Developing Individuals, Teams And Organisations

This presentation discusses the importance of performance management in achieving success in organizations. It covers topics such as high performance work, performance management approaches, and the benefits of high performance work. The presentation also explores approaches that support high performance culture and commitment.

Developing Individuals,
Teams And
Organisations

Table of Contents
Introduction
2(A) High Performance Work (HPW) with its methods
2(B) Benefits of High Performance Work
2(C) Performance Management and its approaches
2(D) Approaches that support high performance culture
and commitment
Conclusion
References

Introduction
Performance Management is an continuous process of
leadership and management through supervisor and an
employee to complete the task within specified duration.
The project is based upon Hightown Housing Association
as they believe in providing shelter and support to the
needed people.

2(A) High Performance
Contribution Towards Employee
Engagement
Competitive Advantage:- The strength generated by
managers to restrict controllable and uncontrollable risk
for growth of company. It further create threats for
competitors that affects their stability in perfect
competition market.

High Performance Work (HPW)
This approach of High Performance Work
emphasize managers to motivate workers for
completing their task efficiently (Alexander,
2017). The company further encourage
workers through appraising their performance
which builds good image and reputation of
individual among the whole team.

Process of High Performance
Work
Recruitment Process:- Managers of Hightown are
beneficial with their recruitment as they are able to fill
their vacancy which leads in decentralisation of task.
Performance Appraisal:- The managers of Hightown
are advantageous as their workforce is motivated with
performance appraisal and are encouraged to complete
business activity efficiently.

Methods of High Performance
Work
The different methods of HPW which are contributing
towards employee engagement and competitive
advantage are mentioned below as:-
Transparent Communication:- Managers of Hightown
are able to co-operate and co-ordinate with each other
through verbal and non-verbal communication for sharing
their views and information (Delaney and et.al., 2017).

2(B) Benefits of High
Performance Work
Improve Productivity:- The High Performance Work
develops an opportunity for business to improve its
productivity by manufacturing qualitative products. It
attracts large number of buyers for purchasing the product.
Maximise revenue and profits:- The managers of
company are highly beneficial with HPW as it enlarge
customers which result in high sale and profits.

2(C) Performance Management
Performance Management:-
This is defined as the strategic role
of manager in attracting and
retaining key workers to perform
their action with the motive to
achieve individual and
organisational goals.

Various Approaches of Performance
Management
Comparative:- Managers of Hightown can use this approach to
compare the present activity of employee from its past task in
order to analyse the efficiency and the performance done for
achieving target.
Quality:- The managers of Hightown can use this approach for
improving customer satisfaction by reducing errors and
achieving continuous service improving procedure.

2(D) Approaches that support
high performance culture
and commitment
Comparative:- Managers of Hightown are beneficial as this
comparative approach leads to analyse the competitive
strategies adopted by its competitors which might create threat
for company.
Quality:- The managers of Hightown emphasize on their
qualitative production as to attract large number of customers
for supplying superior goods and develop loyalty and support
(Eaton, Roberts and Turner, 2015).

Conclusion
From the above discussion it have been concluded that
performance management plays very vital role for an
organisation in achieving success efficiently as to
compete with rivalries.

References
Alexander, R., 2017. Developing dialogue: Process, trial,
outcomes. In 17th Biennial European Association for
Research on Learning and Instruction Conference (Tampere).
Delaney, Y., and et.al., 2017. Transitioning from traditional to
problem-based learning in management education: the case
of a frontline manager skills development
programme. Innovations in Education and Teaching
International. 54(3). pp. 214-222.

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