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High Performance Work System

This document outlines the key aspects of a high performance work system (HPWS) including its fundamental principles, anatomy, development, implementation, and outcomes. The fundamental principles of an HPWS include shared information, knowledge development, performance reward linkage, and egalitarianism. An effective HPWS maximizes employee skills, commitment, and flexibility through practices like self-managed teams, broad training, incentives, and few management layers. Implementing an HPWS requires aligning it with business strategy and ensuring leadership, communication, resources, and results measurement. An HPWS can lead to outcomes like improved quality of life for employees and a competitive advantage for the organization.

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256 views

High Performance Work System

This document outlines the key aspects of a high performance work system (HPWS) including its fundamental principles, anatomy, development, implementation, and outcomes. The fundamental principles of an HPWS include shared information, knowledge development, performance reward linkage, and egalitarianism. An effective HPWS maximizes employee skills, commitment, and flexibility through practices like self-managed teams, broad training, incentives, and few management layers. Implementing an HPWS requires aligning it with business strategy and ensuring leadership, communication, resources, and results measurement. An HPWS can lead to outcomes like improved quality of life for employees and a competitive advantage for the organization.

Uploaded by

vinay1878
Copyright
© © All Rights Reserved
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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HIGH PERFORMANCE WORK SYSTEM

PROF. MITA SINGH

SYLLABUS
Fundamental principles: Shared information,knowledgedevelopment,perfor mance reward linkage,egalitarianism. Anatomy of high performance work systems. Strategic fit and alignment:HR Scorecard

HIGH PERFORMANCE WORK SYSTEM(HPWS)


HPWS can be defined as a specific combination of HR practices , work structure, and processes that maximizes employee knowledge , skill, commitment, and flexibility.
HPWS wad originally developed by David Nadler .

Developing HPWS
LINKAGES TO STRATEGY

SYSTEM DESIGN WORK FLOW HRM practices Support Technology

Principles Of high involvement

The Implementation process

OUTCOMES ORGANIZATIONAL EMPLOYEE

Underlying Fundamental principles of high performance work system


Shared S information h a r e d Egalitarianism Knowledge Development

PerformanceReward Linkage

Fundamental principles of high performance work system


THE PRINCIPLE OF INFORMATION THE PRINCIPLE OF DEVELOPMENT THE PRINCIPLE OF REWARD LINKAGE THE PRINCIPLE OF

SHARED
KNOWLEDGE PERFORMANCE EGALITARIANISM

Anatomy of high performance work systems


Shared information
Work flow Self-managed teams empowerment
Staffing Selective recruiting Team decision making Training Broad skills Cross-training Problem solving Team training Compensation Incentives Gainsharing Profit sharing Shill-based pay Leadership Few layers Coaches/facilitator s Technologies HRIS communications

Knowledge development

Performance Reward linkage


NO NO NO NO

Egalitarianis m

YES YES NO YES

NO YES YES NO

Yes yes No Yes

Implementing HPWS

Make a compelling case for change linked to the companys business strategy. Ensure that change is owned by senior and line managers. Allocate sufficient resources and support for the change effort. Ensure early and broad communication. Ensure that teams are implemented in a systemic context. Establish methods for measuring the results of change Ensure continuity of leadership and champions of the initative.

Outcomes of HPWS
QUALITY

OF LIFE. ADVANTAGE.

COMPETITIVE

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