CHAPTER 9: CREATING AND MAINTAINING HIGH-PERFORMANCE ORGANIZATIONS (HRM…
CHAPTER 9: CREATING AND MAINTAINING HIGH-PERFORMANCE ORGANIZATIONS
High-Performance Work Systems
right combination of people, technology, and organizational structure that makes full use of the organization’s resources and opportunities in achieving its goals.
5 Elements of a High-Performance Work System
well suited and well prepared for their jobs.
encourages people to strive for objectives that support organization’s overall goals.
determines how details of the organization’s necessary activities will be grouped, whether into jobs or team responsibilities.
enables sharing information widely.
way organization groups its people into useful divisions, departments, and reporting relationships.
Outcomes of a High-Performance Work System
high product quality
great customer satisfaction
higher productivity and efficiency that contribute to higher profits
low employee turnover
HRM contributes to high performance
Employees’ rewards and compensation relate to company’s financial performance.
Equipment, work processes and technology encourage maximum flexibility and interaction among employees.
Ongoing training is emphasized and rewarded.
Employees participate in planning changes in equipment, layout, and work methods.
Employees receive formal performance feedback and are involved in performance improvement process.
Work design allows employees to use variety of skills.
Employees participate in selection.
Employees understand how their jobs contribute to finished product or service.
Teams perform work.
Ethical behavior is encouraged.
Job Satisfaction and Employee Engagement
Employee engagement- degree to which employees are fully involved in their work and the strength of their commitment to their job and company.
Brand alignment- process of ensuring that HR policies, practices, and programs support or are congruent with an organization’s overall culture or brand, including its products and services.
Passion and Occupational Intimacy
Feeling this way about one’s work has been called occupational intimacy.
HR has a significant role in creating these conditions.
Passionate people are fully engaged with something so that it becomes part of their sense of who they are.
an organization that supports lifelong learning by enabling all employees to acquire and share knowledge.
Employees have resources for training, and they are encouraged to share their knowledge with colleagues.
Managers take an active role in identifying training needs and encouraging the sharing of ideas.
5 Key Features of Learning Organizations
each employee’s and each group’s ongoing efforts to gather information and apply the information to their decisions.
Knowledge is shared
one challenge is to shift the focus of training away from teaching skills and toward a broader focus on generating and sharing knowledge.
Critical, systematic thinking
is widespread and occurs when employees are encouraged to see relationships among ideas and think in new ways.
Employees are valued
the organization recognizes that employees are the source of its knowledge. It therefore focuses on ensuring the development and well-being of each employee.
a culture in which learning is rewarded, promoted, and supported by managers and organizational objectives.
Each aspect of performance management should be related to the organization’s goals.
Business goals should influence the
requirements of each job
measures used for evaluating results
kinds of employees selected and their training
identifies what each department must do to achieve the desired results
defines how individual employees should contribute to their department’s goals
Guidelines to make the performance management system support organizational goals:
Link performance measures to meeting customer needs.
Measure and correct for the effect of situational constraints.
Define and measure performance in precise terms.
HRM NEW Technologies
Computer systems incorporating decision rules of people deemed to have expertise in a certain area.
Stores data in separate files that can be linked by common elements identifying the type of data to sort by fields .
Decision Support Systems
Systems designed to help managers solve problems that usually include a "what if" feature.
HRM Online: E-HRM
Improving HRM effectiveness through online technology.
Speed requirements of business force HRM to leverage technology for delivery of HRM activities.
Computations and calculations used to review and document HRM decisions and practices, including documenting employee relocation, payroll expenses, and training course enrollments.
Analyzing the Effect of HRM Programs
Greater efficiency –HR uses fewer and less-costly resources to perform its functions.
Greater effectiveness –what HR does has a more beneficial effect on employees and the organization’s performance.