Professional Documents
Culture Documents
The
Implementation
OUTCOMES
Process
Organizational
Employee
Figure 16.1
Presentation Slide 161
Copyright 2004 South-Western. All rights reserved. 165
Underlying Principles of
High-Performance
Work Systems Shared
Information
Knowledge
Egalitarianism
Development
Performanc
e-Reward
Linkage
Figure 16.2
Presentation Slide 162
Copyright 2004 South-Western. All rights reserved. 166
Principles of HPWS
Figure 16.3
Copyright 2004 South-Western. All rights reserved. 1611
Complementary Human Resources
Policies and Practices
Training and
Development
Staffing Compensation
Internal fit
The situation in which all the internal elements of the
work system complement and reinforce one another.
External fit
The situation in which the work system supports the
organizations goals and strategies.
External Fit
Work-flow
HR Practices
Design
Internal Fit
Technologies Leadership
Figure 16.4
Presentation Slide 163
Copyright 2004 South-Western. All rights reserved. 1614
Diagnosing Internal Fit
Source: Brian Becker, Mark Huselid, and Dave Ulrich, The HR Scorecard (Cambridge, Mass.: Howard University Press, 2001). HRM 1-A
Copyright 2004 South-Western. All rights reserved. 1615
Assuring HPWS Success
Build a
case for Communicate Involve Navigate
change union transition
Evaluation
Figure 16.5
Presentation Slide 164
Copyright 2004 South-Western. All rights reserved. 1619
Building Cooperation with Unions
Process audit
Determining whether the high-performance work
system has been implemented as designed:
Are employees actually working together, or is the term
team just a label?
Are employees getting the information they need to make
empowered decisions?
Are training programs developing the knowledge and
skills employees need?
Are employees being rewarded for good performance
and useful suggestions?
Are employees treated fairly so that power differences
are minimal?
Valuable Rare
Characteristics
of Employees
Competencies