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Topics:
PRINCIPLES OF HIGH-PERFORMANCE WORK SYSTEMS
COMPONENTS OF A HIGH-PERFORMANCE WORK SYSTEM HOW COMPONENTS FIT TOGETHER AND SUPPORT STRATEGY
- Performance-reward linkage
- In the past employees traditionally were not given and did not ask information about the organizations
- Information helps employees make good suggestions for improving the business and to cooperate in major organizational changes - The principal of shared information typifies a shift in the relationship between employer and employee in organizations
- High-performance work systems depend on the shift from touch labor to knowledge work
- Employees today need a broad range of skills
- When companies reward their employees based on their performance, workers naturally pursue outcomes that are mutually beneficial to themselves and the organization
- Training certification process; the teams have to certify their abilities to function effectively by demonstrating knowledge.
- "Cross-cultural sensitivity and team building"
Internal fit
- Occurs when all the internal elements of the work system complement and reinforce one another
- Top managers spending time to communicate with employees about the reasons and approaches of change
- Major transformations should not be be left only to middle managers. CEO and senior management team need to establish the context for change and communicate the vision tot he entire organization
- Building a transition structure: keeps everyone on track and prevents the system from failing
- Incorporating the HR function as valuable partner: enabler of a company's human capital that helps employees through the transition
4) Organized: High-performance work systems combine the talents of employees and rapidly deploy them in new assignments with maximum flexibility