Developing Individuals, Teams and Organisations Report: HPW Analysis

This report analyzes the application and benefits of High Performance Work (HPW) within a recruitment agency facing challenges with employee performance and client satisfaction. It explores how HPW can improve employee commitment, engagement, and competitive advantage, particularly in the context of remote work and business expansion. The report examines different approaches to performance management, such as collaborative working and coaching, to support a high-performance culture. It provides examples related to an HR team leader's role, suggesting interventions like training and new recruitment strategies to address performance issues and enhance the agency's overall effectiveness. The report also highlights the importance of HPW mechanisms in fostering employee commitment, engagement, and achieving competitive advantage for the recruitment agency.

Developing Individuals,
Teams and Organization
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Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
1. About HPW and analysing the benefits of applying HPW within the scenario......................3
2. Different approaches to performance management with examples specifying effective high-
performance culture and commitment.........................................................................................7
CONCLUSION .............................................................................................................................10
REFERENCES..............................................................................................................................11
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INTRODUCTION
High Performance Work (HPW) is defined as the performance pattern of the employees
in the organization which reveals their effectiveness and efficiency (de Waal, 2021).
The report will analyse how High Performance Work proved to be a necessary tool for
the recruitment agency. Benefits of applying High Performance Work in the mentioned scenario
will be analysed. Along with this, how HPW and mechanisms are helpful in supporting HPW
improve employee commitment, employee engagement and competitive advantage will also be
evaluated. Furthermore, approaches to performance management, such as collaborative working
and coaching will be provided by examples specifying how effective they can be to support high-
performance culture and commitment. Therefore, through High Performance Work the agency
will be able to analyse the recruitment staff member's present and future situation for
development and growth.
MAIN BODY
1. About HPW and analysing the benefits of applying HPW within the scenario
High — performance working (HPW) is important for organizations to incur the best
performances of employees (Shin and et.al., 2017). High performance leads to more productivity
and effectiveness which involves in generating capabilities and skills of employees in the
organization. High performance also helps in evaluating the employees scales of being effective
and efficient enough so that they contribute to the growth and development of the organization. It
is through performance that high standards of work is measured and the employees is able to
analyse the competencies and abilities which they possess. This will also enable the organization
to evaluate the best employees and ways to retain those employees.
Benefits of applying HPW within the scenario
There are various benefits of applying High Performance Work within the scenario which
faces difficulties in dealing with the lower level of performances of employees (Martinaityte and
et.al., 2019). High performance workforce will be beneficial when applied for the situation in the
context that the performance of recruitment agency staff has degraded the value of work by not
performing their tasks properly. This has made the whole system of the recruitment agency tough
as the reviews that have been generated by clients are not satisfactory, and they have raised
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issues that the agency staff lacks professionalism and skills. This has affected the whole working
structure of the agency. Also, the agency is been expanding its business by developing some
strategic plans so that the business moves forward (van Esch and et.al., 2018). This problem has
occurred due to the pandemic which has resulted in the situation that the recruitment staff
worked from home and this has lowered their interest and performance levels overall which has
largely affected the agency and its working procedures such that they have received client
complaints.
The agency will only be benefited when high performance workforce will be formed
which will increase the performance of the staff members, and they will be back to work with
full potential and the complaints will then not concerning the same. Also, the issues will be
resolved as soon as the workforce will be changed (Wang and et.al., 2017). The agency should
now follow the technique that they are able to drive the workforce, and they create such
standards which compliment the work. It is very necessary for the agency to collectively create a
workforce as it will benefit the work primarily and will initiate the process of performance of
staff being more effective and efficient such that the agency does not receive negative feedbacks
from the clients. High performance workforce will provide the necessary details which was lost
at the first step.
Due to the situation being critical, that the staff is working from home, and they are
performing lower than expected at their work, creating new workforce will benefit the agency
and will have larger impact as they will be able to analyse the situation on large scale. Also, the
recruiting process of the agency will be developed to higher scale of existence (Rana and et.al.,
2017). Along with this, HPW in this scenario will help in analysing the goals and objectives
which the business has to achieve. Because the agency is planning to expand its business on
large scale and the new strategic plans will be framed accordingly as active workforce will be
implemented for the further work.
By forming HPW in the agency the methods of working will improve the techniques
which the older staff was not able to achieve. The targets will also improve in such a way that
staff working from home will be encouraged and motivated to perform their best. This will be
done by preparing a proper framework as the bushiness has to grow and expand the ways such
growth and development is seen in the aspects of their work.
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Recruitment staff low performance has also affected the Continuing Professional
Development (CPD) training as they were not able to complete the work being done properly.
There were no efforts seen by the staff members in the training program which was being held
for them so that they could actively participate. But the efforts which the recruitment staff made
were low and this affected the agency working procedures as HRM is the department in the
agency which looks after the recruitment of the employees but the staff itself is facing issues
regarding their performance which largely affects the agencies' reputation overall. Therefore, the
benefits of improving the methods of the agency, new HPW should be employed and the
performance can be judged by their work and being appraised effectively and efficiently on
different perspectives.
Make up some examples based on the case study which is HR Team leader in a recruitment
agency
 For example — Suppose the recruitment staff continues to contribute less to the agency
then new recruitment staff should be appointed so that the loss is incurred by the new
staff members which are being placed at their job role.
 Suppose there is lack of professionalism which the agency is already facing, this can be
improved by providing training to the Recruitment staff.
Therefore, applying HPW in the agency for new recruitment staff it will benefit the
agency in different terms which will enable the work of recruiting staff in easier ways. Also,
newer ways of work will be processed. Along with this, new HPW will generate new ideas of
business expansion. Thus, there will be lots of benefits which will be achieved when once the
High Performance Workforce is in action.
HPW and mechanisms improve employee commitment, employee engagement and
competitive advantage -
For Employee Commitment -
Employee commitment is referred as commitment of employees towards their work in the
organization (Lau and et.al., 2017). Employee commitment is very necessary for the agency as
the agency in this scenario is already facing issues with the recruitment staff as they are
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delivering poor performance and their lack of professionalism and lack of skills has affected the
overall recruitment process.
HPW and mechanisms can support HPW improve employee commitment in various
ways. High Performance Work mechanisms includes creativity, technological advancements etc.
which will improve employee commitment towards their work (Agyeiwaah and et.al., 2021). The
newer techniques of work will help the recruitment staff to apply various forms and kinds of
ways in which the work will be improved. High Performance work will also increase the chances
of free error work and efficiency and effectiveness will be observed. Therefore, High
Performance Work and mechanisms helps in enhancing the employee commitment towards
business. Changes in the performance structure will also help the agency access the newer ways
in which work can be done skilfully and efficiently (Ramdhani and et.al., 2017). HPW and
mechanisms will also fasten the expansion of business which the agency wants and through this
strategic plans will also be formed successfully which will drive the business forward. Thus,
Employee commitment has become necessity for the agency.
Make up some examples based on the case study which is HR Team leader in a recruitment
agency
 For example — Training plan can be helpful to the Recruitment staff so that the issues
can be solved and the problems are concluded on a positive note. Therefore, training
should be provided in an appropriate manner.
 Through new recruitment staff, the agency will be able to achieve its goals and objectives
and complaints of clients will not take place.
For Employee Engagement — Employee engagement is defined as the aspect in which
employees are engaged in their work (Albrecht and et.al., 2018). Employee engagement is very
necessary in the companies and organizations as this will enhance the performance of the
employees and the company will be able to evaluate the key skills and capabilities which they
incur. Employee engagement helps in analysing how many employees are involved in reaching
the success and self — development.
In this scenario, HPW and mechanisms can improve employee engagement. There are
various tactics which will engage the employees in acknowledging their best performance in
selection of new recruitment staff (Uddin and et.al., 2019). And along with this the issues and
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problems regarding the performance of the recruiters will be solved, and they will not deliver
poor performance rather will provide skilful duties and professional work culture. High
Performance Work and its mechanisms will help the agency in removing the flaws and stigma
which is affecting the business at large. Programs and activities should be formed in such a
manner that it increases employee engagement (Bhat and et.al., 2018). Employees will be
engaged in work only when the system of the agency will contribute to the benefits which the
employees wish to achieve. High Performance Work and its mechanisms will assist to modify
the employee engagement as the agency wants to drive the business and expand its scale of
growth and development with full potential and effectiveness.
For Competitive Advantage — Competitive advantage is the term which describes that the
condition that puts a company in favourable or superior business position (Noe and et.al.,
2017).This is the main and prime purpose of the agency as the agency has planned to expand its
business and is developing strategic plans to drive the business forward.
The scenario deals in HPW and its mechanisms as how they will support HPW to
improve competitive advantage. The agency is suffering from poor recruitment staff and this has
affected the work and the procedures of the agency. This has also created lack of professionalism
and lack of skills of the staff members. The clients have also been complaining about the work
which is being delivered to them. High Performance Work and its mechanisms will improve the
work and the raise the standards of error free work of the recruitment staff members which the
agency has been facing. To expand the business the agency should focus on the key strengths
and capabilities so that favourable paths and ways are opened for making the business stronger.
This process will also involve generation of new Recruitment staff which is highly skilled and
knowledgable and is active towards any type of work which adds and contributes to growth and
development of the agency overall. Therefore, High Performance Work will increase the
competitive advantage which the agency is looking for in its business.
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2. Different approaches to performance management with examples specifying effective high-
performance culture and commitment
Performance management is the process of ensuring that a set of activities and outputs meets an
organization's goals in an effective and efficient manner (DeNisi and et.al., 2017). Performance
management focuses on the performance of an employee, an organization, a department or the
processes to manage specific tasks. Performance Management is the aspect which focuses on the
entire growth and development of the employees performance and what are ways in which they
deliver their best to the organization. Performance management proves to be effective when the
organizations are unable to achieve the desired goals and objectives that they have set.
Recruitment staff members will be able to analyse their performance when they will evaluate
their performance on large scale and the loopholes will be rectified by them there and then.
Also, the performance of the organization is analysed in the external business
environment which helps in evaluating the position to where the business stands as compared
with other competitors. This tool is beneficial for the organizations as it raised in evaluating the
efficiency and effectiveness on overall basis.
Approaches to Performance Management -
Collaborative Working -
One of the major key approach to performance management is collaborative working
which enables the process in which the work is framed and accomplished (Pradabwong and
et.al., 2017). Collaborative working is defined as the process in which individuals or employees
work collectively or together to achieve goals and objectives set. Collaborative Performance
Management helps in evaluating the employees key strengths, weaknesses, skills, abilities etc.
for effective and efficient collaborative working, progressive communication should be
encouraged. Working collectively and together helps in achieving desired goals and objectives.
The process has also enhanced the new ways which can be adopted by the agency so that the
issues which it is facing will be solved and the performance of employees will result to effective
from helping in expanding the business and developing strategic plans to engage in progressive
business.
Example specifying how collaborative working support high performance culture and
commitment effectively -
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As the agency is already facing issues and problems regarding recruitment staff and their poor
and unprofessional work performance. This has created big problem both for agency and the
clients that have raised issue against it. Collaborative working will be helpful in such
circumstance so that the work is not been affected and the staff members together achieve goals
and objectives efficiently. High performance culture and commitment is highly supported by
collaborative working in the case that by forming collaborative working in recruitment staff, the
agency will be able to increase the performance.
Coaching
Coaching provides continuous performance evaluation and management that employees
need to thrive and grow in (Dello Russo and et.al., 2017). Coaching is basically provided for the
improvement in performance so that the work is being carried out skilfully and efficiently. This
is an important tool in performance management which enables the process of training of
employees and specially in this scenario coaching will help the recruitment staff on how to
perform the work better and in professional context. Providing training that come under coaching
will be beneficial to the recruitment staff as they are not able to deliver their best performance
and this is affecting the business. Complains of clients have also led to major drawback and has
added negative perspective towards their work. Therefore, coaching is very necessary for the
recruitment staff in the agency. When proper training will be provided to the staff members then
they will be able to analyse the loopholes to where they are lacking and along with that their
performance will also be improved.
Example specifying how coaching support high performance culture and commitment
effectively -
Coaching can support high performance culture and commitment to work. This can be seen in
the training of staff members. Due to coaching the performance of the employees will be
increased resulting to high performance culture, and they be dedicated and committed to work
more effectively and efficiently. Coaching provided to the recruitment staff members will help in
enhancing high performance culture which will overall benefit the agency in developing the
strategic plan which it has been planning to implement in the growth and expansion of the
business. Therefore, recruitment staff should be provided proper coaching so that the issues will
be solved which have been arising.
Performance — aligned Culture -
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Performance — aligned culture is defined as the culture which supports performance and
encourages the employees and specially the staff members of the recruitment department of the
agency (Trevor and et.al., 2017). This is the best approach to performance management as it
works similar with the culture and the performance patterns of the employees and recruitment
staff members. When the culture is performance aligned then the staff of the agency will work
progressively and affectively towards making the business achieve heights and expansion in the
business will lead to growth and development of the agency. Performance — aligned culture will
encourage and motivate the staff members to deliver their best performance so that issues such as
unprofessionalism ans lack of skills will not be raised again. Expansion of business in the agency
will be done when the business culture aligns with the performance of the recruitment staff
members. This approach to performance management will also enhance the work of staff
members effectively and efficiently. Therefore, the agency should focus more on performance of
staff members such that it aligns with the business culture framed. By formulating this approach
in the agency, improvement will be observed and issues of clients will be resolved on large scale.
Example specifying how performance — aligned culture support high performance culture and
commitment effectively -
Performance — aligned culture will support high performance culture and commitment towards
the agency in positive ways. If the agency applies this approach, then there will be effective work
flow and the performance of staff members of the agency will be improved as they will be more
committed to accomplish their tasks and goals effectively and efficiently. Performance —
aligned culture will also encourage commitment of work of the staff members and the employees
of the agency and will help the agency in improving its methods, procedures and processes
eventually. This has been of great importance to the agency which will then focus on the
performance of the staff members as high performance work is the necessity of the agency in
such drastic situation (Harrison and et.al., 2017).
Therefore, all the three approaches that is collaborative working, coaching and
performance — aligned culture will be beneficial for the agency when they will be applied to
improve the performance of the staff members. These approaches will also enhance the work
quality of the staff members as it will result in no client complaints and efficiency of work will
also be increased. Performance management is the best tool through which the performance of
the staff members can be evaluated and various improvement measures can be suggested to them
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so that they are able to analyse their standard of performance and are able to deliver skilful and
productive work for agency's growth and development. Thus, performance management has
created new ways for the agency to improve its culture and work and has also paved the way for
new process and practices which can be adopted by the agency to expand its business.
CONCLUSION
Thus, it is concluded from the above report that High Performance Work proved to be a
necessary tool for this recruitment agency and it has also initiated the new ways in which work
of recruitment staff should be improved. Benefits of applying High Performance Work in the
mentioned scenario was analysed. Along with this, how HPW and mechanisms are helpful in
supporting HPW improve employee commitment, employee engagement and competitive
advantage was also evaluated which helped the agency realized actual situation of the agency
and the status to what are the ways in which the agency should improve the standards.
Furthermore, approaches to performance management, such as collaborative working and
coaching were provided by examples specifying how effective they can be to support high-
performance culture and commitment. Therefore, through High Performance Work the agency
was able to analyse the recruitment staff member's present and future situation for development
and growth.
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REFERENCES
Books and journals
Agyeiwaah, E. and et.al., 2021. How does employee commitment impact customers' attitudinal
loyalty?. Journal of Hospitality and Tourism Insights.
Albrecht, S. and et.al., 2018. Organizational resources, organizational engagement climate, and
employee engagement. Career Development International.
Bhat, I.A. and et.al., 2018. Driving performance and retention through employee
engagement. ZENITH International Journal of Multidisciplinary Research.8(1).pp.10-
20.
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