Imagine That You Are HR Manager For A Company With A High PE
Imagine That You Are Hr Manager For A Company With A High Performance
Imagine that you are HR manager for a company with a high performance work system that includes the right combination of people, technology, and organizational structure. Provide two (2) suggestions for how the combination of these factors can contribute to high performance for the organization. Support your position. From the scenario and the eActivity, suggest two (2) actions you can take in order to contribute to high performance within your company. Provide support for your response.
Paper For Above instruction
Introduction
A high performance work system (HPWS) integrates people, technology, and organizational structure to foster an environment conducive to excellence, productivity, and competitive advantage. As an HR manager, understanding how these components interact to enhance organizational performance is critical. This paper discusses two key ways in which the combination of skilled personnel, advanced technology, and an efficient organizational structure can promote high performance. Additionally, it proposes specific actions HR managers can undertake to cultivate and sustain high performance within their companies.
The Role of People in High Performance
The first factor, people, refers to a workforce that is highly skilled, motivated, and engaged. When an organization recruits talented individuals and invests in their continuous development, it creates a culture of high performance. Employees who are aligned with organizational goals tend to be more proactive, innovative, and committed, which increases productivity and quality of work (Boxall & Purcell, 2016). Furthermore, leveraging performance management systems and reward mechanisms can motivate employees to excel, strengthening overall organizational effectiveness.
The Impact of Technology on High Performance
Technology serves as an enabler that enhances efficiency and innovation. Advanced information systems streamline operations, facilitate better decision-making, and improve communication across departments (Brynjolfsson & McAfee, 2014). For instance, automation reduces manual errors and accelerates processes, freeing up employee time for strategic tasks. When technology is aligned with organizational processes, it creates a seamless flow of information and enhances the organization's capacity to adapt swiftly to market changes, thereby contributing to sustained high performance.
Organizational Structure’s Contribution to High Performance
An organizational structure that supports agility and clarity is vital for high performance. Flat or matrix structures reduce hierarchical barriers, enabling quicker decision-making and fostering collaboration among diverse teams (Cummings & Worley, 2015). Clear roles and responsibilities streamline workflows, minimize confusion, and empower employees to take initiative. This alignment facilitates a culture of accountability and continuous improvement, which are hallmarks of high-performing organizations.
Actions to Contribute to High Performance
Based on the scenario and eActivity, two specific actions an HR manager can take include:
- Implementing a Strategic Talent Development Program: Focusing on continuous learning and skills enhancement ensures the workforce remains competent and adaptable. Investing in leadership development and technical training motivates employees, reduces turnover, and prepares the organization for future challenges (Noe et al., 2017).
- Integrating Technology with HR Practices: Utilizing HR analytics and digital platforms for recruitment, performance management, and communication improves efficiency and decision-making. Digital tools enable real-time feedback and data-driven strategies, fostering a high-performance culture (Bersin, 2018).
These actions support building a motivated, skilled, and technologically adept workforce aligned with organizational goals.
Conclusion
The synergy between talented personnel, cutting-edge technology, and an supportive organizational structure is fundamental to achieving and maintaining high performance. HR managers play a crucial role in designing strategies that reinforce this integration through targeted talent development and technology adoption. By doing so, organizations can sustain a competitive edge, foster innovation, and achieve operational excellence.
References
- Boxall, P., & Purcell, J. (2016). Strategy and Human Resource Management. Palgrave Macmillan.
- Brynjolfsson, E., & McAfee, A. (2014). The Second Machine Age: Work, Progress, and Prosperity in a Time of Brilliant Technologies. W. W. Norton & Company.
- Cummings, T. G., & Worley, C. G. (2015). Organization Development and Change. Cengage Learning.
- Bersin, J. (2018). The Rise of Data-Driven HR. Deloitte Review, 23, 135-145.
- Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Fundamentals of Human Resource Management. McGraw-Hill Education.