Improving Organisational Performance

This document discusses the concept of High-performance working (HPW) and its link with employees well-being. It also explores the barriers to implementing HPW and describes the main stages of the performance management cycle. Additionally, it highlights the role of line managers in an organization.

Improving
Organisational
Performance

Table of Contents
INTRODUCTION...........................................................................................................................3
PART A...........................................................................................................................................3
1.1 Analyse the concept HPW................................................................................................3
1.1 Figure out the concept and components of HPW.............................................................3
1.2 Evaluate the link between HPW and employees well-being............................................4
Link between HPW and competitive advantage....................................................................5
Link between HPW and organisation performance................................................................5
1.3 identifying the barrier to implement the HPW.................................................................6
Reflection of CPD .................................................................................................................7
PART B............................................................................................................................................7
2.1 Describe the main stages of the performance management cycle and the role of
development and review.........................................................................................................7
2.2 what is the role of line manager in the organisation.........................................................8
2.1 Performance measure use in the organisation..................................................................9
2.3 Questionnaire and interview.............................................................................................9
3.1 Explain the culture of high performance........................................................................10
Explain building and trust in organisation............................................................................10
Evaluation ............................................................................................................................11
2.3 To what extent does the current approach fit in the organisation ..................................12
3.1 Recommendations..........................................................................................................12
Reflection of CPD ...............................................................................................................13
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14
INTRODUCTION
Organisation performance means the actual output or result of the organisation which is
measured against its output in order to achieve its goals and objectives. In the recent years

different organisation performance use balance score card to track the employees performance
which help to improve the efficiency of the individual and employees. In other words
organisation performance involves in identifying the company performance against its objectives
and goals (Low and et., al., 2020). The present report is based upon TESCO which is an British
groceries and general merchandise retailer which headquarter is present in Hertfordshire
England. The preset report talks about the High-performance working as this is essential for the
organisation to improve the productivity. Further it is crucial for the firm to identifying the link
between HPW and the employees well-being for the betterment and growth. Apart from this
report covers about the performance management as this help in providing better services to the
consumer. Organisation must take effective measure regarding the performance management as
this help reducing the risk and loss for the company.
PART A
1.1 Analyse the concept HPW
The High-performance define as the practices that have been shown to improve an
organisation capacity which effectively attract, select, hire, develop and retain the high
performing personnel. Further this is about developing culture where there is transparency, trust
and open lines of communication for every individual present in the organisation. Hence for
TESCO the HR manager should use such kinds of the practise as thus it improve the working
performance and capabilities of the system. HPW is fundamentally a series of processes,
practices and policies which can be put into place, and when integrated together can result in
improved performance of employees.
1.1 Figure out the concept and components of HPW
Employees involvement: The high-performance working as seen as the system which
help the organisation to improve the productivity. In the context of TESCO the HR manager
should focus on HPW as this will improve the skills and performance effectively (Ratten,
Ferreira and Fernandes 2020). However the employees involvement empower the workers to act
better for the firm and also help in improving the work efficiency. The untapped ideas,
innovations and creatives thoughts of employees can be seen in the involvement. So the HR
manager should make sure that workers should be involved in decision making process as this
help in improving the working culture through out the year.

By the assistance of the involvement employees tend to make better decision which aid
the company to grow and expand in the well define manner. Along with this it also reduces the
labour friction by encouraging more effective communication as well as cooperation. This
should not be overlooked as this reduce the production and capability to provide goods and
service present in the market. This also provide the upliftment to brand image of TESCO and by
creating feelings and belongings this can be done effectively (Hauke-Lopes and et., al., 2020).
Leadership and strategy: This provide employees with the necessary skills to perform
there jobs in the well define manner. For the organisation like TESCO this HR manager have the
prime responsibility to assist them with training and development programmes in order to
improve their efficiency. Leadership is important function for the management which help firm
to achieve its goals and objectives in the limited time frame. So there must be effective leaders in
TESCO which constantly motivate the employees to accomplish there unfinished task. A good
leader have the quality to communicate with other and try to solve issues.
Further strategy is important for business which help to grow and expand the firm in the
effectively manner. It also create the confidence which is crucial factor and the HR should listen
regarding the suggestions and view points provided by the employees because this help in
making effective decision which can provide long term benefit in the future. The strategy help in
developing coordination among the superior and subordinates which aid in reducing the risk and
uncertainty present in the company.
1.2 Evaluate the link between HPW and employees well-being
HPW and employees well beings are essential can be challenging task for many
organisation. Nowadays in the recent change in the working culture of the company it is crucial
for the organisation to maintain proper relational with the employees. The relation between these
two factor are consider as optimistic as the positively effect the employees well being. However
some of the studies have show that HR of the firm must take care of there employees as this will
help in making improving the productivity of the organisation along with it also bring the change
in the environment.
The impact of HPW on the employees well-being have been marginalised so this is
important for TESCO to make effective policies which directly benefits to the employees
working in the organisation. This has been figure out the high work related stress is connected to
medical problems such as depression and anxiety. So the HR manager of TESCO should indulge

in extra circular activities which reduces work stress and create a healthy environment . Further
this also improve the work efficiency and brings out the maximum output for the organisation.
Link between HPW and competitive advantage
Competitive advantages have the ability to sustain the profit which help to set apart the
industry and develop the distinctive competency. Due to tuff competition present in the market
there must be proper and performance training which help in improving the productivity and
skills of employees. In regards of TESCO this is essential for the HR to make effective decision
which help in making reducing the competition present in the market. The managers and top
authority should make innovative ways to offer goods and services to the consumer.
The competitive advantages help in creating sustainable organisation and the business
model. If the employees performance will be high so they will able to make high quality product
which basically satisfy the needs and wants of the consumer. Hence this tend to reduce the rival
from the industry (Chadge and et., al., 2020). This also create capabilities to supply the services
effectively and also increase the net profit in the given time frame. This arrives from different
kinds of thinks such as geographical location and resources. So the management of TESCO
should conduct proper research as this aid to minimize the risk and uncertainty present in the
market.
Link between HPW and organisation performance
HPW and organisation can be described in different ways but there is emphasis or
organisation performance as this makes it successful. The business should pay more attention
towards the high performance working culture due to tuff competition present in the market.
There are different kinds of industry which deals in product and services. In order to attract more
and more customers towards themselves so HR manager of TESCO should implement new
policies which are beneficial for the organisation. The HPW focuses on motivating the
employees and their performance in the organisation .
Where as organisation performance deals how effectively the individual complete its task
in the given time frame. Both should be taken into account equally as this help in reducing the
waste of time and aid in offering timely services to the consumer. Business with high strategies
put emphasis on the quality and innovation of the product. Company performance is totally
interrelated with the HPW as both have the ability to provide the high end services to end user.

1.3 identifying the barrier to implement the HPW
The HPW is the process which improves the working performance of the employees as
well as of organisation (Cheng and et., al., 2020). The barrier can be reduce by the taking proper
feedbacks from the employees regarding the change and implementation of new policies. For the
organisation like TESCO the HR manager of the company must ensure about the barriers and it
should be reduce by taking effectively measures. Here are some of the barriers while
implementing HPW are given in the detail manner.
Poor communication: While good communication can foster the teamwork but poor
communication create unhealthy environment which is reduces the work capacity as well as
performance of the employee. So in this case, TESCO HR manager should use effective channel
for communication. Hence there must be proper structure in the company for delivering the
message effectively. This is essential for having effective communication because it improve the
working performance of employees. Some time barriers to HPW can be literal, such as separate
office reduction during employees interaction. Along with this, there should be daily meetings to
ensure about the everyone should indulge in the communication process to ensure about the
growth and expansion in the well define manner.
Lack of managerial involvement: HR manager of the company must ensure about
employees involvement in the organisation decision making process. In the context of TESCO
HR manager should involve each employees and make sure that there participation as this help in
identifying new talent and help in making effective decision for the company (Nguyen and Giang
2020). This is the prime responsibility of the HR manager to check regular emails and should
have proper balance score card which tracks the employees involvement and there performance
in the organisation.
Unclear goals and job duties: A work team is created to achieve goals within the
workplace. So in order to avoid such kinds of uncertainty the HR manager of the TESCO should
assign the task and make sure that all the employees are well aware about there roles. This
improve the working capabilities and the employees performance. When the goals are not
presented clearly by the management, or the individual responsibility in achieving the goals are
unclear this reduces the efficiency and each employees working in the organisation. The HR
should make a proper plan regarding the job and provide extra training to the employees
regarding the employees job specification.

Reflection of CPD
I have learned from the above statement that high performance is essential for the
completion of task in the well define manner. I have gain knowledge regarding the different
skills such as improve productivity. Further this will help me doing group activities such as
Presentation and during my coursework. Hence this will set apart me from the other students as
this help in improving the skills and other activities during completion of my work. Further this
aid me in understanding the aims and objective as well as focus on learning outcomes to
overcome the challenges and problems face during my studies.
Apart from this, it help me in identifying the risk and uncertainty and it will help me to
improve the decision making quality which is beneficial for my future. I have learned that high
performance will facilitate person to work with full efficiency without waste of resources.
However this, set apart the individual to from the other people. Further this also help in
improving the critical thinking ability which become useful for making quality decision for
expansion and growth.
PART B
2.1 Describe the main stages of the performance management cycle and the role of development
and review
Performance management cycle is the process which involves the process of planning ,
monitoring, reviewing and rewarding the employees (Baporikar and Shikokola 2020). The
process in centred on setting employees goals which are aligned with the strategic objectives of
the organisation. This also involves ongoing communication between supervisor and manager of
the employees throughout the years to support or advance the organisation aims and objectives
effectively. Here are some steps:
Objective settings: This is the process where the ground work in laid down for the work
to be successful. Before the management talks about the employees the team should decide the
goals and objectives present in the market.
Continuous feedback: There must be proper monitoring should be taken by the HR
manager of TESCO as this help in improving the performance of the employees. There should be
proper and effective blueprint must be develop so that employees have clear vision regarding the
work.

Monitoring: Monitoring should be done on the regular basis if it is done often then then
aim and objectives of the firm cannot be fulfilled. Hence this is crucial for the TESCO to track
each and every activities so that effective outcomes can be held for the betterment and growth.
Appraised meeting: This is essential for the organisation to have appraised the
employees hard work as this help in increasing the morale of the employees. So TESCO
management should fairly rewards employees and provide recognition for there efforts.
Tool to examine employees performance:
There are several ways to measure action, the common tools being employee appraisals
are 360 feedback as it is assistive in measuring management's effectiveness. For 360-degree
feedback to be useful to your system, your human resources leader and training specialist need to
develop training modules for employees, supervisors and managers provide feedback. Tesco
management can such method as to provide the effective information regarding the employees
performance and management can increase there position on salary on the basis of result. It is
essential to provide training to evaluate workers ability and improve the flaws if required as to
increase the efficiency.
2.2 what is the role of line manager in the organisation
The line manager oversees other employees and other operations of a business and report
to the higher manager (Malik, Zaman and Buckby 2020). In the organisation like TESCO the
line manager have the responsibility for managing the employees as well as resources in order to
achieve specific functions for achieving the organisational goals and objectives in the well define
manner. Here are some roles of line manager which are explained briefly:
Employees training: The employee training are responsible for delivering the new set of
skills which help the individual to perform better in the organisation. Furthermore the TESCO
management should provide intensive training and development programmes which help in
improving the skills sets to achieve the desire goals and objectives in the well define manner.
Recruiting talent: Line manager is responsible for the functional area which are likely to
be more involved in the strategic brand of recruitment of the efficient employees. There line
managers are forward thinking supervisor who looks at the market trends and make changes as
per the need and requirements. Hence this is essential for the organisation like TESCO to hire
those employees who have proper knowledge and skills to accomplish the desire goals and
objectives of the organisation.

2.1 Performance measure use in the organisation
Measuring the performance is essential in the organisation progress. This comprises
measuring the actual performance outcomes with the other result of the organisation . So in this
case TESCO HR manager should make to take effective measure in order to reduce the risk and
uncertainty present in the firm (Arora and Bedi 2020). The measure which organisation can take
place is that they must simplify the work and should track each and every employees skills and
capabilities so that effectively measure can be taken to minimize the risk and theft . Further the
company set smart goals which help the organisation to determine the appropriate tool which can
be used to improve the performance of the workers.
Along with this, to take effective measures TESCO organisation must ensure to
implement changes as this aid in improving the working culture and also help in developing
healthy relationship with the senior. The company have implement new policies regarding the
work hour as also provide benefits for extra working hours. This motivates the employees the
employees to achieve its desire goals and objectives in the well define manner. Apart from this
there must innovation and implementation of new technology as this provide competitive
advancement in firm. Due to huge competition present in the market TESCO management
should take effectively measure and should avoid the risk for the smooth functioning.
2.3 Questionnaire and interview
Performance management process is considered as a systematized procedures of
observing as well as managing staff performance against its key performance standards or
objectives (Majumdar, 2020). Moreover, this is the procedures for leading person and firm's
performance management. In context of TESCO, their line manager feels that the performance
management procedures develops ability and enhance performance level. So, some interview
questions are prepared through respective organization and interview is conducted for line
manager to know about its views upon performance management. Some questions are:
 How performance management process promotes the staff capability as well as
enhance the level of performance?
Performance management process promotes the capability of staff and maximize the
performance level as this aids organization and manager to align its staff members, resources as

well as system to accomplish its pre determined objectives. Also, this also assists to analyze their
firm's success, strengths, learning from mistakes as well as analysing potential for development.
 Do you think that through an effective performance management process, the
TESCO's line manager can able recognize and reward the talent within
organization?
Yes, I think that through an effective performance manager process the company like
TESCO can able to recognize and reward the talent in organization. As with the help of this,
their line manager can able to evaluate its performance and provide them rewards accordingly.
3.1 Explain the culture of high performance.
High performance culture is considered as a set of norms as well as behaviour which
leads an entities towards for attaining profitable outcomes. In context of TESCO, their line
manager feels that there have to be high performance culture in firm so that they may able to
gain trust of staff and motivate them so they become committed to respective organizational
system and obtain gainful results. All these can be illustrated with the help o some questions
such as:
 Identify whether there exist high performance culture within TESCO's?
As within TESCO, their targeted objectives are attained with optimum utilization of
resources, less wastage and at specific time period so all these shows that the high performance
culture is existing into respective organization.
 How trust can be formulated among employees for delivering their services?
For delivering any kind of services it is essential that trust can be developed among
employees. This can be formulated through sharing their views, ideas, interacting with one
another in relation to deliver its services effectively and efficiently manner.
Explain building and trust in organisation
High Performance culture yields affirmative result within the organization and in context
of line manager the ways for attaining it have been illustrated through addressing different
aspects illustrated below:
 How to bring in enthusiasm as well as commitment among employees towards
responsibilities carried out by them in Tesco?

As within TESCO, the staff carried out various responsibilities so this is essential for
respective organization to bring enthusiasm and commitment. So, for this they have to provide
them a constructive feedback as this help them to keep challenging. Moreover, through
motivating open and free communication they get to know about staff expectations. So, if their
desires get accomplished they get more enthusiastic and very much committed toward its work
(Bowen and Sethi 2020).
 How high performance culture can be attained within working environment?
Within working environment, the high performance culture is very much important and
this can be attained through clarifying the values as well as communicating them each day
among staff, reinforcing their positive behavior, inspire open communication and giving
collective feedback. Some of these are discussed below:
Encourage open communication: As the firms encouraging open communication within
work area outcomes into vibrant environment. There have to be a fluid communication line with
open and unbiased conversation. So, as communication is open so they can attained high
performance culture within working environment.
Effective feedback: An effective feedback is considered as a key ingredient for optimistic
culture. So, through giving staff a feedback will aids them to improve their improve their
performance effectively and efficiently. So, as performance get improved so the high
performance culture can be attained in appropriate way.
 What will be the impact of high-performance culture within Tesco?
When organization's culture are specifically high performing then this affects overall
corners of entities. As this enhances productivity as well as engagement among staff members
which will outcomes into developing new ideas and attaining objectives. Moreover, this also
increase staff retention so that various experienced and talented employees will remain within
respective organization for longer duration.
Evaluation
Performance management is not a system or task. This is considered as a set o combined
management practices which are developed to assists in attaining tow main objectives. The initial
one is enhance staff potential and satisfaction. So, as per the above findings this has been
analysed that within Tesco, the staff capability are promoted as well as their performance level
get enhanced effectively through performance management process (Baporikar, 2020). high

performance culture in firm so that they may able to gain trust of staff and motivate them so they
become committed to respective organizational system and obtain gainful results. Moreover, this
impact positively and negatively as it enhances the trust, recognise talent, maximise staff
retention and others. On other side, due to high performance culture respective organization staff
resist to adopt the changes which is weakness for entities.
2.3 To what extent does the current approach fit in the organisation
The current approaches fits strongly in the organisation as this kind of tool and activities
aid the firm to expand and grow the employees as well as organisation in the effectively manner.
Hence this also increase the productivity of the firm in efficient manner and also provide solution
to make effectively decision for the betterment and growth of the company. Job enrichment also
help in motivating the employees to work hard, further this also help retaining the employees for
longer time duration (Abbas, 2020). Further there must be timely mentoring and coaching should
be given as this strongly help the organisation to offering better quality product and service to the
consumer. Proper use of technology will also help in reducing the competition present in the
market and also create the brand image in the minds of employers as well as consumer.
3.1 Recommendations
Performance is everything as this help in improving the productivity of the organisation
of the employees and also improve the environment of the organisation. Hence performance
management has become more popular topic at the workplace. For the organisation like TESCO
I recommend to the organisation to provide training and skill development programmes for
enhancing the employees skills in master in there job. Along with this there must be proper
measuring tool should be taken in order to avoid the risk of failure. Along with this,
recommendations for the organisation is to have rating scale as this assist the organisation to
figure out the individual activities and the working performance effectively. However by the help
of these score cards firm can decide the compensations and monitory benefits to hard working
employees. Beside from this, it is important for the TESCO management to have periodic
assessment table as this help in figure out the ability and skills of the employees. There must be
proper and effective communication channel process to make effective decision making for the
betterment and growth.

Reflection of CPD
As I have learned from High-performance working as this improve the skills and
productivity in the efficiency manner. Hence this also help in making improving skill and ability
which will help me in my career growth and future prospect. Further I have learned that effective
performance management system require commitment as well as dedication from each and every
individual. Just like any other system this help in performance management have its own sets of
belief and values along with having a purpose in life. However, every good action management
system seeks to work towards the betterment of the overall organizational execution, while sup-
porting presentation, productivity and the well being of its employees.
Beside this it will help me in completion of my coursework with full dignity and sincerity
and allow me to achieve the heights which are beneficial for my career growth and my future
decision. There are other factor which help in understanding the culture and atmosphere of the
firm. Although performance management improve the efficiency but this is also crucial to
provide intensive training as which provide improvement for creating a sustainable business for
the future. Continuous feedback is important for the individual as it provide better insight and
reduce the theft present in the outer world.
CONCLUSION
From the above discusses report, it has been analysed that individual performance plays
an vital role in growth and development of the organisation in effectively manner. Hence this is
essential for the firm to manage and control the activities of employees so that work can be
finished at time. Along with this, there must be proper skill training and development
programmes should be taken into account by the HR manager of the company as this improve
the working capacity of the employees in the well define manner. Apart from training the
organisation must use periodic assessment chart as this provide detail information regarding
workers activities and assigned job roles. Hence this also help HR to track the records and
provide the monitory benefits as per the requirements. The use of self assessments is the best
possible way to know the performance and help in providing better insight for further
improvements.

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