[SOLVED] High Performance Work Systems and Employee Engagement

This assignment provides an in-depth examination of high performance work systems, their impact on employee engagement, and the importance of effective human resource management practices. It discusses various approaches to measuring employee performance, including job demands-resources theory and high-performance work system models. The assignment also touches upon the role of human resource officers in identifying weak and strong points of employees and supporting organizational performance. It concludes with a summary of the key findings and recommendations for improving employee engagement and organizational performance.

Developing individuals, team
and organisation

Table of Contents
INTRODUCTION...........................................................................................................................1
P1.Explain skills, knowledge and behaviour that are required by human resource...............1
P2. SWOT analysis of Jane Cambridge(human resource).....................................................2
P3.Development plan for Jane Cambridge in human resource, officer role..........................4
P4.Explain the difference between organisational and individual with reference to learning
training and development.......................................................................................................6
P5. Analyse the need for continuous learning and professional development to drive
sustainable business performance:.........................................................................................6
P6. Different approaches to performance management:........................................................8
CONCLUSION..............................................................................................................................10
BOOKS AND JOURNALS:................................................................................................11
ONLINE:..............................................................................................................................11

INTRODUCTION
The organisation is made up of different individuals, team performance having various
skills and knowledge which supports the firm to achieve its goal and targets. If an entity is
having skilled employees within it, who are very passionate about there work and are capable
enough to analyse and solve the problems affects the organisations' productivity. Team
performance is also plays a very crucial role in a company as most of the conflicts is been solved
by the team members and this increases the productivity of a firm. This report will cover the role
of human resource. Officer of EE limited(Marchington and et. al., 2016 ). In this report we are
going to cover employees skills, knowledge and behaviour that are required by human resource.
Professional. It will also cover the swot analysis human resource officer and what development
plans can be taken in order to enhance the responsibilities of a human resource officer.
LO1
P1.Explain skills, knowledge and behaviour that are required by human resource.
HRM(human resource management) plays a very important role in an organisation as it
deals with the most common issues like performance of management, growth of an organisation,
safety related issues of employees, workers training and motivation etc. Different skill's
knowledge and behaviour that are required by human resource professional of EE limited are as
follows:
skills:
 Communication skills: a human resource officer should have the good
communication skills. As due appropriate communication most of the problems
can be solved(Bakker and Demerouti, 2014).with the help of a communication a
human resource officer is able to identify the weak and strong points of a
employee.
 Time management skills: a human resource officer should be able to mange the
time and roles of different employees.
 Good with technology: a human resource officer should very adaptive to new
technologies. By this he would be able to explain the other colleges about the
latest technology which in turn help the organisation to enhance its growth.
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 Excellent internet knowledge: a human resource officer should have a good
internet knowledge which would support the whole entity to build up there
growth.
 Problem solving attitude: a human resource officer should have a instant
problem solving attitude which supports the whole entity to deal with the major
issues that are affecting the goals of an organisation.
Knowledge:A human resource officer should know requirement process of employees,
customer and personal services\she should have the knowledge of analysing what are the
requirements of a customer. And also should have knowledge of public safety and security with
the help of different policies and procedures. A human resource profession have computers and
electronics knowledge like computer hard ware and soft ware. A human resource officer should
be well known by the employment law, he should organise training classes for the employees so
that there knowledge about work increases and this helps the whole organisation in growth.
Behaviour:a human resource's behaviour is very important for the employees as well as
organisation. Conflicts solving attitude: human resource officer should have a problem solving
attitude if there are any conflicts related to employees than he should be capable enough to tackle
the problem and find out an appropriate solution.
 Motivating personality: the human resource officer should be a motivating person
which helps the employees to be confident about there work, and used to provoke the
workers to give there the best performance. He should be an innovative and multitasking
person his thinking and creativity can support the employees to be innovative about there
work.
 Adaptive nature:A human resource officer should have an adaptive nature, he\she
should be able to accept positive as well as negative changes in an organisation, have a
good leadership quality which helps the employees as well as a group of team to be
focused over there work, willingness to take right decisions, direct employees to a good
path and always used to share opinions with them.
P2. SWOT analysis of Jane Cambridge(human resource)
As a human resource officer it comes great responsibilities that are required for a growth
of an organisation. For identifying the skills, knowledge and behaviour of a person swot analysis
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is required. Jane Cambridge who is a human resource(Nankervis.and et. al., 2016). Officer has
the following qualities or absence of quality within him.
Strength:
 Jane Cambridge has an excellent computer knowledge, she is well known by how to use
e mail, Microsoft word, excel spreadsheet, power point, report writing and also utilizes
materials to support presentations.
 Good technological knowledge which proved productive for an organization.
Due to his excellent knowledge about internet and computer he is capable enough to
guide his employees regarding any technologies related to computer or is able to handle most of
the projects easily which shows that he is a multitasking personality which supports the whole
organisation to enhance its productivity.
Weakness:with a good strength there are many weaknesses of Jane Cambridge which
affects the individual as well as team performances of an organisation.
 He is not a good communicator which affects the other employees and team members.
 He doesn't use specialist human resource software.
 He was not capable enough to solve any conflicts related to employees or teams for
example problems related to the salary structure of individuals or any complains
regarding the work place.
 The human resource. Officer was not a good advisor and a motivator, due to which most
of the time whenever an employee comes with a problem he was not able to advise or
motivate him regarding the issue, which in turn demotivate the workers about there
work.
 He was not delivering a good training sessions due to which most of the employees have
doubts regarding there work.
Opportunities: for Jane Cambridge his knowledge about the internet and computers can
bring him good opportunities like with the support of internet skills he is able to handle most of
the projects individually(Grandin 2018.). And due to his multitasking nature he is able to get
promotions and other benefits which help him to be a successful person.
Threats: competition is the biggest threat for every human resource officer.As there are
many skilled people who have been trying to get in this filled. So this is the major threat to a
human resource officer.
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Both training and development needs are required by the employees in order to achieve the goals
and targets of a organisation. And this can be done by organising daily routine meetings which
help the human resource officer to analyse the weak and strong points of an employee and then
provide him\her the training sessions which would help them to overcome from there weak
points or would improve the performance of an employee.
P3.Development plan for Jane Cambridge in human resource, officer role.
As it is already discussed above that there were much strength, weaknesses, opportunities and
which a human resource. Officer has within it. But there strength and weaknesses can be
improved in order to met the goals of an organisation.
Skills Current level Target level strategies Time duration
To improve
knowledge of
technology.
Its rating level is
5
Jane Cambridge
needs to gain
knowledge about
the latest
technologies and
have to use it
properly at his
workplace.
Coaching, senior
guidance
It can be
improved within
2 to 3 months
To improve
communication
skills
Its rating level is
2.
He needs to
communicate as
much with the
employees in
order to take
views and
thoughts from
different
employees.
Arranging
conferences and
seminars will
allow me to
communicate
with the workers.
2 months
3.improvement
in training
sessions.
Its rating level is
3
He had to
organise more
training sessions
Through
conducting more
and more
3 to 4 months.
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so to ensure that
each employee is
well known by
his work.
meetings training
sessions can be
improved
4. problem
solving skills
Rating level is 1 By conducting
meetings with the
employees he can
try to solve the
conflicts.
By conducting
class for the
employees which
allow me to know
the strength and
weaknesses of an
employee.
Depends on
conflicts
5. to improve
advising skills .
Required
guidance for any
project.
He needs to make
sure that each
worker is getting
the guidance and
motivation
regarding his
work.
I would improve
my advising skills
by
communicating
with them and
motivating
employees
regularly about
there work.
1 month
6. good
involvement of
others in decision
making
Current level for
decision making
is good.
Through
discussion,
meetings Jane
will be able to
involve other
employees in
decision making.
Through
conducting
various meetings
most of the
employees would
be involve in
decision making.
1 month
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P4.Explain the difference between organisational and individual with reference to learning
training and development.
In an organisation the methods of training, learning and development are different as compare to
the individuals.
Organisation consists of individuals as well as team performances which together are responsible
for growth of a team. In an organisation the learning, training and development methods are
different for example in an organisation the learning methods includes training sessions,
conferences, meetings through which most of the employees are able to gain knowledge,
experience and information related to there work. This also helps in communicating with most of
the employees which supports in resolving the problems related to any project. Through this
there views and thought can be exchange in order to build a good strategic plans for there
organisation. But when it is about an individual there learning methods and development
programs are different as they have to be self confident about there work which help them to
achieve there goals and targets, in this an individual has to take his own decision in order to
develop a good plan for himself and which proves to be positive.
Comparison of organisational learning and individual learning
Organisational learning Individual learning
Organisational learning is the bridge between
working and innovation. Organisational
learning and individual learning both are inter-
depend on each other.
Individual learning is the process of self-
motivation where a person itself analysis their
inner- strength.
Under organisational learning managers
creates and share knowledge within
corporation.
Under individual learning, it is the ability of
person to learn something new.
Organisational learning is the process of
creating positive environment for employees to
develop skill and knowledge within
corporation.
Under individual learning, employees takes
feedback from managers to rectify their error
so that their work will get improved.
In an organisation the learning methods
includes training sessions, conferences,
In Individual learning method, development
programs are different as they have to be self
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meetings through which most of the employees
are able to gain knowledge, experience and
information related to there work.
confident about there work which help them to
achieve there goals and targets, in this an
individual has to take his own decision in order
to develop a good plan for himself and which
proves to be positive.
P5. Analyse the need for continuous learning and professional development to drive sustainable
business performance:
Continuous learning is very important for an organisation to sustain in the market. As with the
help of continuous development and learning the organisation is able to serve knowledge to the
employees which in turn support them to execute a plan and develop there strategies according to
that only. With the help regular meetings, conferences, seminars and training sessions most of
the conflicts and issues are solved which helps in growth of an organisation. With the support of
these activities employees get the opportunity to learn and gain knowledge and this also
enhances the growth of employees.
High performance working contributes in EE LIMITED.
It can be defined as the exercises that can be done in an organisation to improve its
capacity to attract, select, hire and retained high performing individuals.(Buchanan, and
McCalman,.2018)he purposes of this study was to find the relationship between high
performance working of employee engagement and competitive advantage in EE LIMITED.
Description which shows high performance Woking model to achieve objective goal in
an organisation. EE limited also applied this model to retained their employees in organisation,
and by this their competitive advantage is also get fulfilled.
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According to above diagram, EE limited engage its staff by four ways which provides
Competitive advantage in EE limited by engaging employment in an organisation.
 EE limited convey their mission and vision of organisation scope to employees so that
employees are cleared for the role that support their purpose. They communicate
information to employees to that their respective roles cannot be affected and employees
are clear about the roles they play in an organisation. .EE limited involves their
employees in decision making so that effective team work can be achieved. EE limited
provides effective policies and practises that link salary and bonuses to employees for
achieving effective organisational goals. (Shin, and Konrad,,2017.)
 EE limited focuses on acquiring and developing talent. Careful recruiting is foremost
process in EE limited so that new employees attract the outcomes associated with
organisation. EE limited provides extensive training so investment made to staff
development is more than what mandate. Career development is another process to
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Illustration 1: high performance working model
source: (high performance work practises in CLABSI preventions
interventions.2018)

identify career opportunities for current employees and providing training supporting
those opportunities.
 EE limited focuses on providing best secure and safety measures to their employees.
Policies that provide freedom to speak about issues and concern attract employees to
achieve organisational goal. EE limited has maintained their policies and practises which
support open communication in discipline. Team decision making is another factor which
encourage employees to be active competitive in terms of achieving their goals.
 EE limited align leaders which influence the capabilities of leadership for running an
organisation. Using of competitive models to guide the management about the traning,
assessment and feedback programs. This practises leads EE limited to assign the
objective goals to their employees. EE limited also focuses on the success planing of an
employee which encourage them to work in a competitive way and to retained in the
organisation too.
Continuous learning and professional development both plays an effective role to drive
sustainable business performance in EE limited.
Remain relevant- with continuous learning and professional development a person in an
organisation remain active with trends running in business market to achieve organisational
objectives.
Prepare for unexpected- by continuous learning and by developing professional development
an employee get prepared for sudden situations if arise in their workplace.
It develops leadership skills- professional development and continuous learning helps members
to establish effective leadership skills in an organisation.
These are the main objective which EE limited apply in their organisation for achieving the high
performance skills from employees. This impact on an organisation leads employees to
coordinate with each other and to work in a team management. These policies made for
competitive advantage too because if the employees are satisfied with firm policies and strategies
that are fulfilling their needs then they will provide the best possible services to achieve the
organisational goals with proper coordination between them.
P6. Different approaches to performance management:
For measuring amount of work employees contributes to make the firm's growth,
different approaches are made by performance management to see the employees' contribution in
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the firm. At the time of performance appraisal EE limited conveyed their contribution to
employees. Performance appraisal is the evaluation by the management which gives employees
positive environment to work in an organisation. Overall organisational development plays an
important role in determining employees productivity in EE limited.
Five major approaches of measuring performance are: comparative approach, attribute
approach, quality approach, result approach, behavioural approach.
Comparative approach of measuring:
This type of measuring involves measuring of individuals according their performance
with comparison to others in an organisation. Employees are ranked to lower to higher in
organisation. Management can apply several techniques for measuring comparative approach
such as food distribution technique, paired comparison, and graphic rating scale.
For example: In EE limited, employees contribution from a group of top performers are
10%, average performers are contributing 40%, another group of good performer contributing
40%, finally it concluded that low group of performers are 10%. So this technique help EE
limited to find employees performance in their rewards according to performance.
Attribute approach of measuring performance:
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Illustration 2: different approaches of measuring performance.
Source:(approaches for measuring performance of employees.2018 )

In this type of approach rating are given on particular set of parameters. Employees are
scaled from high, low and medium from the given set of parameters. These parameters will be
based on problem solving skills of employees, their communications and team efforts in an
organisation, ways of doing innovations with the work, etc. (Bakker, and Demerouti, 2018)
For example: In EE limited managers have set the parameters of work in organisation and
if they find any suitable employee is fit for this rating, managers give the (+) rating and if they
does not find suitable then (-). This helps them to find the performance appraisal of employee.
Behavioural approach of measuring:
To find the effective performance of employees on the basis of behaviour them these
techniques is used. This is one of the oldest technique of an organisation. For finding the
effective performance BARS technique or BOS technique can be used.
For example: EE limited apply this technique for employees reliability and accuracy
towards their work in organisation.
Result approach of measuring:
This can be a simple technique where employees are rated from their desired result which
they get from the work. This technique used to find the four perspective like: financial, customer,
internal and operations and learning and growth. This techniques help managers to learn
employees about their growth in organisation. (Mone, and London, 2018. )
For example: EE limited apply this technique for attracting new employees in their
organisation where learning and growth motivated them to work.
Quality approach of measuring:
This technique used for improving the customer needs by decreasing the errors in an
organisation. Measuring can be done with amount of efforts an employee contributes in team
work, in evaluating multiple sources of performance etc.
For example: EE limited measuring this technique for achieving effective performance
from the employees by focusing on amount of involvement they contribute to achieve goals.
CONCLUSION
From the above study it can be concluded that with great power there comes a huge
responsibility . A human resource officer needs many skills ,knowledge and behaviour that are
require by an organisation EE limited. With the help of different skills and knowledge a human
resource officer is able to identify the weak and strong points of an employee which in turn
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supports the whole organisation to perform effectively. This report also concluded the learning
methods of organisation and individuals.
REFERENCES:
BOOKS AND JOURNALS:
Buchanan, D.A. and McCalman, J.2018. High performance work systems: The digital
experience. Routledge.
Grandin, T., 2018. Developing Individuals Who Have Different Kinds of Minds.
Shin, D. and Konrad, A.M.,2017. Causality between high-performance work systems and
organizational performance. Journal of Management. 43(4). pp.973-997.
Bakker, A.B. and Demerouti, E., 2018. Multiple levels in job demands-resources theory:
Implications for employee well-being and performance. Handbook of well-being. Salt Lake City,
UT: DEF Publishers. DOI: nobascholar. Com.
Mone, E.M. and London, M., 2018. Employee engagement through effective performance
management: A practical guide for managers. Routledge.
Nankervis, A.R .and et. al., 2016. Human resource management: strategy and practice. Cengage
AU.
Marchington, M. and et. al., 2016. Human resource management at work. Kogan Page
Publishers
Bakker, A.B. and Demerouti, E., 2014. Job demands–resources theory. Wellbeing: A complete
reference guide, pp.1-28..
Lussier, R.N. and Hendon, J.R., 2017. Human resource management: Functions, applications,
and skill development. Sage publications.
ONLINE:
high performance work practises in CLABSI preventions interventions.2018. [online]. Available
through <https://www.ahrq.gov/professionals/quality-patient-safety/cusp/clabsi-hpwpreport/
clabsi-hpwpap.html>
approaches for measuring performance of employees.2018. [online]. Available through
<https://www.projectguru.in/publications/approaches-measuring-performance-employees/>
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