PowerPoint Presentation by Charlie Cook
Copyright 2004 South-Western. All rights reserved.
Objectives
After studying this chapter, you should be able to:
1. Discuss the underlying principles of high-
performance work systems.
2. Identify the components that make up a high-
performance work system.
3. Describe how the components fit together and
support strategy.
4. Recommend processes for implementing high-
performance work systems.
5. Discuss the outcomes for both employees and the
organization.
Copyright 2004 South-Western. All rights reserved. 162
Objectives (contd)
After studying this chapter, you should be able to:
6. Explain how the principles of high-performance work
systems apply to small, medium-sized, and large
organizations.
Copyright 2004 South-Western. All rights reserved. 163
High-performance Work System (HPWS)
A specific combination of HR practices, work
structures, and processes that maximizes
employee knowledge, skill, commitment, and
flexibility.
Systems composed of many interrelated parts
that complement one another to reach the goals
of an organization, large or small.
Copyright 2004 South-Western. All rights reserved. 164
Developing
Linkages to High-Performance
Strategy
System Design
Work Systems
Work flow
HRM practices
Support
technology
Principles of
High
Involvement
The
Implementation
OUTCOMES
Process
Organizational
Employee
Figure 16.1
Presentation Slide 161
Copyright 2004 South-Western. All rights reserved. 165
Underlying Principles of
High-Performance
Work Systems Shared
Information
Knowledge
Egalitarianism
Development
Performanc
e-Reward
Linkage
Figure 16.2
Presentation Slide 162
Copyright 2004 South-Western. All rights reserved. 166
Principles of HPWS
The Principle of Shared Information
A shift away from the mentality of command and
control toward one more focused on employee
commitment.
Creating a culture of information sharing where
employees are more willing (and able) to work toward
the goals for the organization.
Copyright 2004 South-Western. All rights reserved. 167
Principles of HPWS (contd)
The Principle of Knowledge Development
Employees in high-performance work systems need
to learn in real time, on the job, using innovative
new approaches to solve novel problems
The number of jobs requiring little knowledge and skill
is declining while the number of jobs requiring greater
knowledge and skill is growing rapidly.
Copyright 2004 South-Western. All rights reserved. 168
Principles of HPWS (contd)
The Principle of Performance-Reward Linkage
It is important to align employee and organizational
goals. When rewards are connected to performance,
employees will naturally pursue outcomes that are
mutually beneficial to themselves and the
organization.
Copyright 2004 South-Western. All rights reserved. 169
Principles of HPWS (contd)
The Principle of Egalitarianism
Egalitarian work environments eliminate status and
power differences and, in the process, increase
collaboration and teamwork.
When this happens, productivity can improve if
people who once worked in isolation from (or
opposition to) one another begin to work together.
Copyright 2004 South-Western. All rights reserved. 1610
Anatomy of High-Performance Work Systems
Figure 16.3
Copyright 2004 South-Western. All rights reserved. 1611
Complementary Human Resources
Policies and Practices
Training and
Development
Staffing Compensation
Copyright 2004 South-Western. All rights reserved. 1612
Ensuring Fit
Internal fit
The situation in which all the internal elements of the
work system complement and reinforce one another.
External fit
The situation in which the work system supports the
organizations goals and strategies.
Copyright 2004 South-Western. All rights reserved. 1613
Achieving
Strategic Fit
Strategy High
Performance
Work Systems
Employee
Concerns
External Fit
Work-flow
HR Practices
Design
Internal Fit
Technologies Leadership
Figure 16.4
Presentation Slide 163
Copyright 2004 South-Western. All rights reserved. 1614
Diagnosing Internal Fit
Source: Brian Becker, Mark Huselid, and Dave Ulrich, The HR Scorecard (Cambridge, Mass.: Howard University Press, 2001). HRM 1-A
Copyright 2004 South-Western. All rights reserved. 1615
Assuring HPWS Success
Necessary Actions for a Successful HPWS:
Make a compelling case for change linked to the
companys business strategy.
Make certain that change is owned by senior and line
managers.
Allocate sufficient resources and support for the
change effort.
Ensure early and broad communication.
Copyright 2004 South-Western. All rights reserved. 1616
HRM 1-B
Copyright 2004 South-Western. All rights reserved. 1617
HRM 1-C
Copyright 2004 South-Western. All rights reserved. 1618
Implementing High-Performance Work
Systems
Build a
case for Communicate Involve Navigate
change union transition
Evaluation
Figure 16.5
Presentation Slide 164
Copyright 2004 South-Western. All rights reserved. 1619
Building Cooperation with Unions
Source: The Conference Board of Canada.
Figure 16.6
Copyright 2004 South-Western. All rights reserved. 1620
Benefits of HPWS
Employee Benefits
Have more involvement in the organization.
Experience growth and satisfaction, and become
more valuable as contributors.
Organizational Benefits
High productivity
Quality
Flexibility
Customer satisfaction.
Copyright 2004 South-Western. All rights reserved. 1621
Navigating the Transition
to High-Performance Work Systems
Build a Transition Structure
Implementation of High-performance Work
Incorporate the HR Function as a Valuable
Partner
Copyright 2004 South-Western. All rights reserved. 1622
Evaluating the Success of the System
Process audit
Determining whether the high-performance work
system has been implemented as designed:
Are employees actually working together, or is the term
team just a label?
Are employees getting the information they need to make
empowered decisions?
Are training programs developing the knowledge and
skills employees need?
Are employees being rewarded for good performance
and useful suggestions?
Are employees treated fairly so that power differences
are minimal?
Copyright 2004 South-Western. All rights reserved. 1623
Evaluating the Success of the System
(contd)
To determine if the HPWS program is
succeeding in reaching its goals, managers
should look at such issues as:
Are desired behaviors being exhibited on the job?
Are quality, productivity, flexibility, and customer
service objectives being met?
Are quality-of-life goals being achieved for
employees?
Is the organization more competitive than in the past?
Copyright 2004 South-Western. All rights reserved. 1624
Outcomes of High-Performance Work
Systems
Employee Benefits of HPWS Systems
More involved in work, more likely to be satisfied and
find that needs for growth are more fully met.
More informed and empowered, they are likely to feel
that they have a fuller role to play in the organization
and that their opinions and expertise are valued more.
Greater commitment comes from higher skills and
greater potential for contribution,
Copyright 2004 South-Western. All rights reserved. 1625
Outcomes of High-Performance Work
Systems (contd)
Organizational Outcomes and Competitive
Advantage
Higher productivity
Lower costs
Better responsiveness to customers
Greater flexibility
Higher profitability
Copyright 2004 South-Western. All rights reserved. 1626
Achieving Sustainable Competitive
Advantage through Employees
Valuable Rare
Characteristics
of Employees
Competencies
Organized Difficult to Imitate
Copyright 2004 South-Western. All rights reserved. 1627
