High Performance Working

Performance management is a tool that managers use to ensure that their companies remain at the top of their competitive edge. The Chartered Institute for Personnel Development (CIPD, 2008), defines performance management as a method by which individuals and teams are managed in a way that achieves high performance at an organisational level. The individuals within the organisation share an understanding of the achievement goals of the organisation. In order to achieve this, a general strategy is created, with each individual within the organisation understanding his or her role and requirements within such a strategy

The relationship between employees and their managers is changing. This essay critically assesses high performance work systems (HPWS) and how it effects an organization. Before proceeding to critically assess high performance work systems it is necessary to clarify exactly what these systems consist of. After investigating the foundations of high performance work systems the essay will be extended to contrast the gains and the shortcomings, which arise as a result of these highly contemporary managerial systems. High performance work systems can be familiarly explained as an

The principles of a high performing organization relates to achieving outstanding results by clarifying its strategy, aligning processes and systems to that strategy, and by making each person, manager, and department a contributing partner in the business. Management has an important role in this continuous process of improving performance by setting clear expectations with employees, defining distinct and measurable goals and deadlines, facilitating and evaluating employees’ work and providing clear feedbacks for improvements and encouraging performance by rewarding a well done job and demonstration of desired attitude and behavior fairly and timely. According to "COD - The High Performance Philosophy" (2012), “Companies that redesign their workplace using high performance philosophy consistently outperform more traditional companies and showed an average productivity improvement of 37%” (para 1).

Performance management is one of the most important activities of HR. It is not enough to simply go through the business as usual and much disliked annual exercise of assessing performance and driving rewards based on a performance assessment. The information system will be drive and modifies goals as needed, assesses performance against goals, and provides instant feedback which will give them an indication of their strength and weaknesses thus focusing on skill development and motivate employees to stay with the organisation. However this may lead to Substitution of individual judgments and Challenge the nature of an organisation and the role of management

Once people can mesh well into a great high-performance team, they will fit right into the business world. As today's extremely competitive and ever changing, business world is not meant for the slow growing or for the unprepared. It is now the goal of every organization to create a high performance organization. The high performance business is the one that can create a balance between performance, quality, customer relations and profitability. High performance organizations need high performance team savvy employees. Why is this? It is because; high

Performance management systems help direct employees toward organisational goals by letting employees know what is expected of them and how it will be achieved. When an employee has been given the performance management system, they

The purpose of my paper is to discuss Performance Support Systems, the reason why some people fear them, concerns surrounding them, and why there is a growing trend for their use and their redefinement.

The primary goal of most businesses is to maximize profits for the owners. High performance work practices (HPWPs) are a methodology used by various organizations to maximize workforce potential. HPWP is a combination of various theoretical models working alongside a receptive organizational climate and culture. This analysis will state the merits of HPWPs on employers and scrutinize its shortcoming on employees. The essay has been structured by introducing the concept of HPWPs as defined in available literature along with key findings. Thereafter the relevant theories pertaining to HPWP will be presented. Here the relevancy of the social

A good performance management system works towards helping the improvement of the overall organizational performance by helping in managing all of the performances of teams and also the individuals. This then helps with ensuring the achievement of the overall organizational ambitions and also its goals

Companies often brainstorm and discuss employee effectiveness and efficiency when trying to improve business and productivity. These meetings given an opportunity for all levels of management to give input on how to be more productive. These meetings also stratagize on how employees are able to be more effective. An effective employee produces at a high level, while an efficient employee produces quickly and intelligently.(smallbusiness) Inadequate procedures also so play a lack in production. When a company uses outdated and inefficient methods to carry out its desired goals, its productivity significantly decreases. Finding modern ways to complete task benefit both the employee and the company. Companies can increase their productivity by streamlining and automating processes to decrease the work needed to

In a precipitous changing world, organisations and nations will need to consistently undertake transformational changes to increase high value work, in order to sustain living standards and remain competitive.

Different HRM literatures have associated different characteristics with High performance work organizations. In a research paper by by Tregaskis et al 's (2013), an interesting theory, Appelbaum et al 's (2000) Ability, Opportunity and Motivation theory has been used that captures the performance enhancing practices. Employee’s ability is developed through ability enhancing practices such as training opportunities, high pay, compensations; employees motivation is enhanced through practices such as merit based rewards based on employee or team 's outstanding performance; employees are given the opportunity to utilize their capabilities through practices such as information sharing employee involvement measures. Hence, employees feel obliged to reciprocate to the organization through supreme commitment. Moreover, when employees are satisfied, their work leads to higher productivity.

Murphy(1989) cited in Boon,Fern,Sze and Yean (2012:663) define job performance as "the set of behaviours that are relevant to the goals of the organisation in which a person works.” Armstrong (2010:248) defines performance as the behaviour in which organisations, teams and individuals get work done.’’Brumbach (1988) (cited in Armstrong, (2010:248) states that performance means both behaviour and results .Behaviours emanate from the performer and is an instrument of results .Campbell(1990) (cited in Armstrong, (2010:248) argues that “ performance is behaviour and should be distinguished from the outcomes because they can be contaminated by system factors”.

This chapter examines the relevant literature to this study. It evaluates the idea of performance management and how its role on the production of employees and the performance of the organization.

Armstrong M. and Baron A. (2005) _Managing Performance: Performance management in action_. London: CIPD in Foot, M. and Hook, C. (2008) Introducing Human Resource Management, 5th Edition, Pearson Education Limited, Harlow, England, pp. 239.