BEMM042 Resourcing and Talent Management

Task1:

Pine- Apps limited is a start- up technology company that has been operating for two years and they have been facing several issues related to performance, employees and many more. In order to resolve these issues, it is important for the organization to develop their own human resource function which will help them with a competitive advantage. Human resource management is the process through which the functions of human resource are linked with the goals of the organization in order to drive as well as improve productivity (Storey 2016). In easy terms, human resource management includes recruiting, hiring as well as managing employees. Stewart and Brown (2019) states that a successful human resource requires many parts of the organization which includes administration, safety and health, organizational culture and many more. After understanding each and every element of the human resource management, the organization can structure their business process in an effective way.

There are many advantages for Pine- Apps Limited while developing their own human resource function. Human resource development can also be said as helping the employees to develop their individual and organizational skills, abilities and knowledge. In addition to this, there are many more benefits of human resource development which are stated as follows:

Organizational Culture-

An organizational culture includes bringing the values together, vision of the organization, traditions and briefs and the working rules that the organization has adopted over time. The human resource system plays a very important role in influencing the organizational culture within the premises of business (Armstrong and Taylor 2020). Establishing the organization’s standards, guidelines and procedures allows the employees to learn as well as accept behaviors and practices in the work premises.  

Planning for Change-

The world of business is changing a very fast rate. Additionally, technology is updating and changing constantly, finances are changing with time in the organization and employees come and go. In such a situation, it is the responsibility of human resource development team is to help the organization, Pine- Apps and stabilize their business for a continuous change. Planning for change includes helping workers to understand their roles by focusing on the perspective of the organization.

Training and Development-

Each and every employee require training at a certain point even if they have the appropriate abilities and skills since each organization has a different way of working than another. The procedures and policies of Pine- Apps should be conveyed decisively to every employee as it is the responsibility of human resource to develop the employees.

Conflict Management-

There are many moments when conflict may arise between the employer and the employee. Conflicts cannot be avoided at some point but the organization can try to manage them. The human resource team should bear the role of a counsellor or mediator to remove the conflicts. They ensure that they take a right course of action so that nothing goes out of control.

Health and Safety-

The human resource management plays the role of health and safety within the organization. An organization can achieve these with the help of procedures and policies, but the human resource goes to a further step in order to ensure that the employees understand about the risk of carrying out certain activities. For instance: if Pine- Apps has heavy machineries in their office ten they will have to make warning signs and posters to warn the employees.

Recruitment and Retention-

Recruitment and retention are the main function of the human resource team as it is the main point of all the systems and policies of the human resource departments (Brewster and Hegewisch 2017). Recruiting qualifies workers, retaining them in the organization, providing them with the right training so that they can complete their jobs as well as motivating them to further their skills, education and awarding them with benefits and compensation will help Pine- apps to achieve competitive advantage.

Development of Good Relations-

It is the role of a human resource department to ensure that the organization maintains a good relation with their employees. Their job role includes conducting meetings, seminars and other office gatherings for the company.

Task 2:

Performance management is the methodical process through which human resource department involves the employees as individuals and also as the members of a team in order to improve effectiveness of the organization so that it can meet its mission and goals (Aguinis 2019). Performance management includes several important functions of human resource such as continuous progress review, frequent communication, real- time feedback, training and developing employees, recognizing and rewarding the employees for good work and many more. In addition to this, it also helps managers of human resource to understand what is expected from the employees. It even allows managers to strengthen their employees with an individual accountability in order to meet the goals as well as to evaluate their individual performance.

Performance management helps to set the objective and goal within the organization. Setting challenging goals encourages the employees to improve their individual performances rather than having no goal at all. These goals are not just meant for an individual employee since the employees work better if they have a department goal that aligns them with the goal of organization (Buckingham and Goodall 2015). A performance management which does not allows the organization to set goals do not contribute in improving the productivity of organization. Another important aspect of performance management is ongoing communication. It is always important to have an effective communication which creates a culture and helps the organization to achieve their goals and objectives. It is always beneficial to have a follow up on the direct reports and it should be ensured that they are being managed to meet the goals. This helps the employees to be encouraged and leaders can help them to improve by giving them necessary suggestions related to their work without waiting for the next performance review.  A performance review is the part where the employers give reviews about the performance by giving direct reports. These reviews are provided to the employee on annual or quarterly basis.

In order to improve the organizational performance of Pine- Apps, the performance management can be implemented with the other human resource processes. The working environment of pine- Apps is changing rapidly and it is important for them to implement consistent feedback with informed conversations as there are many businesses who have realized that to maintain the top talents within the organization, they should transform the structure of performance management (Van Dooren, Bouckaert and Halligan 2015). The organizations who aim to develop their performance management structures faces a big challenge since with the change of feedback model, the overall business with the view of leaders at the goals and success of the company also changes. Therefore, it can be said that human resource plays a very important role in motivating the organization and they should encourage the leader of Pine- Apps to make the change as well as facilitate a smooth transaction. As the HR department knows about the employee satisfaction and turnover, they are in the correct position to create a business case for the changes of performance management (Armstrong, Landers and Collmus 2016). After identifying the goals, the human resources can conduct an analysis in order to determine if the objectives are achieved or not and then they build a business case ton offer them with an alternative and a more effective approach. In addition to this, human resource is responsible for communicating the strategic benefit of the new implemented structures. An HR manager plans in a smarter way to increase employee engagement, clarity of purpose and motivation. It will also help to provide a greater visibility for the work, will implement more informed discussions, have less personal risk, ensure higher innovation and most importantly improve motivation. In addition to this, human resource with the help of performance management will facilitate the training programs within Pine- Apps as the managers have a direct impact on the employee engagement within the organization.

Task 3:

Employee engagement is one of the most important aspects to achieve high performance. There has been researches that has shown that a highly engaged employee performs approximately 20% better than those organization who have more engaged employees and, on an average, they are 22% better (Mone, London and Mone 2018). Therefore, performance management must be designed in a way that will improve the employee engagement as much as possible in Pine- Apps. There are several theories related to employee engagement which are aimed at the managers as they are on the front line of performance management. Employee engagement is the emotional commitment of an employee towards their organization and its goals. Performance management can be used to improve employee engagement and commitment in Pine- Apps through communication. It is always a better option to have an open communication and in order to implement this, the managers should meet with the employees a take a session of 25- 30 minutes on a weekly basis. In addition to this, growth and development can also be achieved if the managers and employees spend a dedicated time and discuss about the career goals as well as developing skills, knowledge and behaviors so that the employee can achieve their goals by becoming motivated. This should be done twice in a year to maintain the relationship of the employees with their organization (Albrecht et al. 2015). It is also important that the progress against personal development plans should be regularly reviewed throughout the year. Performance management will help to provide recognition and appreciation to the employees of Pine- Apps. It helps to develop great leaders and they inspire the people by taking appropriate time to understand the things that motivates them. They even drive personal growth as well as business by creating a healthy environment where the people feel much more comfortable to experiment, communicate and support each other. But nobody is born leaders, hence Pine- Apps can help the leaders by providing coaching, tools and support that they need in order to build a relationship with their group members as well as nurture employee development.

There are several challenges that can be faced during performance management. Both formal as well as informal communication is required in the performance management and to develop employee engagement and provide feedback. However, sometimes things could go wrong as the feedback could be regular or irregular (Heger et al. 2017). Additionally, a lot of time and energy is spent in order to get the measures and goals right, reviewing employee performance and appraising it. Some of the major challenges in managing performance management are absence of integration which includes that the system should be integrated with the human resource management systems and strategic planning with the organizational culture, structure and all other organizational processes and systems. There can be lack of leadership commitment but it is very important for the organization to maintain the leadership commitment in order to maintain smooth implementation of performance management system.

It is important for the leaders to drive the processes and make the system an important part of the management within the organization. Another challenge faced by the organization is ignoring change management in the performance system implementation. The strategic management of change is the most important part of implementing the system. It includes a careful management of confrontation which is driven from the top management (Ahenkan, Tenakwah and Bawole 2018). Communication can be an important tool which will help in managing the change. Incompetence can be another challenge which can be resolved by ensuring a smooth implementation of the system within Pine- Apps. In order to reduce incompetence, some of the main skills will include defining the strategic objectives of the organization, performance indicators, performance contracts and core competencies. The organization can also define the performance measures that have a close relation with the key performance indicators. In addition to this, proving and asking for feedback can also be a good option with conducting interviews related to appraisal as well as active listening. Therefore, in order to implement and have a successful business ahead, Pine- Apps will have to implement the strategies so that they can overcome the challenges related to performance management.

References:

Aguinis, H., 2019. Performance management for dummies. John Wiley & Sons.

Ahenkan, A., Tenakwah, E.S. and Bawole, J.N., 2018. Performance management implementation challenges in Ghana’s local government system: Evidence from the Sefwi Wiawso Municipal Assembly. International journal of productivity and performance management.

Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee engagement, human resource management practices and competitive advantage. Journal of Organizational Effectiveness: People and Performance.

Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management practice.

Armstrong, M.B., Landers, R.N. and Collmus, A.B., 2016. Gamifying recruitment, selection, training, and performance management: Game-thinking in human resource management. In Emerging research and trends in gamification (pp. 140-165). IGI Global.

Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in european human resource management: The Price Waterhouse Cranfield survey. Taylor & Francis.  

Buckingham, M. and Goodall, A., 2015. Reinventing performance management. Harvard Business Review, 93(4), pp.40-50.

Heger, C., van Hoorn, A., Mann, M. and Okanović, D., 2017, April. Application performance management: State of the art and challenges for the future. In Proceedings of the 8th ACM/SPEC on International Conference on Performance Engineering (pp. 429-432).

Mone, E.M., London, M. and Mone, E.M., 2018. Employee engagement through effective performance management: A practical guide for managers. Routledge.

Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.

Storey, J., 2016. Human resource management. Edward Elgar Publishing Limited.

Van Dooren, W., Bouckaert, G. and Halligan, J., 2015. Performance management in the public sector. Routledge.

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