Creating & Maintaining High-Performance Organizations (5 Key Features…
Creating & 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
: way organization groups its people into useful divisions, departments, and reporting relationships.
: determines how details of the organization’s necessary activities will be grouped, whether into jobs or team responsibilities.
: well suited and well prepared for their jobs.
: encourages people to strive for objectives
that support organization’s overall goals.
: enables sharing information widely
Outcomes of a High-Performance
higher productivity and efficiency that contribute to higher profits
high product quality
great customer satisfaction
low employee turnover
Ten Conditions that Contribute to
Ongoing training is emphasized and rewarded.
Employees’ rewards and compensation relate to
company’s financial performance.
Employees receive formal performance feedback and are involved in performance improvement process.
Equipment, work processes and technology encourage maximum flexibility and interaction among employees
Employees participate in selection.
Employees participate in planning changes in
equipment, layout, and work methods.
Teams perform work.
Work design allows employees to use variety of
Employees understand how their jobs contribute
to finished product or service.
Ethical behavior is encouraged.
5 Key Features of Learning Organizations
Critical, systematic thinking
– is widespread and occurs when employees are encouraged to see relationships among ideas and think in new ways.
– a culture in which learning is rewarded, promoted, and supported by managers and organizational objectives.
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.
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.
– each employee’s and each group’s ongoing efforts to gather information and apply the information to their decisions.
Job Satisfaction and Employee Engagement
- 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.
- degree to which employees are fully involved in their work and the strength of their commitment to their job and company.
Passion and Occupational Intimacy
Feeling this way about one’s work has been
called occupational intimacy.
HR has a significant role in creating these
Passionate people are fully engaged with something so that it becomes part of their sense of who they are.
Ethics: Organizational systems can promote ethical
channels for employees to seek help
training in ethical decision making
swift discipline for misdeeds
performance measures that include ethical standards
a written code of ethics
Business goals should influence the:
measures used for evaluating results
requirements of each job
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
Each aspect of performance management should be
related to the organization’s goals.
Guidelines to make the performance management
system support organizational goals:
Link performance measures to meeting customer needs.
Define and measure performance in precise terms.
Measure and correct for the effect of situational constraints.
HRM NEW Technologies
: Computer systems incorporating decision
rules of people deemed to have expertise in a certain area.
Decision Support Systems
: Systems designed to help managers solve problems that usually include a "what if" feature.
: Stores data in separate files that can be linked by common elements identifying the type of data to sort by fields.
: Computations and calculations used to review and document HRM decisions and practices, including documenting employee relocation,
HRM Online: E-HRM
With Internet, E-HRM enables all employees help themselves to HR information whenever needed.
E-HRM uses social media applications
Speed requirements of business force HRM to leverage technology for delivery of HRM activities.
Cloud computing enables access to information
that’s delivered on demand from any device 24/7.
Improving HRM effectiveness through online technology.
Measuring HRM Effectiveness
Analyzing the effect of HRM programs
HR should be able to improve their performance through some combination of greater efficiency and greater effectiveness.
–HR uses fewer and less-costly resources to perform its functions
–what HR does has a more beneficial
effect on employees and the organization’s performance.
HR analytics process that measures HRM efficiency and effectiveness and a program’s success in terms of whether it achieved its objectives and whether it delivered value in an economic sense.
Customer-oriented approach to HRM
What Do Our Customers Need?
How Do We Meet Customer Needs?
Training and Development
Who Are Our Customers?