HIGH PERFORMANCE WORK SYSTEM
The right combination of people, technology, and organizational structure that makes full use of the organization's resources and opportunities in achieving its goals.
Managers realized that success depends on how well the elements work together rather than considering the elements as separate, unrelated items.
Decisions about technology, organizational structure, and HRM were treated as if they are unrelated. There was no consideration of how any change affected the employees.
Element of HPWS, way organization groups fits people into useful divisions, departments, and reporting relationships. Promotes cooperation, learning, and continuous improvement.
Element of HPWS, determines how details of the organization's necessary activities will be grouped, whether into jobs or team responsibilities.
Makes jobs efficient while encouraging quality.
Element of HPWS, well suited and well prepared employees for their jobs. Key element.
Element of HPWS, encourages people to strive for objectives that support organization's overall goals. Can be measured in the performance management system and rewarded with incentive pay as an example.
Element of HPWS, enables sharing information widely. HR departments use these systems to give employees access to info about benefits, training, job openings, etc.
OUTCOMES OF HPWS
1. Higher productivity and efficiency that contribute to higher profit2.
High product quality3. great customer satisfaction4. low employee turnover
CONDITIONS THAT CONTRIBUTE TO HIGH PERFORMANCE
1. Team perform work. 2. Employees participate in selection.
3. Employees receive feedback and involved in improvement process. 4. Ongoing training is emphasized and rewarded.5.
Employee's reward and compensation relate to financial performance of firm. 6. Equipment, work processes and technology encourage max. flexibility and interaction of employees. 7.
Employees participate in planning changes in equipment, layout, and work methods. 8. Work design allows employees use variety of skills. 9. Understanding how job contribute to finish product. 10.
Ethical behavior encouraged.
An organization that supports lifelong learning by enabling all employees to acquire and share knowledge.
Each employee's and each group's ongoing efforts to gather information and apply to information to their decisions. Aimed at improving quality.
KNOWLEDGE IS SHARED
One challenge is to shift the focus of training away from teaching skills and toward a broader focus on generating and sharing knowledge.
CRITICAL SYSTEMATIC THINKING
Is widespread and occurs when employees are encouraged to see relationships among ideas and think in new ways.
A culture in which learning is a rewarded, promoted, and supported by managers and organizational objectives. This culture creates the condition in which managers encourage flexibility and experimentation.
EMPLOYEES ARE VALUED
The organization recognizes that employees are the source of its knowledge. It therefore focuses on ensuring the development and well-being of each employee.
Degree to which employees are fully involved in their work and strength of their commitment to their job and company.
Process of ensuring that HR policies, practices, and programs support or are congruent with an organization's overall culture or brand, including its products and services.
Passionate people are fully engaged with something so that it becomes part of their sense of who they are.
Written code of ethics2. Performance measures that include ethical standards. 3. Swift discipline for misdeeds. 4. Channels for employees to seek help5.
Training in ethical decision making
GUIDELEINES TO MAKE PERFORMANCE MGMT SUPPORT ORGANIZATIONAL GOALS
1. Define and measure performance in precise terms. 2. Link performance measure to meeting customer needs. 3.
Measure and correct for the effect of situational constraints.
Computations and calculations used to review and document HRM decisions and practices, including documenting employee relocation, payroll expenses, and training course enrollment.
DECISION SUPPORT SYSTEMS
Systems designed to help managers solve problems that usually include a "what if" feature.
Computer systems incorporating decision rules of people deemed to have expertise in a certain area.
Store data in separate files that can be linked by common elements identifying the type of data to sort by fields.
Improving HRM effectiveness through online technology. Cloud computing enables access to information that's delivered on demand from any device 24/7.
A formal review of the outcomes of HRM functions.
HR uses fewer and less costly resources to perform its functions.