Developing Individuals, Teams, and Organizations

This document discusses the importance of developing individuals, teams, and organizations in the context of business. It focuses on the concept of High Performance Working (HPW) and how it contributes to employee engagement and competitive advantages. The document also evaluates different approaches to performance management that support a high-quality culture and commitment. It provides insights into the benefits of applying HPW, such as better employment attitude, improved corporation inside and outside the firm, enhanced financial results, and high-quality performance. The document also explores the mechanisms of HPW to improve employee commitment, engagement, and competitive advantages. It discusses the characteristics of HPW, such as clear goals, role clarity, and improved communication. Additionally, it highlights strategies for encouraging employee commitment, engagement, and competitive advantages through HPW, such as providing career growth opportunities, giving feedback, respecting employee needs, and implementing the Aon Hewitt's Employee Engagement Model. The document concludes by evaluating different approaches to performance management that support a high-quality culture and commitment, such as defining and describing each role, frequent coaching, and promoting collaborative working and employee recognition.

DEVELOPING
INDIVIDUALS TEAMS AND
ORGANISATIONS

TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................3
P5. Assessing how HPW contributes in employees engagement and competitive advantages. .3
P6 Evaluating different approaches to performance management that supports high quality
culture and committent................................................................................................................8
CONCLUSION .............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
In the context of business organisation developing team, individuals and firm is very
essential to cope up changing circumstances of industries. Developing refers to making groups,
individuals able to adapt the skills, attributes and knowledge require to meet internal and external
factors that impact business growth. In addition to this, the present report gives emphasis on
High Performance Working (HPW) which in turn enable firm to establish programs that can
motivate low morale employees. The current report represents several merits of utilizing HPW.
Further, the particular case explains mechanisms of HPW to attain employees commitment,
engagement and competitive advantages.
P5. Assessing how HPW contributes in employees engagement and competitive advantages
Benefits of applying HPW
There are several benefits that can be attained through HPW such as better employment
attitude, corporation inside & outside company, financial results, competitive advantages, etc.
The case stated in the report focuses on achieving competitive advantages through high-
performance working in situation of pandemic.
Better corporation inside and outside the firm
The biggest benefit of high performance work is that it enables staff to share their ideas in
friendly manner. It not only enhances the flexibility but also makes the work culture more
organised (Gürlek and Uygur, 2020). Employees corporate more better internally and externally
with customers and supplier. In situation of Covid-19 it is effective to apply HPW as morale of
employees can be built again which in turn will welfare organization in form of higher
productivity.
Positive Employment attitude
With help of HPW employees take more responsibilities of contributing in improvement
of organization products and services. The firm will get advantage of more coordination among
staff as HPW will provide them assistance in enhancing their required skills and knowledge. The
given scenario in case indicates that due to low team spirit of employees firm is unable to
execute their plan of action effectively. This problem can be removed by organization's HR
through implementing various related training programs. Human resource management company

can assess appropriate programs for pandemic circumstances like motivational sessions, virtual
problem solving consultancy by company, etc.
Improved Financial Results
There are different merits of HPW one of the crucial importance is having better
financial outcomes with assistance of non-commercial factors (Rodrigues da Costa and Maria
Correia Loureiro, 2019). In aspect to this, non financial benefits that can be gained are good
reputation within industry, getting uniqueness against competitors in terms of employees skills,
attributes, attitude, etc. It resources enterprise to have higher profitability as cost decreases and
turnover increases. Firm can control and monitor employees functioning with training and
evaluation channels which cut down its cost of operation so company can invest more in growth
regarding market share (Zhao and et. al., 2018). In case of Pandemic, business can earn financial
results in positive way as its physical operation cost of departments are reduced.
High quality Performance
Organisations are precise in identifying critical skills and attributes of workers. In
addition to this, hiring efficient staff for firm becomes more important for accomplishing
company's objective (Subramony and et.al., 2021). With assistance of High Performance
working system business can execute those activities that aid firm to attract and retain quality
work force within the organisation. In pandemic scenario company should contribute its efforts
in continuing and draw in such employees. There are various advantages that can make the HPW
system more effective and efficient.
Employees have possibility to perform below their potential in changing circumstances of
organizational working. For this reason organization need to evaluate the pattern to encourage
employees to leverage their knowledge, skills and abilities (Van Esch and et.al., 2018). To cope
up with such adverse situation company can use High Performance Working System that consist
self managed teams, participation programs, information sharing, employees security, etc.
Mechanism of HPW to improve employees commitment, engagement and competitive
advantages
High Performance Working (HPW) is the bundle of Human resource activities that are
developed to promote employees skills and motivation. This aid firm to obtain competitive
advantages which complies employment security, extensive training, etc. Employees

commitment can be addressed by enthusiasm level regarding their assigned task & activities and
their passion of performing job.
High Performance Working have several characteristic which enables the organization to
have various competitive advantages and improved participation of employees (High
performance work system, 2018). The biggest feature of this is to gave clear goals tied closely
with teams, understanding how their work fits to organizational mission (Jung and et.al., 2021.).
Further, it clarifies the roles and responsibilities of each employee that remove confusion, better
communication system is established with help of HPW which makes employees to understand
what is expected from them.
The mechanism of HPW enables the company to create more organized and trust worthy
environment. Further, it creates positive scenario that makes employees to celebrate their success
together. The mechanism of High performance working is so effective that it motivates
employees practice continuously so that their skills, knowledge, and attributes can be enhanced.
For employees training company invest part of financial resources so that organizational
productivity can gain upward trend. These type of development programs make it employees so
enthusiastic that they try to grow themselves along with company development. An effective
leadership style can be obtained through such mechanism that can influence behaviour of
employees even if they are not able to conduct their activities on their own. There are some other
factors also that makes the method of employees engagement more effective.
Decentralized decision-making
HPW program enables the firm to recognize essentiality of clearing goals and objectives
of company. For well functioning company delegate decision-making power throughout firm that
empowers employees to take creative decision regarding their roles and responsibility.
Additionally, this type of work culture allow staff to deliver outstanding service to clients and
obtain optimal business outcomes. The important characteristic of HPW is that it makes more
transparency in working scenario in turn motivates enthusiasm of workers.
Training by commitment
High Performance Working provide assistance to employees in form of training which
includes how to dealt with structure issues, initiating for making change in methodologies of
firm, taking responsibilities for quality. Further, it aids in evaluating suitable training programs
according to suitability of organizational changing scenario.

Increase Job satisfaction
When employees are trained and receive attention of management of company increases
their motivation and satisfaction. Further, job satisfaction can be provided to staff in two form
monetary and non financial. The monetary form includes compensation, salary, commission,
bonus, etc. and non-commercial merits includes, personal development programs through
teaching skills and knowledge, perks, travelling allowance, high morale, etc. With respect to this,
job satisfaction results in greater productivity of employees, positive working scenario, goodwill
among competitors, higher profitability, etc. The firm can receive all the mentioned advantages
by applying high performance working (Burnett and Lisk, 2019). To deal with low morale and
lack effective performance of employees the organization should conduct HPW as it results in
healthier engagement workers engagement.
Control Oriented approach(COA)
The most common approach used by the enterprise to manage the employees is COA as
positive attitude can be maintained through this. Management responsibility to use legitimate
authority to monitor workers behaviour. Further, this method is exploited to implement rules for
appropriate behaviour patterns (Lopez-Cabrales and Valle-Cabrera, 2020). With help of such
strategy the management enables staff to participate which enhances employees engagement.
Strategies for encouraging employees commitment, engagement and competitive advantages
through HPW
Construct Career Growth Opportunity
It is perceived as the firm that develop an essential different approach for managing
rather than conventional hierarchy method associated with scientific management of business (6
strategies for effective performance management, 2021). However, it is also known as high
involvement and commitment organization. With help of such methodologies business is able to
generate greater productivity through individuals. It influences leading proactive behaviour,
creativity and voice that not only beneficial for firm but also construct new career opportunity
for staff. Additionally, these type of business practices make employees motivated regarding
their assigned task so that their personal development can be achieved.
Providing Feedback
Individuals like to know details regarding their performance to evaluate they are in right
direction or not. Consistent feedback makes clear communication system between employees

and top authorities. For this purpose HPW is utilized which makes easy and convenient for
management to know daily workflows and assess information related dynamics of staff. The
system is also effectual for modification in organizational working performance through
providing appreciation to those who have met with established standards.
Respect Employees need
Another plan of action to get competitive advantages and employees commitment is
understanding and obeying workers requirement. The mechanism of HPW helps business to get
connected with staff in organized way in turn personal affection and attachment can be known.
In addition to this, it makes respectful scenarios within the company which motivates employees
to contribute their efforts standardly. Moreover, changing setting of business result into
employees loyalty.
Aon Hewitt's Employees Engagement Model
It defines engagements in very defined terms which consist state of emotional and
intellectual involvement that motivates worker to work at their best. For this purpose three
components are identified that shows level of staff involvement such as say, stay and strive
(Abdurrohman and Febriansyah, 2019). The term say in this model elaborates what employees
speak about, customers, organizations and potential co-workers. Intensive desire to be part of
company describe element of stay and extra dedication & efforts for doing responsible activities
of business at best possible way represents strive of particular model. The particular elements
can be derived through engagement drivers which can be held by establishing HPW. These
mechanism comprise the following:
Engagement Drivers and Outcomes
Management, supervisor, senior leadership, career development & tanning, work
performance, association involvement, communication, activity atmosphere, quality of customer
service, company direction and image (Budrienė and Diskienė, 2020.). These are some factors
that allows employees to participate. Moreover, it will provide outcome of stay, say and strive.
Business results
The overall impact will be received in form of increased wellness, retention and reduction
in absenteeism. There for operation productivity, efficiency and safety enhances. In pat of
customer segment this model benefits company through higher satisfaction of clients , retention

of prospective consumers and net profits. The results derived in form of operational income,
revenue and increment in shareholders return.
The work experience any individual is defined in form of quality of life, people,
opportunity, total reward, company practices etc. It is achieved through empowerment, sense of
accomplishment, task, senior & BU leadership, supervision, collaboration, career opportunity,
brand, pay, recognition, benefits, diversity & inclusion (Han, Sun and Wang, 2020).
Additionally, it includes enabling infrastructure, performance management, customer focus,
innovation, talent & staffing, job security, safety, life balance, learning and development.
There are several models that can be utilized for employees engagement programs. The
Aon Hewitt's employee engagement model is more effectual and suitable for such type of
company where morale and performance of workers is low. The mentioned approach is found to
be suitable for firm as this considers all prospective factors that can influence behaviour of
individual. Once employees are affected in positive manner competitive advantages can be
derived in systematic way. The competitive elements help an organization to compete the
industry's firm in effective manner.
P6 Evaluating different approaches to performance management that supports high quality
culture and committent
Performance management (PM)
PM is corporate strategic tool that is utilized by company for creating and sustaining
improved performances of employees. Additionally, it leads for making environment where
people can perform highest of their abilities to produce to quality work most effectively and
efficiently. By focusing on alignment of company goals with employees individual objectives
helps company to establish working environment.
Define and describe each role
The one of the important approach of performance management is to explain and
communicate each individuals role and responsibilities in systematic way. The clarity in vision is
very essential for achieving better results. Staff tend to participate properly when they know
what is expected from themselves. PM is all about motivating workers to contribute optimum
efforts so that goals and objectives can be attained.
Coaching should be frequent

The main purpose of performance management is to identify to evaluate major problems
that are faced by employees. The challenges occurred in path of staff daily working process are
crucial to address. It is attained through daily, weekly and monthly meetings with workers of
organization. With help of such conferences company becomes able to make changes in its
policies and procedures to get desirable quality of work.
Collaborative working
There are different methods adopted by various companies for talent management which
results in employees commitment (What is performance management and its benefits?, 2020).
Workers want their mangers and leaders to be open-minded and consider their participation in
management. The approach of PM of collaborative working refers to building formal and
informal networks to make smooth functioning of an organization. It provides permanent
arrangement through fixed length of time. For forming collaborative working environment
company need to identify individuals strengths, establishing realistic goals & expectation,
encourage open-mindedness, rewarding innovation, celebrate success publicly, spread delegation
of task, support right sense of community. Further, These are plans or actions through which firm
can raise productivity, profits with enhanced commitment, culture, etc.
Employees recognition
An effective performance management must prioritize staff reward and recognition. The
workers should feel how much their efforts are valuable for company diversification and growth.
This gives staff sense of belongingness in turn increases quality of work along with
psychological satisfaction of employees. Additionally, different methods for talent management
is adopted by firms to make sure desirables candidates are appraised and rewarded (Hauff, Felfe
and Klug, 2020). Absenteeism of this practice will affect company in negative bearing on
voluntary turnover.
The extent to which workers efforts are useful should be expressed by company to
motivate morale and enthusiasm of the staff. With respect to this, management conducts
performance evaluation programs that makes clear the progress of their career along with firm
development. This as well provide sense of job security to workers which heights ability and
capability of on the job.
Building Performance aligned culture

Harmonious and pleasant workplace can be formed by making sure that company shares
values, expectations and belief among workers. The employees should be aligned with outlined
goals and objectives because this consequence in quality work. Additionally, work culture is the
surroundings within which staff of firm works to accomplish their roles and responsibilities .
Formulation of suitable performance culture needs evaluation of workers perspective so that they
can obey and respect established process. It will impact on company in positive manner by
creating high quality work culture.
Formulation of guidelines
It should be created for making understandability regarding opportunities, limitations,
specific area, search and experimentation. This is first stage of PM cycle as it makes workers to
perform appropriately by following solid guidelines. Further, it plays essential part in employees
engagement as they are completely aware about their domain of involvement.
Performance management helps organization to have various benefits which motivates
both employees and company in collective form. One of the most important advantage of using
PM is employees engagement that can be measured through key important indicators (Sun and
et. al., 2019). It includes quality, customer, productivity, profitability, absenteeism, shrinkage,
safety incidents, high and low turnover. Further, it aids firm to have retain staff as when they see
their management is putting efforts to develop employees professionally to succeed
organizational goals on consistent basis. Workers are more incentivized to stay for longer
duration in company and work harder (Miao and et.al., 2020). The company constructs PM plans
to develop leaders from the employees team as they are alert about methods of functioning. This
in turn saves time, efforts and confidential information of the company. Leadership pipeline is
created as this system shows path to staff for success while considering improvement in feedback
areas. The well-defined roles are make easy for firm to develop training which can boost ability
of functioning.
CONCLUSION
From the report it can be concluded that high performance working is very essential to
encourage enthusiasm and motivating employees. Additionally, the report shows advantages of
conducting HPW which includes high quality performance of workers, desirable financial
results, better cooperation internally and outside organization, positive staff attitude, etc. For
improving employees participation and loyalty HPW works through decentralized decision-

making process, high quality performance, providing job satisfaction. The approaches of HPW
includes define clear objectives, collaborative working, coaching, employees recognition, etc.
The current report has also mentioned Aon Hewitt's employees engagement to achieve the
competitive advantages that includes engagement drivers, results and business outcome.

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