The Fifth Plenary Session of the 19th Central Committee clearly proposed to adhere to the development of the economy focus on the real economy, and unswervingly build a strong manufacturing country, a strong quality country, a strong network, digital China', raising the important status of manufacturing to an unprecedented new height. China's economy has shifted from the stage of high-speed growth to the stage of high-quality development, and is in the offensive period of transforming the mode of economic development, optimizing the economic structure and changing the growth momentum. Accelerating the development of modern industrial system and promoting the construction of a strong manufacturing country, a strong quality country, a strong network country and a digital China are the urgent requirements for China to cross the hurdle and the strategic goal of China's development.
Chapter 2 Literature Review
2.1 The Summary of High-Performance Work Systems
In recent years, High-Performance Work Systems (HPWS) has become a hot topic in the field of business management research. However, there is no strict definition of the meaning of High-Performance Work Systems in academic circles, and there is various naming in domestic and international academic circles, such as High-Performance Work Systems, Best Human Resource Management Practice, High Commitment Work Systems, High Engagement Work Systems and Flexible Work Systems.
The study of Lv (2018) points out that high-performance work systems probably emerged in the 1990s, and the first country to start studying HRM models was the U.S. The term high-performance work practices were first introduced in a 1993 U.S. Department of Labor report, and Huselid (1995) was the first to measure high-performance work practices and suggested that they were considered "generic" by later scholars. Huselid (1995) was the first to measure high-performance work practices and to propose what later scholars considered to be a "generic" approach to HRM research, assuming that there was an optimal mix of HRM practices, an "ideal model" that would be effective in improving performance. This "best practice" is what is now commonly referred to as a high-performing work system (Zhang et al., 2004). Since then, more and more scholars have begun to study high-performance work practices.
According to Appelbaum and Batt (1994), a high-performance work system is a set of human resource systems in a company that enhances the level of performance of the company. The system is a set of policies and activities within the company that ensure a high degree of consistency in human resources service to the strategic goals of the company. According to Wright (1999), a high-performance work system is a series of human resource management activities that are effective in improving organizational performance in the process of achieving strategic goals. Edwards and Wright (2005) identified high-performance work systems as a set of human resource activities that can be a source of competitive advantage for a company, primarily by enhancing employee skills. engage
