Talent Management Report: Improving Employee Commitment at Star Co.

This report examines talent management strategies for Star Co., focusing on the development of an in-house HR function and its advantages. It analyzes the role of performance management systems in enhancing employee commitment and engagement. The report suggests the implementation of a 360-degree performance appraisal system and competency-based evaluation to improve employee performance and address potential challenges. The report further explores the challenges that may be faced while using the performance management system, such as poor communication and lack of employee motivation, and provides strategies to mitigate these challenges. The conclusion emphasizes the importance of consistent investment and strategic implementation for the successful integration of talent management practices within Star Co.

Talent Management

TABLE OF CONTENT
INTRODUCTION......................................................................................................................4
TASK 1......................................................................................................................................4
Evaluating advantages for Star Co in developing their own HR function.............................4
TASK 2......................................................................................................................................6
Role of performance management system.............................................................................6
Appropriate performance appraisal system that can be implemented at Star CO..................6
TASK 3......................................................................................................................................7
Performance management system to be used for improving employee commitment and
engagement.............................................................................................................................7
Challenges that may be faced while using system and how they can be managed................8
CONCLUSION..........................................................................................................................9
REFRENCES...........................................................................................................................10

INTRODUCTION
Talent management can be understood as one of the widely essential competent aspect
used by HR in today’s dynamically evolving companies within business parameters, where
skilled efficacy among employees are further enhanced. Star Co. is one of the widely
growing company where recently management is having varied scale challenges within
keeping employees productively engaged and to strengthen strategies. The report will be
analysing case study where advantages and challenges for implementing talent management
will be analysed, which is also widely crucial aspect. Study will also further discuss focus on
varied systems and performance management scope, for implementing new strengthened
scope for larger change within system.
TASK 1
Evaluating advantages for Star Co in developing their own HR function
As per Audenaert, Decramer and Georgwe (2021), there are various advantages for
developing their own HR function where companies can be further enhance stronger working
scale rise connectivity which strengthen corporate scale consistency among functions. Star
Co. by building on own HR functions will be able to pertain stronger working enhanced scale
rise, where company productivity can be risen up for stringent new informative connective
benchmarks. By developing HR functions company will be able to retain workforce for

longer time periods, enhance wider scale scenarios for stronger working productivity within
business aspects. There is further scope for larger connective targets, which further bring on
consistent scope for practical enhancement and towards building best benchmarks. With
better effective HR functions, company will be also ideally ready with smart talented
workforce and effective team structure among departments within business leveraged scope.
The HR functions are also further correlated with consistent effective technical growth rise,
for keeping up profound rise and larger vision oriented benchmarks. Research papers have
also explained research within companies working scenarios to bring on larger scale
functional rise, with high competitive paradigms for stronger determinations.
There are further advantages also such as effective work policies established among
structure, higher retaining potentialities and also for competent productivity within wider run
for larger scope. Star Co. adhering to HR functions will be able to enhance morale factor and
also strengthened innovation, vision for long term goals towards keen productive engagement
among teams. As per Yu, Baird and Tung (2021) advantages such as strong diverse work
culture enhances stronger HR functions, where company has been ideally investing to bring
on productive shaped ideologies within business run. There are further also advantages of
technical enhanced thinking potentialities when leaders and managers have trained teams,
where there is further also scope for strengthening work performance within longer time
periods. It can be also analysed that Star Co. by evolving on its own developed HR function,
further will be able to establish new keen productive engagement within wider scale goals for
stable diversification. HR functions conducting further enhances corporate scenarios, bring
on diversity paradigms and also for connecting towards best paradigms which further bring
on approached goals worked on. It can be also analysed that Star Co with strong HR
functions, will be able to further adhere for stronger gaols formation and larger vision
oriented best paradigms within business engagement for strengthening corporate goodwill.
By having its own set of policies within company, talent management is worked on and for
connectively expanding own vision for stringent growth which establishes wider scope
towards new future goals.
Another researcher Wiblen and Marler (2021), also explains factors where HR function
implementation enhances strengthened scope for effective larger vision oriented scope for
larger wider connective benchmarks among results. There is also further effective motivation

in built among employees working in company has larger scale growth rise , for keeping up
dynamic evolution among skills productively build on. HR functions implementation also
enhances consistency scope for keeping up larger functional rise for harnessing talents within
longer time run, which also sub scales dynamic parameters. Star Co will be further able to
bring on larger vision oriented growth worked on strategically in shape, idealistically in shape
for keen enlarged scope among business frames for dynamic working. The company will be
also further able to potentially keep up performance enhanced targets, for bringing on
consistency within business services and also to develop larger connective new productive
strengths.
TASK 2
Role of performance management system
Role of performance management system at Star Co. can be understood to be
strategically essential for bringing enlarged productivity strengthened among key
stakeholders, and to also potentially create engagement among goals. Star Co. by heading on
performance management system will be able to further extend commercial strength goals,
empower stronger work parameters and functional work synergy dynamically. This aspect
further also evolves to bring on strengthened scope for enlarged communication networks,
ideologies and team work collaborations of new ideas practically (White, 2021).
By heading on performance management system, there is further also enhance
corporate scope worked on for bringing wider practical corporate standards within
organisation goals. Role of performance management is to also bring on stringent specific
motivation parameters, enhance goals within system for longer established business
frameworks. Performance management also holds high essential role for bringing reward and
recognition, awards which further also motivates employees in system and enhances
corporate scenarios widely. It is also crucial for development for providing employees with
accurate career plans within company, which enhances corporate strengths and vision for
imperatively expanding diverse scope among business. Performance management sub scales
standards rise for stringent connectivity, higher scope for stronger working rise and also
towards bringing best optimum outcomes digitally. There is further also scope for consistent
systematic working engagement among employees, where performance management also
enhances dynamic competencies. Practically performance management also helps to shape

idealistic development factors functionally within longer time periods, for scaling up larger
scale vivid strength within new dimensions.
Appropriate performance appraisal system that can be implemented at Star CO
The 360 degree performance appraisal system is multidimensional performance
appraisal method that evaluates employee’s performance for appraisal among goals by
collecting relative information. 360 degree method of appraisal method will not only enhance
accuracy, performance structured efficiency by collecting information form peer, customers
and direct reports which eliminates any chance of bias within reviews. Individual
competencies are further effectively diversified, by using this method of 360 degree
performance appraisal which is widely competent to bring on stringent diversification
benchmarks (Pramono, 2021). Usage of performance appraisal system also builds on morale
among employees regarding their performances, which restores creative work advancement
and also operational growth goals innovatively. This further also up scales informational
aspects regarding keeping check on performance reviews by leaders within company, for
installing structural growth goals and to be stringently innovative among business paradigms.
Star Co needs to implant usage of 360 degree feedback appraisal method, for bringing on
enlarged productive growth scope and for strengthening corporate fundamental effectiveness.
The leaders and employees collective motivation is established among systems, which not
only harnesses functional growth rise among departments but also brings on inspirational rise
among systems. Performance appraisal also enhances structured scope for consistent dynamic
innovation, enlarged strengthened scope for bringing expanded networks and also to
functionally bring on wider networks.
This method also holds high stringent functional growth, where fundamental
dynamics related to performance appraisal brings on new scope for consistent synergy which
further in built corporate strength. Also the 360 degree method of performance appraisal
sinks on varied scale growth within working parameters, which sub scales work targets and
also improves stronger vision targets actively. Performance management methods and
appraisal methods enhance cultural scale visibility and new functional morale growth, where
it harnesses creativity and motivations among employees. This system will not only integrate
company goals within longer term, but also in built strategic growth rise on brand value
development on shape for consistency within business goals and also to shape up ideologies.
Performance management need to further also enhance stronger goals, higher creative work

engagement and for larger scope for strengthened scope for new connective benchmarks
within business levels (Chen Lee, and Ahlstrom, 2021).
TASK 3
Performance management system to be used for improving employee commitment and
engagement
Competency based evaluation is type of performance management system, which is
used by leaders and managers to achieve best specific training goals and to further acquire
new work goal advancement with high accuracy. Star Co. for overcoming challenges among
company, and to productively expand new morale rise and motivation has to bring on
performance management system widely in practice. Competency based evaluation system
further establishes work goal motivation, higher strengthened corporate goals coordinating
vision effectiveness among further scope for larger motivation. Performance management
system holds high significance for bringing knowledge and talent enrichment scope for larger
scope within system which synchronises diversity paradigms in shape. It will enable
employee commitment and engagement to be on rise for larger scale growth goals, establish
wider scale consistencies among working scope and to also in built best productive growth.
Leader by analysing skills and competencies among employees, will be further able to keep
up morale rise, synchronise efficiency aspects and also to bring on new engagement goals
which also enhances retaining surge (Different types of Performance Appraisal System.
2020).
Star Co. further also has scope to keep track of employees working by implanting
operational scope, for in building new specific diversity parameters and to further expand
varied motivation goals functionally. Employee integrity to work cooperatively expand new
strengthened scope, for bringing on larger vision oriented targets within longer productive
domains among usage of performance management system. Star Co. also has to further
keenly bring on enhanced determinants, new scale rise for connectively bringing on dynamic
evolution growth worked on for longer time frame goal. Performance management also holds
essential role for strengthening corporate productivity and new business scope effectively,
where this also further brings on wider dynamic growth goals among policies accountability.

Star Co. will be able to further expand commercial productivity within wisdom scope, for
engaging employees among company widely and also to harness wider creativity parameters.
Challenges that may be faced while using system and how they can be managed
There are various challenges which can be faced while using performance
management system which further hinders management evolution, if not implemented
properly among business domains functionally. Star Co. has to further head on focus for also
analysing challenges and practical difficulties in shaping accurate fundamental strengths
within performance management systems software. Challenges such as poor communication
platforms may create implementation process little complicated, where planning procedures
and reviews are further widely critical to be focused on. Lack of employee motivation and
time taking procedures are also some of the essential factors which may hinder usage of
performance management system within business run. Further time taking procedures and
risk of investments within software are also essential aspect, where performance management
when not done properly it may bring on negative impact (Abane and Brenya, 2021).
For overcoming challenges, new strategies such as effective employee engagement
strategies for larger scale competent productivity parameters need to be practically
implemented. The intricacy among performance management can be further reduced by
bringing on dynamic growth goals where brainstorming sessions and group sessions by
leaders should be implemented. Performance management further also establishes new
growth rise where management has to hold accountability goals, and productive new focused
strengthened ideologies in shape for strategic competencies. Star Co. has to further invest
time and consistency within system, to bring on larger scale is within system for
strengthening corporate diversity scope and to also in built confident ideologies innovatively.
Leaders should further also evolve to bring on dynamic strengthened scope among
management for technical growth, high scope for consistency and towards productive growth
goals within longer time frame.
CONCLUSION
From the above analyzed aspects within report, it can be concluded that performance
management and talent management has scope for bringing on fundamental growth rise
evolved on dynamically. The study also concluded further that strategies such as
brainstorming sessions, competencies analysis adds on profound rise for strengthened scope

and idealistic leaders engagement adds on profound rise on motivation. Employees
relationships, and new informative aspects such as professional dynamic standards will
further create profound positive impact within longer time run. Report further also concluded
usage of performance management also dynamically brings on consistency within system, to
dynamically build up new platforms.
REFRENCES
Books and Journals
Abane, J. A. and Brenya, E., 2021. The relationship between organizational environment
antecedents and performance management in local government: evidence from
Ghana. Future Business Journal. 7(1). pp.1-17.
Audenaert, M., Decramer, A. and George, B., 2021. How to foster employee quality of life:
The role of employee performance manaement and authentic
leadership. Evaluation and Program Planning. 85. p.101909.
Chen, S. Y., Lee, A. Y. P. and Ahlstrom, D., 2021. Strategic talent management systems and
employee behaviors: the mediating effect of calling. Asia Pacific Journal of
Human Resources. 59(1). pp.84-108.
Pramono, R., 2021. Implementation Of Analysis Of Talent Management In Family Business.
White, K., 2021. Process Mapping and High Performance Management in Technical
Services. Technical Services in the 21st Century (Advances in Library
Administration and Organization, Vol. 42), Emerald Publishing Limited,
pp.55-67.

Wiblen, S. and Marler, J. H., 2021. Digitalised talent management and automated talent
decisions: the implications for HR professionals. The International Journal of
Human Resource Management, pp.1-30.
Yu, Y., Baird, K.M. and Tung, A., 2021. Human resource management in Australian
hospitals: the role of controls in influencing the effectiveness of performance
management systems. The International Journal of Human Resource
Management. 32(4). pp.920-947.
Online
Different types of Performance Appraisal System. 2020. [Online]. Available Through :<
https://www.synergita.com/blog/different-types-of-performance-appraisal-
system/>