Key Elements of a Work System

Introduction

Companies that achieve and maintain high performance have skilled and competent staff. To navigate and succeed in a competitive market, all organizations have to upgrade their performance and ensure administrative functioning. High performance work systems presently offer the most ideal option for companies that wish to achieve and make the most of enhanced productivity.

Recent research studies indicates that companies such as institutions of higher learning are in a position of implementing high performance work systems (HPWSs), if they have a urgent urge to change institutional management practices (Corley, 2001). Apart from grappling, increased demand for e-learning online schools face the task of ensuring its education meets set standards.

Coupled with difficulties associated with managing cybernetic groups, it is equally imperative for online institutions to implement HPWSs. This enables them to enhance their performance because HPWS offers them an exclusive opportunity to achieve a higher market share and earn more profits.

Using advanced and efficient technologies, online institutions improve their employee participation to making of critical decisions. The effective use of specific electronic tools thus offer information on different organizational management aspects. This helps to enhance communication process and sharing of info among different employee faces. Sharing of information, according to Lehman and DuFrene is also important in ensuring competencies as well as good employee performance.

Additionally, such opportunities enable stakeholders an opportunity to actively participate in institution management. By engaging employees in decision making process especially on issues affecting the, employees and students become responsive to vital institutional changes. This is specifically essential vital important at this time market developments are very dynamic.

Online learning institutions can also ensure that enhanced performance is achieved by offering incentives as well as effectively rewarding their employees. In regards of HPWSs reward system also enables best opportunities for aligning organizational goals to employee objectives (Lehman & DuFrene, 2010). This would be essential in ensuring that compensation packages reflecting workload of staff members at all levels.

This enhances their self-esteem from psychological point of view in respect to the wellbeing of the organization. It helps to eliminate frustrations that lead to turnover of employees. Effective reward system is also a motivational strategy that makes staff members to feel honored and appreciated at all times. Incentives and rewards are vital because they enhance employee performance without affecting productivity of learning institutions.

Using efficient and advanced technologies, online learning institutions have an opportunity to ensure effective communication within the organization at all times. In this regard, the use online platforms relay vital information pertaining to goals, strategies and plans of the institutions. This information guide’s subordinate staff during discharge of their duties and to ensure they maintain professionalism at all times.

By appreciating how plans and institutional plans contribute to organizational performance, staff members are in a position to align their duties and responsibilities even better. In their research, Lehman and DuFrene (2010) indicate that constant flow of information averts conflicts that hinder effective performance.

According to Corley (2001), training and educating employees is essential as it acts as an instrumental tool in enhancing their performance and skills. Apart from theoretical knowledge, it would also be essential to implement onsite and real time training. Such approaches directly contribute to inculcating critical and creative thinking at place of work.

Consequently, employees have an opportunity to apply the right knowledge as well as new ideas in execution of their roles. Besides enhancing or banking on knowledge of online institution, training enables an organization to explore the skills in the future. This, coupled with regular feedback ensures that staff members are equipped with sufficient and right skills based on their area of specialization.

It is additionally worth noting the significance of ensuring employees, are aware of their institutional challenges on time and in an effective manner. All employees in this regard have to be aware of vital statistical information regarding to enrollment numbers, retention rates as well as enrollment numbers. In addition to other vital metrics of different online institutions, staff members should appreciate sharing such information as it creates a sense of inclusiveness (Corley, 2001).

This is justifiable based on the fact that it enables employees to feel as part of the organization and as a result, participate in its growth and development.

Conclusion

HPWSs are very important in enhancing performance of different types in all organizations especially if they are effectively implemented and in a timely way. Higher learning institutions online can implement HPWSs to enhance their wellbeing and effectiveness. As mentioned above, it enables them to favorably compete for a large market share.

Since they ensure greater effectiveness and efficiency, HPWSs also lead to increased profits. Online learning institutions can achieve by enhancing communication within the organizations, ensuring full reimbursement of employees, offering incentives and rewards, educating and training their staff in an effort to equip them with thorough skills and knowledge involving different stakeholders in the process of decision making as well as ensuring continuous flow of information within the institution.