Performance Management and Organization Performance

This assignment delves into the performance management cycle and its impact on organization performance. It provides an overview of various studies and research papers that examine the relationship between performance management and organizational outcomes. The resources include academic articles, books, and online materials that discuss key concepts such as perceived organizational support, employee engagement, and high-performance working systems. The assignment aims to understand how performance management practices can influence organization performance, and what strategies organizations can employ to improve their overall performance.

ORGANISATIONAL
PERFORMANCE

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY ..................................................................................................................................1
Q1. Concepts and components of HPW......................................................................................1
Q2. Explain the link between HPW and sustainable organizational performance, employee
well being and competitive advantage.........................................................................................2
Q3. Barriers to HPW....................................................................................................................3
Q4. Main stages of performance management cycle and role of performance and development
review...........................................................................................................................................4
Q5 Describe most appropriate ways to include the line managers in performance review
process..........................................................................................................................................5
Q6. Contribution of performance management process to promote challenges, capabilities and
recognising the talents..................................................................................................................6
Q7 Ways of building trust, enthusiasm and commitment to support high performance working
......................................................................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Managing the performance is one of the biggest challenge that is faced by an
organization. The peers and analysts will look after the proper planning of evaluation measures
which are taken within the organization to evaluate the growth and development of an individual
as well as the organization. The concept of high performance working or HPW will look after
proper planning and evolution of the organization that will help in carrying put the growth and
development measures which are been taken within the enterprise. The report is presented in
context of UK based hospitality enterprise, Hilton Group. The assessment covers the concepts
and components of HPW with its link to sustainable organizational performance, employee well
being and competitive advantage. Also, barriers to HPW are identified with performance
management cycle and suitable involvement of the managers for performance review and
development. The contribution of performance management and ways of building trust are been
carried out with evaluation of high performance culture.
MAIN BODY
Q1. Concepts and components of HPW
High performance working will look after the proper planning of the operations which
will help in proper placement of action plan that will help an organization to enhance their
performance level to a greater extent. The major concept of HPW includes a set of management
practices which allows the employees of the organization to have high level of involvement ad
personal functionality role (Premkumar and Udayasuriyan, 2017). This practices focuses upon
utilizing and leveraging the possessed knowledge, skill and alignment which helps every
employee to be participate in decision making process and learning measures that are undertaken
within the organization. It consists of different components and learning measures which will
help in carrying out of the services which will lead to carrying out of sustainable organizational
functions. Some major components that are taken in consideration are:
 Employee engagement: The Hilton Group will look after the proper planning of the
services and activities which will help in proper assessment of operations which will help
in carrying out of the services that will lead to rise in improving the high performance
working measures which are been carried out at the organization (Hammer, 2015).
Including the work force within the decision making and all the operations of a firm will
help in proper rise in their trust and loyalty level towards the organization. As the
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employees will feel valued and empowered within the organization, their performance
level will improve.
 Training: This is the second essential component that will be taken in consideration by
the organization to ensure HPW. Providing suitable training and knowledge will improve
the skill set of the work force and make them more effective and efficient to fulfill their
job roles. The measures related to cross training or individual training can be provided
that will help in improving their work experience and thus, will lead to carrying out of the
hospitality business operations which are been carried out within the firm. This will help
in carrying out of the hospitality operations in most effective manner (Cho, Yi and Choi,
2018).
 Appraisal: This includes the appraisal which will help in proper planing of the
operations and activities that will lead to carrying out of hospitality industry. The
effective evaluation of performance of working skills and evaluating the efficiency of
workers to perform their job role in an effective way. The raises, promotions and
providing the bonuses will help in improving the quality of services which will help in
carrying out of the services which will lead to encourage them to perform their functions
and profit generation. It also increases the loyalty of employees towards the firm (Evans
and Davis, 2015.).
Q2. Explain the link between HPW and sustainable organizational performance, employee well
being and competitive advantage
The High performance working measures are effectively related to the organizational
performance with employee well being and competitive advantage that is been gained by the
organization that will help in proper planning of the services and carrying out of the operations
which will help in setting up of the activities in an effective way. As the high performance
working is based on the effective involvement of trained and knowledgeable employee's in the
decision making and operations of the organization. The proper monitoring and evaluation
measures which are been carried out by the firm. The High performance working will lead to
carrying out of the operations which will help in improving sustainability and high level of
organizational performance of the organization (Omar, 2016.).
Other than this, having a high performance working will also lead to the improvement of
the conditions related to the welfare and good will of the organization. This will help in proper
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planning of the operations which will help in improving the quality of services and thus leads to
setting up of activities which will lead to improvement in condition of employees. This will help
in carrying out of the operations which will help in proper planning of the employee welfare
measures which rise in high performance working of employees.
As these measures are been carried out within the organization in an effective and
significant manner, it will lead to high efficiency of working among the work force (Mone and
London, 2018). All these measures will look after the proper planning of the services and gaining
a good control over the operational measures which are been taken in the consideration by the
firm. The high level of performance by skilled and knowledgeable work force will lead to
carrying out of hospitality operations in an effective way. This will help in improving the product
or service quality and gain a competitive advantage over its rivals. It will also improve the
market presence and profitability of the organization.
Q3. Barriers to HPW
High performance working is quite susceptible to many operational barriers which will
impact the operations of the organization which will help in proper planning of the carrying out
of these growth measures which will help in improving the quality of services and growth
measures for the employees which will help in proper planning of the services that will lead to
setting up of the High performance working within the firm (Platis and Zoulias, 2017). There are
a wide range of barriers that will impact the implementation of high performance working
measures which are been carried out by the firm. They will impact the well being of employees
and facilitates a good following of operations which will lead to rise in carrying out of services
in an effective manner. Some major barriers that will impact the high performance working
within organization are:
 Multitasking: Although it is a very essential tool or quality attribute, multitasking may
lead to failure of the working structure and setting up of the operation which will lead to
carrying out of hospitality operations. Management of Hilton Group will look after the
proper planning of service's and allocating the roles and responsibilities in order to avoid
the condition of intense multitasking by an individual employee (Ryu and Christensen,
2018).
 Poor communication: This is also one of the major factor that impacts the effective
execution of the high performance working at the work place. This will impact the
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providing of guidelines setting up of the operational goals and allocating suitable roles
and responsibilities that are been taken within the organization. Hence, in order to ensure
the proper execution of the high performance working measures within the hospitality
organization.
 Inconsistent policy formation: This is an unidentified yet majorly impacting factor that
will help in improving the quality of services and carrying out of the operations in an
effective way. The differences and inconsistency within the policies or guidelines will
impact the high performance operations causing a situation of unfairness, low morale and
motivation among the work place and condition of employees being biased or favoritism
within the enterprise (Carlsson-Wall, Kraus and Messner, 2016). Any form of
discrimination on the basis of sex, religion or ethnicity can also lead to discontentment
level among work force.
All these measures are required to be rectified and effectively planned within the
organization which will help in carrying out of the services and leading to rise in high
performance working at the work place.
Q4. Main stages of performance management cycle and role of performance and development
review
The performance management cycle consists of various components that will impact the
operations of the organization which will help in setting up of the proper goals and operation
which will help in setting up of the action plans related to high performance working at the work
place. The various stages of performance management cycle are:
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Stage 1: Planning: it includes the setting up of the performance expectations and goals
which will help in proper groups and individuals that help in proper achievement of
organizational objectives (Hamstra, Van Vianen and Koen, 2018). The managers and peers
within the organization will look after the proper planning and setting up of the targets and
objectives that a team or individual employee is required to met in order to have a high level of
performance. The employees are been involved in the goals planning and feasible SMART
targets are been set, keeping in mind the employee's caliber, skill and knowledge. Based on this,
respective roles and responsibilities are been allotted to work force.
Stage 2: Monitoring: The performance management will be incomplete without the
proper monitoring or assessment of the operational measures which are been carried out by the
organization (Performance management Cycle. 2019). Regular performance reviews on
consistent time period will help in proper planning of the high performance working measures
which will help in carrying out of the performance and improvement goals as been set by the
organization. The employees are expected to achieve their target goals and objectives which will
help in proper assessment of the action measures which are been performed by the organization
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Illustration 1: Performance management Cycle
Source: Performance management Cycle. 2019

(Shah and Siddiqui, 2019). It also helps the work force to contribute to increase the quality of
products and services in an effective way.
Stage 3: Reviewing: Reviewing is based on the outputs of the assessment that is been
carried out within Hilton Group during the monitoring stage. The managers and peers at the work
place of Hilton Group will look after the proper planning of the activities and thus will lead to
setting up of the operations which will help in proper planning of the performance monitoring.
The employees are been rewarded or trained on the basis of output and reviewing of the
performance of employee's.
Stage 4: Rewarding: This is the final stage of performance management process. The
Hilton Group will look after the proper allocation of suitable appraisal or rewards that will help
in improving the performance level of the employees within the selected hospitality enterprise
(Shahnaei and Long, 2015). This will help in improving the quality of services and thus, leads to
setting up of the activities which will help in carrying out performance management process.
The performance and development reviews that will be performed by the managers and
peers at the organization which will help in proper planning of the services and carrying out of
the operations which leads to development of high performance working.
Q5 Describe most appropriate ways to include the line managers in performance review process
The line manager plays a very important role in carrying out of the operations which will
help in improving the quality of operations and services which will lead to carrying out of the
service measures carried within the Hilton Group. The line managers will act as the coordination
or intermediate between the organization's management and the work force (Chen, 2016). They
will help in carrying out of service measures and activities in an effective way. Some effective
measures which are been carried out by the organization to involve the line managers in
performance review process are:
 Carrying out the orientation: Line managers will look after the effective planning of
the operations and HR connectivity measures which will help in proper planning of the
services which supports the proper planning of the services and thus leads to setting up of
the goals which will help in carrying out of the facilities in an effective way. Line
managers will look after the orientation measures with the employees in order to have a
higher level of functionality and setting up of the goals.
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 Training: Line managers can be provided with the responsibilities of looking after the
skill and knowledge improvement of the organization. They will arrange the training
measures or opt to be a coach to train the employees or teams in an effective way. This
will help in carrying out of the service measures which will help in improving the
performance level of the organization. This will help in improving high performance
working of the employees.
 Looking after the appraisal: The line managers of the organization will look after the
performance review and appraisal operations which will help in carrying out of the
services and carrying out of the performance review model that will help in carrying out
of the services and thus will lead to improving of the service measures that are been
carried out by the firm. The line managers will provide the feedback's and rewards on
basis of employee's performance (Schneider, 2018).
All these measures will play a significant role in the carrying out of the services and help
in improving the performance level of the organization which will help the line managers of
Hilton Group to get involved in the performance management process of the organization.
Q6. Contribution of performance management process to promote challenges, capabilities and
recognising the talents
The performance review measure's which are been carried out within the organization
will look after the proper measures which will help in carrying out of services and other high
performance working related operations. This will help in carrying out of the facilities and
leading the management of Hilton Group to promote, challenge capability and recognizing or
rewarding talents. This will help in proper planning of the services and carrying out of the
operations and setting up of the activities which will help in improving the service measures
within the organization. The performance management measures which are been carried out by
the organization will look after the proper growth and development of an individuals personal
skill sert and operations which are been carried out by the firm (Ashraf, Gershman and Howitt,
2017).
The performance management will help in improving the knowledge and setting up of the
proper goals and targets leading to proper planning of the services which will help in setting up
of growth measures which assists in proper assessment of the growth measures and activities
which will help in enhancing the quality of performance carried out by the firm. Other than this,
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the goals will act as a challenge measures for the employees to carry out the facilities or high
performance working operations. The challenges will guide the organization to carry out the
growth measures and activities within the organization on a higher level. Besides this, it will
encourage the work force to improve their knowledge or skill set through training (Yücel and
Halis, 2016.).
The training measures which are been carried out by the organization will help in proper
planning of the services and meeting their personal and professional high performance goals in
an effective and significant manner. These activities guide the organization to enhances the
quality of growth measures and development in an effective way.
Q7 Ways of building trust, enthusiasm and commitment to support high performance working
For the purpose of high performance working and improving the quality of services and
growth measures which are been taken within the enterprise, proper building of trust, enthusiasm
and commitment can be observed that will help in gaining a good control of high performance
working measures which will help in carrying out of the service measures which will help in
proper handling of action plans this will help in setting up of the high performance working
measures within the organization. Various measures that are taken to improve the enthusiasm,
motivational and commitment level of employees to support high performance working are:
 Inspiring the work force on regular basis: The managers and peers at the Hilton Group
will look after the suitable measures for the growth and development of the employees to
have a high level of motivation and improving the quality of services on a higher level
(Kim, Eisenberger and Baik, 2017). The providing of motivation on regular basis by the
managers, leaders and peers will encourage an individual to carry out the growth and
development measures which are been carried out by the hospitality organization.
 Conflicts resolution and effective team building: Conflicts and indifference's are the
major and most crucial factor that impacts the high performance working. Managers and
leaders at Hilton Group are required to be effectively working for the removal of any sort
of indifference's and conflicts that can hamper the performance of organization and
employees on a significant level.
 Setting up of feasible goals: Management of Hilton Group will look after the proper
planning of the services which will help in carrying out of the services and thus will lead
to improvement in High performance working (Katzenbach and Smith, 2015). Managers
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and peers at the hospitality enterprise will look after to have SMART objectives for
improving their performance level and setting up of the activities in an effective way.
 Facilitating effective communication: Having an effective and timely communication
will lead to setting up of the high performance working process which will help in
carrying out of the services and thus, not only remove a state of confusion but also, play a
crucial role in developing trust, motivation and understanding among the work force.
CONCLUSION
On the basis of the assessment that is been performed, this can be said that HPW plays a
very important role in sustainable growth of an organization. The concept and components of
HPW with its barriers and link to sustainable organizational performance is been performed.
Other than this, the main stages of performance management cycle and ways to include the line
manager in the performance management processes evaluated. Other than this, the effective
contribution of performance management process in improving the enthusiasm and growth level
of the organization is evaluated with the practices to improve enthusiasm, commitment and
building a trust level among the employees.
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REFERENCES
Books and Journals
Ashraf, Q., Gershman, B. and Howitt, P., 2017. Banks, market organization, and macroeconomic
performance: an agent-based computational analysis. Journal of Economic Behavior &
Organization. 135. pp.143-180.
Carlsson-Wall, M., Kraus, K. and Messner, M., 2016. Performance measurement systems and
the enactment of different institutional logics: insights from a football
organization. Management Accounting Research. 32. pp.45-61.
Chen, Q., 2016. Director monitoring of expense misreporting in nonprofit organizations: The
effects of expense disclosure transparency, donor evaluation focus and organization
performance. Contemporary Accounting Research, 33(4). pp.1601-1624.
Cho, K.W., Yi, S.H. and Choi, S.O., 2018. Does Blake and Mouton’s managerial grid work?: the
relationship between leadership type and organization performance in South
Korea. International Review of Public Administration. 23(2). pp.103-118.
Evans, W.R. and Davis, W.D., 2015. High-performance work systems as an initiator of
employee proactivity and flexible work processes. Organization Management
Journal. 12(2). pp.64-74.
Hammer, M., 2015. What is business process management?. In Handbook on business process
management 1 (pp. 3-16). Springer, Berlin, Heidelberg.
Hamstra, M.R., Van Vianen, A.E. and Koen, J., 2018. Does employee perceived person-
organization fit promote performance? The moderating role of supervisor perceived
person-organization fit. European Journal of Work and Organizational Psychology. pp.1-
8.
Katzenbach, J.R. and Smith, D.K., 2015. The wisdom of teams: Creating the high-performance
organization. Harvard Business Review Press.
Kim, K.Y., Eisenberger, R. and Baik, K., 2017. Perceived Organizational Support and
Organization Performance: HR, CEO, and Industry Influences. In Academy of
Management Proceedings (Vol. 2017, No. 1. pp. 14979). Briarcliff Manor, NY 10510:
Academy of Management.
Mone, E.M. and London, M., 2018. Employee engagement through effective performance
management: A practical guide for managers. Routledge.
Omar, K.M., 2016. The Moderating Roles of Selling Skills and Knowledge on the Customer
Satisfaction and the Organization Performance. American Journal of Economics. 6(3).
pp.158-170.
Platis, C. and Zoulias, E., 2017. Organization Style and Its Effect on Employee Satisfaction and
Personal Performance. In Strategic Innovative Marketing (pp. 151-158). Springer. Cham.
Premkumar, A. and Udayasuriyan, G., 2017. Influence of High Performance Working System on
Employees’ Attitudes and Behaviour. International Journal of Engineering and
Management Research (IJEMR). 7(2). pp.540-543.
Ryu, S. and Christensen, R.K., 2018. Organization performance in turbulent environments: the
contingent role of administrative intensity in Hurricane Rita. The American Review of
Public Administration. pp.0275074018799487.
Schneider, L.Z., 2018. Investments in innovation and its impacts on organization performance:
an empiric analysis of the Brazilian firms (Doctoral dissertation).
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Shah, A.U. and Siddiqui, D.A., 2019. Customers’ driven green supply management and
organization performance. Social Science and Humanities Journal. pp.1054-1067.
Shahnaei, S. and Long, C.S., 2015. The review of improving innovation performance through
human resource practices in organization performance. Asian Social Science. 11(9). p.52.
Yücel, M. and Halis, M., 2016. ISO 50001 based integrated energy management system and
organization performance. Journal of Advances in Technology and Engineering
Research. 2(2). pp.59-65.
Online
Performance management Cycle. 2019. [Online]. Available through:
<http://thepeakperformancecenter.com/business/performance-management/performance-
management-cycle/>
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