Developing Individuals, Teams And Organisations

This study material explores the development of individuals, teams, and organizations. It discusses the understanding of how high-performance working contributes to employee engagement and competitive advantage. It also covers different approaches to performance management and how they can support a high-performance culture and commitment.

Developing Individuals,
Teams
And Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
P5. Understanding of how HPW contributes to employee engagement and competitive
advantage.....................................................................................................................................1
M3. Benefits of applying High performance working( HPW)....................................................3
P6. Different approaches to performance management and how they can support high-
performance culture and commitment.........................................................................................5
M4. Different approaches and make judgments on how effective they can be to support high-
performance culture and commitment.........................................................................................7
D2. Provide valid synthesis of knowledge and information resulting in appropriate judgements
on how HPW and mechanisms used to support HPW lead to improved employee engagement,
commitment and competitive advantage...................................................................................10
CONCLUSION..............................................................................................................................10
REFERENCES .............................................................................................................................11

INTRODUCTION
The development of team, individuals and organisations is the main
duty of human resource managers of an enterprises (Bennett, and Gadlin,
2019). In an organisation, team is very important because it can maximise
their innovation to employees because it can enhanced participation and
help to make a better decisions. Human resource managers play a vital role
in many functions to identify requirement of team members and improve
their knowledge and skills. Team work is important because each and every
person has an innovative ideas and build to maintain their trust and
accomplish their goals and objectives. It is significant that team can work
together should be apply in different perspectives, skills and knowledges and
solve various complex problems that beyond scope of any individuals
person. Selected organisation is Virtus Talent are specialist graduate sales
recruitment agency who provide a very best talent in high growth
organisations in UK. They provide interview for various sources telephone
interview and video interview. For this assessment, several topics are
covered such as how high performance working practices enhance their
productivity and performance of an enterprise to improve overall success in
economy performance, different approaches to performance management
with examples.
MAIN BODY
P5. Understanding of how HPW contributes to employee engagement and
competitive advantage
The term high performance working (HPW) is a series of policies and
procedures in respect to achiever the organisational goals by engaging of
employees (Bhat, Pande and Ahuja, 2017). It display to improve firm capacity
to attract, hire and develop high performing personnel. During this pandemic
situation, this firm can consist of work from home to various staff because
HR, administration and many of these staff can worked from home to
manage all operations are related to work. For instance, Marks & Spencer. In

case of Virtus Talent, HPW and employee engagement are practices and
interlinked to organisation high commitment HRM practices. It helps firm to
increase their organisation efficiencies and performance and sets people to
achieve a competitive advantages. With aid of high performance working,
firm can achieve their goals and objectives to have high competitive
advantage in marketplace.
Employee engagement is an activity of a firm which gives a better
performance and employee career improvement. It creates an involvement
in security, improves motivation of work and high organisational
performance. In respect to implement their policies and procedures to be
concentrate on various employee surveys and decide which high
performance working practices help to improve their organizational
performance (Burke, 2017). This engagement helps in employees
commitment and loyalty in enterprise with achieve goals and objectives. This
leads to a better understanding of customer service and customer
satisfaction. In order to competitive advantage, this will leads to enhance
market shares, growth of sales and raising shareholders value.
It contributes to competitive advantages that would increase adaptive
strategy of different bundles of activities it means an employ meets their
efficiency and gaining potential mission, vision and values.
Competitive advantage: This is a factors that allows for a firm to bring
forth goods and services as compare to other competitors. Many factors are
involve to productive firm to generate more and more sales and expand their
growth of business rather than to another rivals. In performance
management, to maintain and build a competitive advantage that allow
employee performance and identify mission, vision and objectives of
organisations. It is all about proper development of various skills, knowledge
and experiences. There is an ultimate result of competitive advantage with
other workers of an enterprises. It helps to growth and development of
employees and making competitive environment. For high performance
working, management provide a proper training in an organisation this will

impact on increasing their skills and performance of firm. Many efforts of
employees are recognised as well as rewards also.
Measurement and feedback: In an organisation, to increase their
productivity and it is measures is based on employee performance in an
enterprises. High performed employees are accomplish their goals and
objectives so promptly. It takes a decision making level from higher to lower
level for a greater business health position.
Clear management: In business, there is a criteria to measurement of
employee performance that should be clear in management. Because they
can give training of employees and several programmes of development to
achieve more efficiency and effectiveness of employees. They can review
their data in a clear format and identify various problems in data recognition.
Financial efficiency in business: Managers should be carefully
determine various activities in firm whether it is related to high performance
and low performance of employees (Christensen, Lægreid and Røvik, 2020).
In case of Virtus Talent, there is market value in different activities as well as
many positions in various departments then organisation ensures that
employees are compensated those activities.
Advantage of high performance working:
 It is helpful to establish leadership skills through firm in state to rate of
strength.
 It helps in decentralisation of taking decision making procedures to
evaluate all level in decisions making.
 It can build or maintain a trust relationships for both internal and
external enterprises.
 High performance working also gives benefit or vision to focus on
enhance consumer value to uniqueness of product or services.
M3. Benefits of applying High performance working( HPW)
High performance working is important because it enhanced profits,
sales and productivity of firm (Daft, 2020). It included job satisfaction,

customer satisfaction and commitment of various opportunities for
innovating and creativity. Various benefits are applied of high performance
working with context to Virtus Talent are as under:
Better employee knowledge: For high performance working,
employee can take more responsibility to improve their organization goods
and services. Employee are more initiative person that's why they can
enhance their innovation power and making new products or services
brought in marketplace. In case of virtus Talent, firm can feel more special
because their employee are innovative every time they can produce new
products or services then this has impact customer are increases. So there is
more positive mentality of manager and employee and higher engagement
also.
Better cooperation within the enterprise: In this, employees can
cooperate with management inside and outside the organisation. It can
cooperate with other departments internally as well as externally with
vendors and consumers. New ideas are develop from other people who are
innovative and a part of organisation value chain which is assume all links.
With relation to Virtus Talent, it is helpful for organisation if employees are
help internally and externally for better improvement of firm between
manager and employees and business units also.
Better organisation: This is more important that organisation are
stable and well settled whether it is related to employee or heads. There is a
unique strategy as compared to individual group which enhance their quality
of new customers and expected customers. It is more focus and disciplined
employee in firm and makes a social responsibility to feel a strong cooperate
(Ektuna and Van Heel, 2017). With Virtus Talent, it makes a organisation to
make and build a better goodwill both in society and people in general.
Financial results are better: Financial outcome are most important
in an enterprise because to make a better productivity and profitability. To
increase the costs and turnover is higher the market share are growing and
budgets are better in financial situation to improves and modify. In case of

virtus Talent, manager are determine how to improve their profitability in
market and how to make financial situation to be better position.
Competitive advantage: To achieve higher high performance
working there is a better financial results and firm can achieve a higher score
in various sector. With context to Virtus Talent, organisations helps to make
a better decision making and financial consequences as compare to other
competitors. These business units are compared with each other then the
highest score also have highest performance and keeps on growing with
better competitive advantage.
P6. Different approaches to performance management and how they can
support high-performance culture and commitment
The term performance management is a tool that are used to evaluate
and mange firm's performance and employee performance to create a better
environment where people can achieve their best possible results and make
highest quality of work in an efficient manner (Ganguly, Talukdar and
Chatterjee, 2019). It is a traditional system to identify and measure their
goals and objectives. The main aim is to define to check right performance
of employees each and every person communicate supervisor and employee
throughout year. With relation to Virtus Talent, it is helpful for managers to
monitor their performance of employees and determine their planning,
designing, reviewing individual performance in an enterprise. Key
approaches that are used in performance management with context to Virtus
Talent are as mentioned below:
Approaches to Performance Management:
Behavioural approach: In this approach, they can determine
behaviour of employees to performance management like how can employee
work, what type of work they can done in an organisation. They can get right
level of employee based on enviable behaviours. It can consists of finish
approach which will impact on employee work efforts are accented. In case
of Virtus Talent, it is important for mangers because they can easily identify

employee performance and their behaviour, to manage their task by provide
proper training which helps to manage performance and enhance their
workings.
Better management training: In performance management, they
can provide a better training for employees so that they can work in an
efficient manner. If firm can gives a better training this has also impact in
firm goodwill and improves customer performance very well (Vesa, 2020).
This kind of training helps to employees to give a better goals about
corporate scheme and various career paths and opportunities and provide a
regular feedback. With context to Virtus Talent, managers needs proper
training to each and every individuals employees and develop their
leadership skills to help employee win.
Shift in feedback ratio: Firms can shift in feedback ratio because
they are discard of annual performance of employees. If employees are
work in a better manner then managers are easily to identify their
performance through feedback. In case of Virtus Talent, these systems
accept for direct feedback and actionable rights and some data can be
quantified to enable big conversations between employee and manage for
customer feedback.
Result approach: From this approach, the outcome of employees are
analysed by various consequences. Utilization of this approach helps
whether it is productive or not in an efficient manner with a set of standard
of enterprise, this will helpful to provide and developing of skills and learning
of employees.
Collaborative approach: this type of approach is to collaborate of
employees among one or another organisations in respect to make sure that
effective firm can establishes or accomplish their goals and objectives of task
is done (Scheutz, DeLoach and Adams, 2017). This will helpful to reduce
work of an employee and distribute same amongst another employees.
They can support a high performance culture to maintain a strong firm
culture and measure high quality standard of employees. To create a high

performance culture means that they add a few training procedures and it is
along term plan. Firms with high performance cultures can protect their
investment with focus on a employee engagement.
Collaborative working: When two or more firms come together and
helps to achieve their organisational objectives. In Virtus Talent, they can
performs collaborative working on a permanent position.
Shared goals: With relation to Virtus Talent, they can communicated
to management teams and staff members that's why they can easily
achieve their goals and objectives (Rehm, 2018). It will impact on customer
morale and trust among employees.
Recognizing contribution: There is an environment where hard-
working employees to recognize their contribution so that they will give more
efforts for their long term purpose and level of engagement is higher.
Decision making: When there is high performance culture then it is
an important part to take a decisions making. If employee will be prompt for
working then it will try to adjust their decision in administration also. But
employees can take decision for organisation to a better implement and give
sufficient authority and control their action.
M4. Different approaches and make judgments on how effective they can be
to support high-performance culture and commitment
High performance culture defines that set of behaviours that leads to
an enterprise to achieve a certain organisational goals. In this culture of firm,
to accomplish a better results it is decide to achieve a long period of time
(Hatch, 2018). It is important for organisations is to create and adding a few
more programmes of learning and upbringing sessions. Firms with high
performance culture are to protect their investment in development of
workers with main focus is employee engagement. There are several
approaches which is adopted by performance management within their
environment are as discussed below:

Comparative approach: It is very significant and common approach
in performance management because they can identify the performance of
employees and compare with other. They can ranks wise to evaluate their
employee performance as compare to other performances and ranks will be
highest or lowest. This type of technique should be used in rating scale
technique, paired comparison technique. It has impacted on employee
engagement very promptly and enhance profitability and productivity in an
enterprise for high performance working.
Behavioural approach: This kind of approach is very easily
determine and identified because it is only used to check behaviour of
employee performance. It is a series vertical scales for different dimensions
of job performance (Jaques, 2017). Employees are specifically graded to
each of backbone and superior are evaluate their performance on each and
every individual which leads to rating scale and measure their performances
that they can play a better role in this management. This approach consists
of five to ten scales and all are based on different traits or parameters.
Behavioural observation scale (BARS) gives a particular description with a
specific frequency in respect to employee behaviour to check the employee
behaviour for their effective and efficient performance of employees. These
approach is appropriate for reliability and accurateness and many of
subordinates are defined closely to performance scale which leads to unfair
rating.
Attribute approach: In this approach, they can determine to select
their various parameters and these parameter varies from firm to firm. Each
and every employees are rated to identify such as decision making skills,
problem solving skills and communication among employees. The main
advantages of this approach is to compare others and create sustainable
advantage towards a high performance working. It focuses on features and
traits of employees that are generated towards success for organisations.
This type of approach sets a attribute which are named as leadership and
competitiveness and each and every in individual evaluates them.

Advantages of attribute approach are:
 if there is more attention to identify traits related to job performance
management it would relevant and reliable for firm.
 It can easy to develop and recognise this approach
Attribute approach consists of graphic rating scale and these scale refereed
to as a rate on a scale on 1 to 5 means highest to lowest part. A mixed rating
scale is a most form of layered kind of measurement and their rate is high,
medium or low set of features.
Result approach: This kind of approach is based on any outcome or
consequences of a particular performances. It is very easy to determine and
understand approach and focus on internal operations & growth (Kidd,
2020). If things are easy to understand then outcome of this results are
better and a measure in realistic way to set their goals and objectives for
high performance culture and working.
With relation to Virtus Talent, performance management helps
managers and employees to work together and review overall performance
of employees. They can set their goals objectives and provide training and
getting feedback that employees are working in an efficient manner so that
they can run their business smoothly.
Quality approach: This kind of approach consists of both person and
various type of system factors in measurement method. It express that
managers and workers are together to solve their complex problems and it
involve both internal and external factors of organisations, customers to
setting standards and measuring performance of employees. There is a
multiple sources of employees to evaluate these factors and performance of
employee or management also.
Advantages of quality approach are:
 Assessment of both workers and performance system
 It can go through the problem solving through teamwork
 They have involvement of both external and internal factors of system

D2. Provide valid synthesis of knowledge and information resulting in
appropriate judgements on how HPW and mechanisms used to support
HPW lead to improved employee engagement, commitment and
competitive advantage
With usage of high performance working, their effectiveness of
employees practices are being exercised by firm is to be analysed. In HPW,
it is influenced by recognition, rewards and many more are established to
identify efficiency of employees to accomplish their goals and objectives of
an enterprise (Kozlowski and Bell, 2017). Moreover, it can leads to growth
and development of an individual person by which handles more and more
responsibility and perform various duties and obligation. In case of Virtus
Talent, there is a relationship between employee engagement and high
performance Woking to improved and motivate their employees to establish
an assessment system. It is also helpful to maintain a quality of standards
and implement of operational management. Managers give their proper
feedback to employees and other staff member at a specific time.
CONCLUSION
From the above information, it has been understood that developing
their team individual are most important thing in any enterprises. In this
report, several topics are covered such as high performance working
contribute to employee engagement and competitive advantage to enhance
their organisation efficiencies and effectiveness to accomplish their goals
and objectives, benefit of high performance working which are named as
better employee attribute, better cooperation, financial results and
competitive advantage, different approaches to performance management
such as behavioural approach, result, collaborative and better management
training, result approach and quality approach to adopted by performance
management by different environment.
REFERENCES
Books and Journals

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Springer, Cham.
Bhat, S. K., Pande, N. and Ahuja, V., 2017. Virtual team effectiveness: An
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41.
Burke, W. W., 2017. Organization change: Theory and practice. Sage
publications.
Christensen, T., Lægreid, P. and Røvik, K. A., 2020. Organization theory and
the public sector: Instrument, culture and myth. Routledge.
Daft, R. L., 2020. Organization theory & design. Cengage learning.
Ektuna, T. and Van Heel, A., 2017. Developing Teams in Startups.
Ganguly, A., Talukdar, A. and Chatterjee, D., 2019. Evaluating the role of
social capital, tacit knowledge sharing, knowledge quality and
reciprocity in determining innovation capability of an organization.
Journal of Knowledge Management.
Hatch, M. J., 2018. Organization theory: Modern, symbolic, and postmodern
perspectives. Oxford university press.
Jaques, E., 2017. Requisite organization: A total system for effective
managerial organization and managerial leadership for the 21st
century. Routledge.
Kidd, M., 2020. The contribution of family medicine to improving health
systems: a guidebook from the World Organization of Family Doctors.
CRC Press.
Kozlowski, S. W. and Bell, B. S., 2017. Work teams.
Rehm, S. V., 2018. Artifact-dependent dialectic processes as enablers of self-
organization in knowledge-driven teams. Cybernetics and Systems:
Social and Business Decisions, p.404.
Scheutz, M., DeLoach, S. A. and Adams, J. A., 2017. A framework for
developing and using shared mental models in human-agent teams.
Journal of Cognitive Engineering and Decision Making. 11(3). pp.203-
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Vesa, T., 2020. Building and Developing Teams.
Wascher, M. J., Hill, J. D. and Nesbit, T. W., 2020. Developing and leading
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Online
Approaches to performance management. 2020. [Online]. Available through:
<https://lindenbergergroup.com/6-best-practices-effective-performance-
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