High Performance Working: Benefits, Barriers, and Impact on HRM

This presentation explores the concept of high performance working, its benefits and barriers, and its impact on HRM. It discusses how HPW leads to competitive advantage and improved employee relations, and highlights the importance of recognizing individual strengths and aligning teams with the organization's vision. The presentation also covers the benefits of HPW for both employers and employees, such as enhanced skills, better work-life balance, and improved relationships. Additionally, it addresses the barriers of HPW, including issues with problem resolution, trust, and leadership. Finally, the presentation examines the impact of HPW on HRM and the perspectives of internal and external stakeholders. Overall, it provides valuable insights into the implementation and significance of high performance working in organizations.

Developing Individuals, Teams and Organizations
TASK 3

INTRODUCTION
High performance working refers to the concept where the employees are been working with best of their potential to
the management and the leadership issues within the organization. Being an staff development manager, under HR
department, in leading financial institution namely Alexandra Reisse emphasis will be placed on high performance
working (HPW) aspects. This presentation is based on the highlights of the high performance working that leads to
the employee engagement towards the achievement of the goals effectively and efficiently. Furthermore, the study
includes the benefits gained by the organization through the high performance working and the barriers that exist in
it. Moreover, it describes the impact of the HPW on HRM and the ways in which it is been perceived by internal and
the external stakeholders.

Meaning of high performance working
High performance working refers to the general approach for managing the organization which aims for stimulating
the most effective involvement and the commitment of the employees for achieving the higher success.

Explaining the ways in which HPW leads
to competitive advantage and in improving
employee relations.
 High performance working team leads to efficient working which in turn results in optimum use of the
resources.
 This helps Alexandra-Reisse in producing the product at lower cost with less wastage which leads the firm in
achieving competitive advantage in the overall market.
 Coordination among the employees reflects better and improved relations among the employees under the high
performance working team.

Features of HPWO
 Recognizing the individual strengths is the main characteristic of the high performance working organization
which states that great talented and the skilled employees are working with the strategic thinking.
 The employees have the ability emphasize on hitting the goals.
 The teams within the organization are fully aligned with the multiple variables and towards reaching the vision.

Benefits of HPW to employee and
employer
Benefits to employee-
 High performance working creates ease for the employees in working with the teams and in sharing the duties.
 The work gets divided and they are not left with the entire project.
 It provides the opportunity to the employees in forming the better relations with other employees.
Enhancement of skills and
competencies
Facilitate better relationship with co-
workers
Ensures work-life balance

Benefits to employer-
 Employer need not to give instructions to the employees about the working as they are
already skilled and expert in their fields.
 Employer does have to monitor and assess the ideas of the employees as they work in
the team with the selection of the best ideas.
 They also not have to deal with the issues relating to the employee discord as the
employees are happy with their overall working.

Barriers of HPW
 Issues regarding resolution of the problem and in finding out the quick solutions.
 Lack of the trust.
 Relationship problems.
 Leadership problems.
 Absence of the core values.
 Role ambiguity.

Impact of HPW on HRM
 HPW or High performance working system is a set of management practices that attempt to develop where the
involvement of the employee in the organization as well as decision making is high.
 Human resource management needs to conduct effective training and development programs for improving
employee performance
 HRM also needs to develop new policies related to rewards and incentives to motivate employees who can
perform better.

Stakeholders perspectives
Internal stakeholders such as employees, managers and business owners supports and encourage HPW as
it helps to increase business profit as well as its also beneficial for the growth of the company and its
employees.
External stakeholders such as customers, investors etc are also attracted towards HPW as HPW leads to
improve products or services that helps in increasing profit.

Supporting HPW in Alexandra Reisse
 In order to get support in HPW an organization can hire many agencies which are providing HPW development
program along with training programs to ensure employees are developing skills and abilities for performing
business activities effectively and efficiently.
 As, training session provides deeper insight to the personnel about the manner in which work needs to be
performed. This in turn facilitates both employee motivation and high performance working within business unit.

Selling the concept of HPW
 The concept pf HPW can be sold by convincing organizations to focus on process motivation as in this
efficiency of the employees is counted on the basis of achievement of the business objectives.
 For example – Tesco, the multinational British retailer focus on ongoing professional development of the
employees can implement the approach of HPW. Through this, Tesco would become able to enhance skills and
competencies of personnel to a great extent. Further, concept of HPW will prove to be more beneficial for the
company in terms of low employee turnover and high productivity & profitability.

REFERENCES
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management (pp. 27-48). Routledge.
Katzenbach, J. R. and Smith, D. K., 2015. The wisdom of teams: Creating the high-performance organization.
Harvard Business Review Press.
Messersmith, J. G. and Guthrie, J.P., 2010. High performance work systems in emergent organizations: Implications
for firm performance. Human Resource Management: Published in Cooperation with the School of Business
Administration, The University of Michigan and in alliance with the Society of Human Resources Management.
pp.241-264.
Bowen, D. E. and Ostroff, C., 2014. Understanding HRM–firm performance linkages: The role of the “strength” of
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