الفهرس 
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Abstract
Because of the international competitive atmosphere and the fast growing technology, now most of the firms use the human resources to differ from others. Perse, scholars as well as experts asserted the great significance of the human force to generate and keep the competition high among organizations. That’s why; lots of companies have applied a new method called “High Performance Work Systems (HPWS)”. This method is a Human Resources’ databases that are narrowly related to the cultures and the targets of the company in which they are planned to improve the expertise of its employees and their commitment in order to generate a self-sufficing competitive benefit.
A group of performs by the management where the staff working in an organization are more engaged and responsible in it is called Work System.To get closer, as mentioned by Bohlander et al (2004) HPWS is “a specific combination of HR practices, work structures, and processes that maximizes employee knowledge, skill, commitment and flexibility” (Bohlander& Snell, 2004, p. 690).
As explained by Barnes (2001) the notion of the HPWS (High Performance Work System) started by the end of the 20th century during the industrial disorder happened in the US (Barnes, 2001, p. 2).At that time in the US, they were aware of the importance of the ‘tried and true’ industrial procedures due to competitions existing all over the world. Notions arising from such raging periods are usually vital gears for the HPWS.
The first notion is the “increased opportunity to participate in decisions” (Barnes, p. 9) for staff members. One of the chief features of the HPWS is when employees are given the capability of participating in the practices of making decisions as by this they are affecting their direct surroundings and accordingly the whole company. By this, staff members feel that they have further power that in turn will let them have more commitment even if this is theoretical.
The second notion is “training”. This notion offers the staff members the essential assistance in order to effectively do the required tasks in addition to be much more responsible in the company. It also allows companies to have cross trainings for their staff members in various proficiencies to make sure that the staff is well oriented with different positions in the company.
On the third level, comes the notion of the motivation of employees. The preceding notions assist in better carrying out HPWS for staff as well as the company, however if motivating the employees is absent, the whole structure will be unsuccessful. An approach of relating monetary remunerations with doings should be found to motivate the staff to concentrate “on outcomes that are beneficial to themselves and the organization as a whole” (Bohlander& Snell, 2004, p. 698). Motivation could be in different ways like: “profit sharing” schemes, salary increment, and many other financial motivations. Furthermore, motivation should not necessarily be financial; it could be through having extra days-off, flexible working hours and lots of different techniques of giving bonuses.
Furthermore, the last notion that should never be ignored in the growth of any company, due to the current contemporary environment, is technology. In HPWS, it is not necessarily for technology to become a primary tool for technological resolutions, on the other hand, it offers “infrastructure for communicating and sharing information vital to business performance” (Bohlander& Snell, 2004, p. 699).