Introduction What is High Performance Working? HPW is defined by the UK Commission for Employment and Skills as 'a general approach to managing organisations that aims to stimulate more effective employee involvement and commitment in order to achieve high levels of performance. Source - https://www.gov.uk/...data/.../12-1195-promoting-high-performance-working.pdf

Link between HPW and sustained organisational performance? Practices to improve organisational efficiency: Training Teamworking Performance pay Flexible working practices Having effective practices in place – enables sustained performance Need to focus on individual performance rather than the operational level.

Link between HPW and employee well being? human resource management (HRM) plays a major role in enhancing the performance of employees and organizations (Becker et al., 1998; Pfeffer, 2007) Research in positive psychology suggests that happy people develop themselves and bring constructive influence to individuals, families, and communities around them (Compton, 2005, Galabova and Mckie, 2013; Ryan and Deci, 2001; Seligman and Csikszentmihilyi, 2000) Continuous cycle Managing effectively to ensure balance

Link between HPW and competitive advantage? HPW practices are needed to compete with others Example – cheaper labour overseas for companies in the manufacturing industry. Employer of choice good rewards systems good management etc Strong brand HPW = Flexibility – retains advantage

Case Study – Barcardi-Martini High performance learning points: Consciously remove barriers between senior and shop-floor staff in order to ensure smooth operation at all levels; Successfully created a set of organisational values to communicate, guide and reward behaviour appropriate to team performance; Uses appropriate training and recruitment to enhance the match between potential and existing employees and the needs of a ‘value-based’ organisation; Uses profiling instruments to support a better linkage between recruitment, performance and career progression of employees; Established appropriate behaviour, expectations and systems including the ‘Agile Team’, to manage organisational change

Conclusion Individual’s connection to team and organisation is important – can make or break commitment to the job and therefore effectiveness of the HPW systems. Team Leaders or managers need the skills and abilities to create cohesive, inclusive and supportive teams that people feel connected to and want to be part of. Happy employee High Performance working organisational performance, competitive advantage and ££££