HPO'S create what we call a meritocracy culture. Using positive psychology they recognise, celebrate and reward the results of individuals, teams and the overall business on a regular basis. Some as often as weekly even daily.

HPOs reward and incentivise behavior that is in line with the organisations goals and business targets. They implement reward programs that aim to benefit employees who follow the values of the organisation and meet and exceed minimum standards.

HPOs streamline information sharing across all levels of the organisation. It is common to see sales boards, weekly sales bulletins, sales news flashes, performers of the week announcements, publishing results, prizes and conventions for high achievers

While HPOs do streamline their information, they also share information across all levels of the organisation to make sure that everyone is sharing in the same vision. An HPO is constantly improving their products, manufacturing processes, or services in order to gain a competitive advantage.

HPOs have innovative human resources practices. For example, employees may be involved in the hiring process.

All team members may be involved when hiring a new member to join that team. Human resources may also implement pay for knowledge or pay for skill programs where employees are monetarily rewarded for attending training sessions that further their skills and abilities.

Generally, there is a more focused approach on training where specific skills are targeted by the organisation through data collection, needs assessment and modelling excellence

These skills are the focus of the training and development programs that are implemented by human resources. It is typical for these organizations to have an internal learning and organisational development team which dedicates its time to conducting skill and competency based needs assessments and then training employees where it is needed.

First and second line managers are also key when it comes to staff training and development

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