High Performance Work System (HPWS) is the tool that can be used to evaluate the performance of employees of any what business in different directions. The present study took HPWS as an independent variable by taking this variable as a whole and not as parameters. Firm performance was measured by two parameters, namely innovative performance and task performance, while the mediating variable, namely intellectual capital, was measured by two proxies, namely human capital and organizational capital. The study used the mediating variable of intellectual capital between high performance work system and firm performance. To obtain more precise results on intellectual capital, the study measured mediation by two proxies, namely human capital and organizational capital. The concept of HPWS (high performance work system) can be considered as the tool for employee performance, skills and motivation ( Lawler et al., 2011). The concept of HPWS consists of different but related human resource practices that can be important in improving the selection process, high salaries, compensation, performance appraisal system, merit monitoring, competitiveness, task assignment and empowerment at work (Messersmith and Lepak, 2013). Some studies have argued that the concept of HPWS can also lead to improved employee productivity (Guthrie, 2001), positive employee performance (Chen et al, 2007), low employee turnover (Gutherie, 2001) and improved business performance (Huselid et al., 2007). al, 1997).Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get the original essay The concept of working at height systems (HPWS) is a set of interrelated HR strategies intended to improve the company's employees: skills, responsibility and efficiency, such that workers become a source of advantage practice (Datta et al., 2005). Be that as it may, as there is no single common meaning for HPWS (Boxall and Purcell, 2003), distinct names have been used to describe these repetitions of modern human resources, for example, high-performance work strategies association (Guthrie, 2001), high association work strategies (Guthrie, 2001), job performance (Wood and Albanese, 1995), higher work association strategies (Thompson and Heron, 2005), inventive HR strategies (Ichniowski , Shaw and Prennushi, 1997). It is generally recognized that individuals and their performance are key to gaining the upper hand (Boxall and Purcell, 2003; Pfeffer, 1998). Companies in this aggressive situation are looking to see how their HR can be overseen to gain the upper hand. Research in this area is gradually focusing on the effect of groups of human asset performance strategies on business execution. This differs from early studies that focused on the impact of individual HR rehearsals on execution. Significant reviews have discovered positive links between so-called high performance or key HRM and business performance (Guest et al, 2003). The role of human capital as a potential source of economic advantage has recently been the focus of impressive enthusiasm for the scholastic and reputable press. "Current terms of craftsmanship, e.g. intellectual capital of the firm, learning labor and workers, and high work frames (HPWS) all reflect a,).