Evaluating HPWS and Performance Management at Hightown Housing

This presentation explores High Performance Work Systems (HPWS) and its application within Hightown Housing Ltd. It begins by outlining the core elements of HPWS, focusing on how a flatter organizational structure facilitates communication and collaboration. The presentation then delves into the benefits of HPWS, highlighting the importance of specialized personnel and a diverse workforce in enhancing the quality of services and addressing diverse customer needs. The discussion also covers various approaches to performance management, underscoring their significance in improving employee efficiency and achieving organizational objectives. Concluding the presentation, the importance of continuous learning and development programs for employees is emphasized. The presentation is supported by references to academic sources that provide further context to the concepts discussed.

Developing
Individuals, Teams
and Organisation
LO2

Content
Introduction
Key elements of HPWS and their operation in organisation
Benefits of HPWS in Hightown Housing Ltd.
Different approaches to performance management
Conclusion
References

INTRODUCTION
Human Resource professionals are important in an organisation as their
skills and knowledge help the organisation in achieving its long-
term objectives and goals. They help the employees of the company
in developing their skills and capabilities with which they can
increase their efficiency and work performance. This presentation is
based on Hightown Housing Ltd. which operates in various areas in
the UK. It is a charitable housing association working for the people
who cannot afford to buy or rent a house.

– High performance work system
HPWS refers to working
environment at the workplace where
the employees have freedom to
interact with their managers and co-
workers freely and also share
feedbacks and their experiences
about various policies and strategies
adopted in the organisation.

Organisational structure: HPWS directs Hightown Housing Ltd. to follow
flatter organisational structure which will help the employees in easily
communicating with their managers and sharing their ideas, views and
ideas about various organisational policies and issues.
Key elements of High performance work
system

Benefits of HPWS in Hightown Housing
Ltd.
Selection of specialized personnel: Different employees are
selected on the basis of their specialized skills and knowledge which
will improve the quality of products and services provided by the
organisation. This helps the organisation in having diverse workforce
which can deal with different situations and different requirements of
customers efficiently. Diverse workforce can help in solving issues
with different sets of opinions and ideas.

– Different approaches to performance
management
There are different kind of
approaches that can be used to
improve the performance of
employees at a workplace which
will increase their efficiency in
achieving organisational goals and
objectives on time.

Conclusion
From this presentation it can be concluded that it is essential for HR
advisor of a company to timely analyse their skills and knowledge so
that the workforce of the organisation can be efficiently managed. This
helps in improving the productivity of the employees and increases the
profitability of the company. Further it can also be concluded that
various learning and development programmes need to be adopted in an
organisation so that the employees can be benefitted both in their
personal and professional lives.

References
Casquero, O. and et. al., 2016. Students' personal networks in virtual and
personal learning environments: a case study in higher education using
learning analytics approach. Interactive Learning Environments .24(1).
pp.49-67.
Davenport, T.O., 2015. How HR plays its role in leadership development.
Strategic HR Review.14(3). pp.89-93.
Jørgensen, F. and Becker, K., 2015. Balancing organizational and
professional commitments in professional service firms: The HR practices
that matter. The International Journal of Human Resource
Management .26(1). pp.23-41.

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