Majority of reference books reveal existence of three overarching/general HR strategies namely,
High Performance HR Management;
High commitment HR Management; and
High involvement HR Management.
let us discuss whether organisations implement only one of these or a combination to achieve optimal results.
I think, no always. In my country I am one hundred percent sure of it. Best regards.
Hi! Interesting question!
I think organizations use a combination of them, depending on how mature they are. Those strategies are important and must enhance organizational learning.
It is unusual for organizations to adopt any of those three strategies -- to their detriment. Organization leaders tend to establish high control management systems -- particularly new organizations where the founder/entrepreneur has scarce resources. As organization's grow, they struggle with the economic demands of production and continue to rigidly control people and resources.
Most supervisors tend to be micromanagers -- a problem that employees complain about. Micromanaging conflicts with those three strategies that you list. High trust and high commitment organizations require leaders with a great deal of confidence in what they are trying to accomplish . . . and great confidence in the people with whom they work.
Although High Performance Work Systems have proven to be more profitable than other organizations which lack aligned HRM practices, the majority of organization leaders are not familiar with such systems. In fact, most Human Resource Professionals (HRPs) are not conversant with those systems as well. According to Gomez-Mejia and colleagues, only 27% of HRPs even have academic training in the field.
CC
Great question: first there is a question of awareness of those HR frameworks, second understanding the business advantage and then eventually applying it to a full-extent or partially or even a combination of all.
I agree with Cam and Jose. I would just add that I think they are in the wrong order. Start with involvement, and if done properly their is a chance that commitment and then performance will follow. And really they are so inter-related that there should only be one strategy.
Since my point of view, leadership has a crucial role in the implementation of these general HR strategies. These strategies are related to each other with the only purpose to improve organizational performance. Organizations can apply one or an integrated HR strategy depending on a rigorous analysis of the strategic needs of the organization and in what ways these strategies will help to meet them.
Leaders should be aware of the barriers or issues when they decided to implement these strategies. For example, failure to understand the strategic needs of the organization or cultural factors in a multicultural organization that can affect its implementation.
In addition...
High involvement with high commitment will lead to high perfirmance
Wich is means using these tree combination together
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