HUMAN RESOURCE RESEARCH

• NUR ISFARINA BINTI ISMAIL• IZZAH AZIMAH BINTI NOH

HRM 530

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)

WHY WE DO HUMAN

RESOURCES RESEARCH?

HIGH-PERFORMANCE WORK SYSTEM

(HPWS)

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.

DEVELOPING HPWS

Linkage to

strategy

Principles of high

involvement

System Design• Work flow• HRM practices• Support

technology

The implementatio

n process

Outcomes• Organizationa

l• Structure

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.

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.

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.

ADVANTAGE OF HUMAN

RESOURCES RESEARCH

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.

DISAVANTAGE OF HUMAN

RESOURCES RESEARCH

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.

THANK YOU..