High Performance Working: Features and Benefits for Employee Engagement
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Discover the features and benefits of High Performance Working in organizations and its impact on employee engagement. Find out how Marks and Spencer implements High Performance Working to enhance employee performance.
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INTRODUCTION Human Resources are considered as an important resource which takes the organisation to the very next level. Human resource management refers to managing the employees in such a way that both the organisation and the employee attain their objectives. It is the duty of human resource management to position an employee at his right place into company and also provides regular training and development programmes for their upbringing. A happy and motivated employee brings more efficiency into his performance. An employee feel satisfies when he performs the task of his own forte (Abrahams and Singh, 2019). But if HR manager places a person at the wrong position or job then the performance given by him will not be that good as when placed him at right job. For reference this report has taken an example of a company, Marks and Spencer. Marks and Spencer is a British multinational company which is specialise in selling quality clothing, home products and food products. The company has its stores across many locations serving many countries like UK, US, India, Canada, Japan, China and so on. This report talks about the keys skills which an HR managers look for at the time of hiring the employees, the steps which are necessary to take for sustainable development and performance of business and employees. This report also covers how high efficiency of the employees contributes to the whole success of the organisation (Aguinis,Gottfredson and Joo, 2012). TASK 1 HRM defines as a process of acquiring the talented candidates into the organisation and placing them at the right position. HRM also concerns with the development and training of employees which make them that skilful which help the both organisation and employee in attaining their respective goals and objectives. The task of HRM is also to ask about the personal career goals of an employee and help him in attaining that goal into the company. The HR manager wisely integrates the objective of an employee with the objectives of an organisation. It is very much essential for a HR manager to have certain skills because he is the one who hire talented forks for the organisation. As in the case with Marks and Spencer the company HR should have the following: 1
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Knowledge Management:TheHRmanagershouldhavetheknowledgeabouthowtoperformthe recruitment process and what types of candidates he must target for also how to invite them (Bianchi, 2016). The manager should keep on monitoring the external environment about the culture organisations are adopting and the kind of employees are in demand. The HR manager of marks and Spencer should keep a close working with all the departments of organisation and keep the record of the number of employees they are needing or might need in future along with the skill they are looking for. Information Technology:The HR manager of Marks and Spencer should have the knowledge about how to make efficient use of information technology. He should post about the vacancies or opening at digital platforms like Indeed, LinkedIn, company’s website or any other prospect platform. Using the information technology into the business help in many ways like keeping records of employees, keeping the resumes of candidates, scheduling recruitment and selection process and the like. Skills Group and team work:The HR manager is a person who works very closely with all the departments of an organisation. He gathers the information about how many candidates a department will need along with the required skills and then performs the recruitment process accordingly. HR manager of Marks and Spencer has the ability of work in groups or team (Chlebikova, Misankova and Kramarova, 2015). This skill is very much essential in him as he works in group or team with other departments during the recruitment and selection process. Leadership skill:HR manager of Marks and Spencer should have the leadership skills to lead the force of employees. The HR manager is responsible for the alignment of the goalsof employeeswith theorganisation.Heisresponsibleforthetrainingand development of workforce and providing them a comfortable environment. The HR manager has also a duty of educating his team about how the recruitment and selection process would be carried out for a particular department. Behaviour Self motivating:The HR manager should have the ability to get himself motivated and able get others motivated. Through motivation he can lead his team and also the candidate he is encountering with. The HR manager needs to motivate himself even at the 2
worst conditions. He needs to keep himself motivated for a day long and keep on taking the interviews and selection process into the organisation. Overcoming from problems:The behaviour of HR manager of Marks and Spencer should be very positive. The attitude towards the problem should be positive that he overcomes it very easily. The HR is responsible for many things and the chances for arising the problem is also very high (Decramer, Smolders and Vanderstraeten, 2013). Therefore having a positive attitude and behaviour towards the things is very much necessary. P2 Personal skill audit for developing professional development plan Development is considered as a important role in any business. The business will develop when the skills and knowledge of its employees would upgrade and develop. It has been said that the employeesare the asset to any company and so is for Marks and Spencer. Continuing professional development is a process where the records are maintained about the skills, experience and knowledge about the employees. The CPD will help the organisation in knowing the development level which an employee has gained formally or informally. It is considered as an ongoing process. It helps both an organisation and employee in evaluating themselves and makes the necessary up gradation into their skills and development. This consists of a cycle which includes identification of plan, learning of activities, reflection of learning on your work, application of learning and then sharing of learning. As in the case with Marks and Spencer, the company too maintains such records. It helps them at the time of deciding for promotion, performance evaluation, the need for training and development programmes and so forth (Della Torre and Solari, 2013). These help the organisation in making decisions also as the CPD can easily depicts the strengths and weaknesses of an employee. Personal skill audit:Personal skill audit refers to the audit of an individual employee about the strength, weakness, opportunity, experience, skills, knowledge and so on. It helps both organisation and an employee to introspect oneself about the areas where a person is a master along with the areas where he needs to put more attention and development. SkillsPersonal audit questionnaire12345 ManagementManaging the team and time* ComputerKnow how to operate a computer* MS office* Microsoft window and its usage* 3
CommunicationVocal communication* Written communication* Presentation skills* Non-verbal communication* LeadershipAbilitytocomeupwithcreativeand innovative ideas * Degreetowardswhichhe/shecan influence people * Giving motivation to others* TeamworkHas good team work skills* Good listener* Participate into the meetings* Problem solvingGood in solving the problem* Ability to handle situations* Self-motivatePositive attitude and behaviour* Takes initiatives* Happy and helpful* Guidance 1-Bad, 2- Not bad, 3- Average, 4- Good, 5-Excellent From the above personal skill audit, the table represent the different skill which a person inculcates in him along with the ratings (Evers, 2012). Through it an employee can know about the skills he has and don’t have and accordingly he may work upon it. From the above audit the SWOT analysis’s is presented as follows: StrengthWeakness The employee is very good at managing the task and people. Thewrittencommunicationisvery good,theemployeecangiventhe responsibilityofdraftinganofficial mail. The vocal communication of employee isnotsogoodmakinghimlacking behind. Theleadershipskillsaremediocre makingtheemployeeaneedto generating it. 4
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The employee has the ability to manage the team and comes up with better and creative ideas. The computer skills are below average, generating a need to work upon it. OpportunityThreats Theself-motivationskillshelpin motivating himself and also to others. The person has the ability to generate the opportunity by grabbing new and large projects for the company. Thetechnicalskillsarequitelow making a difficulty for the employee in his growth and survival. As the person’s verbal communication is not so good, it will create an issue for the company and for himself to get him present before others for presentation purpose. For overcoming the shortcoming and weak point of this employee, the following training and development program can get schedule to curb them and help him in developing those skills. Personal development plan Area for development Date on which skills are learned How to learn skills Current situation How to monitor success Progress Computer20-01- 2020to 10-02- 2020 To improve the knowledge and skills related to computersand MS office. Bytaking classesthe skillscanbe developed Guidance from superiorand sub ordinates can prove to beagreat help. Itwillget easyforthe employeeto deliverteh workwith better performance. Communication12-01- 2020to 25-01- 2020 To improve the verbal communication skills by taking Through attendingthe seminarsand classeswhich The employee wouldgive good Deliveryof presentation inrequired manner. 5
classesbringsthe confidenceof an employee to present himself goodbefore others. presentation before others. Reflective statement NameDescription Reflection to select a particular job profile.The profile which is selected is of assistant sales manager. As the employer has the good communicationskills,hecaninfluencehis team and customers very well. Most challenging ;portion of job profileMostcomplextaskofanemployeristo manage the conflicts which may arise in the job role along the completion of his own goal. Mostchallengingparttoworkasperthe personal audit The most challenging part in the job is to influence the customers to make a purchase because this part needs a good communication skill. TASK 2 High Performance Working is a management approach and module that has the objective of stimulating effective employment and commitment from employees to gain high performance levels. This approach is gaining importance because of more and more people have started accepting the fact that an organisation can’t increase the level of productivity and output by a mere increase in the supply of materials, employee participation is essential for increasing the workplace productivity.Marks & Spencer plc makes use of this framework by considering it a reality and constantly developing in terms of employee engagement which is the reason behind the top level augmentation exhibited from its employees. 6
An organisation which practices and implements the features of High Performance Working in its operations is termed as a High Performance Working Organisation. There is some feature or characteristics of these organisations which are distinct from the other organisation: Features of High Performance Working Organisations: Equality in status:In such organisations, all the employees and representatives are treated with the same respect and status which helps them to identify themselves as an important part of the organisation. In Marks & Spencer, no sort of discrimination policy is being followed to seek employee cooperation in high performance. Employee security: Organisations which implement policies ensuring security of employment to its employees are able to create a trust in the workers and enjoy better performance and commitment from its workforce (Jeffers and Reinders, 2013). Marks and spencer started a programme that offered job guarantee to the people working in the organisation for three years or more. Selective hiring: Hiring people according to the personal and professional skills required for the execution of the job helps an organisation to get work done with great efficiency. Marks and Spencer focuses on hiring people that have good communication skills for representation of the brand to induce high performance working systems. Delegation of authority: Delegation of authority is very crucial for the successful completion of any task or job. Lack of authority to take decision often leads to more time being devoted for completion of any job and creates demotivation among the employees. In Marks & Spencer, decision-making is highly decentralised and it is made sure that each employee has enough authority which enables him to take decision related to his task (Katzenbach and Smith, 2015). It also helps in fixation of responsibility and accountability and increases employee engagement as well. Result-based-reward model: Implementation of a compensation model linked with the results achieved by an organisation motivates the employees to perform more efficiently so as to achieve the organisational goals and targets. Every employee in Marks & Spencer is aware of the targets of the company which motivates them to perform with more commitment and dedication to gain advantage of the rewards that are associated with target completion. Training of employees: Organisations that invest resources into training and development of its employees with full commitment are able to derive a much better performance from the 7
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workforce. Marks & Spencer invests heavily into training of its employees which has helped the organisation to develop an employee supportive culture. High Performance Working and Employee Engagement: Employee engagement is termed as contribution from the employees beyond the normal jobexpectations(KehoeandWright,2013).Highperformanceworkingandemployee engagement are directly linked to each other. Employee engagement helps the organisation in increase effectiveness and efficiency in its operations and it is not possible without the commitment, trust, loyalty and motivation to do more work of the employees. There are some factors that have been identified as the drivers of employee engagement in the organisation. Employee factors such as : career growth, job-satisfaction, work-life balance, Employer factors such as : talented and skilful employees etcetera. Organisation practicing High performance working are determined to increase the favourable factors for increasing employee engagement in the organisation. Communicating openly, the authority to make-decisions and free flow of vital information helps the organisation in increase the motivation and the engagement from the employees and their willingness to work harder for the achievement of organisational objectives increases. High performance working practices of performance related pay-structure are highly essential for employee engagement. In Marks & Spencer, management of the company is increasing the practices of high performance working to get the desired employee engagement and increase the productivity in operations. Benefits of High Performance Working Organisations: Better attitude of employees: In organisations that follow the practice of high performance working it is noticed that the employees take more initiative in improving the organisational operations and performance. Employee engagement leads to a better organisational culture. Degree of innovation increases and quality of goods produced is improved significantly. In Marks & Spencer, the management of the company reported that it was able to launch many new products and services in the market in a very short time span due to the better attitude of employees and increased engagement. Better cooperation inside the organisation:Employee contribution between the various departments in an organisation and with the customers and suppliers of the company as well increases with the high performance working modules. In Marks & Spencer, due to the increased 8
cooperation between the suppliers and the employees, the company was able to procure materials at very competitive prices which led to an increase in the profits of the company. Better financial performance: In context of Marks & Spencer, the company reported an increase in the revenue and profits which was attributable to the high performance working module. If an organisation implements high performance working systems, it is able to produce more goods and services as the productivity increases and the management can focus on key areas of operation since the employeesassume responsibility which results in the better operations and financial performance of the organisation. Competitive advantage: As an implication or consequence of high performance working systems and better financial performance, an organisation gains a competitive advantage over its rivals in the industry. Organisation with high performance working has a unique strategy in comparison to the other companies in the industry. A better organisation: High performance working systems makes it easy for an organisation to efficiently manage and execute all the functions and operations. It enables and fosters an overall better organisational development. In context of Marks & Spencer, a better organisation with high efficiency in operations was witnessed with the adoption of high performance working modules (Kraiger and Cavanagh, 2015). It helped the company in generation of better results with respect to employee retention and performance of the employees as well as the organisation. Barriers in implementation of High Performance Working Systems: There are many factors that act as barriers in the implementation of high performance working systems within an organisation. Teams with high performance modules greatly depend on the level of trust and confidence that the team members have in each other for their success. Lack of trust can be a major hindrance in success of these teams. It has been observed in Marks & Spencer that success of high performance teams is restricted to some extent due to the existence of politics in the organisation. Existence of a proper leadership is also very crucial for the success of these high performing teams. Leaders play an important role in providing guidance and giving direction to the team members in which the collaborative efforts of the team are directed. Many a times, conflicts arise within the teams due to the lack of clarity of individual roles and ambiguity in job description. In the absence of a proper feedback network, the performance of these high performance teams is bound to suffer. It is extremely important that 9
the members of these teams feel that they are of high value to the organisation and all their efforts and contributions are of utmost importance and would definitely be rewarded duly. High performance working and Human-resource management: The importance of Human-resource management can hardly be doubted in improving an organisation’s performance and efficiency. High performance working system can be defined as an attempt of the management to foster the growth of an organisational environment in which employees are motivated to perform beyond normal job expectations. It is a set of policies and HR practices which helps in facilitation of involvement of employees, enhancement of skills and general motivation. High performance working systems can be referred as a subset of Human resource management in which the human resource manager of the organisation adopts policies which helps in increasing employee engagement and performance of the organisation (Pais and Santos, 2015). Without effective human resource management, success of high performance working teams is bound to suffer. It can be concluded that both the aspects show a high degree of correlation. Role of Stakeholders in a High Performance Working Organisation: Stakeholders play an important role in ensuring the successful implementation of high performanceworkingsystemsinanyorganisation.Withoutactivecooperationofthese stakeholders, the success of these teams is highly unexpected. Stakeholders play a major role in organising training sessions and employee development programmes for skill enhancement and betterproblem-solvingcapabilitiesoftheemployees.Theopinionsandsuggestionsof stakeholders carry indispensable importance in the process of decision-making as well. In Marks & Spencer, the various stakeholders of the company often help in organisation of training camps for the new recruits. Evaluation of different approaches of Performance Management: Performance management: Performance management is defined as a process communication between the supervisor and the employee which helps in monitoring, examining and evaluating the performance of employee with the main objective of finding any issues which leads to a reduction in the productivity and efficiency. Most of the organisations operate at aglobal level today which makes performance management an important task. From the perspective of Marks & Spencer, focusing on the performance of employees is very crucial for the management to remain competitive in its industry (PLANNING, 2018). It also helps in improvement of the 10
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training modules. There are many approaches of performance management which are being followed by Marks & Spencer. Some of them are being discussed below: Comparative approach: As the name suggests, comparative approach refers to the process of ranking the performance of one employee with respect to the performance of other employees in that group. It helps in ensuring reward for the best performers and motivates the employees at lower ranks to perform better and gain reward. The management of Marks & Spencer has been following the comparative approach for performance measurement of its employee which helps the company to motivate the employees. It also results in implementation of high performance working systems by direct improvement in productivity levels of the employees and other monetary benefits. Attribute approach: Under this approach of performance management, employees are evaluated and rated on various parameters such as innovation, problem-solving skills, crisis-management, teamwork, communication skills etcetera. From the perspective of Marks & Spencer, the process of rating the employees motivates them to improve themselves in all such parameters which are directly linked with the performance of the employees. Thus, the rationale by the management of the company for using this approach is the fact that all these parameters have a direct effect on employee engagement and high-performance working systems. Collaborative working: Withtheincreaseininternationalisationandexpansionoftradebeyondnational boundaries, collaborativeworking as a concept has gained more importance.It helpsin generation of positive results for the organisation by division of work into teams formed on the basis of skills. Marks & Spencer is encouraged to formulate such strategies and policies which helps in bringing all the staff together and requires them to work together for execution of any task. Implementation of collaborative working helps the team to interact better and work in the direction of achieving organisational goals and targets. It also helps in ensuring success of high performance working teams because of the better motivation and employee engagement within the organisation. Result approach: 11
This approach is based on simple and straight-forward method of rating the employees on the basis of their performance and results for the organisation. In context of Marks & Spencer, direct evaluation in terms of the sales generated by any employee as a result of his/her performance is made which helps in motivation of the employee to increase his performance and engagement. Recommendations: A brief analysis and evaluation of all the approaches which are being followed by the management of Marks & Spencer for effective performance management of the employees shows that the company has planned strategically with an aim of further implementation of high performance teams within the organisation. The company should keep using the comparative approach for evaluation of the performance which will help in increasing motivation level of the employees to work harder and assume responsibility. However, the result approach being followed by the company pays more stress on tangible results and ignores the efforts of the employees which may be discouraging for some people. Along with the comparative approach, approaches such as collaborative working and attribute analysis have proved to be successful for the company in increasing employee commitment and motivation and thus, achieve the desired organisational goals in long-run. TASK 3 Contribution of HPW for employee engagement and competitive edge HPW stands for the high performance working. It is about creating a culture into an organisation which encourages the trust, transparency and open communication for all. It is concern with the ending of traditional hierarchical structure and adopting a new structure into an organisation. This encourages the employee involvement and commitment into the organisation. The HPW falls under the 3 broad categories, namely: 1.Maximum employee involvement 2.Proper human resource practices 3.Practices of rewards and commitment Qualities of HPW association Populism and Commitment: This encourages the equality among the workplace. Here the employees are motivated and have the urge to work with each other willingly. 12
Common data: It is very much significant for the company Marks and Spencer to impart the data to one another. It has the outcome which is constructive outcome and because of this the representative are benefits. Information Improvement: It states a culture where the representative gets a chance to learn something new and innovative to determine the issues in working hours (Purvis, 2015). This helps the company Marks and Spencer in making a healthy, innovative and developed working environment. This also helps into the growth of both the organisation and so employees. Execution Prize Linkage: This includes the inspiration among the representatives to strive for bringing competitive advantage into the company, Marks and Spencer (Yadav and Sagar, 2013). The company provides the representatives with compensation when they bring innovative idea and successfully executes it. TASK 4 Approaches related with performance management to support high performance culture and commitment. Performance of employees depends upon various factors. These factors may include culture, external environment, job which he is performing, values, and goodwill and so on of an organisation (Smith, 2016). There are various ways in which Marks and Spencer can evaluate the performance of its employees. And they are: Performance management:Performance management refers to the observing, monitoring and evaluating the performance of employee with a view to take out the areas where an employee is lacking behind. Marks and Spencer this approach to make the performance of their employees effectivebydetectingtheirweakenareaandthenprovidingtherespectivetrainingand development programs for them. Effective communication:Communication can reduce the barriers or confusions regarding the role or job of an employee (Tachizawa, Gimenez and Sierra, 2015). Effective communication helps an organisation in reducing the grievances and conflicts which may occur into the work place. Open communication gives the chances to employees in putting their ideas and opinions onto the table which can prove to be a great help for the company’s goals and objectives. Comparative approach:In this type of approach, the roles and responsibility is delegated to the sub ordinates giving them respective rights and freedom to perform the work and to take decisions. This gives motivation to employees and they feel that their organisation values them. 13
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Marks and Spencer delegates the role and responsibility to the lower level of management (Tam and Gray, 2016). This helps the employees in developing leadership skills among them and also motivates them to give a good presentable communication before others. The employees feel motivated and perform the task with full dedication. CONCLUSION From the report presented above, the importance of HR in an organisation has been high lighten. The HR manager of an organisation plays an important role in recruiting and selecting the talented candidates for the organisation. The role of HR manager is also to develop the employee skills and knowledge which ultimately help the organisation in achieving its goal and objective with efficiency. The report also covers the qualities which is needed in an HR manager along with the personal audits, reflective and CPD and its essentials. Later the report talks about the methods from which an organisation can evaluate the performance of its employees because of company’s culture. 14
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