Understanding High Performance Working: Key Components and Benefits

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High Performance Working
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1. Analyze the concept of HPW. (AC 1.1) (approx 100 words)
High-Performance Working (HPW) entails developing a culture that comprises of trust,
transparency, as well as open lines of communication for every individual. HPW is about
discarding the traditional hierarchical structure which several companies still operate under, and
developing a flatter structure that enhances employee happiness, motivation, engagement,
including sharing and understanding the organization’s vision (Buchanan and McCalman, 2018,
n.d.). HPW is a combination of processes, Human Resource practices, and work structures that
aim at improving the skills and knowledge of the employees. It comprises of new ways of
organizing work, rewarding performance, including involving the staff in the process of decision
making.
2. Explain the key components of HPW (i.e. perspectives on the range of processes,
practices or systems that might be included in the best HPW best practice bundle). (AC 1.1)
(approx 400 words)
The first component is the employees’ ability to participate in the decision-making
process. An employee’s ability to take part in the decision-making process is regarded as a high
performance working key element. Giving the staff the chance to make decisions that have an
impact on their immediate environment results in positive effects in the entire company. Doing
so makes the staff feel more empowered, thus developing a committed workplace. In addition, it
enhances workplace relationship because every employee is given an opportunity to share their
opinions as well as knowledge with their colleagues. Engaging the employee in decision-making
does not only enhance manager-employee relationship but it also enhances a strong sense of
teamwork among the staff.

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The second component is training. Training is effective in improving the employees’
knowledge, skills, as well as capabilities of doing a certain job. The training process molds the
staff’s thinking, resulting in quality performance. Training is important for the success and
development of an organization (Shin and Konrad, 2017, pp.981). Training is beneficial both to
the organization’s employer and employees. If trained well, the employee will become more
productive and efficient. The primary benefits of training are; it improves the employees’
morale, it encourages less supervision as the staff is well acquainted with the job, there are fewer
accidents at the workplace and leads to increased productivity.
The third component is the incentives. If there are no incentives, the employees may be
discouraged from taking part in the HPW. The performance of the staff is directly proportional to
the outcomes that are of benefit to the organization and to themselves. It is the same reason that
it is common for smaller firms to offer stock options including other profit sharing plans and
equity plans. However, big organizations are more likely to use pay rises, give bonuses for
achieving the targeted performance, including other monetary incentives.
Technology is the fourth component. In the 21st century, technology is crucial for the
success of any business. Technology is important in the workplace because it makes the business
more efficient and productive. For instance, it makes it easy to schedule appointments or sales
calls, track time, along with performing tedious work. In addition, technology ensures that there
is computational accuracy. For instance, Excel, - consisting of several computational formulas-
ensures accuracy. Accounting programs also help a company accurately keep inventory, handle
payroll, record sales, or even manage and pay bills.