This website uses cookies to ensure you have the best experience. Learn more

High Performance Work Systems Essay

1360 words - 6 pages

Running head: High-Performance Work Systems – Final Project

High-Performance Work Systems – Final Project

April 20, 2010
High-Performance Work Systems – Final Project
This case study includes three different cases involving expansion and growth of companies. One is based on outsourcing, one on expanding and hiring and the other on high performance work systems and compensation. They are all completely different in their own way, but they are examples of steps that every company has to face. All three case studies are also good examples of what companies can do to save time and money.
In the case of Professional Products, Incorporated, outsourcing some of their ...view middle of the document...

Asking for feedback and advice from the employees would also help make this a smoother transition.
In the second case study, with Nike, overall the company did a wonderful job of showing how the selection process works. People who were interested in the jobs were asked to respond to questions over the phone. Just in the first round alone, the company was able to screen out 3,500 people because they did not have the right qualifications (Bohlander & Snell, 2007). Imagine how much time and money that saved the company! The people who passed that section were then asked to come into the store for a computer based interview. The people who passed this part of the process were then asked to fill out an application and were interviewed face to face shortly after that. A hiring decision was made after all of these steps had been completed.
The importance of testing applicants not only helps prevent turnover, but it also helps determine if a person is qualified for a specific job. For example, if a person does not have any patience or gets agitated easily, they probably should not work in customer service. Physical ability tests are important for positions that require candidates to perform physical tasks. “Particularly for demanding and potentially dangerous jobs such as those held by firefighters and police officers” (Bohlander & Snell, 2007). Job Knowledge Tests are important in showing how well some employees will do at a particular job. Many different companies require the use of computers and knowledge of certain software. For office positions, how many words per minute a person can type is also important. Most job staffing agencies have you take a job knowledge test to see how familiar you are with certain software.
It is hard to know if any laws were violated, since the exact question that was asked was not shown, but something on the case study was interesting. Applicants were asked if they “had a passion for sports” (Bohlander & Snell, 2007). “What are your hobbies?” is an inappropriate question to ask someone during an interview. Granted, this question was not directly asked, but the case study made it seem that applicants were turned away if they did not like sports. Having a “passion for sports” might not have a major effect on how well of an employee the person is, especially since these people were cut so early on in the interview process.
Overall, Nike did a good job with filling so many jobs in a short amount of time. They should be commended for staying on top of their recruiting process and keeping people informed of the process. While this process may seem cold and disconnected to some, imagine how much time and money the company would have spent interviewing all 6,000 applicants. According to the case study, “the company saved $2.4 million during a three-year period by reducing turnover from 87 to 51 percent” (Bohlander & Snell, 2007). The numbers alone speak for themselves.
In the third case...

Other Papers Like High Performance Work Systems

Job Performance Essay

1150 words - 5 pages and 2012 likely to be service jobs 3. The costs of bad performance are more immediate and obvious in service work, and service work contexts place a greater premium on high levels of citizenship behavior and low levels of counterproductive behavior IV. Application: Performance Management A. Management By Objectives (MBO) 1. MBO is a performance evaluation system that evaluates people on whether or not they have met

Performance Management Essay

1483 words - 6 pages : Employees will learn ways to improve their performance Link between performance and pay: Employees will understand how their performance affects compensation. The process allows and supports managers and employees to work collaboratively to discuss and understand performance expectations, create steps for advancement, monitor performance against business goals, offer


1928 words - 8 pages one’s past successes provide the fuel for future accomplishments. 2. Self-esteem is increased. Receiving feedback about one’s performance fulfills a basic human need to be recognized and valued at work. This, in turn, is likely to increase employees’ self-esteem. 3. Managers gain insight about subordinates. Direct supervisors and other managers in charge of the appraisal gain new insights into the person being appraised. The importance of

Hrm 531 Reflection Week 4

871 words - 4 pages not competitive with others within its industry. It also a red flag employee involvement or interactions with organization is limited, which can bring employee morale very low. A large organization is important to have their performance management philosophy of the organization line up with the work of supervisors, managers, and staff with the goals of the company. The performance management system translates to job behaviors


975 words - 4 pages Organizational Performance Assessment – Efficiency – Appropriateness – Effectiveness – Productivity – Efficiency – Organizational Effectiveness – Cost-Effectiveness The Challenge of Performance • Factors Associated with Increased Productivity and Efficiency – High standard and goals – Information and feedback – Interdepartmental coordination and resource sharing – Compensation systems oriented toward rewarding productivity or efficiency

Performance Management

7702 words - 31 pages and are experiencing the shortcomings of manual Appraisal systems. In talking about Employee Performance Management, the question we are asked most often is “what is the difference between Appraisal systems and Performance Management”. Following is a process diagram that provides a graphical view of the major differences between the two processes: Review Work Effort Start of Year End of Year Appraisal Review Work Effort

Innovation Management

1505 words - 7 pages discharging their organisations mission and obtain superior returns for the stakeholders. 1 May, 2013 Session 1 - MIS Fundamentals 7 Unit 403–Managing Information Systems High Performance Organisations High-performance organisations that attain or exceed challenging goals, satisfy and expand established markets or develop important new ones, and create superb value for owners, employees and customers are likely to employ empowered

Organizational Performance Management System: Exploring the Manufacturing Sectors

3721 words - 15 pages time which accelerates the continuous organisational learning process. Emphasis on people: organizational initiatives The rapidly changing business environment engenders difficult challenges in designing and implementing effective performance management systems in organisation, for the management. The performance management system needs be integrated with the strategies of the organisation to enable high degree of success. Therefore, several

Does Lincoln Electric Inc. Follow A Hierarchical Or Decentralized Approach To Management

1343 words - 6 pages every member of the organization. Decentralization control management prides itself in workers autonomy and high performance work systems in respect to performance standard. Workers autonomy from the perspective of managers may be defined as, “interpersonal styles where managers take the perspectives of subordinates into account, present reasons for the decisions taken, behaviors requested, and originate opportunities for choice and self

Improvements to Information Management Systems Through Socio-Technical Systems Design Principles

1467 words - 6 pages -contained and recognizable units of work. Support systems must fit in with the design of the organization. “The technical subsystem comprises the devices, tools and techniques needed to transform inputs into outputs in a way which enhances the economic performance of the organization. The social system comprises the employees (at all levels) and the knowledge, skills, attitudes, values and needs they bring to the work environment as well as the

Work Design

646 words - 3 pages Work Design Work design has been researched and applied extensively in organizations. Recently, organizations have tended to combine work design with formal structure and supporting changes in goal setting, reward systems, work environment, and other performance management practices. These organizational factors can help structure and reinforce the kinds of work behaviors associated with specific work designs We will examine three approaches

Related Essays

Key Perfomance Indicators (Kpis) Essay

1218 words - 5 pages depend on these indicators. This might seem like a great idea but can also lead to quite the opposite of the desired, as employees might not do their job in the way that benefits their company the most but in the way that the indicator of their individual work is the highest. Also organizations need to keep in mind that if performance indicators for their employees are set too low, people will get lazy and if set too high people will get

Information Systems Powerpoint Chapter 1 Essay

1975 words - 8 pages platform allow more distributed work, decision-making, and collaboration • Globalization opportunities – Internet has drastically reduced costs of operating on global scale – Presents both challenges and opportunities 2 © Prentice Hall 2011 Management Information Systems CHAPTER 1: INFORMATION IN BUSINESS SYSTEMS TODAY The Role of Information Systems in Business Today Information Technology Capital Investment FIGURE 1-1

Pay For Performance, Financial Incentives, And Hr

977 words - 4 pages . This is particularly relevant if the benefits provided to one group are viewed as coming at a cost to the other group.(Sowell, 224, 226) When a pay for performance system functions properly: 1. Outstanding performers will receive the greatest rewards, to acknowledge their superior contributions and to motivate them to continue high performance. 2. Average performers will receive substantially smaller raises, which may encourage them to work

Essey Essay

3257 words - 14 pages public services encourage and monitor public and employee feedback to ensure problems do not reoccur. The aforementioned will guarantee that public services will benefit from performance management systems as they will be able to provide a better quality service to the public. Bannock Consultancy (2003) suggests that performance management is simply an ongoing communication process between people who work together. In their opinion everyone wins