High Performance Working Essay Example

profits, growth and market value. The purpose of this exercise is to critically evaluate and examine the concept of High Performance working, including its forms, characteristics, techniques and practices. A model will be developed to determine its relevance to our company's objectives within its specific organizational context. Based on research findings, recommendations will be made. Our company is a leading independent food producer in the UK, specializing in chicken, pork, beef and lamb products for both retail and food service markets. We prioritize quality and strive to maintain strong partnerships with farmers, suppliers, customers and consumers. Originally located in the north of Scotland when founded in 1980, our business has grown through acquisitions and now employs over 25,000 individuals with an annual turnover of 1.8 billion.The Organisation aims to be the top producer of chicken, lamb, pork, beef, and turkey products in the UK, and the most profitable and esteemed meat-based food company in Europe with a rising profit margin. This section of the document analyzes High Performance working, which has varying definitions but can be considered a response to changing demands and organizational requirements. The DTI conference defines High Performance workplaces as managing to enable and motivate people to reach their potential for personal benefit and business performance. According to CIPD Website and EEF, there is a strong connection between HPW and Business Performance through implementing HR practices and policies to enhance company performance. The Organisation for Economic co-operation and Development (2001) categorizes High Performance organizations by several forms.The trend towards flatter and less hierarchical structures is increasing, as more organisations adopt team-based working and greater employee autonomy, based on trust, communication, participation and

learning. CIPD and EEF have found that applying High Performance Working (HPW) in the manufacturing and other sectors can boost productivity. HPW is characterised by decentralised decision-making, self-managed teams, strong links between performance and work, development of people at all levels of the organisation, operational and people management processes aligned to organisational objectives to build trust, enthusiasm and commitment. HPW also includes fair treatment for exiting employees and consideration for external stakeholders. Recruitment and selection processes are also part of HPW techniques, as noted in research by Ashton and Sung for the International Labour Organisation (ILO).HPW involves employers in various areas and practices such as team working, job redesign, and employee involvement in decision making. While Ashton and Sung's research evaluates 18 HPW practices, other studies have suggested more. Jeffrey Pfeffer of Stanford University suggests seven possible HPW techniques, including mutual commitment, selective recruitment for cultural fit and skill, investment in employee training and development, decentralization of decision making and delegation of substantial responsibility, contingent pay and other rewards based on group and organizational performance, broad information sharing within the company, and reduced status differentials in leadership. The role of the line manager is crucial in implementing HR policies and communicating them effectively between managers and employees. They make it happen tool for successful implementation of HPW practices.A recent study titled "Developing managers for Business performance" by the CIPD examines the role of managers in achieving high performance in the workplace. This study highlights key challenges that arise when developing managers for this purpose. According to research by Purcell and Buckingham titled "What a waste" published in People Management on October 11th, 2004, the experience

of senior managers is crucial to creating and adapting a positive workplace culture. Further research has shown that HRM practices have a significant impact on an organisation's performance, with organisations using High Performance Working (HPW) practices experiencing higher levels of productivity and financial performance. Additionally, organisations using HPW practices in the areas of employee skills and organizational structure experience lower employee turnover. It is important for HR policies to be effectively applied and operationalized in order to contribute positively to an organisation's overall performance. The EEF identifies five HR policies, including Careers and Training, Job Design, and...The strategies of organisations vary, including the Involvement and Communication, Appraisal, and Work Life Balance Strategy. Financial indicators and individual and social engagement are indicators of organisational performance according to research. Employee engagement is crucial in relation to business performance, indicating a valuable, committed, and motivated employee. HPW Practices are a topic of interest for Ashton and Sung, who follow Guest's study outlining 18 practices for the CIPD and suggest that over 30 practices have been researched. Categories of practices include employee autonomy and involvement in decision making, training, development and support for employee performance, rewards for performance, and the sharing of information and knowledge.The text below outlines the 18 practices of High Performance Working (HPW), which include Realistic Job previews, Psychometric tests for selection, well-developed induction training, extensive training for experienced employees, regular appraisals and feedback from multiple sources, individual performance-related pay, profit-related bonuses, flexible job descriptions, multi-skilling, work improvement teams, problem-solving groups, information on the firm's business plan and performance targets, avoidance of redundancies and commitment to single status harmonised holiday entitlement. These practices can create a

culture of confidence, flexibility and continuous learning. This section will assist in analysing HPW within my company and will include the aims of HPW with the organisation objectives. As one of the leading food producers in the UK supplying all major multiples, my company operates with a flat structure and is sectioned into areas of divisions including Chicken, Lamb and Pork.The primary objective of our organization is to fulfill customer requirements and maintain their trust, which is accomplished by utilizing new technology. The organization's strategy involves outperforming competitors to become the top supplier of products, with all changes made at the top of the structure and communicated downwards, although this isn't always the case. The senior management team has been in place for an extended period without implementing any innovative changes; thus, bringing in new management with fresh ideas could potentially contribute to increased productivity. Improvements are required in several areas such as better communication lines and reduced unionization levels. The company adheres to its policies and practices, applying them uniformly to all staff members, with the primary goal of meeting production levels and satisfying consumer demands. Additionally, the organization encourages teamwork, work-life balance, and career advancement opportunities for its employees.The company implements several practices including High Involvement, Human Resource, and Reward and commitment practices with the primary objective of meeting demands and production levels. However, it is noted that in comparison to other organizations, the company does not engage in as many areas.