High Performance Work Systems

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High performance work system is the combination of an organization’s process as it pertains to Human Resources design, management processes, and supporting technologies (Snell and Bohlander, 2013, pg. 700). The interrelation of all these terms are simply the dichotomous nature that surrounds them, for instance, Human Resources practices, would be involved in recruiting, selecting, staffing, and training for a desired outcome. What is actually taking place is a collaborative design which involves all these terms for a better operation. Actualized more definitively four components are significant within Snell and Bohlander’s argument and they are, “egalitarianism and engagement, shared information, knowledge and development, and performance reward linkage” (Snell and Bohlander, 2013, pg. 700).

Four Components of High Performance work systems.

Egalitarianism and engagement is the process whereby staff and executive managers are all enjoying the benefits of working enthusiastically and fairly for the development of the organization. This is where each employee has a voice in a decision making and understands the benefits of being actively involved in the organizations operations. A sense of work performance is key to employees when they are aware of their individual credible actions or ideas. Augmenting to this, is the organization active participation for the enrichment of its employees. This ranges from compensation or bonus packages, paid time off, promotion, and extra perks. What is even greater is the fact that many organizations are willing to incorporate workers union within their design process. This is especially important as workers understand that the organization is not against its employees rather on the contrar...

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... and a just conclusion can be derived from these information; which is even greater to argue, that it would be harder to be of favor to one individual over another when every information is stored safely. Thus, it can easily be seen who is working in favor of the organization and how much that or those individuals are pressing to make an impact for their organization. Professors are actively involved in the learning life of their students which is easily seen by the review board.

Conclusion.

High performance work systems is as sociable to an online platform software as is put forth from the argument above. The broader aspect of these terminologies are doable and supports an even greater chance of fairness for every student and professor.

Works Cited

Snell, S., & Bohlander, G. W. (2013). Managing human resources. Mason, Ohio: South-

Western.

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