High-Performance Working and Employee Engagement: A Report

Desklib provides past papers and solved assignments for students. This report explores strategies for developing high-performing individuals and teams.

1DEVELOPING INDIVIDUALS
Developing Individuals, Teams and Organisations
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Table of Contents
Introduction......................................................................................................................................4
Section 1 (LO1, LO2)......................................................................................................................4
a. Employees skills, knowledge and behaviours needed by HR professional.............................4
Professional skills, behaviours and knowledge created by HR professionals.........................4
CPD..........................................................................................................................................5
Involving within CPD..............................................................................................................5
Procedure for evaluating and recording within CPD...............................................................6
Frameworks for CPD...............................................................................................................6
b. A detail personal skills audit accomplished by myself............................................................6
Reflective statement.................................................................................................................7
c. Analyze the need of continuous learning and professional development for sustainable
business performance...................................................................................................................8
Individual learning and supporting the organisation...............................................................8
The learning organisation........................................................................................................9
Theories based on the learning cycle in terms CPD..............................................................10
Development and training......................................................................................................10
d. Personal development plan towards attain the sustainable performance and organisational
objectives...................................................................................................................................10
Section 2 (LO3, LO4)....................................................................................................................11
a. High-performance working contributes to employee engagement and competitive advantage
...................................................................................................................................................11
HPW contributes to employee engagement and competitive advantage...............................11
b. Benefits of HPW to an organisational situation....................................................................12
High Performance organisations............................................................................................12

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High performance HRM practice..........................................................................................12
Relationship in between external stakeholders and HPW:....................................................13
c. Evaluation of different ways by which performance management, collaborative working and
effective communication can support high-performance culture and commitment..................13
Evaluation of different approaches of performance management.........................................13
d. How effective they can be to support high-performance culture and commitment..............15
Conclusion.....................................................................................................................................16
References......................................................................................................................................18

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Introduction
In the organisation, the major motive of organisation’s function and operation is to achieve the
organisational objectives and goals. In the primary scenario, as HR advisor in Hightown Housing
Association, the task will be reporting senior management team for better HR applications and
requirements. A meeting will be set up for the future development and performance analysis
employees. For being HR advisor, the main portfolio is producing the proper knowledge, skills
and attributes to carry the HR management. Further, a personal development will make to
evaluate the requirements. For this purpose, controlling the employees, teams and individuals is
very necessary aspect in the company. In next scenario, HPWS will be perceived to make value
for the company by decreasing the cost factors, developing the productivity and making the
value for workers. The following task will be assessed based on teams, organisations and
individuals by the HR advisor to achieve the organisational objectives.
Section 1 (LO1, LO2)
a. Employees skills, knowledge and behaviours needed by HR professional
Professional skills, behaviours and knowledge created by HR professionals
For being HR advisor, the task will be very difficult to evaluate the proper skills, knowledge and
attributes in the organisation. To develop a proper team, it needs lots of knowledge and skills to
control the employees in a way that organisational objectives are achieved easily. It is essential
to having some particular knowledge and skills for acting as HR advisor in Hightown Housing
Association. As opined by Diabat, A. and Govindan (2011), employer’s connections and the
professionals support to flourish the business successful in the competitive market. Being
capable towards recognise and solve the issues among employees as it creates a more satisfying
environment for them. Therefore, one of the main skills is capable of performing in the groups
and resolves the issues, while it will occur in the organisation. Being an HR advisor in Hightown
Housing Association is not a cup of tea. It comes down towards the capability for managing the
conflicts and be an advocate for both employees and the organisation. HR advisor must be polite
and connect with their employees in daily basis. In Hightown Housing Association, employees

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are motivated by providing the rewards and respect for their exceptional performance (Farndale
et al., 2011). This would develop the professional skills, knowledge of the workers within a
company.
As noted by Aspara et al. (2011), the HR advisor may bring the new recruits “onboard” to
enlarge the chance of employees to settle down in the jobs for long run. For being advisor in HR,
it is needed the capability to attract the employees, who would like to contribute in the growth
and development of Hightown Housing Association. On the other hand, HR advisor must be a
model for their workers for having the confident nature along with risk taking abilities. As cited
by Boud and Hager (2012), HR advisor should be capable to facilitate the efficient engagement
of workers within the organisational activities. It would make eco friendly surroundings for the
workers in Hightown Housing Association.
CPD
In an organisation, continuing professional development is a record or program that would be
using for controlling and recording the performance of a team or an individual. As argued by
Brockbank et al. (2012), CPD make sure that the capabilities must maintain with the recent
standards of others within the similar field. In Hightown Housing Association, CPD is used as a
program for giving the training and develop their professional skills to enhance the
organisational objectives.
Involving within CPD
CPD ensures that a person enhance and maintain the knowledge and skills, which require to
deliver a good service to the consumers, clients and the society. For being involving in CPD,
several types of learning and outcomes for the workers must be recorded. The interaction skills
of workers inside and outside also record for better development and training of workers. To
engage in continuing professional development, the company must be planned a portfolio of
CPD. The outcomes that are achieved from this portfolio are utilized by workers to enhance their
performances at workplace. It supports to make a meaningful contribution towards the team. As
a HR advisor, he becomes more efficient within the workplace (Friedman, 2012).

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Procedure for evaluating and recording within CPD
In Hightown Housing Association, employees may record their performance for achieving the
desired targets within the organisation. As opined by Stewart and Rogers (2012), this would
support workers or staffs to evaluate their activities in terms of learning. It is also probable to
make a plan of action to attain these targets. In Hightown Housing Association, by using CPD,
employees may include or reduce the essential skills or activities regarding to their
performances. CPD is helpful for the workers and it supports to monitor the success rate and
performance of the workers. However, it is support to understand the individual requirements
and opportunities outside as well as inside the organisation. Developing CPD supports to
eliminate any defects or faults within the employees performance. Therefore, CPD would utilize
for developing the better characters and personality of workers by making skills in them.
Frameworks for CPD
For workers of Hightown Housing Association, the structure must be designed by identifying
and evaluating the requirements of improving the CPD. The framework or structure would be
utilized by HR advisor for understanding the performance of workers and then give the benefits
according to their activities.
b. A detail personal skills audit accomplished by myself
Personal skills Report Rate of confidence( 1
to 5)
Needed development
Language For having several
languages, I am able to
communicate with
everybody. I know the
languages such as
Spanish, English,
French and little bit of
German.
Rating is 4, as
familiarity of these
several languages is
exceptional skill.
Yes, I should learn more
languages
Innovation I would like to add my
creativity and
innovation within my
Rating- 4.5, I would
bring the innovation
within majority if my
No

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performances for
attaining more improved
outcomes
performances and tasks
Skills in leadership I have better leadership
skills to interact and
communicate with my
staffs and try to promote
me in the Hightown
Housing Association.
Rating- 4 I am better
confident about my
leadership qualities.
No
Time management
skills
In the time management
skills, I am moderate to
manage the time for
doing any activities and
tasks
Rating- 3 I have no such
special skills to manage
the time
Yes, I should focus to
develop time
management
Presentation I have better
professional skills and I
express my words
towards the audience by
efficient presentation
skills
Rating -4.5, I have
bette5 presentation
skills and reveal my
strategies and plans as
per the tasks
No
Table 1: Personal skills audit
(Source: Learner)
Reflective statement
Reflective statement is simple concept, which may aim to compare the result of application of
learning skills gained by individual. Employees of Hightown Housing Association may
implement their learning skills in their tasks. They would compare the outcomes by using the
reflective learning. Feedbacks are the better aspects for developing the personal skills and
characters. Individuals may improve themselves by obtaining informal and formal feedbacks that
may support a person to enhance the personality skills regarding the working condition (Ulrich et
al., 2012).

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I make myself able to make an analysis on the activities performed there and identify the
strength, weakness, opportunity and threat. This assists me in making the identification of the
different disciplines of the organisation. Moreover, I was in a position, from where I can prepare
a personal developmental plan for my upcoming activities. In Hightown Housing Association, I
need to perform in order to improve my performance in the organisation. I have identified some
strategies, which can be implemented within this organisation, to improve performance within
different disciplines of that organisation.
c. Analyze the need of continuous learning and professional development for sustainable
business performance
According to Shuffler et al. (2011), the continuous learning is useful for an individual at the
individual level of development within an organisation. It expands the ability of the employee
and helps them in engaging themselves within the organisation more effectively. The
development of the working culture is also a result of this continuous learning process, where the
individual gets a continuous opportunity to develop him for performing different tasks. It not
only influences the overall performance of the organisation, but it is useful for the organisation
also. As opined by Nudurupati et al. (2011), by the help of continuous development process, the
individual could upgrade the skill, which is required for him for developing him and helping him
to adapt changes effectively. In addition, the professional development plan is also important for
the organisation, where the development is occurred at the team level. This not only helping the
employee to engage him more in the task but it also influences the organisation to develop a
corporate culture there.
Individual learning and supporting the organisation
In any organisation, individual learning is necessary aspect for a person that may develop the
personal experiences and skills in future. This skills and experiences are obtained by the
individual from interacting with several people in environment and by understanding several
circumstances within the personal experience. As opined by Krogstie et al. (2013), learning
skills are applied by a person or employee to attain the personal objectives and aims within
organisation. In Hightown Housing Association, knowledge is very important aspect to create an
environment in which every worker must deliver the maximum output. However, organisation

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learning is useful factor to achieve the organisational objectives. By using the gap model,
application of these learning skills are evaluated easily. This method is utilized for developing
the comparison among the actual and desired results.
In Hightown Housing Association, managers and leaders must be motivated the employees to be
open and honest within their approach. They must be willing to believe the errors or failure and
reflect on the constructive feedback from the leaders. Through the gap analysis, the recent status
of Hightown Housing Association may be assessed by the managers (Kulkarni, 2013). After
understanding the gap among the actual and desired outcome, a proper plan is developed and the
desired aim is achieved by the company. This method is well known as bridging the gap.
The learning organisation
Learning culture or organisation is a factor, which helps the continuous development for the
company and supports the workers to gain the sustainable growth.
To make the learning organisation, their HR management must follow the aspects
 For the learning organisation, it must be obligatory for all individuals within the company
Training and development plans are formalized. As per this process, all the characters
must be obvious.
 In the organisation, Shard vision gives all the workers a same identity and perspective,
which is useful to gain the competitive edge.
 A mental model is utilized to assess any types of issues within the organisation.
 In the company, team mastery is the method to create the learning skills easier and faster.
Issues are assessed rapidly and more innovative and developed thinks are generated from
the team mastery (Sarabdeen, 2013).
 Personal mastery is given to the employees for training and development.
Theories based on the learning cycle in terms CPD
Several stages of learning are described by different theories that may achieve the learning cycle
within the organisation. Several learning theories like Kolb, Mumford and Honey are utilized in
the organisation. As noted by Senichev (2013), learning cycle has similar types of philosophy
and beliefs. In the organisation, it may be found that the primary step of learning cycle aims to

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gain the experience and the next step will reflect on the experience obtained. In third stage,
formulating theory is suggested to evaluate the CPD. In last step, all the activities and theories
are implemented to attain the desired results.
Development and training
Development and training, both are utilized to enhance and develop the personality and skills
within the organisation.
Development Training
It is the method to educate the workers and obtain
the entire growth and success
Training is a procedure to enlarge the personal
skills at the workplace
Long term process and highlight in the future result Short term process and highlight on the present
situation
The process is career oriented and motivational
factors are produced within team
Job oriented process and motivational factors are
given by the trainer
Table 2: Dissimilarity between development and training
(Source: learner)
d. Personal development plan towards attain the sustainable performance and
organisational objectives
PDP is utilized for conducting the strengths and weakness as analyze the personal skills.
Personal development plan of myself may be recognized from the timing i.e., 2nd May and
ending 5th July.
Personal skills to
develop
Targets Efforts Start date
Time management Enhance the time
management skills for
efficient utilization of
time within essential
Initiate the activities and
task by developing
appropriate timetable
2nd May

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activities
Interaction skills Obtain the self-
assurance to
communicate with
people
Take the support from
friends and carry out the
presentations and
seminars to enhance the
communication skills
10th June
Working stamina Enlarge the working
capability to get my
place
Meditation and yoga
will perform in every
day
29th May
Receiving the
recruitment process
Obtain the learning
skills in Hightown
Housing Association.
Acquire the skills and
knowledge for
accomplishing the roles
15th June
Table 3: Personal development plan
(Source: Learner)
Section 2 (LO3, LO4)
a. High-performance working contributes to employee engagement and competitive
advantage
HPW contributes to employee engagement and competitive advantage
High-performance working (HPW):
HR management played an important role in order to improve the overall performance of
existing employees of any company by guiding them during their struggling period. HPW helps
the Hightown housing association in order to obtain their overall goals along with effective
production. The performance if any employees reflect on the production for the organisations. It
is advisable for every employee to deliver their best effort for the company in term to get the
proper rewards (Mee-yan and holbeche, 2015). Employees actually bring the changes in

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organisational structure and make them more flexible for their selves. Skill power of employees
always provides a big advantage for every company during the competition wither other
companies in the business market. A company with strong employee strange will surely beat
other companies having fewer employees’ skill in long time business race.
b. Benefits of HPW to an organisational situation
High Performance organisations
According to Ng’ang’a and Wesonga (2012), High-performance organisations are these
companies which actually get the overall turnover in term of economic value than other
companies. Every organisation needs to focus on the basic need of that respective organisation
and work along with the need of their companies. High-performance Organisations works like
this and help the company by providing some improvements in management process along with
top class management team for a long-term race. These employees plays a very vital role in
every aspect of an organisations as the overall productivity highly influences the by these high
performance working organisation. Employee gathers the amount of applicable knowledge in
order to deliver their best in this type of organisations. The company also delivers a perfect
platform of those skilled employees who actually wish to grip big opportunities. On the other
hand, sometimes their high-performance organisation faces barriers in terms to take quick
decision for a problem, problems related to relations issue and trust issues (Kulkarni, 2013).
High performance HRM practice
Every business theories have some drawback in certain segments and this creates the difference
in between several strategies. In this topic, the HRM practice acts as a substitute for the high-
performance practices companies. HRM actually have an impact on the market performance
while others make an impact on the organisation’s invention leading towards making any
changes. HRM also have some direct link with some economic and financial area (Sarabdeen,
2013). The practices are rated with some kind of training for employees and making proper
organisational goals.