Essays on Measuring Employee Performance - Saudi Employees Case Study

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The paper "Measuring Employee Performance - Saudi Employees " is a perfect example of a business case study. The performance of Saudi employees and expatriates can be determined by various aspects related to human resource management. Many organizations have been working towards ensuring that they retain talented expatriates and Saudi employees in their organizations. Also, the management of many organizations has been working towards ensuring that there is an improvement in the performance of the employees. The performance of the expatriates and the Saudi employees has greatly been affected by various factors in their working environment and other managerial factors especially the human resources management practices.

These human resource management practices can include management style, job characteristics, promotion opportunities, job satisfaction and level of pay (Biemann & Andresen, 2010). The management in any organization has been considered as an important aspect in making the employee performance improvement. This s because some management practices do motivate the employees while poor management practices demotivate the employees. For instance, management that ensures the motivation of the employees can easily ensure improved employee performance. Satisfaction with pay The level of remuneration offered to the expatriates, and the Saudi employees determine the level of satisfaction in their workplace.

Many organizations in Saudi Arabia have realized the role played by the level of pay on the satisfaction of the employees. It is through better pay that organizations can be in a position to retain skilled Saudi employees and expatriates. However, many organizations in Saudi Arabia have been experiencing increased employee turnover due to poor payments to employees. The pay is termed as the central connection of the relationship between an employer and the employee.

As a result of the great significance to the worker, the aspect of using pay as a lever in the process of optimizing the performance of the employees has continued to be an issue of great concern to the employer (Iqbal, 2010).

References

Biemann, T., & Andresen, M. (2010). Self-initiated foreign expatriates versus assigned expatriates: two distinct types of international careers?. Journal of Managerial Psychology, 25(4), 430-448.

Hemmasi, M., Downes, M., & Varner, I. I. (2010). An empirically-derived multidimensional measure of expatriate success: reconciling the discord. The International Journal of Human Resource Management, 21(7), 982-998.

Iqbal, A. (2010). Employee turnover: Causes, consequences and retention strategies in the Saudi organizations. The Business Review, Cambridge, 16(2), 275-281.

Moussa, M. N. (2013). Investigating the high turnover of Saudi nationals versus non-nationals in private sector companies using selected antecedents and consequences of employee engagement. International Journal of Business and Management, 8(18), 41.

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