- Unit 21 – L/618/8101 Geotechnical Design Assignment 1: Scunthorpe Station Overpass & Bridge Infrastructure Proposal
- Y/616/7445 Unit 039 Diabetes Awareness Assignment: Understanding, Managing and Supporting Individuals with Diabetes
- DHCS 12 (M/650/5189) Understand Mental Ill Health Assignment: Explore DSM/ICD Disorders, Discrimination & Capacity
- Unit 8 Social Media Strategy Assignment 2: Planning, Execution & Evaluation for Organisational Growth
- CIPD Level 7CO01 Strategic People Management Assignment: Demographic Trends, Legal Reforms, Innovation & Resilience in the Workplace
- Financial Accounting Assignment: Lee’s Sole Trader Transactions & Cash Flow Analysis
- L/508/4603 NCFE Level 3 Sport and Exercise Massage Assignment 3: Consultation & Technique Review for Two Contrasting Athletes
- F/650/1141 Unit 4 Team Management and Recruitment Assignment: Health & Social Care Case Study for Effective Leadership and PDPA-Compliant Hiring
- R/650/1138 OTHM Level 5 Assignment: Working in Partnership in Health and Social Care
- NVQ Level 3 Health and Safety Risk Management Assignment: Practical Assessment and Workplace Application
- MBA7068 Strategic Portfolio Assignment 1: Global Business Trends and Managerial Skill Development
- Mechanical Services Innovation: Hotel Rotation Case Study for Energy-Efficient Heat Pump Integration
- K/618/4170 ATHE Level 3 Unit 4 Assignment: Working in Health and Social Care
- T/618/4169 ATHE Level 3 Unit 3 Assignment: Human Growth and Development in Health and Social Care
- M/618/4168 ATHE Level 3 Unit 2 Assignment: Principles, Values and Regulation in the Health and Social Care Sector
- K/618/4167 ATHE Level 3 Unit 1 Assignment: Structure and Overview of the Health and Social Care Sector in the UK
- NURS07039 Assignment: Enhancing Critical Thinking and Development in Nursing Education
- AUEC3 Mechanical Engineering Assignment Questions: AUEC3-070, AUEC3-065, AUEC3-059, AUEC3-054, AUEC3-003, AUEC3-002 & AUEC3-001
- HGES315 Political Geography Assignment: Regional Order in Southern Africa
- AC312 Assignment: Managerial Promotion Decision Using Balanced Scorecard and Risk Indicators
7CO02 Explain how high-performance work practices are associated with positive organizational and employee outcomes: CIPD Assignment, UK
University | Chartered Institute of Personnel and Development (CIPD) |
Subject | People management & development strategies for performance |
2.4 Explain how high-performance work practices are associated with positive organizational and employee outcomes.
Question 8
Explain the view that high-performance work practices benefit both employers and employees when they are introduced or enhanced. Illustrate your answer with examples.
While precise definitions of what is meant by the term ‘high-performance work practices’ vary somewhat, in general terms the question is referring here to a ‘bundle of best practices’ which work together to help an organisation maximise its capacity to attract, retain, motivate and engage outstanding performers. The aim is to create a thriving culture and to attain the status of ’employer of choice’ in an industry.
Do You Need Assignment of This Question
The term is typically associated with sophisticated approaches to the management of people which blend performance-related reward with heavy investment in training and development, high-validity methods of employee selection such as psychometric testing and assessment centres, a great deal of authentic employee involvement, team working and autonomy for employees, and a range of attractive flexible working options. There are numerous potential examples, each of which could form the basis of a thoughtful and well-informed answer.
It is not difficult to argue that, all else being equal, employees stand to benefit when these kinds of practices are introduced and enhanced. They are after all intended to make an organisation more attractive as a place to work with a view to securing the services of strong, highly engaged staff. It must, however, always be remembered that some people simply want a regular job with set hours and are not interested in being highly engaged or empowered.
There will be others who object to the individualistic nature of most HPW practices and see them as potentially undermining trade unions and a Advanced Diploma 7 collective approach to the management of employee relations. Generally though the debates are about how far employers benefit from introducing these types of practice as a bundle. There are considerable costs involved and there is no guarantee that superior levels of performance will always result, particularly during periods of volatility and rapid change. Strong answers to this question will therefore use examples to demonstrate explain how HPW practices often do benefit both employers and employees, but that there are exceptions. This question is not quite so straight forward as it appears at first sight.
Buy Answer of This Assessment & Raise Your Grades
Looking for academic support tailored to your CIPD journey? Seeking expert guidance for “People Management & Development Strategies for Performance” (7CO02) at the University? Explore our specialized services – Assignment Help UK and Academic Writing Services in the UK.
Our seasoned professionals are here to unravel the complexities of CIPD assignments, with a specific focus on the positive impact of high-performance work practices on organizational and employee outcomes. Elevate your understanding and ensure success in your academic endeavors. Start your journey to excellence with us.
