Enhancing Work Systems and Employee Performance
Explore the concept of High Performance/High Involvement Work Systems, the impact of skill-enhancing and motivation-enhancing practices, and the alignment of HR strategies for organizational success. Learn about the methodologies used in workplace surveys and the key messages for investing in skill development for innovation and competitive advantage.
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Presentation Transcript
High Performance/High Involvement Work Systems Robert Leow, Karina Vals, Jennie Tran, Korina Garcia, Khanh Nguyen
HPWS / HIWP High Performance Work System / High Involvement Work Practices A group of separate but interconnected human resource (HR) practices designed to enhance employee effectiveness
Terminology Skill-enhancing bundle- focus is on selection methods, recruitment methods, unfilled positions, vacancies and training Motivation-enhancing bundle- Direct compensation, Promotion opportunity and benefits Opportunity-enhancing bundle-Work practices, Autonomy, and grievance process Robert Leow
Purpose Do strategic activities moderate HR relationships among SMO, organizational performance? Robert Leow
Methodology Sample: Workplace and Employee Survey (WES) Longitudinal data set that is nationally representative of workplaces in Canada Robert Leow
Take Home Message Investing in skill enhancing practices lead to higher levels of innovation, followed by higher organizational performance. Aligning strategies to HRM practices creates differentiation and drives your competitive advantage. If you're in a Defender/OE environment adding skills incentivise innovation. Robert Leow
Terminology Role breadth self efficacy (RBSE): employees confidence in their ability to successfully fulfill broad roles Proactive behaviour: self-initiated and future-oriented action that aims to change and improve the situation oneself PSF: Professional service firms Karina Vals
Purpose To examine the mechanism through which the HPWS- proactive behaviour relationship occurs. Karina Vals
Method 102 SPF s - 306 employees Represents all PSF s On site administered questionnaires Karina Vals
High Performance Work System Scale: How closely are pay raises, promotions, etc., tied to performance appraisal in this department? Employees in this firm communicate with people in other areas to solve problems and meet deadlines Proactive Behavior Scale: I am particularly good at carrying out ideas. Whenever something goes wrong, I search for a solution immediately Karina Vals
Intrinsic Motivation Scale: My opinion of myself goes down when I do this job badly I try to think of ways of doing my job effectively RBSE Scale: How confident you feel making suggestions to management about ways to improve the working of your section How confident you feel visiting people from other departments to suggest doing things differently Karina Vals
Proactive Behaviour HPWS RBSE Karina Vals
Take Home When hiring Look for openness to experience Situational interview Breadth of experience (previous jobs) Breadth of experience Cross training Karina Vals
Team-level high involvement work practices: investigating the role of knowledge sharing and perspective taking Carol Flinchbaugh New Mexico State University Pingshu Li The University of Kansas Matthew T. Luth Valparaiso University Clint Chadwick The University of Kansas Jennie Tran
Terminology Perspective taking: ability to understand another s personal preferences and values Team service quality/climate: the team-level effectiveness based on their perceptions of the organization s desired behaviors Jennie Tran
Purpose To assess the relationship between team-level high involvement work practices (HIWPs) and team service climate Jennie Tran
Results HIWP environments enhance knowledge sharing, especially if you have people with a low perspective taking level, leading to an improved team service climate. Jennie Tran
Take Home Message Depending on the company, Hire people that are high on perspective taking so a HIWP environment would not be needed for high knowledge sharing Identify low perspective taking employees and assign to HIWP environments Also, periodically verify effectiveness of HR practices within teams Jennie Tran
Terminology Ambidexterity: An organization's ability to be efficient in it s management of today s business and also adaptable for coping with tomorrow s changing market demands Social climate: the perception of a social environment that tends to be shared by a group of people Korina Garcia
Purpose Determine the linkage between high performance work systems and social climate by rating unit-level ambidexterity. Korina Garcia
Figure 1 Korina Garcia
Firm-level Social Climate Use of High- Performance Work Systems Unit Organisational Ambidexterity Korina Garcia
Figure 2 Korina Garcia
Take Home Message Investing in creating exploitative and engaging activities Motivate employees to engage with one another in these activities through team building exercises Enhance social climate Korina Garcia
Terminology Exploitation: The ability to utilize its existing competencies for future firm competitiveness. Exploration: The ability to foster the innovativeness to bring new products and services. Stretch: When employees voluntarily and actively push their own standards to higher levels. Support: Resources, care, and autonomy given to employees. Khanh Nguyen
Purpose To understand the effects of HPWS utilization on organizational ambidexterity and ultimately firm growth. Khanh Nguyen
Method & Measure 215 technology manufacturing CEOs in the U.S Midwest Mail survey with incentive Measuring HPWS utilization & ambidexterity Khanh Nguyen
Take Home Message Enhance support with knowledge sharing and participation programs. Develop stretch through employee incentive programs. Khanh Nguyen
Team Take Home Message Mediators Performance HR Intervention Skill-based selection (creativity, etc) Motivation (RBSE, etc) Incentives Compensation Proactive behavior Innovation Communication Collaboration Climate/trust Ambidexterity Firm growth Profits per employee Firm reputation ROI
