High Performance Working and Sustainable Organizational Performance

This report examines the concept of High Performance Working (HPW), a management approach designed to boost employee involvement and organizational performance. It details key components like employee security, selective hiring, and training. The report identifies barriers to HPW implementation, such as excessive rules, diversity, and power dynamics. It evaluates the links between HPW and employee well-being, competitive advantage, and sustainable organizational performance. The report concludes by discussing the practical application of the knowledge gained, emphasizing the importance of HPW for fostering employee skills and organizational success. The report utilizes secondary source material and addresses all the requirements of the assignment brief.

Human Resource Management

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Concept of HPW
HPW defines the concept of high performance working in which an organization can
implement bundles of practices that suits its particular context and competitive environment. It is
a general approach to manage the organization with the aim of encouraging the employees so
that the employee’s involvement and commitment toward the work is increases and the company
achieves the high level of performance (Mariappanadar, & Kramar, 2019). This concept is
designed by the organization to improve the discretionary efforts of employees that they put into
their work and their skills that they utilize to do their work so that their performance will
improve.
Key components of HPW
Components of HPW help the organization to attain the higher level of performance by
improving the performance of employees. The experts have identified the common management
practices that generate the competitive advantage and also improve the performance of an
organization. There are various components of HPW such as Decentralized Decision making,
Ensuring Employee Security, Training by commitment, Selective Hiring and the others. The key
components or practices of HPW are discussed below which makes this concept more effective.
Ensuring Employee Security
It is the first practice that makes the concept more effective and efficient. It is observed
that many of the organizations mainly focuses on the hiring part time employee and contract
employees to avoid the obligations to employees. The organizations that mainly focus on these
practices have rarely created the new wealth and the long term bottom line. HPWS concept states

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that the company has to create the high trust with the employees as per the commitment and it
also has to promote extra-mile and extra role that are necessary to attain success in modern
organization. The organization has to take care about the security of the employees first after that
they can focus on the other areas. Ensuring employee security is essential for employees as they
encourage them to give towards their responsibilities due to which the chance of attaining the
higher level of performance is increases.
Selective Hiring
It is observed that the hiring process plays an essential part in the business as the perfect
employees always encourage to gain the benefits. Perfect employee means the person is hire on
the basis of their requirements. It is required to hire the employees by identifying the skills
according to the requirement of the organization. Hiring to the fit requirements of the job makes
more sense as compare to simply hiring candidates. Hiring the best employees will improve the
performance of employees.
Training by commitment
Training is the process in which the employees are trained as per their responsibility and
work. It has been seen that the training of an organization mainly focuses on the areas that how
to resolve the problems, take responsibility for quality, take initiative in suggesting changes.
Providing the training for all the activities or requirements has less effective. In the concept of
HPWS, training is provided as per the requirement by analyzing the requirements. It is essential
to determine the type of training which is most needed to achieve the organizational goals. After
analyzing the type of training, then company has to provide the training to employee to attain the
success (Kumar, & Pansari, 2016).

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Barriers in Implementing HPW
While implementing the HPW system at the workplace, the organization faces the
barriers due to which it is very difficult for the managers or the leader to implement the concept
in the organization. There is various numbers of barriers that an organization faces while
implementing the concept and some of them are discussed below:
Keeping too many rules stop their performance
It is observed that the employee perform well in their performances when they does not
have any worries and restriction on them. It is essential for an organization to develop the rules
and regulation in order to manage them but putting the huge amount of restriction on each step of
the employee generates more issues for them. These types of situations decrease the
performances of employee instead of enhancing. It can also be said that more restriction becomes
the barriers while implementing the concept of HPWS in the organization to improve the
performance.
Diversity
Diversity also plays the role as a barrier while implementing the concept of HPW at the
workplace. The people come from different background for common purpose due to which they
have different perception towards the work. The difference in culture develops the issue while
adopting HPW concept. It is difficult to put the restriction on the employees as they have
different perception due to which the chance of raising the conflict is arises. That’s why; it can
be said that difference in culture of employees will becomes the major barriers in the process of
implementation of HPW (Makeadent, 2019).
Power dynamics

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It is observed that the changing power is also considered as barriers for the
implementation of HPW concept. According to the components of HPW concept, the rules and
regulation are developed as per the requirement or the condition of market. It has been seen that
the organization structure is change with the passage of time. The authorities are kept by the
different person as well and they also have different perception towards the culture of the
organization. Changing the power will change the rules and regulation as per their own way due
to which the employees faces the issues to adopt the chances in the short period of time. It affects
the performance of employees that is why; this factor is considered as the barrier for
implementation of concept of HPW.
Relationship between HPW and employee well-being
Employee Wellbeing is based on the four factors such as environment, psychological,
social, and physical. These factors are enough to encourage the employee towards the
organization and their responsibilities. Wellbeing is not only the means of mentally or physical
wealth but it also includes the social status, healthy environment. A wellbeing employee
performs their performance more appropriately as compare to normal employee.
The concept of HPW states that the high level of performance in working. Wellbeing is
source which helps to attain the higher level of performance. If the organization provides the all
types of services to employees as per their requirement then they are more encourage to perform
their performances effectively. Employee wellbeing is the part of HPW as both have similar
motive such as to attain the higher level of performance. It has been seen that employee
wellbeing enhance the performance of employee and the concept of HPW includes the step to
satisfy the employee so that they perform well in their performances.

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According to HPW Concept, there are rules and regulations are developed by the
company in order to manage the organization effectively to attain the higher level of
performance. Employee wellbeing is one of the important functions of the concept of HPW.
HPW is a wider concept and employee wellbeing is the part that helps to maintain the main aim
of the concept.
Relationship between HPW and competitive advantage
Competitive advantage states that the company earns the higher profit by attracting the
large number of consumers towards the services in its competitors. Competitors are those who
provide the similar services in the market by offering some extra services or in the low prices to
attract the consumers towards their services to enhance the brand image. It is observed that the
company can gain the advantage just because of its employees. It is required to provide the
quality of services with the quality of goods in large amount of quantity but these are totally
relies on the performance of employees.
As discussed above, the process is implemented to manage the organization so that the
business will operate smoothly in the market. It is observed that the managing the organization
maintain the performance of employees. As per the key component of HPW, training is provided
to employees as per their requirement so that they know how to perform their responsibilities.
High performance of employees helps to gain the competitive advantage by providing the quality
of services to consumers. The company gains the competitive advantage by improving the
employee’s performance that can enhance by implementing the HPW concept. HPW is best
source to gain the advantage in the market (Kasim, Zin, Sulaiman, Hamid, & Zainuddin, 2018).

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Relationship between HPW and sustainable organizational performance
HPW is directly link with the sustainable organizational performance as the main motive
of this concept is to attain the higher level of performance. Sustainable organization performance
defines the maintained of performance or constant performance to attain the higher level. It is the
basic concept of step for the process of HPW. Sustainable performance organization is a main
step because to attain the higher level of success it is required to attain the higher level of success
in the market (Bennett, James, & Klinkers, 2017). Sustainable organizational performance is
maintained by implementing the concept of HPW. Implementation the concept of HPW
encourage to employee to perform their responsibility appropriately in an effective manner to
perform their services with all efforts so that the performance of an organization will maintain
business in an effective manner or it fulfills the all requirement of consumers. Effective manner
means to supply the services in large quantity with the high quality. It is the position of
sustainability but it can achieve when the HPW is implemented at the workplace.
Personal Enhancement
While doing this assignment, I learnt a lot about the concept of Human Performance
Working (HPW). It helps me to develop my skills and ability to encourage my team to perform
their services effectively and appropriately. With the concept of HPW, I also learn about the
other concepts that are linked with the concept of human performance working such as
competitive advantage, sustainable organizational performance, and employee wellbeing. This
assignment helps me to learn these skills so that I can implement in my real life or in the coming
future. I really would like to share this information and knowledge with my team so that we
always perform well in all activities that are organized by the university for us. The skills and
ability that we learnt from this assignment is useful for us in our future. While doing this

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assignment, I also learn to how to prepare the assignment in effective manner. I am also able to
faces the challenges that I can face while implementing this concept in the real life as the barriers
are discussed in this paper.

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References
Bennett, M., James, P., & Klinkers, L. (Eds.). (2017). Sustainable measures: Evaluation
and reporting of environmental and social performance. Routledge.
Kasim, E. S., Zin, N. M., Sulaiman, S., Hamid, S. F. A., & Zainuddin, Z. N. (2018).
Sustainability drivers, strategies and performance measurement in a Malaysian
organisation. International Journal of Sustainable Society, 10(3), 161-181.
Kumar, V., & Pansari, A. (2016). Competitive advantage through engagement. Journal of
Marketing Research, 53(4), 497-514.
Makeadent. (2019). Are these Barriers Stopping You From Creating A High Performance
Organization?. Retrieved from: https://www.makeadentleadership.com/barriers-
to-implementing-a-high-performance-organization.html
Mariappanadar, S., & Kramar, R. (2019). Sustainable HRM roles and competencies.
Sustainable Human Resource Management, 275.