The Main Dimensions of Human Resource Management and its Role in the Efficiency and Development of Administrative Performance in Industrial and Productive Companies in the Republic of Yemen

Shaker M. Al-Kahtani · Syed Azharuddin

2 citations0/0 files storedAlbaydha University Journal

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Employee Performance and Management Human Resource and Talent Management Management and Performance Evaluation

Abstract

The study aims to identify the role of the main dimensions of human resources in the administrative performance of medium-sized industrial companies in the Republic of Yemen. The researcher used the descriptive and analytical approaches to achieve the objectives of the study and to test its hypotheses in the main dimensions of human resource management (selection and appointment, training, salaries and incentives, and evaluation. A questionnaire was used on (3) related axes. The five-point Likert scale, the statistical package (SPSS) and other statistical methods (weighted mean, standard deviation, regression analysis) were used. The average number of industrial companies in the Republic of Yemen consisted of (7) medium industrial companies. The study sample was selected from human resources departments and their administrative units in industrial and production companies. A total of 153 employees (managers and workers in all departments was targeted. The findings show that the targeted medium industrial companies are interested in the human element by rehabilitating, developing and improving their capabilities and their performance. However, there is sometimes a bias in the selection and appointment process while salaries and wages are fairly good in the industrial companies under study. The study recommended the need to follow integrity and transparency in the selection and appointment process and promote qualification and training of workers at the companies. In addition, permanent evaluation of employees performance process is required. Keywords: Human Resource Management - Selection and appointment - Salaries and incentives- Training and evaluation - Republic of Yemen.

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References

2003STRATEGIC HUMAN RESOURCE PRACTICES, TOP MANAGEMENT TEAM SOCIAL NETWORKS, AND FIRM PERFORMANCE: THE ROLE OF HUMAN RESOURCE PRACTICES IN CREATING ORGANIZATIONAL COMPETITIVE ADVANTAGE.2022Artificial intelligence and knowledge sharing: Contributing factors to organizational performance 2007An Exploration of How the Employee–Organization Relationship Affects the Linkage Between Perception of Developmental Human Resource Practices and Employee Outcomes*2021The impact of Human resource management practice on Organizational performance 2009Does intellectual capital mediate the relationship between HRM and organizational performance? Perspective of a healthcare industry in Taiwan 2004Impact of HR practices on perceived firm performance in India 2021The effect of knowledge-oriented leadership and human resource development on sustainable competitive advantage through organizational innovation's component factors: Evidence from Thailand ’s new S- curve industries 2021The role of IT-based technologies on the management of human resources in the COVID-19 era

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