IMPROVING ORGANISATIONAL PERFORMANCE (5IVP)

Unit Overview

Improving An HR unit of cipd level 5 called Organizational Performance focuses on the development of employees' skills, character, and contributions to an organisation. Managers and employees must have a mutual respect for each other in order to develop a long-term, mutually beneficial working relationship. These academic resources have been designed to teach people on how to increase their organization's productivity. The development of long-term organisational performance necessitates the establishment of a high performance work organisation (HPWO). The unit titled "Improving Organizational Performance" provides pointers on how a business can boost its productivity and profitability while also increasing the efficiency of its manufacturing processes. In addition, the unit provides advice on a variety of tactics and techniques for enhancing performance strategically.

A variety of high-performance working conceptual frameworks and their effects on performance are discussed in this unit. Employee engagement, communication skills, employee welfare, and competitive advantage are also covered in the course. It is also possible to learn about the advantages and disadvantages of high-performance working, as well as the role of management in enhancing the performance of an organisation. Commitment, trust, and passion are the hallmarks of a high-performing workplace. They are able to promote diversity, think critically about issues and carry out their jobs efficiently in such an organisation. Performance management has a significant impact on employee motivation and job satisfaction, which will be explored in further depth in this module.

Learning Outcome

• Performance management and the roles and responsibilities of various production line managers will be clarified for students.
• Students will have learned how to develop a high-performance culture in an organisation, as well as how to maintain the culture.
• High-performance functioning and the significance it plays in creating an organisation that is high-performing will be understood by students.
• To help the company, students are expected to gain hands-on experience on how to improve staff performance.

HPW Conceptual Framework

The unit's major objective is to assist learners in comprehending the HPW conceptual framework and its contribution to sustained organisational performance that results in a high performance work organisation. Learners in this course will be exposed to ILO standards as well as their practical application in the corporate world. The International Labour Organization provides a detailed definition of high performance work, stating unequivocally that an organization's success is determined by a mix of profitability, customer happiness, and high levels of performance. Additionally, organisational success is attained by the development of individuals' talents and their zealous dedication to their jobs. A high-performing management team benefits both the long and short term performance of the organisation. Organizations pursuing high-performance work frequently emphasise a less hierarchical organisation and a strong emphasis on teamwork, trust, and communication.

Through human resource management, high performance working leverages an organization's people capital as an asset to foster competitive advantage, loyalty, skill development, and a motivated workforce. Motivation, as defined by the Chartered Institute of Personnel Development, is critical in HPW since it shapes employees' attitudes toward HPWO. Employee involvement, access to company information, self-directed teams, and sufficient human resource policies such as performance reviews, mentoring or work training, and a fair recruitment process all contribute to high performance working. Additionally, rewards and commitment practises are critical components of motivating individuals to work at a high level of performance. To enable high-performance work, leaders should set an example by having little to no discrepancy between stated and practised ideals.

HPW Components

HPW is composed of four major components: decision making, personnel training, technical familiarity, and incentive. The unit discusses the several benefits of including employees in decision-making. The learners will comprehend that in order to affect meaningful changes in the organisational environment and employee behaviour, managers must involve employees in crucial decision-making processes. Employee involvement is also critical for developing positive working connections between managers and employees. A workforce that participates in decision-making is a committed and empowered workforce. Additionally, the lesson will discuss employee training. Students will get an understanding of the training process and its benefits to employees. Employee education enables them to comprehend their positions and expected performance. Through training, employees can maintain a laser-like focus on the company's objectives while also honing their leadership and development skills.

The learners will comprehend that training exposes employees to a broader breadth of knowledge, both familiar and unfamiliar. Training, as conducted by the human resources department of an organisation, can take place either internally during the induction process or outside. Motivation is another aspect of HPW that is taught in the unit. As a result of this unit's instruction, learners will be able to comprehend the benefits of motivation, the many ways of employee motivation, and the rationale for motivation. The module's fourth component of HPW is technology, which is a vital component of an organization's high performance. Organizations that adapt to new technologies are likely to achieve higher levels of productivity. Students will get an understanding of the various effects that technology has had on the corporate world today. Through the use of advanced technology, the personnel is able to perform tough or heavy tasks with less effort. As a result, technology enhances performance and increases productivity.

The unit is appropriate for anyone currently employed in or interested in a career in human resource management and development. Professionals seeking to expand their knowledge and skills in human resource management might also benefit from this course. Any individual charged with the essential responsibility of implementing human resource policies and strategies in a specific organisation can benefit from the training. In general, learners of this unit should have a greater grasp of the function of human resources in both an organisational and environmental context. This unit's usual learning time is thirty (30) hours. Additionally, 30 hours are allotted for personal learning activities such as reading and preparation for tests.