Need_of_Hpwps_in_Hcl

NEED OF HPWPs IN HCL The range and manner in which the HCL companies use HPWPs therefore depends on the specific performance goals of the organization, the industrial context, and how the relevant product strategy in a particular organization is employed to achieve results. HCL in retail services makes extensive use of performance/turnover information for a wide range of purposes on a weekly basis. These include creating a sense of competition, cross-learning and immediate feedback. As a result, HCL, unlike all other project in the report, does not have any formal performance appraisal. The fact that HCL shops only have one or two people in each service unit makes it less appropriate to place too much emphasis on the general concept of teamwork. Instead, they rely on the combination of financial rewards and a good communication system to support the front line staffs that are located in different parts of the country. IMPORTANCE OF HPWPs IN HCL HPWPs give benefits to HCL organization in two ways. Firstly, HPWPs may generate continued performance improvements in organizations. Secondly, HPWPs may create a improved workplace in terms of employee fulfillment and a sense of personal success. When these two benefits work mutually, this translates into higher levels of financial performance, sturdy employee promises constant competitiveness and innovation. The business benefits of HPWPs for HCL are as follows: • Quantitative research has exposed a strong link between HPWPs and improved performance using indicators such as efficiency and profitability. • The links between HPWPs and business performance can be recognized in organizations located in many countries or territories. • The benefits have been recognized using different study methods e.g. examining single-site companies, multiple-site companies, and long term studies and have produced like results in linking HPWPs and improved performance. • The practices may be more efficient when grouped together in ‘bundles’. A good instance here is that the remote use of quality circles is not as effectual in producing results as when the practice is supported by wider employee participation/ empowerment practices. • Other ‘quantifiable’ benefits that have been identified include increased sales and increased market value for shareholders. • Important employee benefits have been identified. These comprise better levels of employee satisfaction, promise and development of belief in work relations. Lower levels of income of employees often accompany these benefits. • Workers in HPWOs may earn more and are possible to benefit from senior levels of skill.