Different Life Cycle Stages Of Kw High-performance Work Systems

Human resources management has been developed in a rapid speed since the concept of "human resource" was first proposed by the famous management master Peter Drucker in 1960. While Chinese economy growing rapidly and the openness to foreign nvestment stepping forward, enterprises in China are facing a keen situation of competition as they have ever experienced. One the other hand, there are both chances and challenges in furious competition. Most of the enterprises are concerning about how to get continuous advantage in this age. New version of Chinese Labor Law issued last year values the long-term contract employment, which seems to give higher stress to these enterprises. However, on other perspective, it hints that committed employees should be trained. High performance work systems (HPWS) therefore may be a good choice to these enterprises because one of the focuses of HPWS theory is committed employees.As the development of China's economy and the globalization of the world economy, the enterprises of China will face a more keen competition in the world. How should the enterprises do to deal with the challenge and to catch the chances? Based on the theory of Enterprises Lifecycle, there are distinguished features of the enterprises' situations and inner/outside environment in different stages of lifecycle. For surviving from the competition, a good manager should make different development strategies in different stages. We find lots of enterprises bankrupted in the past thought the economic situation in China is still ongoing. Use the theory of enterprises lifecycle to study the situation of the enterprises in China can help them to grow in a more healthy way.It is increasingly apparent that one of the keys to successful organizational performance is the people within the organization, and the management systems that harness their talents and capabilities. As one of the latest HR theory in the cycle of enterprises and scholars, the theory of High Performance Work Systems (HPWS), has been certified to be a successful management way in those advanced countries. Though the theory is still in practicing, it is a good try for our Chinese enterprises to understand and introduce the systems.This paper focuses on how high performance work systems of human resources help to improve organizational performance in different lifecycle stages. By reviewing previous work on strategic human resource management, high performance work systems and enterprises lifecycle, the author studied KW's practices on HPWS in different lifecycle stages. Three stages of development on HPWS have been divided and been studied. Each stage has its own features of the practices of HPWS. The paper contains three parts. The first part mainly focuses on the theories and the latest researches. They are the development results of the HR management theory, the life-cycle theory of enterprises and the theory of high-performance work systems. The second part includes the study of the practices of HPWS in different stages of KW ltd. Life cycle. In this part, the mechanics on how does the HPWS work has been analyzed. The reasons why KW introduced HPWS and the necessity also have been studied. The third part drew conclusions.The conclusions are as follows: (1) A successful HPWS should match the strategies of the enterprises on every pace; (2) Development strategies of the enterprises varies from different stages of the lifecycle stage, so the HPWS should be changed to a more flexible way to be in line with the development of the business environment; (3) A successful HPWS should not only include the practices such as training, employee's involvement and commitment, but also should conduct the policies like penalty, layoff the worst performance employee, etc..