Employee Decision Making, Training And Performance Compensation

2139 WordsMar 4, 20159 Pages
Running Head: HPWP HPWP [Author’s Name] [Institution’s Name] The world has turned into a global village, which has increased the level of competition among companies and every company wants to be at the top of their game. This competition has led to companies using High Performance Work Practices (HPWP), because they increase productivity, operations, as well as performance. Human resources within an organization are expensive and important; this is the reason why many strategies are developed to handle them because they impact the operations of a company. The proper definition of HPWP is the involvement and participation of employees, employers and managers, where they communicate and form a trust.There are different elements…show more content…
According to researchers, there are different bundles of HPWP in every organization; they include the three elements mentioned above, but they also include working teams that are self managed, total quality management, and a learning organization. A company may not just adopt one package, but would go for different packages, depending on the need of employees and their own convenience. The first factor is employee participation in the decision making process; employees feel valued when the company’s administration involves them in the decision making process. These decisions could be about day to day activities, or they could be major decisions which impact the organization significantly. This doesn’t mean that the administration of the organization would seek an opinion from every employee of the company, it simply means that the department or the employee relevant to the matter, would be included in the decision making process, so that the outcome would be effective. The second factor is self-managed teams, where employees make their own teams,choose their own team leader and set their own goals. This way, the team feels more responsible for the task assigned to them and they get the opportunity to share their ideas and knowledge with their colleagues. Self-managed teams also make their own decisions, which eliminates the traditional concept of managers and directors of the company, making decisions for the employees. Self-managed teams are also
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