3.

Travel to Go HPWPs Conclusion

The aim of this assignment was to investigate how a firm called "Travel to Go" could adopt HPWPs
through its employees. All of the aforementioned approaches are aimed at making employees' roles
and performance more openly assessed and managed. The use of HPWPS (s) for work allocation and
implementation is assumed to be the outcome of talent management. The chosen HPWPSs, namely
the self-management and problem-solving teams, contributed to the company's long-term success.
Self-managed teams are thought to boost productivity and performance, and they have become a
common strategy to organize workers in workplaces. According to the analysis, employees gain a
greater sense of accountability as a result of being self-managed, which contributes to more creative
decision-making and higher performance.

This paper indicates how a "Travel to Go" has a strong vision of its human resource management
practices by evaluating the cases of different places. Employees seem to be regarded as operative
providers, which is reflected in marketing tactics. The "Travel to Go" organization has to be more
devoted to professional development through HPWP (s) in order to create a focus on its HRM
operations because it is a vital prerequisite to the company's overall success. On the other hand,
HPWPs can transform and influence the work environment by modifying employee thoughts and
behaviors (Wright, McMahan and McWilliams, 1994).

The effect of HPWPs on "Travel to Go" is expected to be greater than the total of each practice's
personal performance. Through the activities of employees, HPWPs have a statistical correlation
with the 'Travel to Go' company. The HPWPs boost the performance of the Travel to Go company in
three ways. (1) Employee knowledge and competencies have been developed. (2) Employee
enthusiasm for volunteer work increased. (3) Empower people to put their knowledge and skills into
practice.

The Travel to Go organization is capable of attracting and improving employee talents, such as
performance assessment by deploying HPWPs on employees. Performance-related pay,
responsibility, cooperation, flexibility, and communication are all examples of strategies that may
encourage employees (P. D and Gamage, 2020). Thus, Travel to Go Company must invest in
implementing HPWPs to achieve a long-term increase in performance because the results indicate
that the implementation and utilization of high-performance work practices in Travel to Go Company
is strongly associated with the company's growth rate, enhanced profitability, greater satisfaction,
lower employee retention, and greater creativity and innovation within the organization.
Furthermore, several current studies have shown that HPWS has a number of beneficial results,
including employee outcomes, inventiveness, and entrepreneurship, enhancing performance in the
organization (Kehoe and Wright, 2013), and increasing organizational engagement.