HealthReach Org: HR Consultancy Proposal for High-Performance Systems

This HR consultancy proposal focuses on implementing a high-performance work system (HPWS) at HealthReach. It identifies four key components: ensuring employee security, sharing key information, decentralized decision-making, and high results-based compensation. The proposal provides a rationale for each component, drawing on HR theories such as Maslow's Hierarchy of Needs, Principles of Management, and Human Capital Theory. It analyzes the predicted outcomes, including improved employee motivation, loyalty, productivity, and decision-making, ultimately aiming to enhance organizational performance and create a competitive advantage for HealthReach. The proposal emphasizes the importance of aligning HR practices with organizational goals to achieve sustainable success.

HR CONSULTANCY
PROPOSAL

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................1
COMPONENTS OF HIGH PERFORMANCE WORK SYSTEM.................................................1
Ensuring employee security.........................................................................................................1
Sharing key information..............................................................................................................2
Decentralized decision-making...................................................................................................3
High results based compensation.................................................................................................4
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................6

INTRODUCTION
Hr practice is that strategic operations of the HR department which is considered as the
foundation to the guidance and management of the employees of the organization. In this project
the organization for which the HR practice are going to be discussed is Health Reach. This
project will discuss the components which are essential for the HR system for the high-
performance work system in the company.
COMPONENTS OF HIGH PERFORMANCE WORK SYSTEM
Ensuring employee security
It is associated with providing security to employees regarding the jobs so that their
can be free from the burden of losing job. It helps in gaining high trust partnership with
employees so that building commitment for reaching success can become possible. Health reach
can use this for implementing high performance. This will provide assistance to the organization
to get higher motivated, loyal & committed employees, greater productivity, etc.
The employee security is that component of the high-performance work system which is
to ensure that the employees are kept in their job for a higher level of security and has the least
chance of losing the job in future Piszczek & Berg (2020). It is very important for the
organization to ensure that they are providing security to the employee so that they are loyal to
the company. This is also helpful in improving the efficiency of the employee towards
organizational operations. This provides the Health Reach organization with competitive
advantage in sustaining their position and holding onto essential human resources in the
business.
The Health Reach organization can improve the performance of the employee with the
implementation of this component, according to the Maslow Hierarchy of human needs theory
will improve the motivation of the employees as it come under the safety need of the employees
from the organizational point. This theory of Maslow suggests that employees are influenced by
the organization by fulfilling their basic needs before moving on to the higher needs which is
explained in pyramid hierarchy of human needs. This theory is considered to be very effective in
reaching high performance in an organization.
The implementation of the employee security will increase the loyalty of the employee
towards the organization. This is considered to be very motivating for the employee as explained
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in the Maslow theory of human needs. It will result in not only increasing the effectiveness of
the business operations but will also result in growth and development of both organization and
employees. Employee behavior towards the organizational goals improve and they develop a
sense of responsibility towards their designated tasks. The employee also develop strong
interpersonal relationship between each other and this enhances the teamwork in the
organization.
Sharing key information
This component plays important role in providing accurate and reliable information to
staff so that deeper understanding about company's expectation can be assessed. It will highly
encourage subordinate to obtained required level of skills for accomplishing objectives of Health
Reach by eliminating irrelevant aspects becoming barrier in path of success.
Sharing of key information with the employees is that component of HR practice which
is known for increasing the performance. It provides the employees a sense of direction to move
forward towards the objective of the organization and effectively relate it with the information
for better outcomes. Health Reach as an organization has its services provided by the employees.
Thus, the performance of this company is dependent on its human resource. Proving them the
key information is very essential and good for the relationship of organization and employees.
The principles of management is the concept which discusses the essential activities
which the management should consider for effective performance. One of these principles
known as the Unity of command explains the importance of sharing key information with the
employees for developing the sense of common goal and influencing team work for effective
results. It is considered to be very efficient principle of management which improves the
relations of the management and the employees. It brings the management and employees in
common page and for an organization like Health Reach it provides clear vision to its employees
for providing quality services to the customers.
There are different benefits of implementing of sharing of key information component of
HR practice in Health Reach are,
 Some information which are shared by the organization to the employees are considered
to be very important towards taking essential decisions from them Reddy &
Lakshmikeerthi (2017). Better decision-making results in better performance, efficiency
and effectiveness.
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 Sharing key information develops transparency toward the common goal of the
organization and promotes trust with their employees. Trust is important for expecting
loyalty from the employees.
 Collaboration increases when the information is shared by the organization with their
employees as they develop a sense of believe and responsibility which is motivating for
teamwork and promoting synergy.
Decentralized decision-making
Organization with help of decentralized structure can clearly explain and identify goals
& objectives Hewett, (2021). It allows employees to be gathered all relevant and required level
of information in order to apply suitable tactics and efforts for accomplishing overall
objectives. This will allow Heath Reach to get innovative ideas, providing belonging feeling to
employees, etc. which can contribute in overcoming challenges.
Decision-making is a very important aspect for the organization as it helps the
organization and its employees for planning, organizing and controlling the business operations.
De-centralized decision-making is the function of making decision a group activity rather than a
individual’s opinion. For the Health Reach organization which is very dependent on its
employees for performance and successful completion of the operation it is very important for
the company to adapt the decentralized decision-making component as it helps the employees
take decisions on their own when necessary.
The decentralized decision-making component of high performance has came from the
concept of Laissez-Faire leadership. This concept of leadership shows that the attitude and trust
of the employees is affected when they are provided the power of making important decisions in
the organization. This theory suggests that the leaders have the power of delegating employees
the task without providing any supervision as they have the power of influencing the decision-
making on their own which is very effective and important for the decision making of the
organization.
The benefit of decentralized decision-making in the Health Reach organization is that it
improves the efficiency of the employees while providing the services to the customers Marler,
Cronemberger & Tao (2017). This is considered to be very effective in the operations of the
organization of the human resource management. Allowing the employees to make decision on
the basis of their own instincts. This component therefore is very for implementing high
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performance in the organization. The benefit of this component is providing the employees the
sense of leadership which is helpful for the business of the organization.
High results based compensation
Developing compensation system helps in boosting performance of employees to attain
desirable level of success Lengnick-Hall, Neely & Stone (2018). This is one of the most
effective method for implementing high performance culture that incorporates profit sharing
throughout enterprise. This will contribute in encouraging employees to share full potential so
that their personal objectives along with organizational can be fulfilled.
This component of high results-based compensation is considered to be very important in
the development of high performance in the employees. It helps in evaluating and developing
the work performance of the employees. It is the concept of giving extra motivation to the
employee through which they increase their performance effectively in the business. The
company return of this increased performance provides the employees with monetary benefits.
This works as a motivating factor in the high performance.
The Humn capital theory is the theory which explains that the employees of the
organization are capital for the company and are considered to be very effective in the
evaluation the business of the organization. This theory explains that the company needs to
make sure that the human resource of the organization and their needs are met for ensuring that
the employee work hard to develop high performance. The whole concept of the HR practice is
in relation to the human capital theory thus for an organization high results-based compensation
is very important for the success of the organization.
The implementation of this component in the Health Reach organization is very
important for the organization to develop high performance Fisher and et.al., (2020). The
employees by getting compensation of high results will be influenced to work harder in the
organization to improve productivity of the organization. The employees of the organization are
going to be motivated with the compensation they will receive and this will be a good HR
practice for this organization.
CONCLUSION
With the help of this project it can be concluded that for the implementation of High
performance in Health Peace will require the implementation of the discussed components. In
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this project different concepts and theories are discussed for being implementing in the
discussed components.
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REFERENCES
Books and Journals
Fisher, P. A.,and et.al., (2020). Selection myths: A conceptual replication of HR professionals’
beliefs about effective human resource practices in the US and Canada. Journal of Personnel
Psychology.
Hewett, R. (2021). HR attributions: a critical review and research agenda. Handbook on HR
Process Research.
Lengnick-Hall, M. L., Neely, A. R., & Stone, C. B. (2018). Human resource management in the
digital age: Big data, HR analytics and artificial intelligence. In Management and
technological challenges in the digital age (pp. 1-30). CRC Press.
Marler, J. H., Cronemberger, F., & Tao, C. (2017). HR analytics: here to stay or short lived
management fashion?. In Electronic HRM in the Smart Era. Emerald Publishing Limited.
Piszczek, M. M., & Berg, P. (2020). HR policy attribution: Implications for work-family person-
environment fit. Human Resource Management Review. 30(2). 100701.
Reddy, P. R., & Lakshmikeerthi, P. (2017). HR analytics-An effective evidence based HRM
tool. International Journal of Business and Management Invention. 6(7). 23-34
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