Human resource practice of high performance work system

The high-performance work system puts forward the key points of human resources activities necessary for the success of enterprises. In order to establish a high-performance work system and truly win high performance and competitive advantage, enterprises should improve the practice of human resource management. From this point of view, human resource management practice must support high-performance work system and provide employees with skills, work motivation, knowledge and autonomy, so as to achieve high performance.

What are the best human resource practices included in the high-performance work system? Academic circles have different views on this. Among them, Pfeffer's research results are the most influential. Pfeffer first put forward 16 best human resource management practice, and then summarized it into seven aspects: job safety, selective recruitment of new employees, independent management of teams and decentralized decision-making as the basic principles of organizational design, performance-based contingency high-paying system, employee training, narrowing the gap and obstacles between management levels, and widely sharing financial and performance information. Some articles put forward the elements of job design for different positions in the high-performance work system, which are related to the core human resource management practices of people in different positions (Yang Qing, 2006). In addition, there are some studies that focus on the role of individual human resource management practices in high-performance work systems, such as emphasizing the role of enterprise strategy (Boxall et al., 2000), taking technology as one of the main environmental factors that affect the work process (Barron, 1999), and the relationship between high-performance work systems and occupational safety (zahara Toth, 2005). Of course, many studies have mentioned some common principles, such as team building and authorization, employee participation, formal performance feedback, employee compensation and corporate financial performance.

According to different organizational goals, visions and development strategies, human resources best practice activities corresponding to high-performance work systems will have different emphases. But in a word, the most typical practices of high-performance work system include: strict recruitment and selection of employees, extensive training and development to improve employees' skills, encouraging and maintaining excellent employees through competitive salary, work safety and friendly relationship between superiors and subordinates, and giving full play to employees' enthusiasm for participation through improvement of organizational structure and business processes. Specific human resources best practices are shown in figure 1.

Environment: the living space of an organization. The human resource practice contained in the high-performance work system must be coordinated with the external environment of the organization, that is, external fit. With the acceleration of economic globalization, the requirements of internationalization are getting higher and higher; The speed of change and innovation is accelerating; Market competition is more intense; Moreover, the complexity, uncertainty and diversity inside and outside the organization are increasing day by day, and the human resource management measures of the organization must adapt to the market and competition.

Organizational vision and goals: the axis of internal fit. Internal fit means that the best human resource practice of high performance work system must be consistent or coordinated within the enterprise. Various management practices should not only be consistent with the enterprise's strategy and objectives, but also be coordinated with each other.

Recruitment and selection: strictly control the overall quality of human resources in enterprises. Selective recruitment can focus on whether employees adapt to the organization. Some studies have proved that the cultural adaptability and consistency of values between job seekers and organizations can significantly predict the future turnover rate and job performance. Scientific selective recruitment can attract outstanding talents and ensure their commitment to the company. This effect of raising the threshold has enhanced the emotional input of the finalists.

The beneficial investment of enterprise employees. A high-performance work system depends on the skills and initiative of front-line employees. The learning process of cultivating employees' ability is an indispensable part of high-performance work system. In addition to the training of knowledge and professional skills, training also includes the improvement of employees' comprehensive ability and the training of corporate culture. With the improvement of work skills, the salary and position of employees in the organization will also develop to a certain extent, thus further promoting the development of employees' whole career.

Salary drive and motivation: an effective means of job safety and group motivation. In the high-performance work system, the performance-based contingency wage system is an important part. Based on performance, it flexibly uses income sharing, profit sharing, stock options, skill wages and various forms of individual rewards and team rewards to distribute wages and bonuses. It can not only solve the problem of fairness and justice, but also help to motivate employees.

Retaining employees: cultivating employees' professionalism. Make good use of talents through rational allocation, retain talents through daily management and performance management, and narrow the hierarchical gap between managers and employees through employee relationship management; Trust, cooperation and team management among employees) and work safety measures to create a harmonious environment and a sense of security, so as to maintain the human resources needed for organizational development. At the same time, these employee retention measures can encourage employees to take a long-term view of their work and organizational performance.

The inevitable choice in the era of change. High-performance work system holds that the willingness to change must be accompanied by actual implementation, and the measures to change should follow three basic principles, namely, building trust, encouraging change and weighing correct actions. Establish trust by treating employees fairly, managers accepting employees and cooperating with each other; Encourage change by changing organizational structure and improving business processes. The ultimate goal is to improve the enthusiasm of employees to participate, make the best practice of human resource management consistent with the expected behavior of the organization, and make the practice of efficient management consistent with the organizational culture.