High-Performance Work System Practices

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Human Resource management High- Performance Work System Practices should have main aspects to attain, in this context explain such aspects with short examples

High-performance work system practices refer to the activities or actions that organizations will adopt to attain outstanding levels of performance. This is usually in the context of the employees’ activities and actions. In so doing, the activities will be under the practices of a high-performance work system. This means that the work system in place is one that achieves impressive results. These results achieved are in varied aspects, and in this question, we look at the aspects in which the high-performance work systems will focus on an effort to reach their goals.

The most notable aspect in which high-performance work systems need to attain is employment security. Employment security refers to the assurance that a worker or servant has concerned the continuity of beneficial work for her or his lifetime. In most cases, the origin of employment security is from terms of the job contract, labor laws, or collective bargaining agreement that put a stop to layoffs, arbitrary termination, and lockouts. In the modern world, the level of job security is subject to general economic conditions.

Any work system practices should give its employees signs of job security in the future and not kill their dreams of having a form of employment. For instance, an organization that adopts a working system that will require the use of the current workers is more promising to the job security of the employees. On the other hand, introducing a work system practice that can operate without the help of the employees is a sign that their services will not be needed shortly and, therefore, reduces their assurance of having a job. For the high-performance work system practices, to achieve its goals, it is essential that in gain a foundation, there is the aspect of job security of the organization’s employees.

The high-performance work system practices should attain in the aspect of information sharing. In any organization, which involves the interaction of people, there must exist a way in which information can be shared. Organizations run through the passing of information from one sector or department to the other. Without sharing of information, there will be no communication between employees of the organization and hence poor performance. It is, therefore, essential that the work system an organization adopts allows for the sharing of information be it in departments, employees, or with other organizations. The sharing of information opens an avenue for growth and high performance amongst employees and departments in the given organization. The sharing of information will also enhance the work system practices that the organization is using. Information, in this case, can be about the operation of the company’s activities, production, sales and marketing, interpersonal skills, and many other areas relevant to the growth of the organization.

Extensive training is another aspect that the high-performance work system practices should consider in its achievements. Any work, that an employee of an organization engages in requires training so that the employee can learn skills and techniques usable in the given field. This training has several advantages and in most cases and is mandatory for all employees. For this reason, the work system practices in place should allow for extensive training of the employees in which they can learn a lot and advance in their careers.

Training on the practices of the work system ensures efficiency in the workplace and adaptation of the employees to the work system. Imagine a workplace, which introduces high-performance work system practices and there is no training? This will be disastrous because the employees will not be aware of how to go about their duties using the work system. In turn, there will be poor productivity and low performance amongst employees. It is, therefore, advisable that a high-performance work system practices consider the aspect of extensive training of the users of the system. Extensive training should cover both the theoretical and practical aspects of the work system practices.

Another notable aspect that a high-performance work system should attain is increasing the view of the decentralized decision-making process. A decentralized decision-making process means that the origin of a decision is from different departments or groups in the organization and a central place. Decentralization of decision-making is a significant factor in providing employees with a chance to participate in the major decisions an organization makes. Decentralized systems allow employees to contribute to sharing their opinions and ideas in any decisions the organization makes. By making, their own decisions employees will feel appreciated and will be motivated to work harder to deliver results. In most cases, decentralization cuts the idea of superiority and inferiority amongst employees because all their decisions matter irrespective of their job titles. Adopting a high-performance work system practice that has a focus on the decentralized decision-making process will lead to considerable productivity and efficiency in the organization and thereby making the work system aspects attainable (Gary 81).

There are other several aspects that a high-performance work system practices need to attain for it to be efficient and productive. In addition to the above, there is also the aspect of reduced status distinctions. Work systems, which minimize the difference in status amongst employees are more productive than those which increase the status difference. For instance, a working system that creates positions of managers and other more senior positions in the company will face rejection from those who will not fall in any of the managerial positions. This is because, with status, the difference comes with power and authority, which will make the other junior and inferior employees feel out of place. The work system should also attain the aspect of pay-for-performance, which will motivate employees to adopt the system and working harder for results. Another aspect is that of transformational leadership, which is crucial in any organization. When there is one management for a long time, the chances of many vices about management are likely to occur. It is, therefore, necessary that the work system in place should be one that will allow for a change in the leading sector of the organization. Transformational leadership can come about because of promotions in the organization, which will be encouraging to the employees. For high-performance work, system practices to be successful in any organization, it is noteworthy that it attains in the above-discussed aspects. In return, the work system will be productive and efficient.

High- Performance work systems will create exceptional value for the organization’s performance. List with short description the main items in which there will be a reflection of such benefits

In determining the benefits of a high-performance work system, someone can use too many aspects. These areas are within or outside the organization’s activities, and any change or transformation in these aspects or activities will be an indication of the value of the work system. In this question, we will analyze some of these items giving a brief description of the exact reflections to look out for in the aspects.

A reflection of the great value of a high-performance work system will be seen in the generation of more job applicants. Increased job applicants mean that the work systems in place are beneficial, and most people will want to work in the organization. A prestigious organization will attract many job applicants because of its high performance, which in most cases is a result of high-performance work systems. When the employees adapt to the work system and work towards high productivity chances, the organization will thrive in its activities and productions. Employees will be in a position to make use of their skills and talents to achieve the objectives of the organization. This working environment will be reflected in the way the organization performs and ranks against other competitive organizations. In so doing, the organization will attract many job seekers as they try to be in association with a high-performing organization.

Another item that has a reflection of the great value, an organization has in its performance the provision of a safer work environment. A safe work environment means the workplace has security, ready facilities and equipment for work, magnificent buildings and offices for work, and many other things, which make a workplace safe. In the event, an employee works overtime, and in unsafe hours there is a provision of transport, which ensures the worker gets home safely. At times, there can be accidents in the workplace. The organization must have measures and medical provisions that will ensure the health of the worker is safe. The workplaces should have enough lighting, fresh air, sufficient space for working, and safety pieces of equipment for work. In such a safe environment, the productivity of the employees will be high because they have all the requirements for working. In this case, the organization will record high performances, which will be because of the high-performance work system.

When it comes to hiring and recruiting potential employees in a high-performing organization, a screening of the candidates is more effectively to ensure that they have the best. In terms of screening candidates, many aspects come into perspective. The candidates’ employment background will be vital in deciding whether they can obtain employment in such organizations. Other aspects will include the candidates’ educational qualifications, interpersonal skills, areas of expertise, talents, work experiences, and the reasons for wanting to work with the high-performing organization. This screening enables employers to select the best possible candidates for the job because the organization will require performing employees.

Another item that will reflect the proper value of the high-performance work system is the provision of more hours of training for new employees. The hiring of new staff in any organization gives the company more obligations on ensuring that the new staff will be comfortable in their new working place. This can be achieved through training where the new staff can learn more about the operations of the organizations. Different organizations function differently, and it is up to the management to ensure that the new employees are aware of how the organization functions. High-performing organizations offer extensive training to the new employees because there is so much to learn from them, and the company needs to have qualified staff. This extensive training can even last for years to some organizations, but the most salient thing is that the new employees get everything on how the company operates. These training are extremely expensive, and only high performing companies can offer them because they have substantial returns and revenues (Eileen 76).

Through these training and screening of candidates for their jobs, these high-performance organizations usually produce more qualified applicants per position. This is evident in the number of requests these employees from the organization will receive from other companies to join them. There will be many companies who will be interested in hiring employees from high-performing organizations. These employees are usually the best in the market and other companies will be willing to pay them, even more, to move to their organizations. By poaching these employees from the high-performing organizations, this is a clear indication that the other company is of immense value. In most cases, this is because of the adoption of high-performance work systems.

Another indication of the absolute value organizations get from using high-performance work systems is the hiring basing on validated selection tests. The employees selected to work for these companies have to excel in the validated selection tests, which usually test on the different aspects of the candidate. For instance, some organizations will administer aptitude tests, which help in determining the different capabilities of the candidate. In addition to all the above items, these companies have their exceptional value reflected on the compensation of employees in regards to performance. These organizations set targets for all employees and the attaining of these targets will determine the employee’s pay. The more achievements the more they pay to employees and in turn, this will motivate employees to deliver on their work areas. In such organizations, targets are extremely influential in attaining the company’s objectives and all employees must work hard towards achieving these objectives. All the above items are a clear indication of the great value a company benefits from the adoption of high-performance work systems, which give the employees a fertile working environment.

Ways in which to conduct a more effective interview in an organization. Support your answer with examples

Interviews are the most formal way in which an organization acquires its new employees and, therefore, it requires critical preparations in ensuring that it is carried out more effectively. Different organizations carry out their interviews in different ways using varied methods but, overall, certain standard procedures cannot miss in any interview process. The methods used in carrying out an interview should be methods that will help in selecting the best candidates out of the many interviewed employees. In this question, we will discuss some of the major steps a person needs to put into consideration in ensuring that they have an effective interview (Mathias and Jackson 112).

The first step is for the interviewer to structure the interview. In structuring the interview, the interviewer needs to outline all the aspects the interview needs to cover. This will be from the starting time of the interview, questions to be asked in the interview, the documents the interviewee will produce, and many other aspects. Structuring the interview ensures that the interview will run smoothly and that there will be no confusion. In the event, a group of people, it will be necessary that they are all aware of the questions to be asked, the expected responses, and how to evaluate the answers will do the interview. The interviewee must have their evaluation immediately especially if the interview consists of several people. This will help in finding the right recruit and avoid confusion of who said what in the interview. Structuring the interview brings about order and ensures that the interview captures all the planned details in whatever period.

The second step is to prepare for the interview. Preparing for the interview entails several things from the preparation of the room where the interview will take place to ensure that the people who will be interviewed are available. The reception of the interviewees falls under the preparation of the interview, setting the room for the interview by putting in the required furniture and other stationery if necessary. The interviewers need to familiarize themselves with the questions of the interview, and if it is a panel agree on who will play what role in the interview process. Once the preparations have been made, the next step is creating a rapport with the candidates. The most fundamental question is what entails creating a rapport between the interviewer and the candidate? This is possible through ordinary things like greetings or icebreakers, which will make the interviewee feel comfortable. This should not be done with thorough questions as questioning will create a barrier between the two parties. Introduction of the people in the room and stating the expected procedure will help create a rapport in the people involved.

After establishing a rapport with the candidate, the interview can then go to the next level of asking questions. To attain an effective interview will heavily rely on the way the interviewer will ask questions in the interview. In this case, we consider the tone of the interviewer, facial expression, eye contact, and other aspects, which will be present in the questioning. A polite tone will be effective in making an interview a success rather than a harsh tone. Facial expressions should be in a line with the asking of questions and the event, the candidate does not give the right answer this should not be seen on the interviewer’s facial expression. The questions should be able to bring out the experience, skills, talents, and interpersonal skills of the candidate. It is only fair that the questions are straight forward and allow some time for the interviewee to think and explain his/her response. In the event, the response is not clear and the interviewer can seek clarifications.

The next step of the interview after the questions is to close the interview. This should be done in a way that is more formal by informing the candidate that the interview has ended. At this point, the interviewer can request the candidate to seek any clarifications where he/she can ask the panel questions. Once the interview has come to an end, the interview can then go to the next step of reviewing the interview to ensure that all the questions are asked, the right documents are presented by the candidate, and the interview manages to run smoothly. When all these steps are put into consideration, the interview will be an effective one.

Works Cited

Eileen, Appealbaum. Manufacturing advantage: why high-performance work systems pay off. New York: Cornell University Press, 2000. Print.

Gary Dessler. Human resource management. New York: Prentice Hall, 2007. Print.

Mathias, Robert and Jackson John. Human resource management. New York: Cengage Learning, 2008. Print.

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