related to the Human resources management, consist HR planning and so on..

1. • NUR ISFARINA BINTI ISMAIL
• IZZAH AZIMAH BINTI NOH

2. WHAT IS HUMAN RESOURCE RESEARCH?
 Is the process that to ensure the effectiveness and the
efficiency of human resource management in an
organization.
 It is relate to the human resources planning which is HR
research will be applied after we conducted the human
resources planning in an organization.
 The HR practice including staffing, training and etc are
combined into an overall system to enhance employee
involvement and performance. The system called High-
performance work system (HPWS)

3. WHY WE DO HUMAN
RESOURCES
RESEARCH?

5. HIGH-PERFORMANCE
WORK SYSTEM (HPWS)

6.  High-performance work system (HPWS) can be defined as
specific combination of HR practice, work structures and
process that maximize employee knowledge, skill,
commitment and flexibility.
 The HPWS are composed of many interrelated parts that
complement one another to reach the goals of an organization
no matter large or small.
 Sometimes known as high involvement or high commitment
organizations, are organizations that use a distinctive
managerial approach that enables high performance through
people.
 The main idea of HPWS is to create an organization based on
employee involvement, commitment and empowerment, not
employee control.

7. DEVELOPING HPWS
Linkage
to
strategy
Principles of
high
involvement
System Design
• Work flow
• HRM practices
• Support technology
The
implementation
process
Outcomes
• Organizational
• Structure

8. FUNDAMENTALS PRINCIPLES
 The are four simple but powerful principles that support high
performance work system.
1. Egalitiarianism and engagement.
 Everyone should be treated as a members, not just a worker in an
organization without any disparities between them.
2. Shared Information
 The employee empowerment and involvement initiatives in an
organizations.
3. Knowledge Development
 The organization must invest in employee development to get the best
one.
4. Performance-Reward Linkage
 Reward employees based on their performance , workers naturally
pursue outcome that mutually beneficial to themselves and
organizations.

9. OUTCOMES OF HPWS
1. Employee Outcomes and Quality Work Of Life
 Properly implemented, managed and monitored, HPWS offer
employees a myriad of potential benefits.
 They have fuller role to play in organization and their
opinion/expertise valued more.
 They more satisfied and their need for career growth are being met.
 Employee can take more risk, generate new ideas and make mistake
which in turn can actually lead to new product, service and markets.

10. 2. Organizational Outcomes and Competitive Advantage
 Valuable~ Establishing ways to increase efficiency, decrease costs,
improve processes and provide something unique to customer.
 Rare~ Helps organizations develop and harness skills, knowledge
and abilities that are not equally available to all organization
 Difficult to imitate~ Design around team processes and capabilities
that cannot be transported, duplicated or copied by rival firms.
 Organized~ Combine the talent of employees and rapidly deploy
them in new assignment with maximum flexibility.
 Beside HPWS higher the productivity, lower cost, better
responsiveness to customer, great flexibility and higher profitability.

11. ADVANTAGE OF HUMAN
RESOURCES RESEARCH

12.  Formulating for better human resources strategic
planning.
 It facilitates the control of all functions, operations,
contribution and cost of human resources.
 Monitor and evaluate applications to ensure that they are
meeting organizational needs, and adjust
programs/plans, as needed, to meet evolving needs.
 The effectiveness and the efficiency of human resource
management in an organization.

13. DISAVANTAGE OF
HUMAN RESOURCES
RESEARCH

14.  Does not always take into account circumstances that
are unique to a company's structure that may require an
alteration to regular procedure.
 Is not always the most cost-effective method, since it may
be geared more toward a strategy that is centralization-
based, without taking into account factors such as
implementation and operating costs.
 may not always be tailored to work in smaller companies
that don't fit the confines of a traditional corporate
environment.

15. THANK YOU..