linked the team performance to the payment of a bonus to team members
in order to motivate the employees to their work.
Role of performance management system to improve employee development and
communications and identifying the challenges faced by Chicken Co.
According to Mone and London (2018), the performance management system plays a crucial
role in order to improve employee development and communication. The benefits associated
with the performance management system are described below
Laudon and Laudon (2016) stated that a performance management system helps an organization
to set a effective benchmark to reach employee’s talent development journey. This system also
allows the managers to imply task to the employees as per their skills and knowledge. According
to Rossi et al., (2018), it also enables to create a track record regarding an individual's progress
which helps the employees to know the required steps which are needed to reach their desired
objectives. Therefore, it can be concluded that by including the strategy of setting up benchmarks
an organization can engage its employees to stay focused on the desired objectives set by the
organization.
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A performance management system offers continuous feedback to the employees about their
work performances as well as to the managers. These feedbacks help the employees to know
about their strong points as well the weak points related to their performances. This allows the
employees to improve their skills as per the job expectations. On the other hand, these feedbacks
help the managers to perform training and development program for the employees who are less
skilful. Therefore, this process enhances effective communication between the employees and
employer.
By using performance management system the potential employees can work with their
managers in order to set desired objectives themselves and establish a strategic development plan
to achieve the desired goals for their organization. By analyzing the employee performance data
managers can identify the gap between the employee competencies and skills and focus on the
development and training efforts on the areas where they are needed most.
The respective company Chicken.co is a small chicken processing farm which consists of about
65 employees and has been running by an owner-manager for thirty years. The main barrier
associated with this farm is there is lack of good administrative system. The owner-manager has
adopted an imperious approach for conducting the existing management system and developed a
command-and control style of management. The employees are being treated as a cost to
business by the owner-manager and therefore, they are paid by a little amount. The existing
employees of this concerned firm have not been provided by the development and training
program from their joining. Therefore, there reflect some variations with their performances. On
the other hand, most of the employees cannot speak English properly. This leads to a
miscommunication between the employer and employees. Chicken.co had made a little profit
due to market competitiveness and complex trading conditions. This condition leads the
management authority to impose pay freeze approach to the employees, therefore, the overall
financial, as well as working conditions of the employees, is very poor.
In order to overcome this situation, the respective company needs to include strategic innovative
ideas into its business management process. At first, the management of this company should
look the human capital as an asset which can lead the company to gain competitive advantage.
After that, the management authority of the firm should incorporate the team performance
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appraisals approach in order to enhance its productivity. Necessary training and development
program should be performed by the management department of this company in order to
increase the skills and the knowledge of employees. Finally, a transparent communicative
platform is needed to be developed by the firm in order to facilitate the communication between
employers and employees. Therefore, it can be concluded that necessary innovative strategies are
needed to be included into its business activities.
Conclusion
This study focused on the different performance management approaches that are needed to be
incorporated by an organization in order to gain sustainable growth. An innovative performance
management system is incorporated by the respective company Chicken.co to enhance its
efficiency of productivity. It helps the employer to identify the barriers associated with effective
performance and also assist to identify the effective approaches which are needed to achieve the
desired goals of the organization. The team performance strategy has been developed by the
concerned company in order to minimize the conflicts among the employees. Therefore, it can
be concluded that an effective managerial system is needed for a business organization in order
to sustain its growth in an efficient manner.
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References
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engagement, human resource management practices and competitive advantage: An integrated
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the performance management practices of organisations. International Journal of Production
Research, 54(6), pp.1571-1593.
Buckingham, M. and Goodall, A., 2015. Reinventing performance management. Harvard
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Education
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research. Journal of Operations Management, 41, pp.77-94.
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Routledge.
Laudon, K.C. and Laudon, J.P., 2016. Management information system. Pearson Education.
Mone, E.M. and London, M., 2018. Employee engagement through effective performance
management: A practical guide for managers. Routledge.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource management:
Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Rossi, P.H., Lipsey, M.W. and Henry, G.T., 2018. Evaluation: A systematic approach. Sage
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Salas, E., Prince, C., Baker, D.P. and Shrestha, L., 2017. Situation awareness in team
performance: Implications for measurement and training. In Situational Awareness (pp. 63-76).
Routledge.
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Shin, D. and Konrad, A.M., 2017. Causality between high-performance work systems and
organizational performance. Journal of Management, 43(4), pp.973-997.
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