Evaluation of Talent Management Strategies at PineApps Ltd

This report provides a comprehensive analysis of talent management strategies for PineApps Ltd, a technology start-up. It begins by discussing the advantages of developing an in-house HR function, including improved employee turnover, enhanced relationships, and increased employee engagement and commitment. The report then evaluates the role of a performance management system, outlining its strategic, administrative, informational, and developmental purposes. It further explains how such a system can be implemented with other HR processes to improve organizational performance, detailing stages like preparation, active reviewing, and measurement. Finally, the report explores ways to use the performance management system to enhance employee commitment and engagement, including development planning, reward and recognition, and management coaching, while also identifying and proposing solutions for potential challenges such as lack of leadership commitment, incompetence, absence of integration and wrong design. The report concludes by summarizing the key findings and emphasizing the importance of strategic talent management for achieving organizational goals.

Talent Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
On the basis of academic literature, discussion along with evaluation on advantages for Pine-
Apps Ltd in developing own HR function...................................................................................1
TASK 2............................................................................................................................................2
a. Evaluation of role of performance management system..........................................................2
b. Explanation on how a performance management system can be implemented with other HR
processes for improving organisational performance at Pine Apps Ltd......................................3
TASK 3............................................................................................................................................4
a. Explanation of the ways performance management system can be used for improving
employee commitment along with engagement at Pine-Apps Ltd..............................................4
b. Identification of challenges that may face using the system as well as proposing the ways
these can be overcome or managed.............................................................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Talent management is delineated to a methodically organised and strategic process for
getting adequate talent on board as well as assisting them to develop their optimal capabilities by
considering organisational objectives (Collings, Scullion and Caligiuri, 2018). Key purpose of
managing talent is to identify, recruit as well as retain people that plays key part in driving
business success. In all ventures, management of talent is a top priority as it is strategic process
to look forward for people entities that understand the aspect that performance of enterprise is
dependent on their workforce. For the assessment, Pine Apps Ltd is considered organisation. It is
a technology start-up venture which was established by Tim Garrix along with Georgina White
cross in the year 2018. In minimum duration of period, huge success in form of development of
apps and revenue generation is attained by the organisation.
The assessment includes discussion along with evaluation of advantages for the company
to develop their own human resource function. It further evaluates role of performance
management system and ways to implement the system with other HR processes. Moreover, the
assessment explains how performance management system could be used for the purpose of
employee commitment along with engagement.
TASK 1
On the basis of academic literature, discussion along with evaluation on advantages for Pine-
Apps Ltd in developing own HR function
As per (Gupta, 2019), HR function plays essential role in existing dynamic business
environment. It is concerned with managing people at work for attaining better performances. In
context to Pine-Apps Ltd, human resource function focuses towards effective administration of
all staff and assist the venture to gain competitive edge. Key role of human resource function is
to maximise performances and productivity of each employee in service of strategic objectives of
an individual. It is a management function that deals with all types of issues associated to
employees including hiring, development, compensation, communication, administration and
hence forth. To develop HR function, various strategies are adopted by managers of company so
that they result in contribution towards identified heights in the dynamic market. For the startup
business, HR function can be developed through establishing organisational design,
implementing effective procedures of on-boarding as well as recruitment, outlining regulations

for safety and compliances, determining compensation with benefits, maintaining healthy
relationships with employees, establishing performance management systems and using human
resource information system. Developing HR function leads to bridging gap among performance
of an employee to that of strategic goals of an entity. It also maintains quality of efficiency of
human resources and motivates them to become loyal for the company and work for longer
durations.
Key advantages for Pine apps ltd. for developing HR function are as evaluated:
Improving Employee Turnover: Employee turnover reflects number of employees who
work for an organisation or leave firm and those substituted by new workers (Haak-
Saheem,2020). HR department check the employee turnover and determine whether it is high
turnover or low. Within Pine Apps ltd, to improve turnover department is very clear about rules
and regulations and they used to improve productivity, employee confidence. If there is a high
turnover, then employees are inexperienced which will already impact on low productivity.
Developing Good Relations: HR department develop good communication with
employee then people also work with good mood. They keep responsibilities about meetings,
functions, office gatherings and many more. With context to Pine Apps ltd, department
implementing a good relation with employee that will impact for employee motivation, trust
build up with workers and workers are more loyal and happy towards their department.
Improve Employee Engagement and Commitment: The term employee engagement
defines a unit of employees for those who motivated and passionate about their jobs. It involves
each and every employee commitment to firm their connection with people they work with. In
case of Pine Apps ltd, they increase their productivity, reduction in turnover, customer who are
engaged are also happier and it integrate to make more profits.
TASK 2
a. Evaluation of role of performance management system
The concept of performance management system determines to evaluate performance
employee effectively and efficiently (Maqueira, Bruque and Uhrin, 2019). It is a procedure that
firm communicate and evaluate the employee performance to meet its organisational objectives.
With reference to Pine Apps ltd, managers used this system to improve overall efficiency of

employee and support those employees whose accountability can meet its business goals and
objectives.
Strategic Purpose: The term strategic purpose determines to set a goal for firm in
upcoming years and help to achieve business objectives. In case of Pine Apps ltd, performance
management system supports the behaviours of employee with attainment of enterprise goals.
Administrative Purpose: It can be defined as any purpose which are necessary for task
and better functioning of organisational and other services are approved. With relation to Pine
Apps ltd, it is helpful for the firm to making a useful information about employees such as
promotions, termination, salary basis and many more.
Informational Purpose: According to this purpose, it means they acquired knowledge
about study or some specific situations and information related to department that whatever
condition is there in organisations. In case of Pine Apps ltd, information about employees that
what they are doing, what are they expect from organisation and how can they improve their
performance.
Developmental Purpose: The tern developmental is a procedure that generates growth,
measuring happenings in firm which include employee performance and how to achieve desired
goals and objectives. With context of Pine Apps ltd, it is helpful for feedback of performance,
recognise their strength and weakness of employees for short term and long term, to develop
career path and many more.
b. Explanation on how a performance management system can be implemented with other HR
processes for improving organisational performance at Pine Apps Ltd
Performance management system can be implemented by identify the employee
capabilities and assess current performance to achieve organisation goals and objectives
(Mohammed, Baig and Gururajan, 2020). Several stages of performance management
system that identity the firm performance in context with Pine Apps ltd are as under:
Preparation: It is important stage for focus on key areas in organisation and
communicate employee’s goals and desired result. This is significant for determining review of
performance, maintain and prepare a company’s yearly or annually performances. With relation
to Pine Apps ltd, managers prepare review of employee’s performances based on their annual
report and output of workers. Many HR can implement their reviews of performance based on
their what they think about employees output.

Active Reviewing: This a fundamental stage of performance management system which
they need careful attention for employee. It reviews and monitor this stage for different sub
stages and actively participating to review employee performances. In case of Pine Apps ltd,
managers observe all aspect of productivity and profitability which includes various activities,
interruptions and successful procedures. They considered about employee knowledge using
current position and determine how effectively and efficiently can achieve their upcoming goals
and standards.
Measurement: It is a procedure for collecting and measuring performance of employees.
It mainly focuses on financial measures and choose the right measures for measuring an effective
performance of employees. For Pine Apps ltd, firm measures in terms of financial performance
of employee, their work and how they can achieve their goals and objectives. At last, they
provide feedback and improve their performance according to employee’s preferences.
TASK 3
a. Explanation of the ways performance management system can be used for improving
employee commitment along with engagement at Pine-Apps Ltd
Performance Management is a procedure that aims to improve performance of employee
and develop their ability (Mupepi, ed., 2017). With the help of Pine Apps ltd, it helps to
monitor and evaluate efficiency of employee’s work.
Development Planning: Workers provide a regular response according to their
performance and how they improve about particular details. In case of Pine Apps ltd,
managers already develop their plan for employee performance system and give them
control to career development. Employees receive opportunities for training and
development to extra involved at work which is better for organisation.
Reward and Recognition: Employee reward and recognition is response of firm
performance and their goal is to support a specific behaviour that has impact in better
performance and get towards a positive result. If they satisfy their employee for praise
social engagement, then worker is happy to work their organisation. Employee reward
and recognition are determining to improve their employee maintenance and engagement
which creates representatives in enterprise.

Management and Coaching: In this, performance management system need to identify
skill set of workers and help to improve the performance and engagement in consistently
feedback and coaching. It is better to appoint probable and inexperienced employee so
that they can provide proper training according to their own skills and develop programs
to report performance and some gaps are necessary. In case of Pine Apps ltd, managers
used to estimate how feedback and coaching play a role in effective employees. It comes
with a plan then directly tells worker how to do.
b. Identification of challenges that may face using the system as well as proposing the ways these
can be overcome or managed
Performance management system is to gain their efficiently to achieve organisational
objectives. But managers face some challenges to overcome this system according to their
Pine Apps Ltd are as follows:
Lack of leadership commitment: Leadership commitment always work in a smooth
functioning of business and to make a performance management it is an entire part of
system. Within Pine Apps Ltd, managers used not only setting direction of business but
helps in monitoring performance of employee in enterprise. It allows employee to take a
part of business decision making also.
Incompetence: The term competence used in manage performance of employees and to
work with smooth functioning of enterprise in this system. It defines various skills such as
setting up objectives, performance indicators, setting performance system, giving feedback
and conduct various interviews. For Pine Apps Ltd, it only focused to designing an d
implementing performance management system that help to develop several competence
Job holders.
Absence of integration: In this, they implement their performance management system
and it is significant to achieve the long term objectives of organisation. In case of Pine
Apps Ltd, it must be integrated with important scheming and human resource systems with
recognised organisational culture to implement their procedures.
Wrong Design: Performance management system are the tools that needs a particular
organisation, each and every organisation in same business and same industry group.
Several stakeholders are necessary to use this system because they identify employee
performance for success of firm. All documents are in proper form in a right place and

should be fair and equal. It is continuous procedure not an regular activity are conducted
twice a year and should include poor or bad performance of employee.
CONCLUSION
As per mentioned above the report, it can be concluded that talent management is a
procedure that defines skills and knowledge of employees, hiring a suitable person for
better job and choose right talent for right job to achieve organisational long term
objectives (O'Bryan and Casey, 2017). In this report, various advantages are included for
developing HR function such as improve employee turnover, building good relationship
with employees and improving employee engagement and their productivity. Role of
performance management system which are named as strategic purpose, administrative,
informational and developmental purpose. Several stages are involved in performance
management system that can be implemented with other HR process to improve
organisational performance. They have included in performance management system to
improve efficiency in organisation and various challenges that face using this system and
how to overcome.

REFERENCES
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Collings, D. G., Scullion, H. and Caligiuri, P. M. eds., 2018. Global talent management.
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