High Performance Work Systems

A high performance work system is a combination of organization processes, including human resource design, management process, and support technology (Snell and Bohlander, 2013, p. The interrelationship of all these terms is only about human resources practices, including recruitment, selection, staffing, and training to achieve their dichotomous nature, eg desirable results. What actually happens is a collaborative design that includes all of these terms for better operation.

A high-performance work system combines work, people, technology and information to optimize the consistency between these elements and to provide high-performance needs and opportunities to effectively respond to customer needs and other environments The organization structure to provide. "(Nadler et al., 1992). HPWS is not a specific design but a set of design principles. An important aspect of this design is that it is suitable for the environment in which it operates (Nadler et al., 1992). Changes in organizational design affect the ability to form consciousness, which may affect appropriate decisions and actions. Changes in meaning influence enthusiasm, willingness to maintain complex cooperation, and willingness to face recession (Weick, 1999).

Open systems, autonomous work teams and performance-based compensation are called high performance working systems (Rouse, 2000). This system is known as a very attractive work system with a highly committed and flexible work system. In GM, only the three elements that affect high performance work systems are technology, dismissal of employees, and layout design. By layoff, GM loses talented employees and loses competitiveness. In order to survive in a competitive environment, companies must rely on their creativity, powerful teamwork, and problem-solving skills. The use of technology is a function of a high-performance work system, and all managers in all parts of GM must be able to identify the technology used in the company. The information system saves employee data and helps administrators determine which employees are running.

Employees play an intermediate role in high-performance work systems. According to the literature, high performance work is related to many employee practices and employee correspondence (Macky and Boxall, 2007, Boxall and Macky, 2009). Employees are often the center of the results of mediation organizations experiencing high performance work. High performance work will directly affect employee performance because it improves employee productivity and helps improve employee interpersonal skills. Employees are very enthusiastic about organizations with high performance working systems that have more opportunities to leverage knowledge, experience and skills