HPW Systems and Processes

Running Head: REPORT TO ADD HPW AND HPWO PRACTICES IN AN
ORGANIZATION
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Running Head: REPORT TO ADD HPW AND HPWO PRACTICES IN AN
ORGANIZATION
Contents
Section 1................................................................................................................... 3
Introduction............................................................................................................... 3
Question 1................................................................................................................. 3
Demonstration of the HPW frameworks and their components.............................................3
Question 2................................................................................................................. 5
Reference of the literature dealing with HPW components..................................................5
Competitive advantage.............................................................................................. 7
Q 3.......................................................................................................................... 8
The link between HPW systems, processes and cultural changes...........................................9
A note on the main barriers.......................................................................................... 10
Unclear strategy and wrong priorities..........................................................................10
Leadership style Choices.......................................................................................... 11
Lack of Trust........................................................................................................ 12
Poor coordination between the departments...................................................................13
Inadequate leadership.............................................................................................. 13
Closed Vertical communication.................................................................................14
Fear of criticism.................................................................................................... 14
Attitude towards change.......................................................................................... 15
Section 2................................................................................................................. 15
Question 5............................................................................................................... 15
Stages of the performance management cycle and the role of appraisal.................................15
The role of the performance reviews for organizational and legal purposes............................16
Question 6............................................................................................................... 17
Examples to include line managers in various processes...................................................17
Performance appraisal and recognition.........................................................................17
Training, coaching, and guidance...............................................................................17
Employee Engagement............................................................................................ 18
Creating and maintaining a learning environment...........................................................18
Work-life balance and wellbeing................................................................................ 18
Mentoring to ensure quality...................................................................................... 18
Question 7............................................................................................................... 19
The role of performance management process in various streams........................................19
Question 8............................................................................................................... 20
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Running Head: REPORT TO ADD HPW AND HPWO PRACTICES IN AN
ORGANIZATION
Examples of the reorganization in connection with the ethical practices................................20
Section 3................................................................................................................. 20
Question 9............................................................................................................... 20
Recommendations for the sustainability of an HPWS and HPWO.......................................20
Trust............................................................................................................... 21
Enthusiasm and commitment.................................................................................21
Supporting and enablement of a high-performance culture.............................................21
References.............................................................................................................. 22
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Running Head: REPORT TO ADD HPW AND HPWO PRACTICES IN AN
ORGANIZATION
Section 1
Introduction
The concept of High-Performance Working (HPW) allows a company to hire the best
personals under a given setup for the best results. HPW is emerging as a common solution for
big organizations because the trends in the market are changing fast. Low-performance
economic workers can waste a lot of time in the process of the gestation and technology on
which they are working may go out of the business. A working system enabled by High-
performance workers along with a culture to facilitate high-performance working is also
known as "High-performance working System (HPWS)." In the current assignment, we are
exploring some of the important aspects of HPW phenomenon and trying to come up with a
set of recommendations that can help an organization in the successful implementation of
HPW culture and HPW system (Foley et al.,2012).
Question 1
Demonstration of the HPW frameworks and their components
HPW frameworks are self-sustainable frameworks. The main components of this framework
are
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Running Head: REPORT TO ADD HPW AND HPWO PRACTICES IN AN
ORGANIZATION
 HPW enabled leadership practices
 HPW enabled strategies to formulate self-sustainable operation plans
 HPW enabled the working structure of the organization
 HPW enabled development strategies
 HPW enabled reward and punishment systems
 HPW enabled HR practices to ensure the belongingness of the employees
Every HPW framework starts with three objectives that are to ensure high-level performance
with maximum profitability and best customer satisfaction. In order to achieve these three
objectives, the HPW enabled leadership comes up with some action plans where employees
can meet short term targets and supervisors can check the sum of this achievement with an
intention to meet the long term goals. It is different from a regular process where we set fixed
targets for the employees and the role of the supervisor becomes more important because of
the checks and balances associated with the process.
The operation plans of an ideal HPW enabled organizations promotes the culture of fixing
quality managers instead of employee supervisors. The focus here is more on the products,
rather than the management of the people. In other words, we can say that it is a different
kind of people management HR machinery and other tools of planning ensure high
involvement levels of a self-motivated employee.
Instead of focusing efficient people management, the HPW framework promotes the culture
of the effective people management; this culture enables a manager to give autonomous
status to various teams where they can come up with their own set of solutions and working
procedures.
In a regular system, planner act as a visionary, whereas in a system facilitated under the HPW
realms, managers' act as a visionary and supervisors set necessary targets for the team. In
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Running Head: REPORT TO ADD HPW AND HPWO PRACTICES IN AN
ORGANIZATION
other words, we can also say that the vertical integration of a command line is shorter when
we apply HPW practices in a system. This shorter vertical integration also ensures swift
communication between the teams and allows them to make quick decisions for ensuring the
best outputs from any given assembly line.
Question 2
Reference of the literature dealing with HPW components
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Sustained organization performance
This source of literature mainly gives us an account of the integration of the current
capabilities of an organization into self-sustainable HPW model with the help of a system
keeping a check on the undue exploitation of the resources. It promotes the culture of
exploration by assigning adequate indicators based on the previous achievements of the
goals. This literature also promotes the culture of the creation of alternative pathways to meet
difficult situations. These pathways can also be accommodated as a mainstream solution in
the case of consistent satisfactory performance Arhendse, L. (2015).
Raisch. (2009). Organizational Ambidexterity: Balancing Exploitation and Exploration.
Organization Science, vol. 20, no. 4,, PP 685-695.
According to the author, organizational learning, wisdom gained by the senior participants
can be converted into tacit knowledge pool and this knowledge pool can work in the direction
of maintaining the sustainability of the operations. This piece of literature also introduces us
with the concept of short term agility to handle unwelcome realities. With the help of a
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