Performance Management and Employee Engagement at Hightown Housing

This report analyzes the importance of developing individuals, teams, and organizations, particularly in the context of Hightown Housing Association. It explores the role of HR professionals in fostering a high-performance culture, emphasizing the significance of professional skills, personal skills audits, and development plans. The report delves into the concept of High-Performance Working (HPW) and its impact on employee engagement, highlighting its contribution to organizational performance and economic competitiveness. It also examines different approaches to performance management, including collaborative working, better training from managers, and the use of technology. The conclusion summarizes key findings, emphasizing the importance of skills acquisition, inclusive learning, and sustainable organizational performance. The report uses various sources to support its analysis.

Developing individual,
team and organisation.

Introduction
• Developing team, individual and organization is more important and
effective for the business and for its growth perspective.
• This plays a very important role in the organization in order to achieve
goals.
• The present report is based on the “High town Housing Association” which
is provided the private a wide range of housing, some managing large
estates of the housing for the families.
• The report will determine the appropriate and professional skill's behaviour
for HR professionals.
• This will be analysis a completed personal skills audit in order to identify
knowledge and skills as per that develop professional development plan.
• This will also analysis the difference between organizational and individual
learning, training and development.

P 5 HPW and its contribution in employee engagement
• High performance working can be defined as a general approach for managing company aim
to stimulate more and more effective employee commitment and employee engagement in
order to achieve high level of organisational performance.
• This referred as a best strategy for boosting the economic competitiveness of Hightown.
• HPW is all about creating a culture in an organisation, where there is transparency, high
performance culture, effective communication, building of trust and openness in an
organisation.
• It is a common approach for managing organisations aim for enhancing employee engagement
and their commitment which can result in the high level of employee performance.
• It is the most effective method which can be used by the company to improve its performance
and meet out its objectives.
• Also, it has been analysed HPW can increase the productivity of the employee more than 30
percent by adopting HPW practices.
• HPW has a major contribution in enhancing the employee engagement which can increase the
performance of the organisation.

P6 Different approaches of performance management
There are various approaches of performance management which can be
adopted by Hightown which can support high performance culture in an
organisation and some of the performance management approaches is
mentioned below:
Collaborative working
• This also referred as partnership or joint working which involves various
employees of organisation to work together towards a common goal.
• Working in a collaborative environment means getting work quickly and
effectively which can increase the performance of the organisation to
higher level.
• For example if employees are working in a team in order to complete a
task in which employees have to achieve sales target by 15 percent, here
employees can work in collaboration with each other and set individual
targets and support each other when they face problems

Cont..
Better training from managers
• This is another approach which can result in an effective performance
management in which managers are provided with extra training and
development programs in order to help employees to succeed.
• For example If company is adopting a new technology, managers are
provided with training programs before technology is being implemented
in an organisation.
• Once managers get the training, it can help the employees to adopt new
technologies easily and that knowledge and training will be passed to
employees in an organisation.
• So, this approach can increase the performance of organisation and can
face potential challenges effectively and also develops proper
understanding and effective communication.

Cont..
Technological role
• Hightown can use power of
technology in order enhance
the operational of the
organisation for example
company can integrate various
technological factors with
their core HR programs which
will allow the HR, department
to enhance the performance of
employees in an organisation
and keep track on them.

Conclusion
• It can be concluded from the above report that there are various skills
behvaiours and knowledge which are to be acquired by HR professionals and
it is important for HR professionals to make a complete skills audit and base
on the skills audit HR professionals should develop a development plan.
• It can also be concluded that there are various factors which needs to be
considered while implementing and evaluating inclusive learning as well as
development program for driving sustainable organisational performance.
• Also, high performance work has a major contribution towards employee
engagement and organisational performance which can results in the success
of an organisation.
• There are various approaches which can be adopted by the organisation in
enhance collaborative working and performance management in an
organisation.

Reference List
• Lamberg, T and et.al., 2015. NEVADA MATHEMATICS PROJECT: EVOLUTION
OF A STATEWIDE PROFESSIONAL DEVELOPEMENT PARTNERSHIP.
In Proceedings of the 42nd Annual Meeting of the Research Council on Mathematics
Learning. (p. 101).
• Noe, R. A. and et.al., 2017. Human resource management: Gaining a competitive
advantage. New York, NY: McGraw-Hill Education.
• Rees, G. and Smith, P. eds., 2017. Strategic human resource management: An
international perspective. Sage.
• Reiche, B. S. and et.al., 2016. Readings and cases in international human resource
management. Taylor & Francis.
• Tracey, W. R., 2016. The human resources glossary: The complete desk reference for
HR executives, managers, and practitioners. CRC Press.
• Vijaya, R. and Kannan, S., 2016. PROFESSIONAL DEVELOPMENT OF
TEACHERS–AN ANALYSIS. International Journal of Teacher Educational Research.
5(9-11). pp.19-24.

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