High Performance Work System in Google

An organization can use several ways that helps in construction of a platform that can help in the emergence of the high performance work system. A company being able to attract talent can give rise to effective performance in a company.

Running head: HIGH PERFORMANCE WORK SYSTEM IN GOOGLE
High Performance Work System in Google
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Answer 1)
An organization can use several ways that helps in construction of a platform that can
help in the emergence of the high performance work system. A company being able to attract
talent can give rise to effective performance in a company. Google should respect the people
coming from the diverse culture that can help in the setting up of high performance work
system within the framework of an organization (Shin and Konrad 2017). A company should
value the aspect of the social relationships along with the digital technology that can help in
giving rise to high performance work system. The social relationships being nurtured in an
organization can help in building bond in between the employees that can pave the path for
the success of an organization. The workplace environment being of unique kind helps
Google in making profits in the long run. This can play an important role in helping the
employees utilise their talents along with the skill set that can make the employees produce
the effective performance within that of an organization. The right kind of people can prove
to be an asset for a company that can help a company in making profits in the long run. The
recruitment system in Google selects the best workers that can help in paving the path for the
creation of high performance work system. This can help in developing the products that are
popular in the market that can help in the long term growth of a company. The people who
are selected in a company should have knowledge along with the skill sets that can help a
company in excelling in that of the long term.
The recruitment of the employees on the basis of their knowledge can prove to be a
crucial step in the success of a company. An organization should respect the people coming
from various kinds of the cultural backgrounds that can help in the creation of high
performance work system (Chiang, Hsu and Shih 2015). It is important that an organization
recruits people who are determined that can help in the establishment of a high performance
work culture. The company Google favours the aspect of ability over that of experience that

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can help in establishing the high performance culture in an organization. The talents and the
abilities of the employees being nurtured in the adequate manner with the help of the training
can help an organization in getting ahead of competitors. The employees in an organization
should be allowed to express themselves fully that can encourage the employees in an
organization. The employees should be able to utilise the full potential that can facilitate the
running of a company.
The employees of company should be made known about the vision along with the
mission of the employees that can benefit employees of company (Muduli 2015). The
employees of Google are made known about the expectation of the company from them that
can help the employees. Google plays a significant role in setting best talent culture that
should be followed by the other companies for the superior performance of the company. A
culture that provides encouragement to the people from the various cultural backgrounds can
play an important role in augmenting the performance of the employees. The people from the
different kinds of academic backgrounds and speak different languages should be recruited in
an organization that can help the employees in delivering the effective performance. It can
help in understanding the needs of the various kinds of consumers from different parts of the
world that can benefit an organization.
Answer 2)
There exists relationship in between that of high performance work system and that of
the organisational culture. The creation of the right kind of organizational culture that favours
inclusion can help in improving the productivity of the employees. The corporate culture of
an organization that is positive and aligning with the mission of the organization can help in
boosting the performance of the employees. It has been found that the toxic culture can
produce employees who are unhappy that can have a negative effect on the performance of

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the employees. The employees who are provided with encouragement to involve themselves
within community philanthropy and are provided with the right amount of time for pursuing
their mission plays a crucial role for improving the performance of employees (Jiang and Liu
2015). The organizational culture should value the element of the salaries along with the
bonuses that can work to the benefit of employees. The right kind of organizational climate
can be crated in an organization when the employees love their job. In the event of the
employees loving their job they would be able to perform in a better manner in an
organization.
The organizational culture valuing the element of the collaboration can help the
employees in achieving their goals which can strengthen the performance of employees. The
organizational culture should make the employees feel that they are being respected by their
superiors that can bring forth effective performance of employees in a company. The
developing of the aspect of loyalty can help in growing close bond in between the
management and employees of a company. The company should set higher goals for the
employees that can help in building positive energy within a company. The office being
redesigned and providing the employees with the right amount of relaxation can greatly serve
the cause of an organization (Cooke et al. 2016). The organizational culture should lay
importance on the company events that can help in the proper engagement of the employees
within the framework of an organization. The corporate culture plays an important role in
binding workforce together that helps in providing direction to a company. The strong
corporate culture helps in assuring the fact that the employees have the similar kind of beliefs
that helps in building rapport in between the teams of a company. It can help in avoiding the
conflict and lay focus on the element of the task completion in an organization. The strong
kind of the corporate culture can help in communicating the roles along with the
responsibilities to the employees that can help the employees of a company. The beliefs along

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with the ethical values aligning with that of the business objectives can help in building close
relationship in between the teams of an organization.
The organization should structure the recruitment process in such a manner that can
help in drawing the potential employees towards the company. The employees being able to
assimilate within the corporate culture can play a crucial role in strengthening the culture of a
company. The companies should align the corporate culture with that of the performance
management system that can help in serving the cause of the employees. In the event of the
culture along with the management system being not aligned, management should play a role
in redirecting the employees that can help the organization in attaining the goal (Chang
2015). The organisational culture being suited to the needs of the employees can help in the
development of that of high performance work system that can help in growth of
organization.
Answer 3)
There are certain Human Resource Management (HRM) considerations that should be
taken recourse to by Google that can help in improving the model of the High Work
Performance System (HWPS) model. The HRM system in Google should be able to provide
security to the employees that can help the employees in focussing on the area of
performance. The employees should feel secure in the organization that can increase the
efficiency of performance of employees. The recruitment tools should be used effectively in
Google that can help in drawing the right employees to an organization. Various kinds of
selection instruments should be used by the human resources in Google like IQ tests, peer
assessment along with the personality assessment that can develop model pertaining to
HPWS. It has been found that the teams that are psychologically diverse can help the
employees in providing the right kind of performance in a company (Zhong, Wayne and

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Liden 2016). The compensation in Google should be fair and on the basis of performance that
can support the employees. The performance outcome of the employees should be balanced
with that of the individual rewards that can help in maximising the outcome. It can help in
creation of sense of ownership among the employees. The human resources in an
organization should invest in the arena of training that can be crucial in developing of HPWS
within a company. The people should be recruited on the basis of abilities and the human
resources should take due care of the fact that they continue to remain frontrunners in field
(Kontoghiorghes 2016).
The technology is growing at a rapid pace and the human resources of an organization
should lay emphasis on learning of the employees that can help in the development of
employees in a company. The human resources in Google should lay emphasis on that of on-
the-job learning that can make the employees learn essential things that can help them in
adjusting to the changes taking place in the present age. The extensive training can help in
adding value and it can help the teams in contributing to strategic goals of organization (Fabi,
Lacoursière and Raymond 2015).
The HRM within Google should lay focus on the aspect of feedback, coaching along
with the peer learning that can help in bolstering the employees in a company. It has been
found that next generation of the workers look for the development opportunities and the
human resources should try to develop the employees that can help an organization in making
the profits. The HRM practices in Google should be rooted within the egalitarian practices
that can help an organization in achieving the success. The human resources should share the
information in an organization that can work to the benefit of the employees. There should be
open communication pertaining to the strategy along with the operations in an organization
that can help in creating a trusted culture in an organization. It can help in involving the
people in the various areas of the business. The implementation of the 360 Degree

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Performance Management Feedback System in Google can help in soliciting the feedback
from the seniors along with the peers that can help in improving the HWPS model in the
company (Noe et al. 2017). Google should adopt the systematic approach in relation to the
knowledge management that can bring about the effective performance of employees.

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References
Chang, Y.Y., 2015. A multilevel examination of high‐performance work systems and unit‐
level organisational ambidexterity. Human Resource Management Journal, 25(1), pp.79-101.
Chiang, Y.H., Hsu, C.C. and Shih, H.A., 2015. Experienced high performance work system,
extroversion personality, and creativity performance. Asia Pacific Journal of
Management, 32(2), pp.531-549.
Cooke, F.L., Cooper, B., Bartram, T., Wang, J. and Mei, H., 2016. Mapping the relationships
between high-performance work systems, employee resilience and engagement: A study of
the banking industry in China. The International Journal of Human Resource Management,
pp.1-22.
Fabi, B., Lacoursière, R. and Raymond, L., 2015. Impact of high-performance work systems
on job satisfaction, organizational commitment, and intention to quit in Canadian
organizations. International Journal of Manpower, 36(5), pp.772-790.
Jiang, J.Y. and Liu, C.W., 2015. High performance work systems and organizational
effectiveness: The mediating role of social capital. Human Resource Management
Review, 25(1), pp.126-137.
Kontoghiorghes, C., 2016. Linking high performance organizational culture and talent
management: satisfaction/motivation and organizational commitment as mediators. The
International Journal of Human Resource Management, 27(16), pp.1833-1853.
Muduli, A., 2015. High performance work system, HRD climate and organisational
performance: an empirical study. European journal of Training and development, 39(3),
pp.239-257.

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Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Shin, D. and Konrad, A.M., 2017. Causality between high-performance work systems and
organizational performance. Journal of Management, 43(4), pp.973-997.
Zhong, L., Wayne, S.J. and Liden, R.C., 2016. Job engagement, perceived organizational
support, high‐performance human resource practices, and cultural value orientations: A cross‐
level investigation. Journal of Organizational Behavior, 37(6), pp.823-844.