Developing Individuals, Teams, and Organizations: HPW Analysis

This report examines High Performing Working (HPW) and its contribution to employee engagement and competitive advantage, with a specific focus on The Ledbury restaurant. The study begins by defining HPW and outlining its strengths and weaknesses. It then explores how HPW supports employee engagement through practices like open communication and employee involvement, which fosters a sense of importance and value among employees. Furthermore, the report analyzes the connection between HPW and competitive advantage, highlighting factors such as employee performance. The report also covers performance management, collaborative working, and effective communication as key elements of a high-performance culture, including clear objectives, proper guidance, and unbiased appraisals. The report concludes with a summary of key findings and recommendations for improving individuals, teams, and organizations within The Ledbury.

Developing Individuals, Teams and Organisations

TOC
INTRODUCTION
P5 HPW and its contribution to employee engagement and competitive advantage
P6 performance management, collaborative working and effective communication can support
high-performance culture and commitment
CONCLUSION
REFERENCES

INTRODUCTION
This study discusses High performing working and in which ways this contribute to employee
engagement and competitive advantage of company. This contributes to employee engagement
and competitive advantage.
High performing working refers to creation of culture of transparency, trust and open lines of
communication. It includes creation of organisation which have flat structure and where
employees are happy, engaged and motivated and share and understand vision of the company.

P5 HPW and its contribution to employee engagement and
competitive advantage
HPW (High Performing Working) which refers to regular way of dealing with employees in
relation with the goals to achieve the best possible contribution of worker.
For high performance in organisation management and leaders of the organisation have to
practice many activities which are Realistic Job Preview, using validated employee selection
practices, effective on-boarding strategies, continuous mentoring and leadership practices,
current and flexible job description and job specification, employee evolvement program, in-
house problem solving and work improvement groups, competence and performance based pay,
knowledge management system

Strengths of HPW are-
It allows organisation to built loyalty
in its workers.
It contributes in bringing new people
in organisation who have innovative
ideas.
This empowers employees.

Weaknesses of HPW are-
Some practices on this are costly and increase
financial burden on the organisation.
Practices are time consuming like training.
Decentralization of decision-making have
chances of ineffective decision-making.

Cont…
HPW contributes to employee Engagement
and competitive Advantage (Mazzei, Flynn
and Haynie, 2016). On the basis of its
strengths stated above this can be justified.
Employees when are loyal to company they
increase their engagement and are more
involved in its working. There are various
benefits of Employee Engagement which are
increased productivity and employees work
in organisation more responsibly.
This contribute in reducing wastage of the
resources of organisation.

Support of HPW for Competitive Advantage
There are various factors that enable company to
have competitive advantage and one of these are
performance of its employees.
In case performance of employees is high
because of high performance working this
enables employees to exert their best contribution
for company which enable company to get
competitive advantage (Witkowski and Manning,
2017).

Support of HPW to Employee Engagement
This is also important for the company that its employees are highly engaged to their hob and
with their company. This is important as when employees are engaged to their job they do their
job in best possible manner.
Doing their job in best manner also reduces chances of errors that employees can make as they
seek to do their work effectively. HPW contributes to employee engagement as its practices
which are open communication and employee involvement allows employees to express their
views and gives a feeling to employees that they are important for organisation which and their
opinions are well considered by the company.

P6 performance management, collaborative working and effective
communication can support high-performance culture and
commitment
A concept and a process performance management which refers to communication in
superior and subordinate about performance goals and guidance for performance that
superior gives to subordinate for completion of objectives (Franco‐Santos and Otley,
2018).
This communication follows a proper process which starts from setting goals of
organisation then setting goals of departments and setting goals of individual from
where individual performance management gets start

Effective performance management
Effective performance management includes following-
Clear objectives.
Clarity of roles.
Proper guidance
Adequate monitoring
Unbiased and appropriate performance appraisal.

Cont..
Collaborative Working which refers to collective working of different
departments for attainment of same organisational objectives (Sindhu, Safaria and
Deshmukh, 2020). In The Ledbury when two or more departments work together
for attainment of organisation objectives it is known as collaborative working.
For example in many organisations sales and marketing department work in
collaboration so that they can increase their sales by effective marketing
functions. This collaboration ultimately is beneficial for company in forms of
increased sales of its products.