Talent Management Performance Management System Report LSBM205

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TALENT MANAGEMENT LSBM205

Abstract
In the study, main emphasis has been laid on the effectiveness of a strong performance
management system on the working of the organization of Chicken Co. The report’s first part
stresses on the benefits of the system of performance management in the organization. Focus has
also been given on the comparison between individual performance targets and team
performance targets for the improvement of the performance of the organization. The last part of
the report puts light on the application of the performance management system for the
improvement of employee development plus communications.
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Table of Contents
Introduction......................................................................................................................................3
Role and advantages of a performance management system and how it can be implemented with
other HR process to improve organizational performance..............................................................3
Using individual versus team performance targets to maximize the firm’s performance...............5
Use of performance management system in the improvement of employee development and
communications...............................................................................................................................6
Conclusion.......................................................................................................................................9
References......................................................................................................................................10
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Introduction
Performance Management system allows the individuals to evaluate plus monitors the
performance of every employee as well as the organization from an overall perspective. Usually,
this system is based on organizational plus job-related competencies that need to be collected for
proper job performance in the organization. The present study puts light on the probable role and
advantages of strong performance management in the firm of Chicken Co. The study also
focuses on the different ways in which this system can be applied along with some other HR
processes to enhance the organizational performance of the firm. It also depicts how company’s
performance management can help the firm to overcome some major issues.
Role and advantages of a performance management system and how it can be implemented
with other HR process to improve organizational performance.
An effective system of performance management is one that encourages the team of
organizational managers to establish feasible expectations, offer regular easy feedback and
facilitate employee development as well as success.
According to Alon (2016), the performance management system can contribute to the
improvement of employee performance plus effectiveness. It does so by initiating a certain
process that involves managers plus staff to work together with the common purpose to create a
plan for reviewing organizational objectives as well as specific performance of every employee.
A properly-executed program of performance management leads to the enhancement of the
overall performance of every employee as well as the team plus the agency (Buckingham and
Goodall, 2015). Managers need to set specific goals with the employees, monitor the
performance of the employees, offer prompt feedback and carry out some genuine performance
reviews. As opined by Richards (2019), with the help of daily feedback, employees are able to
understand the exact skills they are required to develop. Through this system, the employees of
the organization of Chicken Co. are likely to feel valued that would strengthen their self-esteem
and drive them towards showing better performance.
An ideal system of performance management gives way to higher employee engagement. When
employees are truly happy with their system of performance management, they feel naturally
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motivated and so, there are lesser chances for them to leave the company. When employees are
engaged, they are likely to be more involved as well as committed towards their work. Keeping
the agency’s mission in mind, they are likely to take extra steps to support the same (Van Dooren
et al., 2015). If a strong performance management system is set in Chicken Co., the employees
are likely to put forward valuable suggestions for the benefit of the company. For instance, a
genuine review of performance appraisal can give way to a discussion forum where employees
can share recommendations on ways to lower expenses. Thus, the employees of Chicken Co.
would be truly committed to the objectives of the agency.
With the help of a functional system of performance management, managers are able to identify
the skills of the employees as well as their proficiency levels (Rajnoha and Lesníková, 2016). By
means of better employee observation, managers can look into the strengths as well as
weaknesses of every employee. Both the manager as well as the employee can provide genuine
feedback to each other. They can also address concerns and generate a productive work
environment. Through this system, Chicken Co.’s managers can come up with creative ways to
motivate their employees. Apart from the above-mentioned roles and advantages of the
performance management system, it also aids employees in understanding various job
responsibilities.
Performance management is a function of HR that is pretty broad. In Chicken Co., performance
management can include activities like the setting of goals jointly, consistent review of progress,
effective communication, feedback plus coaching to enhance overall organizational performance,
proper application of programmes pertaining to employee development as well as rewarding
employees for their achievements. With well-crafted techniques of performance management,
the company’s performance can be accentuated to a great extent. Not only that, it could also
better overall job satisfaction plus retention. It can be said that the performance management
programme is likely to give way to effective development of the organizational employees of the
concerned company from the professional perspective (Gerrish, 2016). However, the primary
objective of this system of performance management should be to make everyone feel more than
satisfied. Only then would it motivate as well as enhance the employees’ performance and all of
the business processes of Chicken Co.
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Using individual versus team performance targets to maximize the firm’s performance
As opined by Hassan (2017), the managers of a firm need to lay emphasis on establishing a
bunch of common goals plus objectives to one single mission which is the maximization of the
firm’s overall performance. They need to focus on managing as well as looking into the abilities
plus talents of every employee of the organization. This is intrinsic to the forward movement of
the firm towards a shared goal as well as the actualization of the firm’s goals (Ishizaka and
Pereira, 2016). The managers are further required to identify as to which members have unique
strengths and talents and which members can perform better when working in a team. Thus, they
need to make sure that the working team has two major elements, namely, talent plus group
cohesion. The team orientation needs to be strong with a bunch of necessary resilient
components.
While analyzing the firm’s working team, the potential contribution of every employee to the
team effort needs to be taken into account (Bititci et al., 2016). Once the work personality of the
employees is identified, it has to be made sure that a value-centric team orientation is put into
action. The managers need to make sure that the necessary concepts of Chicken Co. are properly
analyzed in order to build a functional work group that is highly co-operative as well as
progressive.
As opined by Ates (2016), keeping the organizational team's mission plus objectives in mind, the
managers would have to figure out as to which the major potential obstacles in the path of
building a strong are working team that would lead to the enhancement of the firm’s overall
performance. The managers need to detect the personal strengths plus weaknesses of every
employee, both current as well as prospective (Alon et al., 2016). This is important for the
overall growth of a strong system to figure out the potential, contribution provided by every
employee. The evaluation of each employee can be recorded accordingly.
Performance reviews plus documentation need to be carried out. At the time of reviewing
individual files of employees, extensive notes can be made that pertain to the perceived strengths
plus weaknesses as well as the development needs of the employee.
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Speaking of individual productivity measurement plus goal alignment for Chicken Co., there are
five key functions that need to be served. The organizational productivity plus direct behavior
need to be defined. This measurement system should offer a proper definition of operation-
driven productivity. The common expectations from the task need to be clearly communicated to
the workers of the company. This productivity measurement gives direction to the employee,
guiding him toward productive activities (Kuvaas et al., 2016).
The monitoring of performance and offering of feedback is important since it looks into the
actual progress toward the organizational objective. This measurement also forms a major part of
the employee's performance evaluation that decides whether he is subjected to rewards or
disciplinary action. Diagnosis of issues is equally important since it is directly linked to
productivity analysis that includes the assessment of trends, detection of problems and making of
early adjustments plus corrective actions.
The enhancement of planning plus control is a vital productivity measurement that gives
adequate info on expenses, output rate, time and usage of resources to enable and facilitate
decision making pertaining to pricing, purchasing, production scheduling, contracting and many
other activities in the firm (Ewenstein et al., 2016). It comes in handy at the time of figuring out
as to which products are required to be expanded or eliminated.
Support innovation is a major function that needs to be focused on. It would help in the
assessment of the changes that are proposed to the currently existing products as well as the
innovation and introduction of new products in the firm of Chicken Co. It gives way to effective
improvement efforts that are vital for the sustainability of the firm in the present times.
Use of performance management system in the improvement of employee development and
communications
A well-designed performance management system can play a major role in the overall
management of organizational performance. It does so by making sure that the employees grasp
the exact significance of their contributions to the overall organizational goals plus objectives
(Jurnali and Siti-Nabiha, 2015). It ensures that every employee gets the expectations as to what is
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exactly expected from them. According to Van Dooren, W. and Bouckaert, G. (2015), the system
also helps managers to figure out whether employees have the required skills in order to meet
those expectations. It makes sure that there is proper aligning of objectives as well as
strengthening of meaningful and open communication all through the organization. Apart from
that, it also guarantees a cordial relationship between an employee and the managers on the basis
of trust plus empowerment.
As opined by Gerrish (2016), a good performance management system provides open plus
genuine job feedbacks to all of the employees. It sets a proper linkage between compensation and
performance. Through representation of the employees in leadership development programmes,
the system offers plenty of learning plus development opportunities (Richards et al., 2019). Also,
it helps in the evaluation of performance plus distributing incentives as well as rewards in a fair
manner and sets specific performance objectives by enhancing an open plus joint dialogue. It
gives plenty of opportunities to employees for career development through recognizing as well
as rewarding good performance in the firm. Besides, it also clarifies certain expectations of the
employees, providing them with various self assessment opportunities that further give way to
enhanced performance through which career paths are outlined and job satisfaction is promoted.
When the firm’s goals are clearly defined, daily evaluations of individual performance as well as
the performance of the working team can help in defining the important corporate competencies.
It also helps in bridging certain skill gaps that come in handy at the time of crafting the training
plans for the firm’s employees.
The two major objectives that are served by good performance management include evaluation
objectives plus developmental objectives (Anjomshoae et al., 2017). The former includes the
evaluation of the willingness of the employees for dealing with high-level responsibilities;
offering of genuine response to the firm’s employees on the present-day competencies and the
requirements pertaining to the firm’s improvement; linking of the performance with the array of
promotions, rewards as well as incentives.
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According to Bititci and Cocca (2016), the developmental objectives include the fulfillment of
developmental objective by assessing the training requirements of the firm’s employees
depending on the results of the reviews. The performance management programme works as a
key tool for actualizing organizational goals through the implementation of a bunch of
competitive HRM strategies. It aids in the alignment and integration of the objectives. Therefore,
it helps in driving multiple activities towards a common goal. It can be said that practices of
performance management can have a remarkable impact on job satisfaction plus employee
loyalty.
In Chicken Co., one major challenge that lingers is the negative working attitude of the
employees since the payments had not been sufficient to impact on the standard of living for
some of the employees. Other challenges include poor communication channels and lack of
performance improvement amongst employees. The performance management programme can
birth an open plus joint dialogue to facilitate every employee to address their specific issues and
express their views. In order to handle individual plus team performance in the firm in an
efficient manner, the communication channels need to be further strengthened. The firm’s
employees should be provided with genuine and prompt feedback as well.
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Conclusion
Through this study, the conclusion can be made that the performance management programme
can be a useful tool that helps in the retention of business for an organization like Chicken Co.
Constructive feedback helps in the retention of employee talent as well. Along with goal setting,
prompt and genuine feedback allows employees to know that they are truly valued that increases
their commitment plus performance eventually. It can be stated that a strong performance
management system is able to enhance employee growth and communications. Thus, it can help
Chicken Co. overcome its present challenges.
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References
Alon, A., Lavi, Y.Y., Tal, M., Honen, A., Pinkus, D. and Tabak, A., SAP SE, 2016. System and
method for performance management in a multi-tier computing environment. U.S. Patent
9,300,523.
Anjomshoae, A., Hassan, A., Kunz, N., Wong, K.Y. and de Leeuw, S., 2017. Toward a dynamic
balanced scorecard model for humanitarian relief organizations’ performance
management. Journal of Humanitarian Logistics and Supply Chain Management, 7(2), pp.194-
218.
Bititci, U., Cocca, P. and Ates, A., 2016. Impact of visual performance management systems on
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
Business Review, 93(4), pp.40-50.
Ewenstein, B., Hancock, B. and Komm, A., 2016. Ahead of the curve: The future of performance
management. McKinsey Quarterly, 2, pp.64-73.
Gerrish, E., 2016. The impact of performance management on performance in public
organizations: A meta‐analysis. Public Administration Review, 76(1), pp.48-66.
Ishizaka, A. and Pereira, V.E., 2016. Portraying an employee performance management system
based on multi-criteria decision analysis and visual techniques. International Journal of
Manpower, 37(4), pp.628-659.
Jurnali, T. and Siti-Nabiha, A.K., 2015. Performance management system for local government:
The Indonesian experience. Global Business Review, 16(3), pp.351-363.
Kuvaas, B., Buch, R. and Dysvik, A., 2016. Performance management: Perceiving goals as
invariable and implications for perceived job autonomy and work performance. Human Resource
Management, 55(3), pp.401-412.
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Rajnoha, R. and Lesníková, P., 2016. Strategic performance management system and corporate
sustainability concept-specific parametres in Slovak Enterprises. Journal of Competitiveness.
Richards, G., Yeoh, W., Chong, A.Y.L. and Popovič, A., 2019. Business intelligence
effectiveness and corporate performance management: an empirical analysis. Journal of
Computer Information Systems, 59(2), pp.188-196.
Van Dooren, W., Bouckaert, G. and Halligan, J., 2015. Performance management in the public
sector. Routledge.
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