Note on High-Commitment Work Systems - Case Solution

Human Resource Systems and Organizations

Companies are on the mission of attaining sustained high performance, and they achieve this via a working system they adopted. For that reason, high- performance work is concerned with enhancing performance through individuals (Armstrong, 2009).

According to Appelbaum et al. (2000), high-performance work systems (HPWS) pay off because they enable skill enhancement, employee involvement, and motivation.

Generally, high-commitment work systems are allied to workshop practices that enhance trust levels within a workplace and heighten workers’ intrinsic rewards from work. Themes that support the concept of HPWS include a creative and open culture that is inclusive and people-oriented, and decision-making is shared and communicated within the organization.

It also includes investing in workers through training, loyalty, education, flexible working, inclusiveness, setting the target, and benchmarking for measurable performance.

High-performance work systems aspects were contributing to

employees/business performance.

Employee security: The business trend of engaging in part-time hiring and contract employment leads to low employee motivation and commitment.

As explained by Caldwell (2014), high-commitment work systems advocate establishing high-trust partnerships between organizations and employees and help to promote extra-role and extra-mile behavior as well as build commitment that is essential for organization and employees’ performance. Employment security…