High Work Performance System

3813 WordsApr 19, 201316 Pages
1 Introduction 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. Among enormous researches of HPWS, researchers have empirically established a positive relationship between HPWS and a variety of organizational performance such as turnover (Guthrie, 2001; Huselid, 1995), labor productivity (Huselid, 1995), firm productivity (Guthrie, 2001), and…show more content…
However, as for the effects on employees, opinions differ. Possible involved issues may include the benefits of employment security, internal labor market, extensive training and development, information and higher levels of pay, as well as drawbacks of increased work pressure and work-life imbalance. (Marchington and Wilkinson, 2008, P92). More explicitly, Batt (2002) classified two paths that explained how bundles of HR practices directly and indirectly enhance employee performance within the organization. The direct path is important because it enable workers to solve work problems better by enriching their skills and knowledge. The indirect path plays a role in encouraging people to take the responsibility by enhancing their motivation and satisfaction. 2 The implications of HPWS on efficiency of employee control The ultimate purpose of organizations to have more efficient employee control is to improve organizational performance. Considering the fact that human capital is one of the most important
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