High Performance Working Systems, Engagement, and Management

This presentation explores the concept of High-Performance Working Systems (HPWS) within an organizational context, analyzing their impact on employee engagement and competitive advantage. It examines the role of HPWS in improving employee attitudes, selective hiring, and overall job satisfaction. The presentation further delves into performance management, defining its role in monitoring and controlling employee productivity. It discusses various approaches to performance management, such as the comparative and quality approaches, and their effectiveness in fostering a high-performance work culture through effective motivation and performance monitoring. The presentation concludes by emphasizing the effectiveness of HPWS in enhancing employee engagement and the importance of different performance management approaches in maintaining a high-performance work environment.

Developing Individuals, Teams
and Organisations
(TASK 3 & TASK 4)

TABLE OF CONTENT
• Introduction
• High Performance Working Systems
• HPW & Employee Engagement
• Performance Management
• Various Approaches to Performance Management
• Conclusion
• References

Introduction
In this presentation, an attempt has been made to understand the concept of
High Performance Working Systems with an organisational context and
evaluate the contribution of HPW systems in employee engagement and
competitive edge. The presentation also aims to understand the concept and
various approaches related to performance management in an organisation with
an evaluation of their contribution in maintaining high performance work
culture.

High Performance Working
High Performance Working can be defined as the management approach of
managing organisations which has the aim of stimulating higher and effective
involvement and commitment of employees with an objective of achieving high
levels of performance (Della Torre and Solari, 2013).

HPW & Employee Engagement
In the context of Hightown Housing Associations, HPW systems and practices
can help the company in improving employee engagement and gaining a
competitive edge in the following ways:
Employee attitude and selective hiring: Level of engagement of an employee in
business activities of an organisation is largely influenced by the behaviour and
attitude of the employees such as job satisfaction etcetera.

Performance Management
Performance management is a tool which is used by the managers of any
organisation to compare the actual performance level of the employees with the
standard performance levels to effectively monitor and control the productivity
and efficiency levels of the employees (De Waal, 2013).

Different Approaches to Performance Management

CONCLUSION
It can be concluded from this presentation that high performance working
systems are very effective in improving the employee engagement in the
organization and gaining a competitive edge. It can also be concluded that
various approaches of performance management such as comparative approach
and quality approach helps the company to maintain a high performance work
culture in the organization with effective motivation and monitoring of
employee performance levels.

References
Della Torre, E. and Solari, L., 2013. High-performance work systems and the change
management process in medium-sized firms. The International Journal of Human Resource
Management. 24(13). pp.2583-2607.
Katzenbach, J.R. and Smith, D.K., 2015. The wisdom of teams: Creating the high-
performance organization. Harvard Business Review Press.
De Waal, A., 2013. Strategic Performance Management: A managerial and behavioral
approach. Macmillan International Higher Education.
Saunila, M., 2016. Performance measurement approach for innovation capability in
SMEs. International Journal of Productivity and Performance Management.
Hunter, D.E. and Nielsen, S.B., 2013. Performance management and evaluation: Exploring
complementarities. New Directions for Evaluation. 2013(137). pp.7-17.

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