Developing High Performance Culture: HR Advisor and HPW Systems Report

This report examines the role of an HR advisor within Hightown Housing Association, focusing on the knowledge, skills, and attributes necessary for success. It includes a detailed skills audit and a comprehensive professional development plan, addressing areas for improvement such as communication and time management. The report also explores organizational and individual learning, training, and development strategies, emphasizing the need for continuous learning and professional growth. Furthermore, it delves into High Performance Work (HPW) systems, outlining key elements, discussing practices to enhance firm performance, and analyzing how HPW practices enable skill utilization within Hightown Housing Association. Finally, the report explains how performance management and effective communication can be used to support HPWS, contributing to the development of a high-performance culture.

Developing
Individuals, Teams
and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
SECTION 1......................................................................................................................................1
a). Knowledge, skills and attributes that are required to carry out role as HR advisor...............1
b). Detailed skills audit...............................................................................................................2
c). A professional development plan with a reflective statement of development needs...........3
d). Organisational and individual learning, training and development and need for continuous
learning and professional development.......................................................................................5
SECTION 2......................................................................................................................................7
a) The key elements which make up HPW system and how does it work. ................................7
b) Discuss HPW practices to improve firm performance ..........................................................8
c) Discuss how HPW practices enables skill utilisation in High-town Housing Association.. . .9
d) Explain ways in which performance management and effective communication can be used
to support HPWS. .....................................................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Individual learning refers to a techniques through which employees concentrate on the
improvement of the skill set, developing life goals and also help in enhancement of the overall
potential of the person. It starts with self discovery which help in increasing awareness about the
behaviours of employees because it help in brining change in positive manner (Akhavan and
Mahdi Hosseini, 2016). This assignment is related to Hightown Housing Association which is a
charitable housing association. It headquartered in Hemel Hampstead, UK and currently manage
over 6000 homes and operate 80 care and support services across Bedfordshire, Hertfordshire,
Buckinghamshire and Berkshire. This assignment will discussed about developing and
sustaining high performance culture by performance management, communication and
collaborative working. Further will be defined about knowledge and behavioural traits of HR
advisor and developing a personal audit and personal development plan on the basis of skill set.
SECTION 1
a). Knowledge, skills and attributes that are required to carry out role as HR advisor
In Hightown, there are various skills, knowledge and attributes or behaviour that are
required for a HR Advisor so that they can help in achieving the busienss aims and objectives:
Knowledge- Within Hightown, it must required for the HR Advisor that the person have
a degree in human resource and in related field. The person help in assisting and supporting the
business to manage team changes, restructures, redundancies, relocation and transfer. The
individual have information and aware about labour laws, compensation and development
activities so that the person can provide a better environment to the employees. The individual
also have little or basic knowledge about accounting, and information technology. The HR
advisor must have knowledge about various documents such as letter templates etc. Most
essentially, the person must have information about the overall concept of high performance
work culture so that the similar principle can be implemented in the employees as well.
Skills- In Hightown, there are number of skills that are required to the HR advisor. The
very first skill is communication is most important and appropriate in HR field. With the help of
this skill, the person can provide information to the employees about change in organisational
structure and strategic change that are occurring within the firm (Bolden, 2016). The HR advisor
have both communication skills oral as well as written so that the person can transfer any

information to its subordinates in an easy and effective way. The HR advisor are required to
develop a set of team work, time management and problem solving so that when the employees
are working a group for achieving a common or shared goal then the person can lead or guide
them. With the help of it they can attain their objectives in set period of time. The individual can
solve issues which are occurring during the time of teamwork.
Attributes- In order to develop a work culture of high performance in Hightown,
the HR advisor must process a sound level so that they can encourage and motivate employees
by their behaviour (Cherubini and Nielsen, 2016). The HR advisor have the abilities of formulate
the strategies according to the organization requirements and able to provide great solution that
can be develop for the problems which are faced by the employees. Other than it, they also
involved in leading the employees rather than managing.
b). Detailed skills audit
As an HR advisor in Hightown Housing association, the personal skill audit is as follows. As per
the column meant for confidence 1 stands for highly confident while 5 is for no confident.
Skill Summery Competence/confidence
Oral communication I am capable to ingeminate and
communicate or transfer
information to my subordinates,
employees and management. But
I am need to get well
experienced in that.
4
Written communication I have not good written
communication skill. So many
time I do not share any
information properly cause of
grammatical and spelling errors.
So I feel make improvement in
this skill.
2
Time management I am not good in time
management cause of extreme
work load. Many time I do not
completed my work on time or
deadlines. In it, I required the
help of management department
of the firm (Cohen, 2017).
3
Problem solving I have good problem solving
skill and able to provide
4

effective an realistic solutions to
the issues which are faced by the
employees within the firm.
Team work I am capable to work effectively
and efficiently like a team
member.
3
Leadership skill I am also able to lead the
member of a team when they are
working for attaining a common
goal of the organisation
(Duffield and Whitty, 2015).
5
c). A professional development plan with a reflective statement of development needs
Professional development plan refers to a document by which an individual sets out the
goals, strategies and learning or training. This plan is as following:
Skill set Current
proficiency
Target
proficiency
Steps to take Time scale Criteria to
judge
success
Time
management
skills
Many times
miss urgent
deadlines.
Need to
complete the
work before or
on time.
Communicate
to my seniors
towards this
issue and
problem.
Told them to
offer me with
a helping
hand.
Avert
unnecessary
distractions
like message,
phone calls
and others.
First do work
on tough and
urgent work.
Creating
disturbance of
my team
members in
1.5 month It is ease to
reach the
deadlines.
Make
increment in
my overall
performance
(Ellis, 2018).

my work.
Communication
Skills
Not good in
written
communicatio
n cause of
grammatical
and spelling
errors.
Need to get a
good
understanding
over oral and
written
communication.
Join online
coaching
classes of
English
language.
Attend English
language
tutorials
online basis
and in person.
Make
participation
in training and
learning
sessions that
are organised
by the
organisation.
Read English
practice books
and make
English
practice by
creating mails.
By taking help
of
subordinates
and collogues.
3 months Appreciation
of seniors.
Getting good
score in
tutorial
classes.
Getting
positive
feedbacks
from seniors,
friends, and
colleagues.
Positive
result help in
increasing
confidence
(Evans,
Martin and
Simmonds,
2015).
Leadership skills Having good
leadership
skill and able
to lead the
team and
members of
team but there
are little
requirement to
make
improvement.
To be good
leader who is
known cause of
his good
leading and
guiding skills
within
Hightown
(Housley,
2017).
Corresponding
to leadership
styles that
accepted by
spectacular
leaders in the
world.
By watching
videos of
leadership
styles that
adopted by
them.
Analysing and
2 months Providing
satisfaction
to the team
members by
solving their
issues and
provide
proper
guidance to
them.
By
increasing
confident.
By making

identifying the
requirements
of the
employees by
developing a
good
emotional
quotient.
overall
enhancement
in the
performance.
d). Organisational and individual learning, training and development and need for continuous
learning and professional development
Individual and Organisational learning
Individual Learning Organisational Learning
It is the ability of a person by which an
individual capable to build knowledge through
reflection and experience in the light of
interaction done with the help of others and the
environment.
It is solicitous with developing the new
knowledge as well as insights that have a
potential to generating a change in employee
behaviour (Jelphs, and Dickinson, 2016).
Training and development
Training Development
It describe as a learning approach where the
employees of a firm get a chance to make
improvement in their skills and knowledge. So
that they can make contribution the growth and
development of the company and achieving its
business objectives on time.
It is an educational approach which
concentrate on the overall development of the
employees as well as their personal and
professional growth.
Need for continuous learning and professional development
Continuous learning refers to the constant expansion of skills and skill sets through which
an individual can make improvement and enhancement own skills and knowledge (Liljenberg,

2015). At professional level, continuous learning indicates about further expanding skills set in
order to changing environment and new developments.
Kolb's Learning cycle model
This model is developed by David Kolb in 1984 and this theory works on two level like;
four stage cycle of learning and four separate learning styles.
Learning cycle: It involve four processes that must be present for learning to occur. These four
stages are as following:
Concrete experience- It refers, learning from particular experience which is related to
people.
Reflective observation- By making judgement, it is important to make observation and
viewing the environment from various perspectives (Mosadeghrad, 2015).
Abstract conceptualization- It indicates to the analytical analysis of thought and acting
on rational apprehension of a situation.
Active experimentation-It focus on ability to get things done by encouraging people and
events by action.

Source: Learning cycle model,(2016).
Learning styles: there are four learning styles which refers that how people prefer to learn. They
are as following:
Diverging- In Hightown, it refers to emphasizes the innovative approach to do things.
Various views practical situations from different perspectives and accept by observing rather
than by action (Moxen and Strachan, 2017).
Assimilating- Pulls various of different mention and ideas in to an integrated whole.
Likes to explanation stimulate and generate models and theories to design projects and
experiments.
Converging- It refers to emphasizes the practical application of ideas and solving
problems such as decision making and others. It help in promoting technical issues over
interpersonal issues.
Illustration: Learning cycle model

Accommodating- It help in uses track and error rather than thought and reflection. It is
beneficial for solving problems in an spontaneous, trail and error way.
SECTION 2
a) The key elements which make up HPW system and how does it work.
HPW (High Performance Work System) is accumulation of technology, organizational
structure and people to make optimum utilization of opportunities and resources in achieving
firm goals. HPWS is important as it is a part of HR practices to anticipate effective results within
business associates. Employees should have more motivation, more opportunities and better
skills to excel in the organization when high-performance HR practices are carried out. The key
elements of HPWS are explained as follows:
Ensuring employee security: By ensuring employee security in High-town Housing
Association the productivity of employees have raised and positive environment was created in
the organization. By ensuring the staff members about the security it indirectly motivated them
and worked day and night to meet the set goals ODF the company. HPWS system individual
creates high trust partnership with employees that build commitment and promote extra role
behaviour which are critical for success in modern business associates.
Selective hiring: If selective hiring is done in High -town Housing Association then best
results can be seen in short time duration (Payne and Calton, 2017). Here, association should
carefully examine new hires and search out attributes like, respect for others, character etc. and
critical skills of employees so that efficient employees is hired. Un-wanted hiring in association
leads to conflicts and chaos in the market which decreases the productivity level.
Decentralized Decision making: High-town Housing Association should decentralized
the power and responsibilities in their subordinates so that proper functioning of operations can
be carried out in the association (Schuchmann and Seufert, 2015). By decentralizing decision
making process best results are achieved and every department quarries are solved at their level.
Incorporating well trained teams in decision making process demonstrates the high trust among
staff members which characterizes HPWS.
Training by commitment: Every HPWS firm emphasizes by commitment as direct
contrast with training focuses on control oriented management systems. Training is provided to
the employees in the Hifh-Town Housing Associations so, that existing skills can be nourished

much better and some hidden skills can be figured out. HPWS system carefully determine types
of training which is more in demand to meet the business goals and investing on staff members
to utilize capabilities and abilities to succeed.
Sharing key information: By sharing strategies, financial and performance information
of High-Town Housing Association conveys staff members that thy are the trusted assets of the
business. Highly motivated and well trained staff members need sufficient information to
contribute to their success. By providing training and sharing information traditional
organization refuse to do it and reduce trust.
b) Discuss HPW practices to improve firm performance .
High Performance Work Practices (HPWPS) are staff members management tactics
which raises the profitability and productivity of an business association in the market. When
these tactics are adopted fairly and systematically in the company over the phase of time, they
support high performance, productivity ratio, raise staff members engagement, build customer
trust and loyalty, raise profitability ratio etc. Some of the examples of HPWPS includes are,
employee reward and award programs, competence or performance based on pay, employee
suggestions and innovation programs, regular job appraisals etc. are explained as follows:
Reward and recognition program: In High-Town Housing association employees are
given timely reward and recognition for their high-performance work then unproductive results
are seen in the market (Woodcock, 2017). It also leads to effective employees retention in the
global market due to which market value of the firm decreases. Employees should be given
reward and recognition weather monetary ( annual bonus, cash amount, cheque of money etc.) or
non-monetary (gifts, holiday etc.) value to appreciate their efforts in meeting the set targets of
the company in competitive world.
A continuous mentoring and leadership development strategy: By examining
continuously on the performance of the employees then any mistake can be rectified in the early
stage and smooth functioning of operations is carried out. HPWPS should be evaluated so, that
effective outcomes can be seen in the cut throat competitive market (Akhavan and Mahdi
Hosseini, 2016). High-town Housing Association should timely evaluate leadership development
strategy so that it can be executed actively in the working premises and everyone in the firm
accepts it openly.

Regular performance appraisals: High-Town Housing Association should evaluate the
performance of the employees so that accordingly on the basis of HPW appraisals can be given.
By providing appraisal to the staff members on regular basis it creates positive atmosphere in the
working place and employees with enthusiastic to achieve the goals. Regular performance helps
to bind effective employees for longer time duration which helps to raise brand image in the
market.
Employees suggestions or innovation programmes: High-Town Housing Association
should give priority level to the employees suggestions so that best solutions for the problems
can be figured out. It indirectly assures employees that their valued in the organization as well
their suggestions. It leads to raise goodwill in the cut throat competitive world. In order to
resolve the conflicts among staff members suggestions taken from them works more effective
while resolving the conflict in the competitive market place.
Performance based pay: In High-town Housing Association the employees should be
give according to their high performance work so that best results can be seen in the market. If
pay is given according to the performance of the employees then every staff member will work
effectively and efficiently to set standards for competitors in the market place (Bolden, 2016). It
will indirectly raise the productivity and profitability ratio in the global market.
c) Discuss how HPW practices enables skill utilisation in High-town Housing Association.
High-performance work practices enables skill utilization in High-town Housing
Association in many ways which are explained as follows:
1. Employees skills like, leadership, self motivation, time management etc. while practising
reward recognition HPW enables skill utilization in High-town Housing Association to
take right decision for the betterment of the employees.
2. HPW practices like, employees suggestion in High town Housing association enables
skill utilization like, Communication, ability to work under pressure, conflict
management etc. so that smooth functioning of business operations can be carried out
(Cherubini and Nielsen, 2016).
3. HPW practices like, regular performance management in High town housing Association
enables skill utilization like, time management, decision making, communication etc.
which helps the firm to get productive results.

4. For performance based pay HPW practices uses skill utilization like, ability to work
under pressure, adaptability etc. so that firm can capture huge market ratio in the global
market.
d) Explain ways in which performance management and effective communication can be used to
support HPWS.
By using different approaches overall performance of staff members can be raised and
high performance culture and commitment can be attained respectively. Out of this one is
collaborate working in which employees are required to lay emphasis on team working decision
making so as to meet desired results. Another is effective communication which is used in the
High-town housing Association so that transparent flow of information takes place so that
chances of mistakes reduces and smooth functioning is carried out. There are different
approaches of performance management some of them are mentioned below which are explained
as follows:
Behavioural approach: Behavioural approach refers to working structure according to
the nature of the employees. In High -town Housing Association, the manager of the firm can
easily supervise the difference between their effective and ineffective personal (Cohen, 2017).
This particular approach is used for rating scale and the manger examines the performance of the
work according.
Result approach- This is a simple concept in which the organization rate employees on
the basis of their performance outcomes or results. The importance of this approach is that it
converts strategy into operations with a more atomistic view.
Quality approach: This is another approach of performance management, quality
approach focus on making improvements on customer satisfaction by resolving and reducing
mistakes and attaining continuous service improvisation (Duffield and Whitty, 2015). Here, this
approach mostly focus on the continuous improvement of the business.
Attribute approach: Attributes approach examine the performance of the employees
by taking in notice the graphic rating scale and mixed rating scale on the basis of high, medium
and low parameters and providing rating in numeric like 1, 2, 3, etc. This approach helps the
business associates to easily understand the performance of the employees through rating pattern
as well it saves time.

CONCLUSION
From the above it can be concluded that appropriate skills, attributes and knowledge are
necessary to carry out HR adviser so that best results can be achieved. Moreover, detailed skills
audit is designed as well as professional development plan is framed accordingly so that clearly
concepts can be understand. It throw light on the key elements of HPW systems and how it is
operated in the firm. The HPW practices are carried out for raising the organizational
performance. Additionally, different approaches are used like, collaborative, behavioural, quality
etc. to support high performance culture and commitment.
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