A high performance work organisation (HPWO) is an organisation that can attain continuous high performance through a variety of work systems put in place. This is desirable to help improve the company’s competitive advantage. The people within the organisation are central to developing and managing these work systems and ultimately improving the company’s performance. High performance work systems (HPWS) are groups of HR practices that improve employee motivation, encourage development of employee’s skills and facilitate staff involvement. High performance systems need to be developed in order to create a high performance culture in the organisation. Work systems are a combination of methods, techniques and processes used to get work done.
…show more content…
The first is that HPWPs can create a sustainable improvement in an organisations performance. The second is that these practices can help improve the workplace in relation to staff satisfaction and employees sense of personal achievement. They argue that these two benefits lead to high levels of employee commitment, sustained competitiveness, innovation and strong financial performance. The research documented by Ashton and Sung show a link between HPWPs and improved performance in organisations using indicators such as productivity and profitability. This link can be identified in organisations around the world and in various different industries. These benefits were seen when using different study methods, including single and multi-site companies and the benefit can still be seen in long term studies. The study identified employee benefits including high levels of commitment, satisfaction and trust from workers. Employees of HPWOs are likely to earn more and be more skilled than other …show more content…
Management wanted to reorganise staff into ‘cross-functional work teams’. As their work environment is always changing they wanted to create a group of multi skilled employees. Staff were encouraged to take on work in other roles within the organisation to develop their skills and expertise in various different areas. The goal was to implement a ‘can-do’ culture within Wychavon.
In a high performance work organisation communication key. From studying the report on Wychavon District Council, it is clear that the importance of good communication is recognised in the organisation. The managing director ensures all staff are kept informed at all times, and emphasised the importance of giving both good and bad news. They believe staff are more engaged when they know what the issues are. All staff are given face to face briefings 2 – 3 times a
The first is that HPWPs can create a sustainable improvement in an organisations performance. The second is that these practices can help improve the workplace in relation to staff satisfaction and employees sense of personal achievement. They argue that these two benefits lead to high levels of employee commitment, sustained competitiveness, innovation and strong financial performance. The research documented by Ashton and Sung show a link between HPWPs and improved performance in organisations using indicators such as productivity and profitability. This link can be identified in organisations around the world and in various different industries. These benefits were seen when using different study methods, including single and multi-site companies and the benefit can still be seen in long term studies. The study identified employee benefits including high levels of commitment, satisfaction and trust from workers. Employees of HPWOs are likely to earn more and be more skilled than other …show more content…
Management wanted to reorganise staff into ‘cross-functional work teams’. As their work environment is always changing they wanted to create a group of multi skilled employees. Staff were encouraged to take on work in other roles within the organisation to develop their skills and expertise in various different areas. The goal was to implement a ‘can-do’ culture within Wychavon.
In a high performance work organisation communication key. From studying the report on Wychavon District Council, it is clear that the importance of good communication is recognised in the organisation. The managing director ensures all staff are kept informed at all times, and emphasised the importance of giving both good and bad news. They believe staff are more engaged when they know what the issues are. All staff are given face to face briefings 2 – 3 times a