The Research On The Correlation Between The High Performance Work Systems And Employee Performance

In recent years, with the country’s support for the youth startup, enterprises are faced with a great employment crisis. The flow of the employees is becoming often, the job satisfaction of the staff still in enterprise is becoming lower, companies are trying to employ the foreign high performance work systems, which is that according to the different needs of employees the enterprise takes a series of relevant human resource management practices to satisfy the employee’s development and progress. But because there is still no unified conclusion about the relationship between the high performance work system and employee’s performance, and there are different opinions about their relationship on the role, and this article focuses on the related research.This article applied the method of empirical research, and firstly verified the internal influence mechanism between the employee’s perception of high performance work systems, emotional commitment and employee performance, the main conclusions were as follows: high performance work system and its four dimensions, which are the employee development, the standardize management, the information sharing and the performance appraisal, are positively correlated with the employee performance; Secondly, this article verified the intermediary role of the emotional commitment in staff awareness of high performance work system and its various dimensions and the employee performance. The research shows that only if the enterprises provide personal developmental platform, standardize the management system, share the experience and information,supply harmonious working atmosphere and scientific performance appraisal of human resource management measures, can the enterprise and the employees achieve a win-win situation, can enterprises obtain continuous competitive advantage.On the theoretical level, the research enriched the action mechanism between the high performance work system and the employee performance, further discusses the affect mechanism of the employees’ perception of high performance work system affecting the performance of employees; the introduction of the affective commitment analyzes the importance of human capital in enterprise from a new angle of view, thus making the enterprise transfers the focus from the products to the human capital management. On the realistic level, enterprises will formulate more targeted and relevant human resource management practice, it varies with each individual, it’s not just the blindly change of human resource management measures, for the employees, they will increase the sense of attachment to the enterprise after the enterprise’s investment, thus improving the quality of their work. For companies, at the same time of increasing the employee’s performance, accordingly the enterprise’s performance will also be improved, ultimately the enterprise competitive advantage will be elevated.