Analyze Key Elements of a Work System, Research Paper Example

Organizations are constantly facing increased competition from global companies and with rapid technological advances, it has increased the process of innovation and change. The change in technological acceleration has raised the demands for better customer services and higher quality with the rewards and the risks of managing a diverse organization. In order to meet the challenges, and take advantage of the opportunities, organizations have to incorporation the aspects of human resources into a High Performance Work System (HPWS) in which improves employee performance and involvement. The purpose of implementing High Performance Work Systems is to improve communication. Studies and research have proven that the utilization of HPWS in organizations helps to improve the practices of HR practices, while also, enhancing employees’ motivation, competencies, and performance as it is correlated with higher productivity, improved overall organization performance and lower employee turnover. (Contacos-Sawyer, Revels, Ciampa, 2010) This is beneficial for organizations in several industries, as well as can be beneficial for institutions of higher learning. In looking at the nature of online education, it has grown exponentially as it has grown in significance to not only supplying individuals with chances for higher education, but also the convenience of finding quality online programs that fit around an individual’s schedule. In implementing a High Performance Work System within online institution of higher education, it can be implemented to improve innovation, revenue, quality, customer service, and overall productivity.

In looking to see that HPWS could be successfully implemented in online institute of higher education, this paper at first needs to look at the essential elements of High Power Work Systems programs. HPWS are a set of practices that produce the needed increase in employee and organizational performance. (Tomer, 2000) HPWS entails an increased level of skill development, employee involvement, employee competency, and commitment. More importantly the system already plays on the HR practices in which helped to provide an enriched structural organization. A typical HPSW consists of performance management, training, career development, and compensation/benefits programs. Research has shown, “It has been found that by improving the flow of information through workplace redesign, using state of the art technology and empowering employees by training them to be daily decision makers, productivity and overall quality of production increases significantly” (Seyed-Mahmoud, Mojtaba 2004). The framework of HPWS is to incorporate the elements of leadership, information technologies, and work itself are the keys to successful implementation within organizations.

In implementing in an online educational setting, it can be done when there is an inherent need for transition of the organization’s management practices. According to research, “HPWSs will provide greater opportunities for online learning institutions to capture additional market share and improve overall organizational performance” (Contacos-Sawyer, Revels, Ciampa 2010). Online education programs are rapidly growing and are in competition with each other and public/private education institutions to provide quality educational programs. In implementing an HPWS, the online institutions are able to incorporation advanced technology into the fundamental aspects of HPWS. The online platform for online education can be utilized to improve communication, training, structure in planning, goals, and improved business strategy to enhance the success and performance for both the students and the organization. As an HR leader, implementing an HPWS into the online platform will be doable in working with the elements within the infrastructure that focuses on retention, enrollment, student outcomes and success stories. The HPWS system will work hand in hand in providing on-going training to employees, and continuously work to upgrade the skills of the faculty and staff of the institution. In helping to reward employees that consistently seek to improve their education and skills, compensation and reward programs will be integrated with order to establish policies that reward success.

The barriers or the challenges to implementing HPWS into online educational institutions includes the high risks and the costly prices to implement a system in which will retrain and restructure the workplace. (Seyed-Mahmoud, Mojtaba 2004) In order to make sure that implementation is a success, the recommendations are to ensure internal and external fit, in which incorporates the internal elements of the work system that will complement the order established online platform. The systems must have synergy with the HR practices and the elements of a high-performance work system. The external system also must support the goals and strategies of the organization, in doing this focus must be placed on customer service, the needs of the students, quality educational programs, and reliability of the employees. The employees should be continually trained in increasing their skills necessary for the program to be a success.

In implementing an HPWS into an online educational institution, the HR manager must provide a necessary plan in which communicates the goals of the organization, as well as keep an open channel with employees to defuse fears or concerns. Once implemented into the online platform, the system should be continually monitored and evaluated to determine if the systems are working together with the organization’s goals and organizational fit. Implementing HPWS into the online platform is doable and can be done successfully with each member on board, with open communication, an outline budget to compensate for costs, and continual monitoring of the design for reinforcement of goals and priorities of the organization.

References

Contacos-Sawyer, Jonna, Revels, Mark, Ciampa, Mark. (2010). High Performance Work Systems for Online Education. Online Journal of Distance Learning Administration, Volume XIII, Number III. Retrieved from http://www.westga.edu/~distance/ojdla/Fall133/sawyer_revels_ciampa133.html

Seyed?Mahmoud Aghazadeh, MojtabaSeyedian. (2004). The high?performance work system: is it worth using?Team Performance Management: An International Journal, Vol. 10 Iss: 3/4, pp.60 – 64.

Tomer, John. (2000). Understanding High Performance Work Systems: The Joint Contribution of .Economics and Human Resource Management. SDSU. Retrieved from http://gemba.sdsu.edu/~frantz/docs/Tomer.pdf