This article discusses the impact of high performance work system (HPWS) on employee productivity, commitment and skills leading to desired outcomes for organizations. It also highlights the role of line managers and HR managers in implementing HPWS.
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Running head:IMPACT OFHIGH PERFORMANCE WORK SYSTEM Running head: IMPACT OF HIGH PERFORMANCE WORK SYSTEM Name of the Student Nam of the University Author note
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1 IMPACT OFHIGH PERFORMANCE WORK SYSTEM High performance work system The high performance work system can be considered as the group of separate but interlinked with the human resource practices designed for enhancing the employee’s performance effort and skills. The enhancement of the employee’s productivity, commitment and skills leads to the desired outcomes for organization and gives a competitive advantage for the organization. Leadership management for HPWS There is plenty of the general evidence of the first line involvement in the human resource management work. The first line managers are usually involved in the various areas of HPWS, the first line managers plays an important role in the performance management system as they are in the charge of the setting the performance objectives, providing the performance feedback and undertaking the performance appraisals.This is also evident that the first line managers indentifies the needs of training for the employees and detecting who requires training and creating the comfortable and the supportive environment for transferring training (Boxall and Macky 2007). Furthermore, they look after the career progression and the career development. They keeps in touch with the employees so they can motivate the employees for developmentandcareeraspirationsandhavetheperfectperceptionoftheemployee performance and the potentials in the light of providing promotions. The first line managers are central to the employee participation as they are the primary representatives of the organization to whom employees can ask, suggest and express their ideas, thus the first line managers are considered as the important contributors of the human resource management operations (Pombo and Gomes 2018).
2 IMPACT OFHIGH PERFORMANCE WORK SYSTEM Organization performance The three HPWS categories like the skill enhancing hr practices, motivation enhancing HR practices and the opportunity enhancing HR practices influenced the human capital (HC) and motivation of employees in various ways. The employee motivation and the human capital are related to the operational outcomes and the voluntary turnover. This shows a closer relation between the voluntary turnover, productivity and the financial outcomes. The findings also show a direct relationship between the skill enhancing, motivation enhancing categories and the financial outcomes. The research studies proposed that the other relationsmay be management practices or the organisational factors like the leadership and culture. This is also found out that the HPWS are positively linked with the financial performance; the financial outcomes can be achieved through encouraging the desired behaviours of the employee and growing up human capital (Cummings and Worley 2014). Role of line manger and HR manger for implementing HPWS The organization which has been experienced that do not use the HPWS approach can implement the required changes that can be brought by the line manager and the HR mangers. The line manager and the HR manger need to work together for implementing the high performance work system. The core reason for the employees to work together is that both the parties are interested in ensuring the organization’s success. The following things need to be done by the line manager and HR mangers are Department staffing that is the HR and line managers need to communicate regularly for maintaining the employee performance and determining employee skills. Whenever, there is a vacancy in the line manager post the HR recruiter reviews the job description for the accuracy and completeness (Sikora and Ferris
3 IMPACT OFHIGH PERFORMANCE WORK SYSTEM 2014). The work force strategy that is there should be the strategic planning between the HR and the line managers that involves the demands to determine whether to train the present employees or to recommend for their promotion.The performance management need to be maintained by the line mangers and the HR mangers. The conflict resolution that is the workplace conflict occurs when any employee shows different culture, personality and styles, then the line manger need to seek the HR’s advice for resolving issues (Kilroy and Dundon 2015).
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4 IMPACT OFHIGH PERFORMANCE WORK SYSTEM References Boxall,P.andMacky,K.,2007.High‐performanceworksystemsandorganisational performance: Bridging theory and practice.Asia Pacific Journal of Human Resources,45(3), pp.261-270. Cummings, T.G. and Worley, C.G., 2014.Organization development and change. Cengage learning. Kilroy, J. and Dundon, T., 2015. The multiple faces of front line managers: A preliminary examination of FLM styles and reciprocated employee outcomes.Employee Relations,37(4), pp.410-427. Pombo, G. and Gomes, J., 2018. How Does Work Engagement Mediate the Association between Human Resources Management and Organizational Performance?. Sikora, D.M. and Ferris, G.R., 2014. Strategic human resource practice implementation: The critical role of line management.Human Resource Management Review,24(3), pp.271-281.