LO1: Understand the concept of high performance working (HPW) and its contribution to creating and sustaining a high-performance work organization (HPWO).
1.1 Analyze the concept and components
of HPW.
Need to research about high performance working
HPW components:
– Employee engagement.
– Diversity.
– Communication.
– Trust
1.2 Evaluate the link between HPW and
sustainable organization performance,
employee well-being and competitive
advantage.
Competitive advantage:
– Competing on Cost.
– Competing on skills.
– Cultural change.
– Global markets and workforce.
1.3 Identify the barriers to HPW.
– Lack of clarity.
– Middle managers may not be good leaders.
– Is HR integrated to the business into the business or is it isolated.
-LO2: Understand the contribution of performance management to high levels of performance and the role of line managers in the process
2.1 Describe the main stages of the
Performance management cycle and the role of development and performance reviews.
2.2 Describe the most appropriate ways to
Involve line managers in the performance review process.
2.3 Evaluate the contribution of the performance management process to promoting challenges, capability or recognizing and rewarding talent.
LO3: Know how to create and sustain a community of practice to build a high-performance culture
3.1 Explain ways of building trust, enthusiasm and commitment in support of a high-performance culture.
Managers role: coaching/ continuous assessment/ communication/Developing future standards.
Employee role: Engaged in the process / develop skills and capability/ open and transparent.
High involvement practices:
– Internal staff surveys.
– Staff association.
– Cross function teams.
– Provide employee with a copy of the business plan.
As HR we think of developing:
– Annual appraisal.
– Continuous skill development programmes.
– Workforce diversity for competitive edge.
– Mentoring
– Training to perform multiple jobs.
Common reward practices are:
– Performance pay for some employees.
– Profit sharing for some employees.
– Job rotation.
– Family friendly policies.
– Non pay benefits( e,g, free meals, gifts or health packages.
– Flexible working.
CIPD Candidate Assessment Activity
Title of unit/s Improving Organizational Performance
Unit No/s 5IVP
Learning outcomes:
1 Understand the concept of high-performance working (HPW) and its contribution to creating and sustaining a high-performance work organization (HPWO).
2 Understand the contribution of performance management to high levels of performance and the role of line managers in the process.
3 Know how to create and sustain a community of practice to build a high-performance culture.
Assessment brief/activity
Your HR Director is to present a report to the executive team that puts forward a positive business case for introducing high performance working practices into the organization. She has asked you to provide her with an evidence-based written brief.
You will need to make reference to academic research and literature in your brief. In the first section you should briefly address the concepts of HPW and HPWO and provide:
● A brief analysis of the concept and components of HPW.
● A brief evaluation of the link between HPW and sustained organization performance, employee well-being and competitive advantage.
● An identification of some of the main barriers to HPW.
In the next section of your brief you should address performance management. You should:
● Summarize the main stages of the performance management cycle and the role of development and performance reviews.
● Give some examples of different ways of involving line managers in the performance review process.
● Provide a brief evaluation of the contribution of the performance management process to promoting challenges, capability or recognizing and rewarding talent.
In the final section of your report you should give a summary of how to create and sustain a culture of HPW and:
● Recommend some of the ways of building trust, enthusiasm and commitment in support of a high-performance culture.