Developing Individuals, Teams, and Organisations: An HPW Analysis

This essay examines the strategic role of Human Resource Management (HRM), particularly High-Performance Working (HPW), in fostering employee engagement and securing a competitive advantage for organizations. It highlights how HPW practices, such as providing security benefits and competitive compensation, can reduce employee turnover and boost motivation. The analysis covers collaborative working, performance appraisals, and feedback mechanisms as key approaches to performance management, emphasizing their contribution to a high-performance culture. The conclusion underscores the importance of HR in recruiting talented individuals and fostering healthy employee relations through effective communication, referencing several studies on leadership and commitment in organizational settings. Desklib provides access to similar solved assignments and past papers for students.

DEVELOPING INDIVIDUALS, TEAMS AND ORGANISATIONS

TOC
Introduction
How HPW contributes to employee engagement and competitive advantage in specific
organisational situation.
Approaches of performance management
Conclusion
References

Introduction
Human resource management is the strategic approach to the effective management of people in
an organisation and help the business to gain a competitive advantage. It is designed to maximise
employees performance in an organisation
, study will show HPW contributes to employee engagement and competitive advantages.
Evaluation of different approaches to performance management and how it supports high
performance culture and commitment

How HPW contributes to employee engagement and competitive
advantage in specific organisational situation.
High performance working is an general approach of managing organisations that aims to
stimulate more effective employee involvement and commitment to achieve high level of
performance. There are several practices of high performance working systems (HPWS). As in
organisation situation is there that the employee turnover is high.
So in that case HPW helps in dealing with employees in this way that organisations started
providing security benefits to workers so that they not leave the organisation and works for the
organisation for longer duration of time. Providing security benefits to workers keep them happy
and motivated and this helps in controlling labour turnover in organisation

Cont..
Different types of compensations are provided
to employees so that can retain in the business
and give their best.
By following high performance working
organisations can face competition in an
effective way

Different approaches to performance management
Collaborative working- Collaborative working is joint
or partnership working covers a variety of ways. In
this members of different groups come and work
tougher.
All the work is done in teams. By collaborate working
all work is distributed among members so this results
in this way that the responsibility of individual is less
and more output is generated by the organisation

Cont..
Performance appraisal- This is the best practise for measuring performance of the employee. By
performance appraisal are motivated and it helps in raising their motivation level
Performance feedback- In this approach organisation provides feedback to the employees
regarding their work.

Conclusion
From the above study it is concluded that Human resource management plays and important in
organisation. The aim of HR is to recruit the best suitable candidate for the job as when talented
candidate is selected they will work more advance and smartly with their full effort.
The above study describes skills which and HR must have the skills are communication skills, as
when HR has good communication skills they will communicate better with the employees and
results in creating healthy relations among employees

REFERENCES
Liljenberg, M., 2015. Distributing leadership to establish developing and learning school
organisations in the Swedish context. Educational Management Administration &
Leadership.43(1). pp.152-170.
Collins, S., 2016. The commitment of social workers in the UK: Committed to the profession, the
organisation and service users?. Practice. 28(3). pp.159-179.