THE RELATIONSHIP BETWEEN HUMAN RESOURCE MANAGEMENT STRATEGIES AND REGULATORY RESTRAINT: EVIDENCE FROM IRAQ.

Author:Mahmoud, Dijla Mahdi
 
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INTRODUCTION

Usually business organizations seeking excellence and lasting success in its performance, in order to maintain a competitive position with other organizations seeking the same goal. In order to achieve such deliberate strategies organizations contribute to achieving the goals required rate under rapid changes today, and therefore the ability of any organization on competition lies in its success in attracting qualified persons capable of creativity and innovation, and maintain them and train them and triggered what They can achieve a competitive advantage for the organization. Studies have confirmed the importance of the role of human resources management strategies to achieve it. Therefore, the problem that embraced two variables: human resource management strategies included five indicators: (Job analysis and design strategy (Appendix Table 1A), staffing and recruitment strategy (Appendix Table 1B), training strategy human resource planning (Appendix Table 1C) performance evaluation strategy (Appendix Table 1D) and strategic human resources planning (Appendix Table 1E) as the independent variable. Either the dependent variable is regulatory restraint strategies have included three indicators (employees reduction strategy, work redesign strategy, systematic strategies).

This basis the research hypotheses were formulated. The research was divided into four chapters: the first axis: research methodology the second episode: theoretical framework section III: practical side topic IV: conclusions and recommendations (staff reduction strategy and redesign strategy and systemic strategy).

And because Iraqi organizations they have become in recent years reside under the environment of market dumping case and the absence of customs protection, companies are no longer able to cope with this new reality and became the Iraqi organization live amid sagging problem and disguised unemployment, to appointing workers according to the political and social conditions. Also, production processes and work system no longer keep pace with what's going on in the evolving global and regional companies' years of Iraq for many years according to the political and social conditions. According to the kind of problems the company in question operates and produces according to the indicators and benchmarks are not based on scientific bases in human resource management. This leads to the problem of sagging career and disguised unemployment and low productivity of the company and stop the treatment for several years in the presence of competing products at lowest prices and highest quality. Based on the above the research problem formulated the question: What is the nature of the relationship between human resource management strategies (Appendix 1) and regulatory restraint strategies (Appendix 2)?

The result of this study will show the nature of the relationship between HRMS and regulatory restraint in the most important industrial Iraqi company.

The Research Importance

  1. Reduce the aggravation of problems and administrative difficulties for the advancement of Iraqi industry to keep pace with the competitive market.

  2. Organizational strategy has become the leading choice for many companies to reduce direct costs and increase efficiency, productivity, profitability and competitiveness.

  3. Try to find ways that will contribute to fuelling the company's motivations and emphasize the importance of human resources management strategies and their role in leading the company toward success.

    LITERATURE REVIEW AND PREVIOUS STUDIES

    Human resources definition concept: Are the causative agent of added value to organizations and sustainability source for competitive advantage (Al-Saedy, 2017). People working in organizations with a view to achieving organizational strategies and business design and production of goods and services (Braton & Gold, 2003). So, we can define it as human energies that can achieve success and that contribute to achieving efficiency and effectiveness of the organization.

    Human Resources Management Concept

    Is responsible for developing the organization's policies and procedures and directions of personnel and other administrative duties (Decenzo & Robbins, 1999) and the department that works to achieve the goals of individual and organizational goals and the right investment for human resources and to achieve the best use of their potential and achieve their goals efficiently and effectively.

    Human Resources Management Strategies

    The process of developing a strategy for human resources management functions in accordance with the organization's strategy and opportunities and external threats and strengths and weaknesses in order to increase the organization's ability to achieve success and stay in a business environment (Al-Saedy, 2017). It was the strategic approach to human resources management which concerns all regulatory activities affecting the behavior of individuals and helps the organization to achieve its goals (Inyang, 2010). Also (Armstrong, 2009) refers It was the method for making decisions about the intentions and plans of the organization in the form of policies and programmers on human resources. Based on the above, we could define the strategy of human resource as the selection of the appropriate strategies for human resources management that is compatible with the organization's strategy to increase the organization's ability to achieve the competitive superiority.

    The human resources management strategy, programs and policies and existing systems in the workplace, affecting the performance of the individual and the community drastically reflected on the performance of the organization and includes the following practices: hiring, training, development, performance evaluation, compensation (Braton & Gold, 2003). Al-Saedy (2017) had pointed that the most common strategies in the regulatory are:

  4. Job analysis and design strategy: Job Analysis & Design Strategy is the process of obtaining detailed information about these works and job design strategy is making the tasks assumed collected with others in a particular job (supporter). Job analysis process provides information relevant to each of the human resource management and organization and the workers themselves is so important (Al-Saedy, 2017):

    1. Planning human resources needs of the organization.

    2. Job design and define their functions.

    3. The choice of the most efficient wage and salary rates evaluate the effective performance develop training programs with the performing standards for each function.

  5. Staffing and recruitment strategy: A process that the organization get on appropriate human resources in quantity and quality, so this strategy in the light of the process of job analysis and human resources planning based on determining the number of jobs, knowledge, qualifications and skills required. Al-Hety (2003) indicates that the hiring process is one of the functions carried out by the department of human resources efficiently and effectively and successfully. The performance success determines the course activities in the organization whether marketing or financial and research productivity.

  6. The training strategy: Is the starting point for training activities within organizations and to link closely with the strategic plans of the organization it is a prerequisite to be training should be more effective and achieve the goals of the organization (Al-Saedy, 2017). The training also contributes to maintaining the competitive position of the organization and improves productivity using training programmers to help achieve high levels of production flexibility and high quality (Harris et al., 2003).

  7. Performance strategy: It is formal organizational process implemented by comparing actual performance of individual or team with the expected performance according to the substantive or personal items which makes it a key role in human resources management and development. As the organization's performance evaluation strategy not working alone it is a part of an integrated system of care to identify successful value-added utilization of human resources (Braton & Gold, 2003). Performance evaluation steps include the following: Determined performance standards, measuring performance, comparing actual performance standards, discussion of evaluation findings with personnel affirmative action and corrective action (Al-Saedy, 2017).

  8. Human resources planning strategy: Study human resources based on the main activities, structures and what is the nature of the future tasks and functions foreseen what movement of workers, as well as the actions of the external labor market, uncontrolled new professions some of them are new and some of them do not and this needs to conduct rational forecasting to be rational in predicting to interview the professions with the skills they must possess.

    Regulatory...

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