The document introduces the concept of a High Performance Work System (HPWS) which uses human resource practices like self-managing teams, extensive training, and decentralized decision-making to empower employees and improve performance. Basic practices of an HPWS include self-managing teams, open communication, training, flexible work assignments, decentralized decision-making, employment security, and selective hiring. Selective hiring involves having a large applicant pool and carefully considering critical skills needed for each job. Decentralized decision-making delegates authority from top to middle and lower managers to empower employees and make decisions more efficiently. The document distinguishes between work practices focused on work system design and employment practices related to employment relations.

1. High Performance
Work System(HPWS)
Research programme based on Norwegian industry
Presented by:
Prity Shakya
20th March,2016

2. Introduction to HPWS
 Defined as a system of HRM practices that
increase the employees’ empowerment,
knowledge, skills and incentives that ultimately
motivate them to achieve greater performance.
 According to Tomer, “the main idea of HPWS is to
create an organization based on employee
involvement, commitment and empowerment,
not employee control”
 Aim is to create workplaces that are both highly
productive and offer employees high levels of job
satisfaction
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3. Basic Practices
 self-managing teams
 open communication
 extensive training/upskilling
 Flexible work assignments
 Decentralized decision making
 employment security
 selective hiring of personnel
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4. Selective hiring of personnel
 An organization need to have a large applicant
pool from which to select.
 The organization needs to be clear about what
are the most critical skills and attributes
needed in its applicant pool.
 The skills and abilities need to be carefully
considered and consistent with the particular
job requirements and the organization's
approach to its market.
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5. Advantages
 Allows organization to build strong loyalty
within the organization
 Brings new people with fresh and innovative
ideas to the organization
 Reduce training costs as staff will bring
experience and qualifications from the
organization they've worked at before
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6. Disadvantages
 An expensive process and takes a lot of energy
from the HRM department to handle all the
potential candidates
 Time-consuming as the organization works
through so many processes that go before
selection.
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7. Decentralized Decision Making
 It is any process where the decision-making
authority is delegated by top level to middle
and lower and level managers within the
organization
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8. Advantages
 Empowering employees
 Relieving the burden
 Preparing for emergencies
 More efficient decision making
 Ease of expansion
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9. Differences between work practices
and employment practices
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Work practices
Applicable to work
system design
It includes self managing
teams, decentralised
decision making, flexible
work assignments and
open communication
Employment practices
Applicable to employment
relations
It includes employment
security, skill or performance
based pay and worker
management partnership

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