BTEC Level 5: Developing Individuals, Teams and Organisations Report

This report examines the application of High-Performance Work (HPW) practices within Hightown Housing Association, a charitable organization. It explores how HPW contributes to employee engagement and competitive advantage through selective hiring, shared commitment, conflict resolution, and flexible job structures. The report details the benefits of HPW, including enhanced employee security, selective hiring processes, decentralized decision-making, and reduced status barriers. Furthermore, it analyzes various performance management approaches such as collaborative working, behavioral approaches, and attribute approaches, highlighting their roles in aligning individual and organizational objectives. The report concludes by providing references to relevant academic sources.

DEVELOPING
INDIVIDUALS, TEAMS
AND
ORGANISATIONS

TABLE OF CONTENTS
 Overview
 HPW contributes to employees engagement and
competitive advantage within Hightown housing.
 Benefits of applying high performance work
practices
 Various approaches to performance management
 References

OVERVIEW
 Presentation is based on Hightown housing
association. It is charitable housing association.
The association operates from Hertfordshire,
Berkshire, Buckinghamshire and Bedfordshire. The
organization aims to help people who cannot afford
to purchase house or rent at, market value, they
supports their livelihood. High performance working
refers to create a culture where organization is
transparent. There is open lines of communication
and trust among workers and subordinates.

HPW CONTRIBUTES TO EMPLOYEES
ENGAGEMENT AND COMPETITIVE
ADVANTAGE WITHIN HIGHTOWN HOUSING.
 Selective hiring of employees - Hightown put more
efforts in recruiting their employees and this follows a
long procedure for selecting most suitable employees
from the total applications. It believes in recruiting only
the employees which are enough effective and efficient
to handle the position in the organization.
 Shared commitment towards vision of company -
Hightown also involve their employees in decision
making as well as in deciding vision and mission in order
to identify each and every positive or negative aspect.

 Conflict resolution team - Hightown create a conflict resolution
group for managing the issues of an organization and its
employees. The team hears the problem faced by the teammates
during their work and operations and tries to solve them to create
a conflict free environment in the organization of Hightown.
 Flexible job statements - Hightown have to put more emphases
on creating a environment in organization which have
transparency in communication so that the employees can do
their task with flexibility. The flexibility in the organization is
dependent on free friendly working environment which is often
known as informal structure.

BENEFITS OF APPLYING HIGH
PERFORMANCE WORK PRACTICES
 Ensuring Employees Security - The Hightown organization
after using this practice will be able to remove the problem of
hiring part time and contract workers. The obligations of
employees towards job security will be reduced as these
practices clearly insure that it aims towards removing part time
and contract employees, by this job security in the organization
will be increased.
 Selective Hiring - These practices also helps in selective
hiring, the hiring of employees will be selective in Hightown and
will insure that only effective and efficient workers will be
recruited in the organization. This technique will help in
removing ineffective and efficient workers form the organization.
This will reduce overlapping and wasteful activities in the
organization.

CONTINUE
 Decentralized Decision-Making - The HPW practices
will also help in reducing decentralization in the
organization. This will reduce risk of wrong decision
making as the power of decision making will only lies in
the hands of expertise personnel due to centralized
system in the Hightown organization. This will makes the
working in the organization effective and efficient.
 Reduced Status Barrier - The status barrier in the
Hightown organization as there will be no inequalities in
the organization as there will be wage system linked with
productivity. The barriers that are created through the
decentralization will be removed as this technique
discourages it, this will makes equality in the organization
as no one will get power of decision making.

VARIOUS APPROACHES TO
PERFORMANCE MANAGEMENT
 Collaborative working - It is systematic process of
communication and collaborating between HR supervisor and
employees. It helps to align the work with the organizational
objectives. By working together they can achieve more. By
doing working collaborative the tasks of the Hightown get
accomplished on timely basis. Collaborative working is also cost
efficient. Together the employees are more productive. Hence,
Productivity of Hightown housing organization get enhance.
Through collaborative working trust between employer and
employee get increased. The employees get clarity about their
role in Hightown. Under this approach the manager appreciates
diversity of ideas. In this individuals work in teams. Thus, the
work get completed easily and in less time. Performance
management is used to take major decisions in Hightown such
as compensation adjustments or promotion of employees.

 Behavioral Approach - It is oldest approach for measuring
performance in an organization. It consist series of scales
that helps to measure various dimensions of job. This is done
with the help of behavioral observation scale. It helps to
provide description of employee behavior in an organization
with frequency. Score is being given to employees
performance by taking average of all the frequencies.
 Attribute Approach - In this type of approach the employees
are rated on some parameters such as teamwork, creativity,
problem solving skill, judgment and innovation. In this
approach graphic rating style is being used by which the
employees get rated on the basis of their skills and
parameters. They have been rate on the scale of one to five.
By this approach the employees get to know on which skills
they need to work or on what areas improvement is needed.

REFERECES
Books and Journal
 Durfee, M.V., 2018. An exploratory case study of how high-
performance team training develops socio mathematical
norms and differing levels of math-talk.
 Liu, N.C. and Lin, Y.T., 2019. High-performance work
systems, management team flexibility, employee flexibility
and service-oriented organizational citizenship
behaviors. The International Journal of Human Resource
Management. pp.1-38.

 Pak, J. and Kim, S., 2018. Team manager’s
implementation, high performance work systems intensity,
and performance: a multilevel investigation. Journal of
management. 44(7). pp.2690-2715.
 Peters, J., 2019. 12 High performance team coaching. The
Practitioner’s Handbook of Team Coaching.
Online
 What is high performance working?, 2018. [Online].
Available through :<
https://www.buzzacott.co.uk/insights/what-is-high-
performance-working>