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More often than not a seasoned organization looks back over its shoulders only to realize that its performance over the years though good (or even excellent) is just not maximal. A reigned in business, when harnessed and trained to maximum efficiency would undoubtedly take the venture far beyond lines that are now perceived as intrinsic limitations. |
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| Getting yourself to do these need a change in the business process redesign of your systems. |
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| HIGH PERFORMANCE WORK SYSTEMS |
HPWS is an organizational architecture that brings together work, people, technology and information in a manner that optimizes the congruence or fit among them. A specific combination of HR practices, work structures, and processes that maximizes employee knowledge, skill, commitment, flexibility and contribution. |
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| HPWS - Brown field approach: |
| The brown field approach aims to shatter the existing inherent flaws in the traditional system due to hierarchical distrust, decision centralization, silo functioning and communication hindrances. It encompasses restructuring and realigning your business process by integrating the various key aspects of your organization and gets a completely new approach in thinking not just at the higher levels of hierarchy but also at the grassroots. |
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| Why HPWS? |
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| Philosophy |
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Financial success is strongly correlated with employee fulfillment. |
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Cultural capital is the frontier of competitive advantage. |
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Organizational transformation begins with personal transformation. Organizations don’t transform. People do! |
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One’s potential is maximum utilized when he / she is given the “Freedom” & “Empowerment” to do his work. |
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Using the thinking capability of people to leverage business potential is the best way to grow business. |
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| Belief |
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People want to make tomorrow better than today. |
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People want to belong / contribute to something worthwhile |
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People want to explore, develop, demonstrate their talents |
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People want to be proud of what they produce |
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In proper environment people will do “what’s right” |
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People can do wonders for a good cause and a positive relationship |
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Positive relationship starts and ends with trust, trust, trust and openness |
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| HPWS can make a difference to your organization if your organization requires |
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Transformation of the traditional practices to contemporary best practices |
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Avoiding the ill-effects of unions |
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Participative work culture |
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Implementation of team based organization |
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Improvement in productivity and efficiency |
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Empowerment of grassroots |
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| How do we do it? |
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| What benefits can HPWs bring to your organization? |
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Win-win for employees and organizations |
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Empowered workforce |
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Improved quality, productivity and service |
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Reduced operational costs and absenteeism |
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Greater participation, autonomy and flexibility |
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Improved employee commitment, quality of work and job satisfaction |
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It has been observed that organizations that practice HPWS turns out to be 30 to 50% more productive than their conventional counterparts. |
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| If you feel your organization is undergoing a change and CEO can make a difference - click here |
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