Analyzing High Performance Work Practices for Organizational Growth

This report explores high-performance work practices, focusing on how organizations can enhance employee productivity and achieve sustainable growth. The report begins by introducing the core concept of high-performance work practices, emphasizing the development of skills and knowledge. It then delves into the key elements of these practices, including training and incentives, highlighting their roles in employee development and motivation. The benefits of implementing high-performance work practices are discussed, such as increased productivity and a positive organizational culture. The report examines various approaches to performance management, with a specific focus on aligning individual goals with business objectives and utilizing tools like 360° feedback for comprehensive employee evaluation. The study concludes by emphasizing the importance of skills audits and how these can be used to improve the overall performance of the workforce. The references cited in the report support the analysis by providing an understanding of the concepts discussed. The report provides the framework for organizations to implement high-performance work practices and improve performance.

DEVELOPING INDIVDUAL AND
TEAM

TABLE OF CONTENT
 Introduction
 Section 2
 Conclusion
 References

INTRDOUCTION
 The aim of this unit is to provide opportunity for students to
appreciate that developing skills and knowledge to achieve high
performance.
 Students will find out their own professional development
skills to improve performance of teams and organization.
 They will also attain the awareness of the circumstances in
which learning takes place and how development needs are
connected to learning interference aimed at supporting the
strategy of the organization.

Elements of high performance work practice
 Training :- Training provides employees the necessary skills to
perform their jobs. This can also set employees up for greater
responsibility within an organization. Cross training employees in
different skills and roles allows employees to better understand their
role within the organization.
 Incentives :- without incentives, employees will be less likely to
participate in the high performance work practice. Employees
performance should be linked to outcome that are beneficial to
themselves and the organization. This is why we see smaller
companies providing stock options and other equity plans and profit
sharing plans. Larger companies tend to use pay raises, bonuses for
meeting performance target. And other monetary incentives.

Benefits of High performance work practice
 Increasing employee productivity in the long
term :– High performance work practice helps
employees in increase their productivity in
the organization.
 Creating a positive organizational culture :- it
will create positive organizational culture.
Employees will have positive attitude and
employee will be motivated.

Approaches to performance
management
 An effective performance management can be done in order to
provide a strategic goals and objectives which needs to be
achieved creating a sustainable environment to the workers.
This includes:
 High town Housing can help individuals contribution to the
task defined which can help in the growth and development of
the firm.
 High town Housing must align individual goals with key
business objectives.
 High town Housing provides a system to track the work of the
workers.

360° feedback
 An organization always strive to keep the
worker in track all the workers do not give
satisfactory results which helps in the
generation of the revenue to the firm.
 High town housing society aims to keep the
firm intact this review process helps the High
town housing society in keeping the record of
the workers. It is a performance feedback which
every worker are provided with the
improvement of the workers.

CONCLUSION
 This study concludes that the HR advisor of the
Hightown's housing society elaborates hid own skills
for the development of the organization which help the
organization in better achievability of the skills of
advisor which is beneficial for the firm.
 Knowledge, skills and attributes are reflected and
various ways of improvising are carried out in the
study.
 Skills audit reflects skills of the HR Advisor which can
be used to suggest the workers.

REFERENCES
 Akhavan, P. and Mahdi Hosseini, S., 2016. Social capital, knowledge sharing, and innovation capability: an
empirical study of R&D teams in Iran. Technology Analysis & Strategic Management. 28(1). pp.96-113.
 Babatunde, S.O., Perera, S. and Zhou, L., 2016. Methodology for developing capability maturity levels for
PPP stakeholder organisations using critical success factors. Construction Innovation. 16(1). pp.81-110.