High Performance Work Systems Promote More Opportunities

Introduction
Online education is growing at a rapid rate. Higher education in the form of online learning is becoming more prevalent each year. (Barr and Miller, 2013) “Over 4.6 million students were taking at least one online course during the fall 2008 term; a 17 percent increase over the number reported the previous year.” (Allen & Seaman, 2009) With this being the case, the need to have a well working system and employees is high. Having a high performance working system (HPWS) is the key to this. A HPWS is a group of HRM practices that help to promote skill enhancement, knowledge, employee involvement and motivation. (Armstrong, 2012a; Bohlander and Snell, 2013) Any type of organization that uses HPWS or HR systems that are designed to encourage employees in areas of competencies, performance, and motivation can be linked to lower employee turnover, higher labor productivity and an improvement in overall company performance. (Datta, Guthrie and Wright, 2005; Liao, Toya, Lepak and Hong, 2009)
Key Principles in a HPWS
A HPWS has many aspects to it however, not all will apply in an online setting. Bohlander and Snell (2013): and Armstrong (2012a), identify four primary principles that make a HPWS function. These are: egalitarianism and engagement, information sharing, performance reward and promotion opportunities, and knowledge development or training programs. This are typical HR practices. The difference is that in a HPWS they are “...bundled together so that they support one another and make a greater impact on performance as an integrated whole.” (Armstrong, 2012b, p. 157)
Egalitarianism and employee engagement can be achieved when employees feel that they are members of a team and not simply cogs in an organizati...

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...ct lack of data available pertaining to HPWSs and online higher education there is no reason to think that an online university cannot successfully implement a HPWS. Strategic implementation of a HPWS will involve closely adhering to the key elements and principles. “Increased dialogue between management and employees and regular use of employee surveys and discussion groups may help management better understand what employees actually experience in the workplace and reduce the discrepancy between management and employee perspectives.” (Liao et al., 2009) Armstrong, 2012b) stated that surveys have reported organizations that use the HPWS have shown a “significant impact financial performance.” (p.160) By implementing a HPWS the university will have better employee morale, engagement, communication, efficiency and effectiveness, revenue and customer satisfaction.