Posted at 12.15.2018
The expansion of a business is tightly related to the development of its recruiting. Thus, the knowledge of issues related to management and its own role in boosting performance in an organization is vital particularly during the modern-day period where it could be noted that the business environment is powerful which is constantly changing hence the need for management to keep pace with these changes in order to ensure that the employees are effectively carrying out for the betterment of the business. Against this backdrop, this essay looks for to critically discuss the amount to which powerful work practices (HPWPs) may be effectively implemented in virtually any organization. The article starts by explaining the idea of HPWP and the body will develop through recognition of the procedures that may be implemented in order to guarantee the improvement of the performance of the employees consistent with achieving the entire strategic objectives of the organization.
Basically, it could be noted that there surely is no universally arranged classification of HPWP but there are three key characteristics that are distributed by many advocates of this model. The key attributes of the model are the following: HPWP seeks to generate performance through the use of methods which secure common gains for both the employees and employers, employees are cured as valuable property and this model involves bundling of routines which yield mixed benefits that are higher than the sum of these specific parts (McDuffie 1995).
In order to effectively use HPWP at work, Huselid (1995) recognizes three practices that are key attributes and included in these are the next: detailed recruitment and selection steps, incentive reimbursement as well as considerable employee participation and training. Employees form the trunk bone of each business hence effective recruitment as well as improving their performance are the major factors that determine success of business during the contemporary period. In most cases, worker recruitment mainly depends on the available recruiting tools and their capacity to cope with the environment they'll be operating in. Thus, recruitment of skilled and competent employees is a essential strategy for an organization to function efficiently in relation to high performance work techniques.
For any group to run viably, there may be need to recruit the best skill to begin with as these folks would be capable of being developed to be valuable resources to the business. The success of an organization operating in a competitive market is mainly dependant on its capacity to recruit skilled people and this is an activity which requires careful consideration. Recruitment involves looking for and obtaining competent job individuals and it gives the organization the opportunity to select the best suited persons to complete its job needs (Carrell, R. et al 1995). Effective recruitment often attracts individuals to the organization and also increases the chances of keeping the individuals after they have been appointed. Recruitment initiatives seek to meet the needs of job job seekers as well as the needs of managers. Agility can be an MNC that performs in 120 countries and recruiting the right people who have the required set of skills, experience and behavior can be an ongoing problem, where in addition to making certain the prospect has what must be done to perform in a job, we do stress on the motivational fit in order to ensure that the decided on individual is comfortable with his environment and has what he/she need to perform in the new environment.
Recruiting the right personnel is paramount to employing a performance related strategy which encompasses retention of those skilled employees. Generally, such specialist and skilled workers may be in short resource and a business may find it difficult to displace the experienced staff and training of specific employees with more skills specifically jobs. As far as these measures are put set up, the performance of the employees will probably improve greatly considering that you will see more incentives to create a sense of belongingness to the organization by the employees.
In most instances, it could be observed that organizations are operate on the basis of varied decisions that are created within any particular group. In practice, decision making is primarily worried about approving the course of action to be taken in search of certain goals to be achieved and is mainly practiced at the very top management level within large organizations (Kleynhans et al 2007). Strategic goals of the organization are evidently mapped and decision making is mainly influenced by the management style which is the way managers must lead people in that particular organization. In relation to work organization, staff engagement is a virtue in so far as HPWPs are worried. Thus, making decisions in the organization requires the effort of the very best management but it also should be borne at heart that the ideas of the other interested stakeholders ought to be taken into account. Relating to Kleynhans et al (2006), management is defined as the process of dealing with people and resources to achieve organizational goals. In this particular case, managers ought to be proficient at planning, managing and making decisions plus they should be able to support the views and ideas of the employees so as to be better located to use HPWPs in an corporation so that there would be common knowledge of the goals and objectives establish. At Agility Logistics, and following the merger of 4 major companies back in 2006, we began to communicate the annual strategy through Strategy Maps, where we use graphical illustrations to breakdown the big picture into simple milestones that everyone in the organization can understand. That is an example of being translucent and sharing the perspective and organizational strategies with the people
The organizational goals should be plainly spelled out and each individual's role should be obviously thought as well. The folks entitled with power should lead by example. The primary advantage of laying out role objectives is that each person would fully know what he's likely to do and they would cooperate as way of attempting to achieve the organizational goals and objectives. In a set up where the type of authority is evidently defined, there would be less likelihood of conflict or deliberate attempts to undermine the people with power since everyone would be likely to follow the guidelines of the guidelines and rules of the organization. This can greatly enhance the execution of HPWPs at work.
In order to fully execute HPWPs in a work organization, it is vital to put measures in place that are designed to ensure that the employees get appropriate training. Fundamentally, employee training is job related learning that is provided by the employers because of their employees and the aim is improvement of the employees' skills, knowledge and attitude so that they can perform their responsibilities in line with the set standards (Swanepoel et al 1998). More often than not, successful training starts with the needs analysis to determine which employees have to be trained and what they need to be trained to do. This training needs examination often causes the formulation of a couple of objectives which plainly state the goal of working out and the competencies required of the trainees once they have completed the training program. Swanepoel et al (1998) posit to the result that needs evaluation of training requires time, money and competence and it could be mentioned that training that performed with out a careful evaluation of certain requirements is likely to be ineffective and to reduce the desire of the employees. Thus, to be able to fully put into action HPWPs at work place, there's a need to take into consideration these factors.
On the other palm, employee development is a wide term which relates to training, education and other intentional or unintentional learning which identifies general development through learning (Kleynhans et al 2007). Worker development can take place through training and the main reason for offering development initiatives to the employees is to boost their performance which can also lead to the expansion of the organization. One advantage of offering training and development skills to the employees is the fact that they would have hands on experience with the functions of the organization. It really is expected that through learning and development, both business and the employees will immensely benefit given that the employees' skills specifically will be increased which means a noticable difference of these performance which is beneficial to the business as a whole.
It can be noted that training and development are mainly concerned with human resources development (HRD) for the betterment of the organization as well as the employees as well. Basically, "HRD can be defined as a learning experience planned mainly by the workplace, usually within a specified period of time, to bring about the probability of performance improvement and or personal expansion (Nadler & Nadler 1989: as cited in Swanepoel et al 1998). Thus, organizations must perceive and respond to changes in their environments and learn from their experiences to come up with effective strategies that can ensure that recruiting development is in compliance with change which is very effective with regards to the execution of HPWPs at workplace.
The importance of HRD as the method of ensuring that organizations maintain their competitiveness in the ever before changing environment can't be overemphasized. Thus, the key emphasis of HRD is learning and its principal goal is to achieve the objectives of both organization and the average person which often occurs more than a certain period of time. As noted above, the main aim of HRD is the likelihood of performance improvement or personal expansion which is beneficial to the business as well as the individual employees within the business. HRD specifically targets gratifying the needs of the employer and the staff so as to ensure that there is personal expansion as well as organizational development.
It is critical that HRD should be customized in that manner that this fits the organization's strategy and composition with the purpose of increasing the performance of the employees who do not meet the required criteria of performance. HRD is also designed to make the employees for future positions. This will likely be designed to help the staff to make smarter decisions and rises job satisfaction which is expected to benefit the business. HRD is also concerned with improving social skills and also to make the organization a better destination to work. All these factors are extremely important the different parts of implementing powerful work related tactics for the advantage of both employees and the business all together.
On the work training and development can be in the form of training and mentoring which are all very important in motivating the employees to have a positive feeling towards their work. Mentoring is an important support tool an organization may use to help young inexperienced employees to develop a better knowledge of the task through the direction of a mature, more experienced staff or coach (Jackson and Schuler 2000). On the other hand, Kay and Hinds (2005) define mentoring as "a relationship between two celebrations who are not connected within the line management composition, in which one party (a mentor) guides the other (the mentee) through an interval of change towards an agreed objective. " It is about giving support and help in a non-threatening way, in a manner that the receiver will appreciate and value and that will enable them to go forward confidently towards what they would like to achieve at work. This technique is also concerned with creating an informal environment where one person can feel inspired to discuss their needs and circumstances openly and in self-assurance with someone else who is in a position to be of positive help to them.
Effective implementation of HPWPs may also be related to knowledge creation as well as writing. In essence, "organizational knowledge creation is the process of earning available and amplifying knowledge created by individuals as well as crystallizing and hooking up it with an organization's knowledge system, "( Nonaka, Krogh and Voelpel 2006). Research shows that knowledge creation, retention, posting and management can be an essential tool for a business as we steadily move towards an understanding overall economy (Nonaka 2007). The global learning team at Agility put in place a knowledge management system based on an interior network, where anyone can talk about lessons learned, best practices, success tales in addition to truly have a specific blog area for the management team. This effort allowed us to come deeper and have the concentrate on our deliverables, as this system maintains steady and kept up to date information, having said that categorizing the information for quick access is crucial. During the current period, it can be noted that the business enterprise environment is continually changing and knowledge creation is a virtue whereby the human resources management in particular will take a leading role in spearheading the initiative to impact the individuals in the business to come up with new ideas that can be crystallized as well as linked with the organization's knowledge system.
Having created the requisite knowledge, then your procedure for knowledge management will try to keep up with the same knowledge to meet the needs of the business. For example, Nonaka 2001 argues that making personal knowledge available to others is the essential tenet of the data creating company. This allows others to learn which promotes management of knowledge that is created with a particular organization. Knowledge creation is a source of permanent solution for organizations to get competitive advantage in an economy that is seen as a uncertainty and ever changing environment (Nonaka and Takeuchi 1995; von Krogh et al. 2000).
The companies which are quick to generate new knowledge in response to the changes obtaining on the floor have a competitive advantages over those that are poor to respond to these changes. Essentially, creating new knowledge is approximately re-creating the business and the individuals to meet a specific perspective or ideal. Knowledge creation is not really a particular event but it is cared for as a conserve for every worker. This isn't limited to a particular department because the notion of the knowledge creating company posits to the effect that every worker has a job to play so far as this concept can be involved in an business which improves the execution of HPWPs at workplace.
There are certain organizational and HRM issues included in implementing powerful work related practices and these include motivational and social dimensions. It can be known that change within an organization is inescapable and is often necessitated by various interior and external factors which initiative often impacts the functions of the business in many ways. Thus, organizations have to ensure their success and progress within the ever before changing environment through performance augmentation in order for them to survive and expand in this powerful environment, a purposeful management is necessary which is often known as strategic management (Rossouw 2003). This is regarded as a gap an organization would like to bridge and this gap is located between the current situation and the envisaged situation within an organization. Organizations are present to satisfy certain needs in world hence the need for top level management to formulate strategic goals and goals which the total organization would seek to attain with the aim of enhancing the performance of their employees.
Focus in an corporation would be on resources, capabilities, and distinctive competencies of the organization as a whole and on the ways of achieving success as a complete organization in the permanent within the framework of changing and competitive surroundings (Johnson and Scholes 2002). Essentially, in a working organization, there exists need to balance and assimilate the organizations external environment and its inside competencies and resources so as to be better located to fulfill the goals of the employees. Virtually, improving worker performance in an organization is concerned with steering the organization specifically a way using mainly two methods that are strategy formulation and execution.
Formulation is concerned with scanning the surroundings as well as defining the mission and vision while the implementation stage can be involved with creating the necessary architecture like the structures and establishing a culture where all role players actually work towards the overall mission fulfillment (Swanepoel et al 2003). Drive of the employees included is very important in order to influence your time and effort of the personnel towards the mobilization of resources to accomplish the mission. Throughout the process, it is important to continuously screen and measure the extent to which the tactical decisions match or fit the changing situations as well as the amount to that they are being implemented. It can be noted that any of these strategies related to the working company have different HRM related implications.
From the above argument, it can thus be known that strategic human tool management (SHRM) is concerned with the recruiting, HRM systems and functions (Swanapoel 2003). Aspects related to human resource management affect all facets of the organizational strategy formulation. Whether it is business or corporate and business strategy, it cannot be formulated without including the relevant human source of information related issues. It's quite common knowledge that the human resources form the backbone of every organization being that they are responsible for identifying its effectiveness. To allow them to succeed in their performance, they must be given incentives which will encourage them to put maximum work in their daily operations. In case the employees are not happy, it can be difficult for them to aid it. Thus, a performance based strategy that will not hold the support of the folks who are intended to play major jobs will probably face problems in its implementation which can cause poor performance contrary to what would be predicted to begin with. Motivation is vital in this case.
Motivation is the excitement employees have for his or her careers and the factors which influence how hard they could try to do the job. An employee must be encouraged, persuaded or influenced to get the job done (Kleynhans et al 2006). There are many factors which can motivate the employees to do their best in their work and the most known motivator to the worker is financial reward. Alternatively, a reward can be simply thought as a token of understanding which is in the form of a financial reward for spectacular performance in particular circumstances by the employees. With regards to motivation of people, content theories of motivation tend to be more applicable which give attention to both the inside and external factors which stimulate an individual. They are typically concerned with determining the precise needs that motivate people (Carell 1995). The strength of content theories of motivation is every individual has learned what he would like hence, he is likely to be encouraged if those needs have been satisfied. One advantage of giving bonuses to the individuals is they are apt to be motivated after they get what they want hence they will put maximum performance in their functions at work.
Teamwork within an organization is vital in so far as implementation of HPWPs is concerned at work place. Relating to Carrell, R. et al (1995), a team is a group of folks working together for the attainment of one goal. In any group, there are employees who are likely to work together on the attainment of 1 goal. Within a team, all the people are expected to fully cooperate as a way of maximizing their effort for the attainment of the goals of the organization. Generally, the overall success of the team will depend on functions of each member where there tend chances of attaining great results when there is proper cooperation and there are not as likely chances of turmoil when people within an organization are working as a team.
According to Stamatis (2001), the concept of team is dependant on the philosophy of participation. The participation beliefs is based on the notion that, "the vast majority of men and women can make significant contributions to business and both individual and social efforts if they're provided the opportunity, knowledge, support and support t achieve this, " Stamatis (2001:199). In an organization, members of a team are expected to take part in their tasks to be able to increase the likelihood of success. That is a requisite in so far as successful implementation of HPWPs is concerned at place of work.
The problem of culture is also very important in an operating organization. It is also very important to take into consideration the structure of the culture of most employees mixed up in operations of the organization as a way of trying not to violate the values of those people involved. The strategy to be employed should be accommodative to a diverse range of ethnicities since this is one very essential requirement that decides the success of an organization because of the need to observe and value the cultural beliefs of different employees who hail from different areas. There are specific ideals and norms define how a lot of people in the modern culture behave hence the necessity to carefully take into consideration these as a means of fabricating a mutual romantic relationship between the firm and the stakeholders mixed up in daily operations of the organization.
There is also dependence on performance management so as to effectively apply HPWs in virtually any given organization. Relating to Carrel et al (1995), research has shown that the main desire of HR executives is to design performance management systems to accomplish business goals. Having defined the desired targets and goals of the business, it then becomes the role of the management to choose what the business wants to achieve and then they also need to coordinate the resources of the organization in such a way that it'll be better positioned to attain the set goals. That's where strategies play an important role. In order to monitor performance of an organization, there would be need for that organization's management to carefully monitor the ongoing process. At PWC Logistics (Presently Agility Logistics) performance management was a subject of formalities where it was area of the annual extra allocation practice and there is no set up process, when the company started to increase and develop by acquisitions, there was an immediate need to implement a system that captures the goals and validates them end of the entire year against the accomplishment. The greatest problem in performance management systems is not introducing the software or building the varieties, it is principally educating everyone of the value of placing specific, measurable and time bound goals and making sure an positioning with the individual, departmental and tactical goals.
Performance management therefore, is the procedure of total quality management (TQM) programs using all the tools including performance appraisal to ensure achievement of performance goals (Carrell, R. et al 1995). Thus, tools such as job design, leadership and training should all be thought to be part of a thorough method of performance.
Over and above, it can be known that the progress of an organization is directly related to the introduction of its recruiting. Thus, the knowledge of issues related to management and its role in improving performance in an organization is vital particularly through the modern day period where it could be noted that the business environment is energetic and it is constantly changing hence the necessity for management to keep speed with these changes in order to ensure that the workers are effectively carrying out for the betterment of the organization. However, it can be noted that there surely is no universally arranged definition of HPWP but a closer examination of the model demonstrates these discussed factors can lead to successful implementation of high performance work methods at work place.