High Performance Work Systems : Performance Management

Furthermore, it is stated that HRM practices can also be categorized on the basis of their emphasis into three sets viz., quality focus, cost reduction, and differential innovation (Guest, 1997). The importance of effective HR practices can be judged by the fact that with the effective execution of HR practices, the employees tend to be more committed to their work and they go the extra mile to add to organization’s benefit.

This consists of things such as achievement of higher market share and profit maximisation consequently due to an individual’s performance. Processes that are used to motivate employees will affect employee’s willingness to remain with an organisation. Performance management is vital within most organisations and is seen as a crucial ingredient in motivating employees and can be explained by various motivational theories.

The first issue I had was at the very beginning when the book talks about the HR department designs the systems, but then has very little control over the execution. In my mind, I think it’s up to the HR staff to ensure the systems, in this case performance management, are implemented properly. Just because a person has become a manager doesn’t mean that they are now impervious to errors or sloppy technique. It is important for the HR staff to work with the managers to make sure it is being executed spot on. At the same notion, they aren’t stupid. By explaining why not doing the reviews enough during the year or their lack of criticism is more of a burden than solving anything, I feel as if most managers would be receptive to that. As I read further and got to the “Who Should Evaluate” section, I want to know isn’t it feasible to do a collection or all of the methods?

The relationship between employees and their managers is changing. This essay critically assesses high performance work systems (HPWS) and how it effects an organization. Before proceeding to critically assess high performance work systems it is necessary to clarify exactly what these systems consist of. After investigating the foundations of high performance work systems the essay will be extended to contrast the gains and the shortcomings, which arise as a result of these highly contemporary managerial systems. High performance work systems can be familiarly explained as an

Which principles of high-performance work systems have you witnessed in your own workplace? If possible, note specific examples from your experience to support your analysis.

This relationship between motivation and performance management can be complex and individual to each employee. There are numerous motivational theories all of which have elements of authenticity to them. I have looked at two motivational theories, McGregor and Vroom.

“The concept of the High Performance workplace is about managing in a way that enables and encourages people to maximise their potential in their own interest and in the interest of Business performance”

The definition of the term ‘performance management’ varies in different literatures. As Hutchinson(2013) summed up, combined with Den Harton’s theory(2004), it is a continuous process which links individual and team objectives with organizational goals by measure and improve employee’s skill and performance. According to Armstrong (2012), human resource management aims at making sure the organization has the most talented, skilled and engaged people in order to attain its goals. In this context, performance management is one staple practice helping managers identifying and retaining most competent employees as well as correcting poor performance.

High-performance work system (HPWS) can be defined as a specific combination of HR practices, work structures, and processes that maximizes employee knowledge, skills, commitment, and flexibility (Bohlander & Snell, 2004, p. 690, Marchington and Wilkinson, 2008, P92). A basic aim of HPWS is leveraging human resource system to improve employees’ overall contribution and performance by enhancing their discretion, competency and commitment.

Performance management is an important aspect to organizational behavior. Human resources departments and managers utilize performance management to maintain desired work behaviors. Talent space describes performance management as “... a process that provides feedback, accountability, and documentation for performance outcomes. It helps employees to channel their talents toward organizational goals.” (Gallant, 2012) It is important to have proper communication in order for the employee to understand what is expected of them and to ask questions.HR departments should aim to use rewards systems that encourage individual learning as a means of competitive advantage. This speaks to aligning an organization’s vision with its practices to promote long term human capital development. In this paper, we will discuss why we picked this article.

We selected our article titled ‘Management Learning, Performance and Reward: Theory and Practice Revisited’, from The Journal of Management Development. This article looks at the extent to which organizational learning is encouraged and recognized by performance management systems, and whether these HR tools contribute to an organization’s effectiveness by acting as a competitive advantage. An organization’s leadership needs to integrate the process of individuals learning with the idea that the organization should be learning and developing as a whole. We picked this article because it pertains to our study of incentivizing desired behaviors, and the apparent issue of companies rewarding noticeable outcomes rather than specific behaviors.

The functions of HR for aligning a new performance management system with the strategic plan:

This study comprehensively evaluated the links between systems of High Performance Work Practices and firm performance. Results based on a national sample of nearly one thousand firms indicate that these practices have an economically and statistically significant impact on both intermediate employee outcomes (turnover and productivity) and short- and long-term measures of corporate financial performance. Support for predictions that the impact of High Performance Work Practices on firm performance is in part contingent on

I am proposing a dissertation that investigates the current HR practices being implemented in the organization to facilitate and retain its employees to attain maximum satisfaction and desired outcome.

As cited in Zhou, Zhang & Montoro-Sa ́nchez (2011) reward management is a key function in HRM systems in modern enterprises, playing an important role in attracting, retaining and motivating employees (Milkovich and Newman, 2004). Furthermore, Schuler and Jackson (as cited in Esteves & Caetano, 2010) state that the focal point of success of companies today is centered on the effective use of human resources.