Facilitate access to knowledge and information

[mouakter13]

It's important to note that STARs are a continuous improvement process. To build a successful one, you'll need to hire selectively and ensure leaders recognize the intrinsic value of their employees. A key part of becoming a successful high-performance organization is undergoing a mindset shift where employees are viewed as a competitive advantage in the marketplace (rather than an expense).

It's about focusing on the company's intellectual capital (the value of its employees' skills, training, professional development, knowledge development, and proprietary information) as its main advantage.

For this change to take place:

Employees must have knowledge and skills that are complementary to those of their managers (achieved through a combination of selective hiring and skills training)

Employees must be motivated to apply these skill sets in pursuit of the organization's goals.

The company's strategy to achieve its objectives must be based on the skills and knowledge of its employees.

As authority and decision-making power are distributed, employers must trust that employees can work effectively and feel empowered to make the right decisions.

In return, employers expect employees to be highly competent, self-confident, committed, and responsible in their work.

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What is the purpose behind high-performance work systems?
The main purpose behind STARs is to create a sustainable competitive advantage in your industry.

This advantage comes from the intellectual capital of your team rather than, say, an exciting new feature. While this new feature will likely eventually end up in your competitors' products, keep in mind that the collective talent and characteristics of high-performing teams are harder to replicate.

It's important to keep in mind that the actions taken by human resources departments at the organizational level influence individual employee attitudes and behaviors and prevent psychosocial risks. These attitudes and behaviors, in turn, impact broader factors within organizations' human resources departments, such as productivity and turnover; battles worth winning, as they can have significant effects on the overall performance of the company or organization.