Developing Individual, Team and Organization: High Performance Systems

This report examines high-performance work systems (HPWS), focusing on their role in developing individuals, teams, and organizations. It defines HPWS as a set of management practices designed to increase employee involvement and responsibility, emphasizing the importance of employee participation in decision-making. The report highlights beneficial aspects of HPWS, such as ensuring employee security, selective hiring, and sharing key information to foster trust and reduce status barriers. Furthermore, it explores different approaches to performance management that support a high-performance work culture, including management by objectives and the 360-degree feedback method. The analysis underscores the significance of HPWS in enhancing organizational performance and creating a committed workforce, supported by references to relevant literature.

DEVELOPING INDIVIDUAL, TEAM
AND ORGANIZATION

Key elements that makes up the High
performance system
■ High performance work system that defined as set of management practices that mainly attempts to
create the employees greater involvement and responsibility.
■ HPWS is defined as system that assist to develop effective HR practices, structure of work, processes
and allows to maximize knowledge, skill and commitment of employees. Thus, the one of main
element that makes up the High performance work system is that this allows individuals to take
participation in decision and also defined as one of the key element that positively impacts the overall
organization.
■ Also, participation provides leader to leads towards to more committed workforce.

CONT..
■ Additionally, HPWS is set of management practices that mainly attempts to create an
environment within entity in which employees has greater involvement and responsibility.
■ Thus, HPWS is all about to define that what kind of job an entity need done, designing the jobs,
undertaking step as identifying and attracting the type of employee that needed to fill the job and
to make proper evaluation on performance of employees and compensating them appropriately so
that all things can get done effectively and efficiently.

Beneficial aspects of applying HPW practices to
improve Hightown performance.
■ HPWS system defined as employee involvement that aids to reflect commitment to create an
better organization culture that based upon commitment rather than control.
■ Thus, Hightown enterprise can be beneficial as this helps the employees to put focus in pursuit of
excellence, expect employees to be well qualified, highly competent and allows to constantly
engaged in improving the organization performance. Additionally, beneficial aspects of HPWS are
defined in following manner as are-

CONT..
■ Ensures employee security- This practices allows the enterprise to create new wealth or improved the long
term bottom line of the enterprise.
■ It is defined as system that creates the high trust partnership with the employees and also builds and promote
extra role behavior that is critical for success in the modern environment.
■ Selective hiring- With the help of carefully evaluating new hires needs the enterprise who are precise in
identifying the critical skill and this is one of the main attributes of the employees. To hire the fit employee in
the work place will be more beneficial than hiring the best academic achievers.

CONT..
■ Sharing key information- The sharing of the financial, strategic and performance information
system coveys employees to trust the coworkers and outline the information to assist the
enterprise to accomplish the desired goals. Additionally, highly trained and motivated workers
always require information to contribute towards to get success within the enterprise.
■ Reduce status barriers- The good ideas and organizational improvements can come from
employees at all the levels of enterprise. Leaders of the entity needs to communicate the
employees at all levels that must be valued by policies, rewards and practices that are provided
throughout the enterprise.

Different approaches to performance
management that support high performance work
culture.
■ Performance management defined as process that provides feedback and also documenting the
outcome of the performance of employees.
■ Thus, measure out the performance of employees is termed out as backbone to any enterprise as
the employees of the firm are the greatest assets. Henceforth, the different approaches to
performance management defined in following manner as are-

CONT..
■ Management by objective- It is termed out as strategic management model that assists to improve
the performance of an enterprise with help of clearly defining the objectives that agreed by the
both management and employees.
■ The managers of Hightown must woks as to setting challenging but attainable objectives that
promotes empowerment and motivation to employees. Additionally, the ideas and innovation
mainly help to undertake development and objectives of the organization.

CONT..
■ 360 degree method- It is defined as feedback system that provides holistic approach towards to
measure out the performance of employees.
■ This is technique and tool offers each employee the opportunity to get performance feedback from
supervisors. Additionally, managers and leaders of the Hightown must use 360 degree feedback
survey that assist to get better understanding of the strength and weakness.
■ It is also defined as the development tool that supports people to be more effective within their
current roles.
■ This is one of the effective technique that focus on competencies and behavior of employees more
than the skills, performance objectives and job requirements.

REFRENCES
Book & Journal
■ Dawkins, S., Martin, A. and Quinn, M., 2019. Evaluating the impact of a team-level
psychological capital intervention for enhanced performance and wellbeing.
In Wellbeing at work (p. 185).
■ Marrington, J.Z., O’Shea, A. and Burton, L.J., 2019. The Work-Integrated Learning
Program: Developing Employability Skills in Psychology Undergraduates. In Ensuring
Quality in Professional Education Volume I (pp. 241-258). Palgrave Macmillan, Cham.

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