Performance Management: Understanding HPW and Approaches to Support High Performance Culture

This article discusses the importance of High Performance Work System (HPW) in gaining competitive advantage and creating a better attitude among employees. It also evaluates different approaches to performance management, such as collaborative working and quality approach, and how they can support high performance culture and commitment.

Running head: PERFORMANCE MANAGEMENT
Performance Management
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P5- Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation.
High Performance Work System is highly essential in nature as this acts as the entire
source of gaining competitive advantage within the organization during any such specific
situation. Furthermore, it has been seen that high-performance work will help in creating
better attitude among the different employees as this will assist in improving the different
product, services along with the different processes. Furthermore, it helps in taking proper
initiative along with increase in the innovation degree of the organization. With the high-
performance work system, this assists that there is better along with frequent dialogues
between the different managers and employees in organization as this improves the entire
performance of the organization and employees as a whole (Edwards and Ramulu 2014).
The HPW helps in creating better coordination inside along with the outside of the
organization. With the implementation of HPW, the employees and employer cooperate in an
effective manner along with maintaining proper coordination with the employees and
colleagues internally. Furthermore, it helps in maintaining proper coordination externally
with the different suppliers of the organization who are essential part of the entire company.
Additionally, it has been seen that this implementation of HPW, the employees become more
open to the ideas that is generated from the other individuals and they find themselves as the
part of the organizational value chain as well.
Lastly, the HPW assists in creating better organization by gaining competitive
advantage. The organization gains unique kind of strategy in comparison to the different peer
groups. This helps the organization to completely be different from the other competitors in
the market. The respective uniqueness can be in terms of the content of the strategy or the

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strategy execution as well. Furthermore, this helps in focusing more on the discipline and this
helps them in succeeding in the entire competitive economy.
It has been seen that higher achieving of HPW, this means that the company will be
gaining better financial results. The High-Performance Work system is efficient in nature and
this is used by all the organizations as this helps and assists in managing the different
responsibilities easily and this creates a positive relationship between the different employees
and employer efficiently as well. Furthermore, it has been seen that the attitudes are the
strong drivers of the behaviour and this helps in creating job satisfaction along with
organizational commitment as well.
P6 – Evaluate different approaches to performance management (e.g. collaborative working)
and demonstrate with specific examples how they can support high performance culture and
commitment.
The different kind of approaches of performance management are as follows:
 Collaborative Working is one of the approaches that includes the joint kind of efforts
of all the employees in the organization who works together in achieving the different
goals in the organization. Furthermore, the collaborative working environment will
help the employees in receiving support from their superiors and perform the tasks
accordingly as well. For example: When an employee is not being able to understand
the particular situation or task effectively, they can take help from the peers or the
superiors and solve issues accordingly as well (Zhang and Pan 2014). Quality Approach is the other approach wherein the quality is improved with constant
support from the different superiors of the organization. The quality approaches are
essential in nature to gain more competitive advantage in the competitive market
(Jenter and Kanaan 2015).

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 Attribute Approach is the other approach that assists in characterising the different
traits of the employees in the organization. The leadership quality is essential among
the employer of the organization in order to evaluate the different individuals in the
team. This is advantageous in nature wherein this will help in resolving the queries
and solve the issues effectively (Gallo et al. 2014). Result Approach is the other approach that mainly focuses on the performance along
with achievement of the results. The main purpose of the approach is to analyse the
results of the employees. This approach will help in analysing the performance
through management by objectives and this helps in managing the different strategies
effectively (Zhu 2014). Behavioural Approach is the approach that will require the behavioural approaches
that will help in increasing the overall effectiveness of the different tasks that is
ineffective in nature. There can be different circumstances wherein the employees
may need proper leader to assist them and this can be helpful for them to analyse the
situation and solve it effectively (Nair, Jayaram and Das 2015).
From the analysis of the different kinds of performance management approaches that
helps in supporting the high-performance culture and commitment among the different
employees. Furthermore, this can be analysed that in order to gain competitive advantage in
the organization. The performance is required to be monitored of the employees in order to
improve the overall performance and solve the queries of the employees effectively as well.
There can be different instances wherein it has been seen that the performance
management approaches are essential to manage the management culture and environment
effectively. An employee in the organization can have different issues relating to work,
therefore, it is the duty of the employer to handle the queries effectively.

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Jenter, D. and Kanaan, F., 2015. CEO turnover and relative performance evaluation. The
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