The role of high performance work systems in enhancing creative performance
Analytical study of the opinions of a sample of human resources directors and directors of government departments in the holy Karbala governorate
Research presented to the Board of the College of Administration and Economics at the Holy University of Karbala
It is part of the requirements for obtaining a higher diploma in project management

By the student
Dhabab Jaber Hussein
Supervised by
Assistant Professor Dr. Elham Nadhem Al-Shaibani

ABSTRACT

The study aims to test the impact of high-performance work systems through their dimensions: intensive training, empowerment, performance evaluation, creating a positive competitive environment, discipline management, employee selection, compensation management on creative performance through its dimensions: generating ideas, promoting ideas, implementing ideas. This study was applied to a sample of 30 governmental institutions in the holy Karbala governorate on two levels. The first level includes 30 views (the level of the organization – the opinions of the managers) and the second level 150 views (the level of the individual – the opinions of the employees), and it is one of the longitudinal studies that support the accuracy of the answers. The data was collected through a questionnaire, which was designed for the purpose of obtaining real results, and the study relied on a set of statistical methods to reach the results, the most important of which are arithmetic averages, standard deviation, coefficient of variation, Alpha Cronbach, simple correlation coefficient, simple regression analysis, and determination coefficient, The determination factor, T-test, and F-test, using the statistical program Spss V.24. The study reached a set of conclusions, the most important of which are:

• There is insufficient interest in training, which has prevented the improvement and development of the employees ’capabilities and thus the failure to improve their work performance and the failure to develop and increase the performance of the institution and the employee.

• It was observed that most organizations do not give their employees an opportunity to see the evaluation criteria, meaning there is no

 opportunity for feedback for self-development. This is because the main objective of evaluating the performance of employees is to know the strengths and weaknesses of each employee, to qualify him in a manner commensurate with the job he is performing, and in a manner consistent with the latest developments in the field of the organization’s work. The study reached a set of recommendations, the most important of which are:

• The necessity of developing thoughtful training programs to be discussed and elaborated with employees based on their desire and need in order to increase their knowledge and capabilities.

• In order to benefit from all the employees’ latent capabilities, managers should liberate them and give them the full opportunity to participate, meaning delegating authority to employees and creating a form of decentralization in decision-making, accompanied by delegating responsibilities to those lower in the career levels in order to reach a creative distribution Balanced forces, creating committed and creative employees.

• The manager should discuss appropriate evaluation methods with employees. In order to determine the elements to be evaluated, the benefit resulting from the evaluation process, and the impact of its results on the future of employees in the organization.

Key words: creative performance, work systems for high performance, and statistical methods.