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In an organization, there are different roles assigned to different people for the prosperity of the business. All professionals have to do their job in the right way because human resources are the most important aspect of the organization. The performance of every employee working in the organizationis very critical for the successful business operations of the organization. How each individual is improving themselves, how every individual developing themselves with or without the help of the organization. The organization invests a huge amount of resources in the human resources department to get a quality human workforce, healthy work environment, understanding the human psyche. There are two vital components of the organization i.e., “Management” and “Human Resources”. The “Manager” role is very crucial for the proper functioning of the organization as he/she is the responsible person for the development of a capable team, clearly communicating with the employees about the goals, vision, and objectives of the organization. A manager with good leadership skillscan lead the employees of the organization better because manager and leadership are the two sides of the same coin. The manager manages the business operation, mentors the newcomers in the organization and also leads many teams to reach the aligned goal of the organization.
Organizations around the world are not stopping at all costs in terms of investing in “Human Resource Management” to make sure that the employees are getting the proper and quality training and development (Olson et al.,2018). HR professionals are some of the best people in the job in terms of generating a quality workforce and a proper understanding of the human psyche. The High-Performance Working Organizations are some of the successful organizations that value their employees very much. The HPW organization considers its employees as the most important assets of the company. The “Coherent Professional Development” is one of the meaningful developments because learning is a never-ending process. Individual learning is also one of the important things that an organization can get benefit out from it. When individuals keep learning then the individual becomes more capable and the organizations become more prosperous.
Within any business, the “human resource” managers perform something very critical in recognizing the wants and desires of the staff and also in identifying the challenges that have been in the enterprise. Additionally, they aid in discovering many approaches to solve the obstacles. Furthermore, the “HR manager” performs an essential part in selecting the best personnel for the organization. Most “HR managers” must establish policies for effectiveness within the businesses (Pesha, et al. 2021). Such policies contributeto achieving the goals of the business. Hence, it’s really necessary that the “HR manager” must be qualified and competent so the individual can tackle the full scenario in a very appropriate manner. Examples of the typical abilities, character qualities that are desired by “HR manager” are mentioned below:
“Continuous Professional Development” helps the person to become more productive, knowledgeable and also make the person interested to develop technical knowledge. “CPD”also helps in preparation for “employment/career” transitions, achieving the level of “service and professional competence” which society demands. Concentrated “CPD” exposes professionals’ access to unique options, existing insights, and skill sets and so it may lead to enhanced confidence of the public. “CDP” helps to record both necessary skills set development and helps to acquire the up-to-date data about every alteration. The assessment of the personal advancement of the person might allow them to assess how much they’ve advanced relative to the industry. It manages the professions of the people and figures out all the discrepancies in their talents and understanding. As it presents the status to the management as well as the other individuals, it will aid to start opening additional development possibilities.
Based on my “personal skill audit”, I do have high “skills in communication” which suggest why I am interested in speaking with colleagues effectively. I also have reviewed my roster-building ability and it is concluded how from the perspective of everyone else my “roster-building quality” is highly helpful however I have realized personally that there is a need for improvement. With this, I have several other abilities like critical thinking skills,“strong confidence level” etc.
However, alongside power, there will always be a vulnerability. I have begun to recognize that I’ll have to focus on my “decision-making abilities” as I often eventually wind up choosing bad choices for me and also the firm. Hence, it is extremely crucial to enhance it since it is affecting the organization in such a bad way. Forward with this, my “time management abilities” and also my Technological abilities also play an important role in my personal development.
Individual learning is the most important part of organizational learning because an individual who is developing himself/herself continuously can contribute to organizational learning as a whole. Individual learning satisfies the learning of the organization. Therefore, individual learning enables not only the individual to expand his/her library of knowledge and experiences but also the organization as well. Individual learning can help the organization to compete with other organizations strategically and may win the competition. There are two ways of analysing the learning and can result in making the learning more productive. “Gap Analysis” enables the employers to evaluate the skill level as compared to the other people who are in the same field. This analysis helps the organization to put the individual in the role where he/she is more suited. The employee can also be trained to fill the gap between different skill sets. The other way i.e., “SkillEvaluation” is the type of assessment process and this assessment involves a different test for the organization (Indeed, 2021).
The “Gap Analysis” and “Skill Evaluation” are the two sides of the same coin as these both are necessary evaluations for the individuals and the organization. Organization learning consists of two ways of learning i.e., “InformalLearning” and “Formal Learning”. “Informal Learning” refers to informal learning which is not taught formally. This type of learning does not involve any specific plan or goal as it is a never-ending process and this is very useful for those people who are more into self-learning. “Formal learning” means learning which involves a systematic procedure of learning and is always taught by the instructors. The “Training and Development”refers to the skill development of the employees because this training enables the employees to expand their skills.
For any organization, employers are the most important components of the organization. The organization heavily relies on its workforce because successful business operations are responsible for the success of the organization and that is only possible by having a quality workforce. The organization leaders have to identify the importance of “Training and Development “to improve the performance of the employee and to develop the skills of the employees. However, it is not easy to provide “Training and Development “to the employees of the organization. It is one of the challenging tasks for the organization to execute because wrong training can lead to the poor growth of employees. According to the study, the organizations are heavily investing in “Training & Development” for the proper skill development of each individual.
There can be many employees who are not properly handling their jobs and may even leave the job because of many reasons such as dissatisfaction etc. Due to this reason, “Training andDevelopment” is a very important tool to enhance the abilities and skill set of different individuals. If the individual is confident enough in his/her skills then he/she can perform their job effectively and efficiently (Rodriguez and Walters, 2017).” Training and Development” is a huge part of HRM as well because it is responsible for unlocking the potential and abilities of the employees and for the creation of a quality level of the workforce (Siyalet al., 2020).
There are many types of “Learning Cycle Theories”which can be used to enhance business operations. These theories can contribute to the development of effective “CPD” and also many growth programmes.“Kolb Theory” is used in this report to explain the importance of using “CPD” (Wilkinson, T, 2017). 4 phases are very important for the improvement of “CPD” in the organization.
“Concrete Experience”:In this theory, the day-to-day activities of the employees like “Personal Experience”, “Experience in terms of professionalism”. This theory helps the staff to understand their potential and abilities and also, they can identify the pathway in which they are travelling is successful or not successful.
“Reflective observation”:This theory involves the “deep observation”and opportunity for learning new things from different situations and the situations can be good or bad but the staff can learn something out of it. The term “Reflective Observation”means learning something by observing own skills and abilities.
“Abstract conceptualization”:It involves the “theoretical” approach for the business or organization. The theory discussion about organization must listen to the opinion of the people who are “unapproachable” in terms of operations of the business.
“Coherent Professional Development” involves meaningful learning by different professionals who can use that learning to develop and expand their abilities. This development is a never-ending process because a professional never stop learning until the end. It consists of different ways of learning such as “training workshops, “conferences”, and “e-learning” for every professional seeking the “Coherent Professional Development”. This is a fact that this development is very essential and meaningful for every professional working. Professionals from HR can be an example (Kjaeret al.,2017). An HR professional has to deal with so many difficulties or conflicts daily and to solve those problems effectively and efficiently; there is a serious need to continuously develop.
There are different types of “Coherent Professional Development “such as “Formal Structured Learning” and “Informal Self-Directed Learning”. In the case of “Formal Structured Learning”, the professionals can learn in a different interactive way such as interactive learning such as learning a topic by solving the problem practically, “Brainstorming” in which everyone discusses a certain topic and each has to question the right question and contributes to the self-learning. On the flip side, “Informal Self-Directed Learning” means the learning which takes place when the professional or the learner learns because of curiosity and interest rather than following the ordinary curriculum. The initiatives will be the right word for this type of learning because the learner or professional decides what to learn, how to learn, and when to learn. For example, mastering the art of communication where the learners or professionals who are curious and interested in exploring the different aspects of communication will make efforts in mastering the art of communication (Krumsviket al., 2020).
Moreover, there must be some practical appraisal of what has to be completed to fulfil the particular requirements of their occupation. So, “learning goals” should be straightforward and satisfy both the participant and company demands. Continuous improvement via “CPD” may promote the constant improvement of the individual further beyond a particular training activity. Thus, a roadmap might be very much advantageous to begin the personnel “CPD strategy”. It is extremely vital to do and document CPD consistently throughout a professional career that must include a framework addressing most of the parameters for a “CPD profile”. “Practitioners” are typically obliged to address this framework for an assessment to many more than one regulatory agency like “employers”, “professional association”. “Practitioners” should build their programmes for self-improvement. Their “learning activities” must also be documented and stored online.
High-Performance Working refers to the creation of an environment where the employees working together can trust each other, no barriers of communication, and the pathway of transparency among the employee regarding the work. The primitive way of work culture is not useful and useless in this era of industrialization. Nowadays, there is a requirement of having a healthy work environment where the absenteeism of employees is negligible, employees are more satisfied, respect each other values, beliefs and each individual is contributing to reaching the goal of the organization. The system of HPW makes sure that the quality workforce is being managed in such a way that it is producing great results such as a competitive advantage to sustain a business in this competitive industry (Jyoti and Rani, 2017). A High-Performance Work system involves a bunch of HRM practices that are ultimately created to promote employees, skill development, motivation of the employee, and the engagement of the employee to compete with other firms effectively and efficiently. The studies show that the firm that recognizes the importance of HPWinvestshuge resources on the employee such as allowing an employee to participate in decision making, promotion of employees, employee motivation, and the development of employees. To enable the creativeness of the employee, the HPW system is an important element (Tang et al., 2017).
Understanding HPW in an organization
The creativity of the employees enables the organization to unlock a different aspect of achieving the success of the organization (Indriartiningtias and Hartono, 2017). The study states that the different practices of the High-Performance Work System help to unlock the creativity of the organization (Jeong and Shin, 2019). The HPW organization concentrates on aligning the purpose of all the members of the organization.HPW organizations give clarity to the employees about the roles, responsibilities, goals of the organization which ultimately promotes high revenue generations, work productivity, and reduced absenteeism. In this type of organization, the employees are a totally clear understanding of the roles and the responsibilities for which the employees are chosen and less miscommunication.
The HPW organizations understand the importance of quality human resources (Elrehailet al.,2019). HPW Organization provides various encouragement ways of employees such as promotion of roles or designation, allowances, commissions, bonus salary, etc. This enables the employees to unlock their potential resulting in high quality of contributions. The secret sauce for the success of any organization is its human resource because when the employees work happily, the company also generates more revenue and provides more incentives and the loop keeps going. This positive outcome is only achievable with having good management and leadership. The manager plays a key role in terms of keeping the vision, goals, objectives crystal clear. Poor leadership and management can become a burden and a constraint, as discussed, these two things are very essential for the prosperity of the business.
The Similarity between HPW and HRM
Human resource management is the most important element in terms of creating a quality workforce and the work culture of the organization. The human resource department mainly deals with hiring, training, and motivating the employees and this also includes understanding how the human psyche works. The studies show that people who get paid for the job they are doing generate a more positive result and increased productivity of the individuals (Haneda and Ito, 2018). The practices of Human Resource Management are responsible for the employees’ attitude, the performance of the employee. Strong bonding between human resource management and employee satisfaction can encourage as well as in the development of employees.
Human Resources Management involves the Training and Development aspect as well. Training & Development refers to the skill development segment for the employees’ benefit and the organization. High-Performance Working organizations always take care of all the employees’ need necessary for their development as well as motivation (Aris et al., 2019). Both HPW and HRM are strongly interconnected because no organization can reach the status of a high-performance working organization if the firm does not invest in human resource management to ensure employees a good work environment, development, incentives, and most importantly a higher quality of the workforce.
A “High-Performance” working organization can help the business to capture a large “Market Share”. The “Land Rover” experienced many advantages using this “High-Performance Working” to expand the shares of the organization. This helped “Land Rover” to carry out the business operations smoothly and efficiently. Furthermore, the staff working in the company also work with a positive attitude (Grant and Maxwell, 2018).This helped the staff of the company to become more creative which results in maximum productivity and maximum profitability for the company. The internal environment and the external environment of the organizationalso generate better creative ideas for the organization after the execution of “HPW”. The “HPW” enables the firm or organization to attract customers in the market. “Land Rover” generates more revenues which is resulting inmore market share in the market for the company.“HPW” in the organization leads to the overall growth of the organization.
Performance management refers to the systematic process for the betterment of the organization’s performance. This process involves the development of individuals and teams. It is a way of achieving success for the organization. The individual learns and improves with the process of performance management. The employees work together as a team and boost the performance of the organization. It can also be called a strategic approach in terms of achieving a positive outcome for the organization. The main goal of this performance management is to create a culture of high performance for the employees in the organization which contributes to the overall self-growth. Performance management helps the employees to have a clear vision and goals for the success of the organization (Armstrong, 2021). A large number of organizations implement performance management in the system and to back this fact there are several pieces of research available (Schleicher et al.,2018).
Performance management models also involve important features which help to achieve the desired result for the organization:
There is a requirement for a clear understanding of the workings of the organization. The different target within the specified time needs to be achieved by the employees or teams of the organization. This clarity can lead to the prosperity of the business organization.
This performance management is the ultimate way to motivate employees as it includesshowcasing high-level performance, higher salaries, and the different perks. An employee can enjoy the perks like a bonus, travel allowances, etc (Dharma, 2018). These all things contribute heavily to the performance of each individual.
Learning is a process that never ends because it keeps going throughout his/her life. Performance management is a continuous process as employees keep learning and evolving themselves. The success of the business relies heavily on the performance of the whole human resource. The process of performance management is a never-ending process for each organization (Ranjan, 2021).
Effective PM in Organizational Culture
The organizational culture is the most important element for the success of the organization because the performance is very closely interrelated with the organizational culture. If the organizational culture is not strong then the effectiveness of performance management can be very hard to implement. Even according to scholars, “One of the important aspects of achieving the good performance isto emphasizethe organizational culture”. “Magee, 2002” states that performance management of the organization and the culture of the organization is completely interrelated. In any organization, the work environment is a very important aspect because it regulates the performance of the employee (Allen, 2013). When the work environment is poor, the absenteeism of the staff becomes high, the work productivity remains very poor.
Effective performance management in the organizational culture promotes the happiness of employees and the involvement of employees also rises. Management plays a huge role in the effectiveness of performance management. In this new era, the new generations of people have different values such as well-being and healthy work environment, career opportunity, etc. A handsome salary is not enough for the effectiveness of employees working in the organization (Coleman, 2017).
Collaboration between different employees of the organization promotes higher engagement of employee, the rise in the happiness of the employee and most importantly the work productivity goes higher which ultimately leads to the prosperity of the business.
There is no denying that PM contributed a lot to change the organizations. The employees’ potential can be unleashed if the right practices and policies take place in the organization. The employees’ performance is important for the proper functioning of the business operations take better outcome for the organization can only be attainable if the PM is effectively implementing the organizational change. In today’s world, organizations are changing at a very fast pace and the workload is also hefty. Proper implementation of work culture can lead to the quality transformation of an organization. There are two types of organizations in terms of their scale, a large-scale organization, and a small-scale organization.
In the case of a small-scale organization such as a “Bakery”, this type of business is very simple in terms of transformation. It can easily make flexible changes in the work culture and also effectively use performance management to ensure the prosperity of the business. In the case of large-scale industries such as big retail chains, it consists of many employees working in the organization. It has more human resources for effective and efficient working and the culture plays a very important role in this large sector as well. There are many examples of bad work culture such as “Family Dollar Company” where the work environment is very poor and the reviews of the employees show the reason (Indeed, 2020). If the transformation effectively takes place, then it can result in revenue generation, business reputation, productivity, healthy work-life balance, competitive advantages, etc.
The way that can help the business to achieve the goal of the project is termed “Project Administration” (Kerléo, 2020). Numerous approaches are available to assist the business in terms of leading the business operations effectively and efficiently. Some approaches are listed below in terms of managing the business operations:
“Comparison Approach”: This approach involves assisting in assessing the performance level of the company by using this “comparison approach”.
“Attribute approach”: This approach involves improving the“skills”, “features” of the organization to make the organization successful.
“Result Approach”: This approach involves understanding the skills and abilities of the staff working so that the company can contribute to the training and development of the staff and can result in achieving the positive outcome of the organization.
“Quality Approach”By the name of it, it can be easily understood that it involves resolving the problems in the business project and it helps in quality project management.
The “high-performance working” assists the organization to acquire a huge “market share” in its outside region. This aids in gaining higher consumer interest. The “high-performance working” empowers the employees with greater functionality and gives them a stronger edge over its competitors in the market. Although there are different investigations conducted that informs that “high-performance working” assists in developing the talents, competencies, and expertise of the individuals in a firm. This also contributes to the efficient and smoother execution of organizational functions of the organisation. This also encourages the staff to remain in a flexible and effective work environment of the organization. The “high-performance working” aids in delivering higher quality and productivity in the functioning of the organisation. The staff also operate with a flexible and progressive approach towards their task and are always ready to learn additional skills and strengthen existing expertise.
The report covered all the required points. “Coherent Professional Development” is very essential for all the professionals working. It keeps updating the individual and the professional becomes more capable for himself\herself and also for the organization. Individual learning is an important aspect of self-development because it not only helps the professional or learner himself/herself but also the organization. The organizations are going to keep investing in “Trainingand Development” to create a capable workforce resulting in the skill development of the employee. High-Performance Working refers to the creation of an environment where the employees working together can trust each other, no barriers of communication, and the pathway of transparency among the employeeremains regarding the work. The aim of “Human Resources Management” is to fulfil the role of quality workforce generations and also the work environment of the organization which will lead to more revenue generation.
The HPW organizations understand the importance of the quality human resource. HPW Organization provides various encouragement ways of employees such as promotion of roles or designation, allowances, commissions, bonus salary, etc. This enables the employees to unlock their potential resulting in high quality of contributions. The process management involves the process involves the development of the individuals and teams. It is a way of achieving success for the organization. Bad work culture such as “Family Dollar Company” where the work environment is very poor can impact the organization in a harmful way. The effective transformation can increase revenue generation, business reputation, work productivity, healthy-work life balance, and most importantly, the competitive advantage.
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