Investigating the Effects of Human Resource Policies on Organizational Performance: An Empirical Study on Commercial Banks Operating in Jordan (original) (raw)
Related papers
This study is examines the impact of human resource practices on organizational performance in banking sector in Saudi Arabia, and how different variables help an organization to achieve its objectives in efficient and effective way. The study focuses on seven variables of human resource management practices which: are training &development, performance appraisal , empowerment, compensation, job rotation, participation in decision making, and selecting system. The main object of this research is to evaluate the impact of human resource management practices on organizational performance. More precisely, on banking sector in Saudi Arabia. The data instrument used for data collection was questionnaire, to analyze the effect of these seven variables, using descriptive statistics and correlation analyze in order to analysis the data . The result confirm that all. seven variables of human resource management practices are positively correlate with organizational performance in banking sector in Saudi Arabia. which indicate that the enhancement in those human recourse practices can lead to improvement of performance in banking sector in Saudi Arabia,
The study aims to identify the level of effectiveness in Human Resource Management (HRM) and its impact on employees' satisfaction in the banking sector of Jordan. A questionnaire was developed and administered to 540 employees in the banking sector of Jordan out of which 406 were returned to test research hypotheses. The findings revealed a high level of effectiveness of all HRM practices combined and for four individual practices (HR planning, staffing, training & development and performance appraisal); while, a medium level of compensation effectiveness was yielded. It has been found that employees' satisfaction level was medium. A strong positive relationship has been identified between the effectiveness of HRM and employees' satisfaction. The study recommended improving financial compensation system of banks, which would positively increase the level of employees' satisfaction. On the other hand, comparative studies between Islamic banks and commercial banks are highly suggested.
In the altering competitive environment, human resources are considered as one significant source for competitive advantage. The human resource systems can subsidize to persistent competitive advantage through enabling the expansion of competencies that the organization needs for its development. The findings revealed that the positive statistical relationships were found between the human resource management practices and organizational performance. The fundamental linkage between HRM practices and organizational performance will enable the HR managers to design packages that will bring out better operating results to attain higher organizational performance. When the organizations grip, gadget and evaluate these practices effectively, then ultimately it will culminate at the higher performance in the organization. Data was collected from the employees working in commercial banks in Dera Ismail Khan. The same data was then analyzed by using diverse statistical tools (correlation & regression analysis).
European Journal of Business and Management, 2014
The aim of this study is to determine the impact of human resources management functions to achieve competitive advantage in Jordan Islamic Bank, a simple random sample of (426) employees was withdrawn, the statistical package for Social Sciences (SPSS) has been used for data analysis, the most important study results, includes the followings: there is an impact of human resource management functions in competitive advantage, and that human resources management functions interprets about (64.6%) of the variance in competitive advantage.In the light of the results of the study it is recommended to create an organizational culture that promotes optimum and effective usage of the human resources management functions in the organizational environment, to improve these functions to the desired higher levels by achieving compatibility between design and analysis of the work with organizational structures, to provide incentives for workers, and to develop of actions of promotion. Keywords:...
The aim of this study to verify HR practices effect on employee performance of banking sector of Pakistan. The questionnaires were sent to 150 employees of different banks in Lahore. Statistical analysis included histograms, scatter Plots, correlation, t-test and regression analysis to analyzed the data. The study finds that reward, recruitment and selection and training are positively correlated with the employee performance. So the reward, recruitment and selection and training are the strong predictors of performance. Reward, recruitment, selection and training have strong relationship with employee performance. The findings of this study are limited because this study chooses very few HR practices in relation with performance. Moreover this study is limited to branches of Lahore banks of Pakistan only because the data was collected only from the employees of Lahore banks. Emphasis should be placed on effective reward, recruitment and selection and training. Employee Performance is most important factor in an organization success therefore, there is need to adopt effective human resources strategies that aim to improve employee performance and creates the culture of high performance in any organization based on human resource practices.
IOSR Journal of Business and Management, 2014
This study examines the impact of Human Resource Management (HRM) practices as well as the factors that affect recruitment and selection as well as training and development onthe organization performance of the Jordanian Public University in the Kingdom of Jordan. The sample comprises staff and lecturers of the university. To achieve the study objectives, the researchers developed a questionnaire, which was administered in a survey. The collected data were analyzed by using SPSS. The analysis of the descriptive statistics and correlations indicated that recruitment and selection as well as training and development significantly correlated with the organizational performance of the Jordanian Public University. The study also recommended the steps to improve HRM practices in the university.
2020
The relationship between organizational performance and Human Resource Management has been a strongly argued topic through the decades. Throughout this paper, a closer look at the issues associated with HR practices and HR development in term of the academic institutes' enterprises. This paper also responds to the call of several HRM researchers who have emphasized the necessity of investigations into HRM practice issues. To date, almost all the studies on this topic have been conducted with regard to the industrial sector in the western context, but not in the service sector such as private universities. Many modifications and reforms have been attempted so far; however, nothing has been achieved except recycling the devious and reiterating the obvious. In Jordan, carrying out the performance reviews of the college and university programs have been intentionally avoided by the Ministry of Higher International Journal of Economics, Commerce and Management, United Kingdom Licensed under Creative Common Page 427 Education. Thus, this paper is going to awake the contribution of human resource practices to an organization's performance while addressing the current problems that arise in the private universities in Jordan. Finding some solutions for local skilled staff recruitment, for example, increasing the number of professional skilled citizen workers is another suggestion which is necessary for investigation.
The Influence of Human Resource Management in Banking
Recent trends in Management and Commerce ISBN No: 978-81-936097-6-7, 2023
In this study, we examined how HRM practises in Kuwait's banking sector affected employees' affective, continuing, and normative organisational commitmentPermanent, full-time, and part-time employees are available members managers and non-managers alike from The study included five organisations.Kuwait is dominated by large private banks. The link between these variables was investigated using both exploratory factor analysis (EFA) and hierarchical regression analysis. The findings revealed that, due to factors like culture and values, 50% of the variables agreed with prior study, while 50% of the variables did not. The findings have important ramifications for both the international trade and Kuwait's banking industry. Due to the fierce global competition, businesses are becoming more aware of the importance of HR. Furthermore, efficient One important source of competitive advantage that helps firms succeed is human resources. As a result, By utilising cutting-edge techniques like coaching, HRM is making investments in its people resources to help them grow abilities and improve organisational performance. In this essay, the impact of coaching on worker performance in Lebanon's banking industry is examined. By researching coaching creative and motivating intervening strategies that result in improved employee performance, It aims to close the market gap in Lebanon. This study examines how coaching influences employee creativity and motivation, which has an effect on employee performance, using a case study that is qualitative technique within an experimental framework.
Human Resource Practices and Employees’ Performance at Various Job Levels in the Banking Sector
2016
Now a day’s Human resource management is getting great deal of attention in every field .The implementation of its core values and HR practices added new importance and worth to every entity which ultimately results in improved outcomes. The main objective of this study was to find out the role of different HR practices sets (compensation, training and development, Promotion and appreciation) on employee performance at three different job levels of employment (Entry level, Middle level and Higher level) and to know the requirement of different HR practices at different job levels which endorse employee performance and increase the opportunities of growth in them. The study was explanatory and cross-sectional in nature. A Likert scale, self administered questionnaire was used to accumulate data from banking industry of Lahore, Pakistan. Stratified random sampling was used to draw samples. 400 questionnaire were distributed both personally and through e-mails giving a response rate of...
The Influence of Human Resource Planning on the Performance of an Organization Case Study: Stanbic Bank Uganda Limited, 2010
The main aim of the study was to investigate the extent to which human resource planning influences the performance of Stanbic Bank Uganda Limited. The Researcher specifically wanted to discover what human resource planning strategy is used by the Bank; establish the extent to which and how human resource planning affects asset turnover, level of sales and customer turnover; and identify areas for reinforcing current human resource planning methods. The sampling procedure was a combination of random and non random. The methods for data collection were both primary and secondary in nature varying from qualitative to quantitative research methods to investigate the influence of human resource planning on the performance of the selected branches of Stanbic Bank in Uganda. The data collected was coded and cross checked to ensure consistency and accuracy, and analysed using SPSS. The Researcher found out that proper human resource planning plays a vital role in extracting, distributing and allocating resources. It was found out that as a primary component of management; human resource planning helps propel organizations towards the achievement of goals and constant monitoring of departmental activities. The study also revealed that Stanbic Bank has a well educated workforce, but human resource planning is poorly done, leading to poor work performance due to lack of interest to perform and non-commitment of the workforce amongst others. This in turn led to high employee turnover, low customer retention, low asset turnover, low level of sales, downward trends in profitability of the bank and under utilization of resources. It was concluded that the poor human resource planning strategies carried out by the bank result into poor goal attainment, far below the expectations of the bank. The Researcher recommended that banks should improve their human resource planning and performance by ensuring that the strategy is free from bias, error and fraud, organize training workshops and seminars to sensitize employees, improve reward systems and develop a more organized culture. These will generally improve on the performance of banks by meeting all the set objectives.