Report: Talent Management Strategies for Pine Apps Ltd (LSBM205)

This report provides a comprehensive analysis of talent management strategies for Pine Apps Ltd. It begins with an introduction to talent management and its importance, followed by an evaluation of the advantages of developing internal HR functions for Pine Apps Ltd. The report then delves into the role of a Performance Management System (PMS), examining its implementation to improve organizational performance, focusing on training and development, feedback mechanisms, and quality of work. The report also assesses the role of PMS in enhancing employee commitment and engagement, while addressing challenges like poor communication, high labor turnover, and slow product development. It proposes strategies to overcome these challenges, such as improved communication, performance management systems, and training programs. The report concludes with a summary of findings and recommendations for Pine Apps Ltd to optimize its talent management practices.

TALENT MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY ..................................................................................................................................3
Task 1 ..............................................................................................................................................3
Evaluation of advantages for Pine App Ltd in developing their own HR functions...................3
TASK 2............................................................................................................................................4
A. Evaluating role of performance management system.............................................................4
B. Analysing implementation of performance management system with HR process to achieve
improved organizational performance at Pine App Ltd. ............................................................5
Task 3 ..............................................................................................................................................6
A. Evaluate the role of performance management system with context to employee
commitment and engagement......................................................................................................6
B. Challenges faced By Pine App Ltd and their overcome strategies.........................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................1

INTRODUCTION
Talent management refers to attracting and recruiting high quality level employees,
developing their skills with encouraging them to enhance performance. In current era,
competition among firms have increased which demands company to be efficient in managing its
organizational resources to attain competitiveness. The chosen company in present case study is
Pine Apps Ltd (PAL) which develops apps for the customers. Additionally, company has
become leading apps developer in the industry. The present report will evaluate advantages for
developing its own HR function in Pine App Ltd. Further, case study will discuss role of
Performance Management System (PMS) along with its implementation in order to improve
organizational performance. The present report will also include how PMS contributes in
achieving employees commitment and engagement. Beside this, current study will identify
challenges of using this system and strategies to overcome the same.
MAIN BODY
Task 1
Evaluation of advantages for Pine App Ltd in developing their own HR functions
According to Claus (2019) an internal Human Resource Management (HRM) helps the
institution to cultivate company's culture through face to face interaction with employees.
Additionally, personnel department will know the workers ability and lacking area on personal
level. It will help employees to get comfortable to share their issues regarding the company's
procedure which assist management to make modification in current policies. For example Pine
App Ltd. Will get benefit of employees enhanced engagement in improving overall performance
of the system which is may not be possible when it outsources HR function. In contrast to this,
Krishnan and Scullion (2017) depicted that it would be expensive for structures to develop its
own personnel function than outsourcing as company need to hire full time experienced manager
which is not cheap.
In the views of Taylor (2018) company get the biggest benefit of keeping control over
internal practices by using an inside personnel management team. With respect to this, the
organization has no fear of misuse of its confidential information of employees data and firm's
policies. For this purpose company get the ability to retain and attrition the best talent for
efficient functioning of enterprise. For instance using an inner system of human resource will
enable PAL to retain its employees for longer term by solving their grievances as the company

can control and modify its actual working culture to achieve higher talent management and
organizational growth. On the other side Liu, Qingqing and Liu (2021) stated that challenge of
finding an employee which is right for the firm to tackle all needs relating to an HR division is
the biggest task. However, it uncommon for personnel managers to have limits on their time as
well as expertise.
According to McDonnell and et.al., (2017) he main advantage of developing HR system
is it can save company's money, as firm outsource those jobs at professional employer
organization (PEO) which can reduced the expenses. Furthermore, different parts of the system
can “talk to each other” allowing more significant reporting and analyse ability which includes
internal evaluations and audits and preparation of data for outsiders In addition to this HR system
can reduced paperwork with HR operations because they keep all data of employees at one place
only. As the data used by managers in identifying employees rating and stock plans. HR system
can automate the process of key performance indicator which helps in measure over all
performance of workers. However, an HRM system assist, monitortalent and retention strategies
that increase overall productivity of firm. This system regularly check attendance and
absenteeism of employees without any mistakes. Human Resource system influences the overall
profitability and productivity of a business organization. It monitors the allocation of all
resources and assure that they are fully utilized with minimum wastage. Human Resource system
matches right person with right job which improves the effectiveness of an organization.
TASK 2
A. Evaluating role of performance management system
It aims at developing required skills, commitment and competencies for working to
achieve organizational mission and vision (George, Walker and Monster, 2019). Pine Apps Ltd.
invest a lot of time to improve it Performance management system processes so that objectives
can be achieved with specified time. The roles and responsibilities of PMS area as follows:
To identify development areas
The crucial role of PMS to evaluate lacking skills and attributes in the employees of
organization (Role of performance management system, 2021). With respect to this, it focuses on
creation of development plans so that enterprise can achieve higher productivity. PAL can
enhance employees engagement in complementation of their roles and responsibility by
encouraging them to succeed their personal goal along with organization.

To encourage team work, cooperation and communication
Performance management system aid company to create environment of enthusiasm by
showing importance of cooperation (Serrat, 2017). Additionally, it is essential for the PAL to
organize effective communication method so that employees can feel free to share their issues
and career goals. This will assist the business to get correct path to develop effective measures
that are vital for obtaining employees engagement and loyalty.
To guarantee workers are achieving their astute goals
The main aim of result based management is goal setting to ensure that workers have
better understanding of their dutiesand obligations. In aspect to this Pine Apps Ltd. Can solve the
problem of slow development of software by explaining employees that what is expected from
them. It is analysed employees do not perform effectively due to lack knowledge of
organizational goals.
To provide continuous support
Business need to be social enterprise rather than just being a pure concern company. It is
the duty of PAL to get in touch with employees to show that it acre about their mental health.
Additionally, concerning about workers health condition give them support for performing finer.
It enables firm to accomplish improved productivity and profitability.
B. Analysing implementation of performance management system with HR process to achieve
improved organisational performance at Pine App Ltd.
Using training and development
An improved organization performance can be achieved by using training and
development programs which aid the PAL to get way to communicate with employees. Once the
workers are trained they can be expected to reach business objectives in effective and efficient
manner (Kadak and Laitinen, 2021). Additionally, overall performance of Pine Apps Ltd would
be attained only if its workers have ability to develop required software. To obtain success
through competitiveness is possible with help of developing skills by grooming workers. PAL
can exercise PMS to derive desirable outcomes for its organization.
Feedback mechanism and participative style
Performance mentoring arrangements provide assistance to business to execute feedback
mechanism. With respect to this, it aids employees to share their experience of working within
company to top authority of PAL. It enables organization to evaluate state mind of workers

which resource Pine App Ltd to analyse its internal policies so that more consideration can be
given for reattainment of its employees. It will help company to save its time as well financial
resources incurred in development of skills for its subordinates.
Quality of work
Overall company performance refers to deriving quality work in specified period
according to expectation of customers requirement. According to Vroom expectancy theory there
is positive correlation between the result of performance and the efforts we make. Additionally,
individual employee motivation is the belief that will lead to better outcome. Furthermore,
quality of organizational activity is the key to success for any company which can be obtained
through result oriented management.
Task 3
A. Evaluate the role of performance management system with context to employee commitment
and engagement
Employee engagement is one of the key component for Pine App Ltd in achieving high
performance. A good performance management system helps in more employee engagement as
it motivate employees which in turns improves performance of employees. However, managers
of Pine App Ltd know about their employees strength and weaknesses, and they know their skills
and efficiency level (Uddin, Mahmood and Fan 2019.). So managers and employees can better
understand each other and address concerns or gives proper feedback.
Performance management system of Pine App Ltd assist employees in improvement and
innovation which leads to more employee engagement. If an employee received regular quality
feedbacks from HR system then they are become self-aware of their behaviour. However, Pine
App Ltd facing a problem of employees reduction as they leave and left the organization because
lack of formal training opportunities. For employees satisfaction Pine App Ltd can create
individual development plan which includes training and development for employees. Training
assist employees in improving their personal skills and role supportive knowledge (Noe and
et.al., 2017). Employees of Pine App Ltd do not want to go boring repetitive work and it also
affects company as they receive negative project feedback from clients. So From this system,
management provide training to the employees in their weaker point which leads to helps in
achievement of overall organizational goal. This system believes that employees have to given
opportunity or time to develop work and their own new ideas or projects.

Pine App Ltd can use an Optimal HR system for employees development through
measuring the performance of employees and providing proper feedback. This system is mainly
focused on people work rather than paper work. The quoted firm also outsource the HR and
accounting functions for focus on companies core competencies (Mone, London and Mone,
2018.). The another major problem chosen firm faces is lack of social cohesion between senior
and junior employees. For improving this problem Pine App Ltd should encourage team building
and also delegate the authority to junior members which aids in encourage team cohesive.
B. Challenges faced By Pine App Ltd and their overcome strategies
Pine App Ltd challenges relating to employees commitment and engagement and their
overcome strategies are as follows:
 Poor communication: Poor communication at workplace in Pine App can result
frustration among employees, creates confusions, absenteeism, low morale and many
more. Communication directly impact negatively on the behaviour, productivity and
performance of employees. If employees don't have proper knowledge and information
which is necessary to perform the work then it affects interpersonal relationship among
employees (Pandita and Ray, 2018). For improving poor communication Pine App Ltd
has to be suggested that check in with employees on a regular basis and identify their
problems and improve them. Firm also asses the current internal communication
strategies and see where the lack of communication arises. So by analysing those aspects
figure out where to make changes to improve communication in the workplace.
 High level of labour turnover: This is because of fast growth of company, employees
are facing many internal problems like increasing workload, dissatisfaction with
company and mentoring system, lack of formal training and many more. For reducing the
labour turnover in organization Pine App should use performance management system. A
performance management system is essential for improving and promoting employees
effectiveness. In this system managers and employees work together to plan, monitor and
review the individual as well as organizational goal. By conducting performance review
and regular feedback it assists the manager to motivate the employees for their better
performance. This problem also arises due to lack of training so, as they identified their
weaknesses so provide proper training to employees can helps in reduction of labour
turnover.

 Slow product development: The another challenge faced by Pine App is slow product
development as it more rely on level of communication and team working. Due to lack of
cohesion between senior and junior manger company is facing problem in development
of product. It is to be suggested that firm needs to engaged more employees so they are
satisfied with their work and motivated themselves. If employees are engaged then they
are committed, passionate and empowered against their work and perform better. For
example a performance appraisal review in Pine App Ltd can result in a discussion where
an employee shares recommendations on how to reduce cost or speed up processes.
CONCLUSION
The above report conclude that talent management play an significant role in
performance management of employees. It is a constant process which includes attracting and
retaining high quality employees and motivating them to improve their performance. With
assistance of present report it is identified that developing own HR system helps in enhance
employee engagement, keep control on internal practices and many others. Further, it was
analysed that performance management system helps in identifying development areas and
encourage team work and communication. In addition to this the above report evaluate that by
providing training, development and feedback mechanism organizational performance can be
improved. The above study also highlighted role of performance system with context to
employee commitment and engagement. At last in the present report challenged like poor
communication, high level of labour turnover and many more are identified and their overcome
strategies was discussed.

REFERENCES
Books and journals
Claus, L., 2019. HR disruption—Time already to reinvent talent management. BRQ Business
Research Quarterly. 22(3). pp.207-215.
George, B., Walker, R. M. and Monster, J., 2019. Does strategic planning improve
organizational performance? A meta‐analysis. Public Administration Review. 79(6).
pp.810-819.
Ibrahim, S. N. and Zayed, A., 2018. The Impact of the Integrated Talent Management on the
Competitive Advantage in Multinational Corporations. International Journal of
Academic Research in Business and Social Sciences. 8(7). pp.221-237.
Kadak, T. and Laitinen, E. K., 2021. How different types of performance management systems
affect organizational performance?. Measuring Business Excellence.
Krishnan, T. N. and Scullion, H., 2017. Talent management and dynamic view of talent in small
and medium enterprises. Human Resource Management Review. 7(3). pp.431-441.
Liu, P., Qingqing, W. and Liu, W., 2021. Enterprise human resource management platform
based on FPGA and data mining. Microprocessors and Microsystems. 80. p.103330.
McDonnell, A., and et.al., 2017. Talent management: a systematic review and future
prospects. European Journal of International Management. 11(1). pp.86-128.
Mone, E. M., London, M. and Mone, E.M., 2018. Employee engagement through effective
performance management: A practical guide for managers. Routledge.
Noe, R.A.,and et.al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Pandita, D. and Ray, S., 2018. Talent management and employee engagement–a meta-analysis of
their impact on talent retention. Industrial and Commercial Training.
Rane, M. A. B. and Gaikwad, S.A., IMPACT OF TALENT MANAGEMENT PRACTICES ON
ORGANISATIONAL PERFORMANCE.
Serrat, O., 2017. Knowledge solutions: Tools, methods, and approaches to drive organizational
performance (p. 1140). Springer Nature.
Taylor, S., 2018. Resourcing and talent management. Kogan Page Publishers.
Uddin, M. A., Mahmood, M. and Fan, L., 2019. Why individual employee engagement matters
for team performance?. Team Performance Management: An International Journal.
Online
Role of performance management system. 2021. [Online] Available through:
<https://www.managementstudyguide.com/performance-improvement-programs.htm>
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