Developing Individuals, Teams and Organisations

This presentation discusses the contribution of High Performing Working (HPW) to employee engagement and competitive advantage. It explores the strengths and weaknesses of HPW and its support for high-performance culture and commitment. The presentation also covers performance management, collaborative working, and effective communication as key factors in supporting high-performance culture and commitment.

Developing Individuals, Teams and Organisations

TOC
INTRODUCTION
P5 HPW and its contribution to employee engagement and competitive advantage
P6 performance management, collaborative working and effective communication can support
high-performance culture and commitment
CONCLUSION
REFERENCES

INTRODUCTION
This study discusses High performing working and in which ways this contribute to employee
engagement and competitive advantage of company. This contributes to employee engagement
and competitive advantage.
High performing working refers to creation of culture of transparency, trust and open lines of
communication. It includes creation of organisation which have flat structure and where
employees are happy, engaged and motivated and share and understand vision of the company.

P5 HPW and its contribution to employee engagement and
competitive advantage
HPW (High Performing Working) which refers to regular way of dealing with employees in
relation with the goals to achieve the best possible contribution of worker.
For high performance in organisation management and leaders of the organisation have to
practice many activities which are Realistic Job Preview, using validated employee selection
practices, effective on-boarding strategies, continuous mentoring and leadership practices,
current and flexible job description and job specification, employee evolvement program, in-
house problem solving and work improvement groups, competence and performance based pay,
knowledge management system

Strengths of HPW are-
It allows organisation to built loyalty
in its workers.
It contributes in bringing new people
in organisation who have innovative
ideas.
This empowers employees.

Weaknesses of HPW are-
Some practices on this are costly and increase
financial burden on the organisation.
Practices are time consuming like training.
Decentralization of decision-making have
chances of ineffective decision-making.

Cont…
HPW contributes to employee Engagement
and competitive Advantage (Mazzei, Flynn
and Haynie, 2016). On the basis of its
strengths stated above this can be justified.
Employees when are loyal to company they
increase their engagement and are more
involved in its working. There are various
benefits of Employee Engagement which are
increased productivity and employees work
in organisation more responsibly.
This contribute in reducing wastage of the
resources of organisation.

Support of HPW for Competitive Advantage
There are various factors that enable company to
have competitive advantage and one of these are
performance of its employees.
In case performance of employees is high
because of high performance working this
enables employees to exert their best contribution
for company which enable company to get
competitive advantage (Witkowski and Manning,
2017).

Support of HPW to Employee Engagement
This is also important for the company that its employees are highly engaged to their hob and
with their company. This is important as when employees are engaged to their job they do their
job in best possible manner.
Doing their job in best manner also reduces chances of errors that employees can make as they
seek to do their work effectively. HPW contributes to employee engagement as its practices
which are open communication and employee involvement allows employees to express their
views and gives a feeling to employees that they are important for organisation which and their
opinions are well considered by the company.

P6 performance management, collaborative working and effective
communication can support high-performance culture and
commitment
A concept and a process performance management which refers to communication in
superior and subordinate about performance goals and guidance for performance that
superior gives to subordinate for completion of objectives (Franco‐Santos and Otley,
2018).
This communication follows a proper process which starts from setting goals of
organisation then setting goals of departments and setting goals of individual from
where individual performance management gets start

Effective performance management
Effective performance management includes following-
Clear objectives.
Clarity of roles.
Proper guidance
Adequate monitoring
Unbiased and appropriate performance appraisal.

Cont..
Collaborative Working which refers to collective working of different
departments for attainment of same organisational objectives (Sindhu, Safaria and
Deshmukh, 2020). In The Ledbury when two or more departments work together
for attainment of organisation objectives it is known as collaborative working.
For example in many organisations sales and marketing department work in
collaboration so that they can increase their sales by effective marketing
functions. This collaboration ultimately is beneficial for company in forms of
increased sales of its products.

Cont..
Effective communication is also an important factor that support high
performance working and employee commitment in The Ledbury. There are
some factors of effective communication which are-
Clarity
Transparency
Openness
Correctness etc.

Collaborative working approach
Ledbury is the well known restaurant in the UK, it always ensures
that its workers work together and communicate information with
each other in effective manner. This is the kind of approach that
always pay emphases on working together to meet the shared
goal.
This kind of performance management approach aids Ledbury in
raising employee’s performance because leaders get innovative
ideas and get to know about issues in the workplace quickly.

Behavioral approach
This is considered as old
method of measuring and
evaluating performance of all
people in firm, management
makes vertical scales to
measure the actual working
efficiency of employees.

Result approach
This is straight forward method to measure performance of employees in
the firm. Output generated by particular workers become the bases of
their performance.
On the bases of their results company evaluate whether person is
worthwhile for the company or not. Ledbury can measure financial
output that means the revenues generated by staff members, reviews of
customers given for particular employee by customer. By this way
management can get to know who is deserving candidate to get
promotion in the firm (Chi and Ho, 2017).

CONCLUSION
On the basis of this report it can be concluded that Developing individuals team and organisation
requires improvement in various aspects of the organisation.
This report included high performance working and how it contributes to gain competitive
advantage and employee engagement in The Ledbury. Discussion for this included its strengths
and weaknesses and along with that recommendations to apply these in The Ledbury

REFERENCES
Chi, C.H. and Ho, J.C., 2017, July. Profit Sharing Strategy, Employee Commitment and Intention
of Stay. In 2017 Portland International Conference on Management of Engineering and
Technology (PICMET). (pp. 1-11). IEEE.
Franco‐Santos, M. and Otley, D., 2018. Reviewing and theorizing the unintended consequences
of performance management systems. International Journal of Management Reviews. 20(3).
pp.696-730.