LSBM205 Talent Management Report: Business Advice for Pine-Apps Ltd

This report provides a comprehensive analysis of talent management strategies for Pine-Apps Ltd, a software development company experiencing rapid growth. The report begins by evaluating the advantages of developing in-house HR functions, including improved recruitment, employee relationship building, reduced turnover, conflict management, and targeted training. It then delves into the role of a performance management system in enhancing employee performance, measuring results, motivating staff, and fostering positive employee relationships. Furthermore, the report explores the integration of HR processes with the performance management system, highlighting the significance of training and development, selection and recruitment, and employee motivation. The report also examines how the performance management system contributes to employee engagement through effective communication, recognition, and trust-building. Finally, it addresses potential challenges in implementing a performance management system and suggests strategies to overcome them, such as addressing wrong decisions and securing leadership commitment. The report concludes by emphasizing the importance of talent management for Pine-Apps Ltd's continued success and offers actionable recommendations for the company's Divisional Director.

Talent Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
Advantages of developing own HR functions.............................................................................3
TASK 2............................................................................................................................................4
A) Role of performance management system .............................................................................4
B) Link-up of HR process and performance management system. ............................................5
TASK – 3.........................................................................................................................................6
A ) Contribution of performance management system in engaging employees .........................6
B) challenges from performance management system and strategies to overcome....................7
CONCLUSION ...............................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Talent management is the process that include attracting and retaining high quality
employees, improving their motivation and developing the job related skills in themselves. The
primary purpose of talent management is to create a motivated workforce who will stay with the
company for the long period of times and helps company to achieve success.
This report will cover case study of Pine- Apps Ltd who has established their business
within the two year and archive the 200% of growth in their business. They are software
developers who develop an app that revolutionize the financial services.
This report will evaluate the role of performance management system and discuss the
advantages of developing own HR functions for the Pine- Apps L. It will explain how the
performance management system can be implemented with the Other HR processes to improve
the companies performance and how it can help the employees to improve their engagement as
well.
TASK 1
Advantages of developing own HR functions
Pine- Apps Ltd is facing the problems because they just started their business within the
two years and just in the 12 years they get the huge success in their business so simply they do
not get the times to improve their business and because of the high growth, Pine- Apps Ltd is
facing many problems (Collings, Mellahi and Cascio., 2017). Company can overcome the
problems if they developed their own HR function and here are some benefits of having own
Human resource function for the Pine- Apps Ltd-
Skilful employees
If Pine- Apps Ltd follow the functions of the human resource management then they
will able to recruit the skilful employees who can help them to perform the task. Employees will;
be recruited according to the job role. HR allows the candidates who are qualified for the jobs
within the Pine- Apps Ltd can apply so company will able to perform better. Company will; able
to use the various recruitment and selection tools and process. HR follows the proper process o
the selection where they post the job on the social media and online platform, then call them for
the interview and their they give interview and other test and in the find they got selected.
Building relationships

Human resource management play the function and practices in which they focus to
improve their employee relationship with the strategies like team based task, fun activities etc.
Pine- Apps Ltd can adopt this function create good relationship between the employees and it
will enable the flow of communication within the workplace of the company, and they will able
to grow within their business again.
Improving the employees turnover
` One of the biggest problems faced by the Pine- Apps Ltd is their employees turnover.
Hr plays function to the oversees the employee turnover. High employee turnover can badly
affect the overall efficiency and could severely hurt the reputation of any
company/business/organization (Collings, Mellahi and Cascio., 2019). Pine- Apps Ltd is already
facing this problems and Own this hr. function will help them to over come this problem. They
will able to create a atmosphere where employees can work effectively and happily and Hr of the
Pine- Apps Ltd will also define the companies rules and regulation so employees will be aware.
Conflict management
Human resource department has expertise in the managing the conflicts within the
workplace, and they come up with their idea to solve the conflicts at the workplace. By adopting
this function at the workplace of Pine- Apps Ltd. Hr of the company will able to manage the
problems by the communication.
Training and development
On of the most important function play by the HR department is Training and
development and HR of the Pine- Apps Ltd can also adopt this function and provide skill based
training to their employees (Krishnan, and Scullion., 2017). It will help the Pine- Apps Ltd to
have stringb workforce, and they will able to manage their growth.
TASK 2
A) Role of performance management system
A performance management system is the process or the system that helps to track the
performance of the employees consistently and measurably. It allows the organization to ensure
that employees and department across the organization are working effectively toward the
companies objectives or not. Here are some role of performance management system that can be
helpful for the Pine- Apps Ltd-
Improving employees performance

Performance management team of the Pine- Apps Ltd will be responsible to manage the
employees performance by proving them training and development at their workplace.
Employees will get the kills based training and role based training, so they will be developed
new skills and in the Pine- Apps Ltd task and quality change with the times so employees will
meet the training every moth so their performance can be managed.
Measurement of the performance
Performance management system also helps to measure the performance of the
employees by using the performance management tools like Key performance initiator, 360
feedback etc (Meyers., and et.al., 2020). this tool helps to measure the performance and HR team
note down their performance so employees who are not non-performing can get the training
again.
Motivating employees
Performance management team also design to motivate the employees who are working
at the workplace of Pine- Apps Ltd. Hr team use some strategies to improve and motivate the
employees. It can include the reward management, appreciation, benefits to employees etc. It
helps to motivate their employees and company can take competitive advantages within the
mark,et with the motivated employees and they achieve their goals and objectives as well.
Create employees relationship
Performance management system role is to create good relationship with the employees
by enabling the flow of communication at the workplace (Muratbekova‐Touron, Kabalina and
Festing., 2018). They create environment where employees can work with each other and helps
each other in the task and create good relationship with each and every employee.
B) Link-up of HR process and performance management system.
Hr process and the performance management system can be link-up with each other
because they both play almost same function and helps company to improve their productivity,
employees performance and create positive workplace environment. HR of the Pine- Apps Ltd
can use the performance management system to impose their employees performance.
To implement the HR process of the Pine- Apps Ltd, with the performance management
system. Hr department have to understand and learn how performance management system work
and what strategies they can link up with the process of the HR. Almost every role of the Hr
process and the performance management are easy so the HR team of the Pine- Apps Ltd can

adopt and implement easily. Hr department of the company have to make the polices related to
the Performance management and communicate with the employees
Training and development
Training and development is the HR process that plays important role for the company to
make their employees more skilful. Implementation of The HR process within the training and
development will make HR understand that what time of training they need to provide for the
Pine- Apps Ltd employees. Employees will get the training according to their job role like
software development, addition things etc. Employees performance will be measured and
employees who are not performing well will get the training again, so they can improve their
skills and helps Pine- Apps Ltd to manage their workplace and take competitive advantages.
Selection and recruitment
Selection and recruitment is most important part of the Human resources process that
helps to recruit the employees (Narayanan, Rajithakumar and Menon., 2019). Pine- Apps Ltd is
facing the problem like labour turnover that need to be improved and the Performance
management system can help them to manage their employees and create environment where
employees can work happily, and they can enjoy their work within the Pine- Apps Ltd. This is
how performance management helps company and it will help Pine- Apps Ltd to overcome the
labour turnover problem.
Employees motivation
Employees of the Pine- Apps Ltd are demotivated because Hr process of the Pine- Apps
Ltd is not that affective and Hr manager is not able to motivate the employees. The performance
management implementation in the HR process will allow them to create new polices related to
the performance like reward management and other facilities that that can helps t motivate the
employees and engage them to work together. Financial rewards will help the employees to Use
it to satisfy their personal needs, and they can enjoy their reward and to achieve those rewards
employees will give their best within the task.
TASK – 3
A ) Contribution of performance management system in engaging employees
Employees engagement is one of the most important part of the Pine- Apps Ltd to
achieving high performance within the market where they are operating their business.
According to the researches, highly engaged employees perform 20% better and it also helps to

increase the profitability of organization so Pine- Apps Ltd will have to benefits that their
performance will improve more and their profitably will inclusive more.
Communication
Performance management system enable communication at the workplace and create
diverse workplace where employees came from the various places, speak various languages etc
(Pandita and Ray., 2018). they organize the team working practices share employees help each
other in the task and give so employees can be engaged, and they also help each other to compete
the task and take the knowledge from each other as well.
Recognition and appreciation
Performance management system also include the recognition and appreciation in which
employees get appreciation from the seniors when they perform better within their works. It
helps to motivate employees and also create their trust among the seniors. Pine- Apps Ltd
seniors denied the meeting many times because employees do not participate and leave the
company. If the employees will get appreciation in the meetings and their work will be
appropriated in front of everyone then, employees will be motivated and their trust will be build.
Trust and confidence
Growth and improvement can be achieved through managers and workers outlay devoted
time discussing career achievements and structuring personal improvement plan that will help to
build the necessary knowledge, skills and behaviours to achieve those goals (Sheehan, Grant and
Garavan., 2018). Many organizations do this once a year as part of their annual performance
appraisal, but Kruse suggests that it should be done twice a year to maximize employee
engagement.
B) challenges from performance management system and strategies to overcome
There are so,e challenges that can be faced by Hr management team of the Pine- Apps
Ltd. Challenges like Wrong decisions, lack of leadership commitment, process and knowledge of
system etc.
Wrong decision
Performance management system is can be fit within the Pine- Apps Ltd with the
specific needs and it cannot be duplication of the system designed and implemented the other
organization. It is necessary or the HR managers to ensure all the documents and take the

decision after identified the needs of the per from management system. To overcome challenges
HR manager can communicate with the superiors of the company about it.
Lack of leadership commitment
A leadership commitment and the support should be implemented within the new system
within the Pine- Apps Ltd. leader of the company should drive the process and integral the part
of management of the company (Whysall, Owtram, and Brittain., 2019). Lack of leadership
commitment will make the whole system failed. To over come the issues leaders should commit
and support their employees.
CONCLUSION
As per the report has been evaluated the role of performance management system and
discussed the advantages of developing own HR functions for the Pine- Apps L. It has been
explained how the performance management system can be implemented with the Other HR
processes to improve the companies performance and how it can help the employees to improve
their engagement as well. In the end of this report has been provided the challenges that come
from the performance management system and also provide the strategies to overcome the
problems from the implement performance management system within the workplace of Pine-
Apps Ltd.

REFERENCES
Books and journal
Collings, D. G., Mellahi, K. and Cascio, W. F. eds., 2017. The Oxford handbook of talent
management. Oxford University Press.
Collings, D. G., Mellahi, K. and Cascio, W. F., 2019. Global talent management and
performance in multinational enterprises: A multilevel perspective. Journal of
management.45(2). pp.540-566.
Krishnan, T. N. and Scullion, H., 2017. Talent management and dynamic view of talent in small
and medium enterprises. Human Resource Management Review.27(3). pp.431-441.
Meyers, M. C., and et.al., 2020. HR managers’ talent philosophies: prevalence and relationships
with perceived talent management practices. The International Journal of Human Resource
Management.31(4). pp.562-588.
Muratbekova‐Touron, M., Kabalina, V. and Festing, M., 2018. The phenomenon of young talent
management in Russia—A context‐embedded analysis. Human Resource
Management.57(2). pp.437-455.
Narayanan, A., Rajithakumar, S. and Menon, M., 2019. Talent management and employee
retention: An integrative research framework. Human Resource Development
Review.18(2). pp.228-247.
Pandita, D. and Ray, S., 2018. Talent management and employee engagement–a meta-analysis of
their impact on talent retention. Industrial and Commercial Training.
Sheehan, M., Grant, K. and Garavan, T., 2018. Strategic talent management. Worldwide
Hospitality and Tourism Themes.
Whysall, Z., Owtram, M. and Brittain, S., 2019. The new talent management challenges of
Industry 4.0. Journal of management development.