Unit 35: High Performance Work and Organisational Benefits

This report examines high-performance working (HPW) and its contribution to creating competitive advantage, employee engagement, and overall organisational success. The analysis includes the benefits of HPW for both employers and employees, exploring how practices like regular performance appraisals, employee rewards, and innovation programs can boost productivity and foster a sense of belonging. The report details the characteristics of HPW organisations, such as effective collaboration, strategic alignment, and efficient financial resource management. It also addresses potential barriers to HPW implementation, including leadership issues, role ambiguity, and decision-making delays. Furthermore, the report assesses the impact of HPW on HRM practices, emphasising its role in enhancing employee skills, motivation, and stakeholder engagement. The conclusion highlights the critical role of HPW in improving organisational performance and employee efficiency, positioning it as a key component of successful HR practices. The report uses Alexandra Reisse as a case study to illustrate these concepts.

DEVELOPING INDIVIDUALS,
TEAMS AND
ORGANISATIONS

INTRODUCTION
 The study will discuss about the high performance work and why it is necessary for an
organisation.
 It will highlight that what role does HPW play in achieving competitive advantage.
 The benefits of HPW to employer as well as employee has also been discussed.

P5 Contribution of HPW in creating competitive
advantage
High performance work
It is a type of management tactics which helps in increasing the
productivity as well as profit of an organisation. When this practice are
systematically applied within the organisation it result in better
performance of employees and also help to gain customer trust and
their loyalty. Examples of HPW:
 Regular performance appraisal
 An employee should be awarded
 Innovation programme

Role of HPW in creating competitive
advantage
 HPW organisation has been able to produce a high performing organisation.
 As HPW organisation perform various activities such as the employees of such organisation share
financial and strategic goals which gives a sense of belongingness to the employees and also the team
members feels that the organisation trust them as a result employee feel responsible and motivated to
perform even better.
 The collaborative working by the team members ultimately result in success of the organisation as they
all run toward the common goal.

Characteristics of HPW organisation
 It act as a base in developing strategies which provide timely as well as effective support to improve
the skills which is required in order to achieve organisational goal.
 The employees in the HPW organisation collaborate effectively. If the collaboration between a team
members is high than it will help an organisation as well as team to achieve organisational goal.
 The HPW organisation manage their financial resources efficiently. Such organisation use budgeting
practices in order to manage the money and provide employee compensation as well as incentives

Benefits to HPW to employee
 As the team in an organisation is not efficient this approach will help the employee to improve
their skills and remain motivated.
 The employees who are new within the Alexandra Reisee will feel it easier to work with the
other team members. Because the duties are not left on a person's shoulder.
 This also help employees to built relationship with its team members.

Benefits to employers
 This approach will help the employer of Alexandra Reisee to put less effort on the monitoring
employees. Because when there is high performance team in an organisation are self managed.
 It will help the management of an Alexandra Reisee to built the high performance team. The high
performance team and individual will result in successful achievement of organisational goal.

Barriers to HPW
 Issue in finding out solution : If the team members are not able to find the solution to the problem
which results in delay of decision making which affects the productivity of a team members.
 Leadership problem : If the leadership in an organisation is not appropriate than it can result in
inefficient performance by the team member. Because leader are the one who motivates the team
and ignite them in order to achieve the organisational goal. But if the leadership in an organisation is
inappropriate it can create a barrier in the performance of an organisation.
 Role ambiguity : If there is no role charity among the members of a team than it will affect the
overall performance of a team.

Impact of HPW on HRM of Alexandra
Reisse
 This will help the HRM department to keep their employees motivated
 With the help of HPW the HRM department of Alexandra Reisse will be able to enhance the skills of
its employees.
 The high performance working will be able to support the employees it give them opportunity to
individual to perform.
 HPW will be beneficial for both the internal as well as external stakeholders. The HPW will help the
employees and management with improving organisational goal whereas it will also help the external
holders ie., customers.

M3. Benefits of application of HPW
Application of HPW in an organisation help the organisation to achieve competitive advantage. According to
various researcher it is found that application of HPW in an organisation help the organisation to achieve
competitive advantage.
Benefits to employee :
 Motivates employee
 reward and award are given to employees
Benefits to employer :
 Increase in productivity

D2. Impact of HPW on HR practices
 HPW is itself a type of HR practices which helps in improving overall efficiency of employees. People
feel valued in the organisation
 Employees are given equal opportunity to make their contribution

CONCLUSION
 High performance working is essential to almost every type of organisation whether it is big or small.
 It will help in improving the organisational performance as well as also improve employees performance.
 It is a part of HR practice which helps increasing efficiency and productivity of employees.