High Performance Work Practices Are Improve Individual, Group And Organisational Effectiveness

757 Words4 Pages
High performance work practices are to improve individual, group and organisational effectiveness so that all can accomplish their goals. According to Sung, J. and Ashton, D. (2005), some of the broadly established HPWPs definition speaks about a set of balancing work practices covering three broad areas. First one is, high employee involvement work practices. For example, quality circles, self-managed teams and access to company information and data. Second one is, human resource practices like work redesign and mentoring, sophisticated recruitment process, performance appraisal etc. and the third one is reward and commitment practices like family friendly policies, financial rewards, job rotation etc. On the basis of the example given by Johnny Sung and David Ashton, some work practices have more impact on high performance work practices than other areas. Flexible working hours, job rotation etc. will help to improve employee involvement and also commitment to the organisation. Employee involvement has been accepted as one of the best method which helps to expand firm’s efficiency. And it helps to improve productivity according to Wolf and Zwick (2008). Employee involvement has become an important aspect of gaining organisational success and effectiveness. (Shadur, Kienzle, & Rodwell, 1999). Organisational commitment as well as employee involvement has an essential role in managerial efficiency and production. HPWS contains work practices that lead in some way to greater
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