Individual PowerPoint Presentation Paper with Notes on High Performance Work Culture

Human resource
management

Table of Contents
INTRODUCTION...........................................................................................................................3
Concept of high-performance work culture...........................................................................3
The management development programmes (particularly coaching and mentoring) that could
enhance organisational performance and reinforce the culture of an organisation of your
choice......................................................................................................................................3
Design an appropriate coaching and mentoring programme that can be implemented to
develop staff...........................................................................................................................3
CONCLUSION................................................................................................................................6
REFERENCE...................................................................................................................................7

INTRODUCTION
High performance workplace is an organisation that works well as per its laid vision and mission
objectives. In these organisations employees are highly motivated and productive they possess
resources that are required to meet and exceed the overall organisational goals. Present report is
based on making detailed evaluation of the concept of high performance working culture and
further there is analysis of the way there can be enhancement of organisational performance and
reinforce the culture of an organisation.
Concept of high-performance work culture
High performance workplace is a physical or a virtual environment that is designed to make
employees as effective in supporting the business schools and providing high value. It results in
to balance in investment in process, physical environment, people and technology to enhance the
ability of employees. It will lead towards it is covering, learning, innovating, leading and
managing teams to achieve higher financial benefits in terms of increasing profitability. It can be
said that organisations with high performance culture tend to be a great workplace to work for
employees. In context of Tesco there are certain characteristics that are helping the organisation
to create a high-performance working culture for their employees.
Trust: trust is one of the used components for developing a high performance culture. In
organisations high performance culture tend to focus on team over individual with high amount
of trust. When team members trust each Other they are willing to contribute more by having a
positive mindset.
Empowered and engage employees: In high performance culture there are individuals who
possess the ability to make key decisions and enhance the process of engagement. Organisations
with high performance culture ensure that employees possess necessary knowledge and skills to
make decisions. In Tesco high performance culture helps in creating two way feedback
mechanisms that can promote the idea generation and leadership.
Learning and development: High performance organisations recognise that organisations have
to focus on continuous up gradation of the skills and knowledge level of the employees. It can
help them in sustaining long-term performance with evaluation of employee development needs.
In Tesco being large sector retail organisations the management is working towards
identification of clear pathways for ongoing process of learning and development.

Openness to change: in context of Tesco for the purpose of creating a high performance culture
organisations are working towards having individuals who are willing to deal with all type of
obstacles. The high performance culture will help in creation of a mindset where there can be
execution of a plan that can transform the culture and help employees in adjusting the previous to
be more sustainable.
Mentoring on the other hand has a direct relationship between maximisation of the working
culture in organisations. There is development of productive relations of employees. In this
mentor is cultivating personal and professional capabilities. The mentor is asked about the way
to complete specific tasks but generally in organisations this type of relationship depends on
building of learning and self confidence of employees for the purpose of achieving a positive
work life balance in the organisation. In the context of TESCO it can be said that coaching is a
short term endeavour that is ending when mentee is able to champion the established objectives.
Mentoring is a long run endeavour it is related with continuation of relationship for life time that
involves direct supervision of employees so that there is development of trust os that overall
issues can be resolved among the management and the organisation.
The management development programmes (particularly coaching and mentoring) that could
enhance organisational performance and reinforce the culture of an organisation of your
choice
Performance management is a concept that can help in development of new skill sets towards
managing employee performance. With the changing times there is requirement of new skills as
for navigating the new normal process of organisational functioning. Increasing digitalization
and democratization of the learning have lead organisations to expand their learning offerings
that include new aspects to coaching mentoring management software learning experience
platforms and virtual classroom platforms.
Management development programs are a systematic process of developing effective
managers at various levels to meet the requirement of organisation. It is associated with
analysing the present and future management requirements by assessing potential skill sets for
the development of employees. Tesco is focusing on management developed that is very
important part of success they are working towards having core skills program team building
programs and other such type of program that are required for the purpose of managing the