Is individual performance the key to organisational performance Essay

Is individual performance the key to organisational performance Critically discuss with reference to different approaches to HRM - Essay ExamplePersonnel management is another magnetic declination of human resource management, but the former is a modification of HRM practices during the 1980s in order to address the growing need to fall in people in the business organisation (Armstrong, 2000, p.579). Barney (1991 cited in Armstrong, 2000, p.579) writes that the main goal of developing the potential of every organisational member is to become competitive compared to business rivals, which do not develop the competitiveness of their people. Kamoche (1996 cited in Armstrong, 2000, p.579) also states that developing human resources will improve resource capability requisite to complement the resources of the company with the opportunities available for every employee. This bear witness discusses the importance of individual performance in achieving organisational performance based on the different approaches to HRM.While Armstrong (2000) believes that developing people inside the organisation is a necessary component, Heinen and ONeill (2004, p.68) state that talent management is an important business strategy. Talent management is an invention of recent business history because previously, only executives are minded(p) focus in the development strategy of any business organisation. Talent management now involves focusing on five basic strategies mentioned by Heinen and ONeill (2004, p.68). It involves attracting, integrating, developing, motivating, and retaining employees (Heinen & ONeill, 2004, p.68). This strategy aims to correct previous strategy mistakes in history, which merely focused on developing business design and not the people on the job(p) in the company.As the phrase suggest, talent strategy involves a holistic approach from identifying to retaining people in the company. In managing talent, processes are involved from recruiting, selection, o nboarding, mentoring, performance management, rush development, leadership development, succession planning, career