This is in recognition of the fact that different countries have different national cultures and physical and socio-cultural environments.
Much research has been conducted on the effectiveness of strategic human resource management in the United States, Britain and other European countries while very little has been done to establish its effectiveness in companies that are based in the Middle East. This research study seeks to fill this gap and will use xxxx Company that is based in Saudi Arabia as a case study.
Since the Middle East is so wide, this research will use one company (xxxx Company) as a case study. This is also done in consideration of the huge resources that may be needed to conduct the research in several organizations.
Strategic human resource management (SHRM) is concerned with the establishment and development of collection of policies and programs that are consistent with an aim of facilitating the achievement of a company’s strategic objectives according to Armstrong and Baron (2002). SHRM is designed to help organizations meet best the needs of their workers or employees while at the same time promoting the company’s strategic goals.
According to Boxall and Purcell (2003), human resource management practices are those actions and decisions that are concerned with the management of employees and that are related to the strategic implementation of measures that are aimed at sustaining the business’ competitive advantage. These practices cut across all levels and play a great role in the development of a working culture. SHRM practices include staff appraisal systems, recruitment and firing practices, work flexibility arrangements, training, and remuneration systems.
Other experts have defined SHRM as the practice of proactively managing people. This therefore means that it involves thinking ahead and making plans that will enable the company to meet in a better