High Performance Work Systems (HPWS)
HPWS refers to interconnected practices of Human Resources that have been designed with the purpose of enhancing the effectiveness of employees. Such practices include performance appraisal, selection, motivation, compensation, and training among others. In order for employees to be excellent in service delivery for their respective employers, there is need that they acquire skills that are relevant to their jobs and enable them to improve on their performance. In relation to an online institution of higher education, it is very possible to implement such a system. This is possible and necessary for the interest of improving service delivery by different employees in the institution. It is the duty of the human resources manager to analyze what the institution really needs in order to be able to come up with the most effective system (Snell, 2010).
The High Performance Work Systems can be very relevant in an institution of higher education based on the fact that in modern days there is increased competition in organizations and each wants to be the best in the industry. Adopting this system is advantageous because it enables the institution to be in a better position to handle challenges that may arise. Implementation of the system will see the institution advance technologically; creativity and innovativeness are also likely to be experienced. Other benefits of HPWS include high quality services, better risk management.
Indeed it is possible for High Performance Work Systems to be properly implemented in an online institution of higher education. It only needs proper assessment of the needs of the institution and an analysis of its general goals and objectives. With the help of experts, the...
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...of doing things. Those who are not ready for the change will of course resist it. They may opt for the old form of work. This is a big barrier that has more effects than the financial constraints. This is simply because an institution may be financially stable and able to finance the new project but employees are not ready for the change (Seaman, 2010).
Recommendation
The High Performance Work Systems is a system that online institutions of higher learning need and as already discussed; there are challenges to its implementation. The recommendation in this case is, prior to the adoption of this system, there is need that proper awareness is done especially to the employees who will use the system. They need to be enlightened on how good the system is. Financial preparation is also recommended for the purpose of the institution being able to afford the new system.
To achieve these objectives, in the human resources department, it needs to provide the organization with structure and capacity to reach business demands by managing the most valuable resources—the employees. For Walgreens, the main resources have to be employed to effectively accomplish the goals are the shared services model and HR generalists. The share services model enables recourses to be leveraged cross the company and the providing department efficiently becomes an internal service provider. In Walgreens, its shared service team expresses some services, including relations, recruiting, and HR data services. Moreover, to more convenient share information, the team implements myHR, which is a website that offers employees personalized information with explains to all of their HR-related problems, such as HR policies, people manager, guidance for new hires, and talent management. In addition, this website is easy to access and is confidential. Another key recourse is HR generalists. The company current has HR professionals, who concentrate on evolving strategic, tailored talent plans for each business and assist essential strategy initiatives. Furthermore, Walgreens establishes a cadre of senior HR business-partner elite with generalist support to make sure that every business unit and function has
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2014). Fundamentals of human resource management (5th ed.). New York, NY: McGraw-Hill Education.
Reed, S. M., & Bogardus, A. M. (2012). PHR/SPHR: Professional in human resources certification study guide (4th ed.). Indianapolis, IN: Wiley Publishing, Inc. ISBN-13: 9781118289174
“Using PM System doesn’t improve the performance of an organization. PM system incorporates of not only evaluating performance appraisals but also rewards. As quoted by Sheridan (2009) and Latham (2005), “the cultural maturation of performance based can take decades to implement and requires the organizations to allocate the required resources”. Technology plays a pivotal role in future of PM systems where e-monitoring of performance of employees in Hilton and other entities respectively can change the evolution of performance management thus bringing necessary and important changes to stay competitive in the market as well increasing an individual’s productivity in the company (Sheridan & Latham, 2005)”.
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The ability to integrate generations will be a significant interpersonal skill set requirement of those in Human Resources. The Manager of Employee Engagement develops engaging and prompt manners to determine employee satisfaction and receive feedback focusing on the lean towards specialization in the workforce, along with the need to retain talent (Guppta, 2016). The Director of Learning is in charge of “designing voluntary or mandatory training programs, and bridging virtual and in-person training sessions and exercises (Guppta, 2016).” The internet allows HR to search a broader base of potential employees by using online job postings and online recruiting companies such as Monster.com or CareerBuilder.com.
Reed, S. M., & Bogardus, A. M. (2012). PHR/SPHR: Professional in human resources certification study guide (4th ed.). Indianapolis, IN: Wiley Publishing, Inc. ISBN-13: 9781118289174
Jules and Holzer (2001) noted that Strategic Human Resource Management enhances employee productivity and the ability of government agencies to achieve their mission. One can conclude that it is the same for learning institutions as SHRM focuses on the issues and goals of the organisation and strive to implement plans collectively to achieve those goals. In contrast to traditional Human resource management, SHRM focuses on improving the effectiveness of the entire learning community and helps to improve the organisations by creating and implementing plans that will continuously raise the competencies and capabilities of the members of an organization for the overall achievement of the organization (Ulrich 1997).
Iveta, G. (Mar. 2012). Human Resources Key Performance Indicators. Journal of Competitiveness. Vol. 4, Issue 1. Retrieved from http://www.cjournal.cz/files/89.pdf
Organisations worldwide are experiencing new challenges due to the increasing of globalization, business complexity and uncertainty in the economic climate. As the business environment becomes more knowledge based, we now see organisations in a different light. They are now knowledge driven institutes that focus on performance and continuous improvement, placing greater significance on human resources, their knowledge and capabilities. Singh (2013). Greater emphasis is now placed on performance management systems as it is seen an important and critical HR activity. However performance management is not a simple and uniform process it is a complex and lengthy process that requires total commitment from all levels of the organisation.
In Today’s world, the composition and how work is done has massively changed and is still continuing to change. Work is now more complex, more team base, depends greatly on technological and social skills and lastly more mobile and does not depend on geography. Companies are also opting for ways to help their employees perform their duties effectively so that huge profits are realized in the long term .The changes in the workplaces include Reduction in the structure of the hierarchy ,breakdown in the organization boundaries , improved and better management tactics and perspectives and lastly better workplace condition and health to the employees. (Frank Ackerman, Neva R. Goodwin, Laurie Dougherty, Kevin Gallagher, 2001)
The rapid development of information systems and technology brings some positive effects to individuals. In order to use information systems effectively, individuals need to acquire skills and knowledge on using different computer technology. Take an example of an individual working in a project on market research, he needs to learn the way to use spreadsheets for analysing the data. The new knowledge acquired by the individuals will lead to upskilling effect. The innovation of technology brings a lot more new channels of communication, such as e-mail and instant messaging applications, it increases interaction between individuals. The barriers of location is eliminated by technology, people can communicate with one another in anywhere around the world through Internet. In addition, virtual office and work from home are becoming a common practice for companies, people can enjoy more flexibility in working locations and hours, and this is particularly beneficial to individuals who have young children at h...
Kazlauskaite, R., Buciuniene, I. & Turauskas, L. (2012). Organisational and psychological empowerment in the HRM-performance linkage . Employee Relations, 34(2), 138-158. Online learning, and teaching in higher education [ebrary Reader version] Retrieved from http//.site.ebrary.com/lib/ashford/Doc?id= 2540278881.
Work performance has been defined as the overall expected value from employees’ behaviors carried out over the course of a set period of time (Motowidlo, Borman, & Schmidt, 1997). It is determined by the employee's performance during the review of the performance of the work, with the employer, taking into account factors such as leadership skills, time management and organizational productivity and skills to analyze each employee on an individual basis (Carl Hose).