Ahmad Karim Dad Karam, Mohd Shukri Ab Yazid, Ali Khatibi, S. M. Ferdous Azam


In current time, business environment is far away from being static since it is continuously going through and experiencing changing situations. Therefore, a company needs to perform multiple tasks to produce the products or services they offer. This cannot be performed by one individual. Therefore, the entire operation depends on the combination of right people with the right qualification to do the job well. Hence, the main objective of this study was to investigate the dimensions of HRM in the UAE aluminium industry context. A self-administered questionnaire was developed basing on the literature review. A random sampling method was used to select the samples for this study. All the questions were tested for reliability, validity and unidimensionality through confirmatory factor analysis. Finally, SEM analysis was carried out to test the proposed model for HRM. This study proposed five sub-constructs for HRM. All the constructs were extracted based on the literature review those were found most suitable for the Saudi aluminium industry. These elements will help to better understanding the linkage between HRM and its sub constructs in the Saudi Arabian aluminium industry context. Identifying the definite mechanisms is crucial to understand the relationship between HRM practices and organisational success. This is due to the fact that business strategies are defined in line with the organisational goals and objectives Therefore, a proper HRM policies need to identify which will lead any organisations towards success.


HR strategy, employee retention, employee assessment, employee management, HR developments

Full Text:



Alagaraja, M. (2013). HRD and HRM Perspectives on Organisational Performance: A Review of Literature. Human Resource Development Review, 12(2), 117-143.

Bashir, S., & Khattak, H. R. (2008). Impact of selected HR practices on perceived employee performance: a study of Public Sector Employees in Pakistan. European Journal of Social Sciences, 5(4), 243-252

Boselie, P., Brewster, C., & Paauwe, J. (2009). In search of balance-managing the dualities of HRM: An overview of the issues. Personnnel Review, 38(5), 461-471.

Boxall, P. & Purcell, P. (2008).Strategy and human resource management. (2nded.). Basingstoke: Palgrave Macmillan.

Boxall, P., & Macky, K. (2014). High-involvement work processes, work intensification and employee well-being. Work Employment & Society, June 12. doi: 10.1177/0950017013512714.

Cadwallader, S., Jarvis, C. B., Bitner, J. M., & Ostrom, A. L. (2010).Frontline employee motivation to participate in service innovation implementation. Journal of the Academy of Marketing Science, 3(5), 219-239.

Cania, L. (2014). The Impact of Strategic Human Resource Management on Organizational Performance.Economia.Seria Management, 17(2), 373-383.

Cassoni, A., & Labadie, G. J. (2013).The Impact of HRM Practices on Organizational Performance: A General Model and a Test for Uruguay. Paper presented at the annual meeting of the BALAS Annual Conference, 20-22 March, Universidad ESAN, Lima, Peru.

Cheng, P. L., & Robertson, W. R. (2006). Not for Bread Alone—Motivation among Hospital Employees in Singapore. Public Organization Review, 6, 155-166.

Cokins, G. (2009).Performance Management: Integrating Strategy Execution, Methodologies, Risk, and Analytics. New York: John Wiley and Sons, Inc.

Dave, U., & Wayne, B. (2005).HRM value of proposition. Boston: Harvard Business School.

Dearden, L., Reed, H., & Van Reenen, J. (2006). The Impact of Training on Productivity and Wages: Evidence from British Panel Data. Oxford Bulletin of Economics and Statistics 68(4), 397-421.

Deb, T. (2006).Strategic Approach to Human Resource Management: Concept, Tools & Application. New Delhi: Atlantic Publishers & Distributors.

Gardner, T. M., & Wright, P. M. (2009). Implicit human resource management theory: A potential threat to the internal validity of human resource practice measures. International Journal of Human Resource Management, 20(1), 57-74.

Glaister, A. J., Aydin, G. K., Demirbag, M., & Tatoglu, E. (2017). HRM and Performance – The Role of Talent Management as a Transmission Mechanism in an Emerging Market Context. Human Resource Management Journal (In Press). Available at:

Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010).Multivariate Data Analysis: A Global Perspective (7th Global ed.). Upper Saddle River: Pearson Prentice-Hall.

Hassan, A. (2007). Human resource development and organizational values. Journal of European Industrial Training, 31(6), 435-448.

Huselid, M. A. (2011). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38(3), 635-672.

Hutzschenreuter, J. (2009). Management Control in Small and Medium-Sized Enterprises: Indirect Control Forms, Control Combinations and their Effect on Company Performance. Google eBook: Springer Science & Business Media.

Katou, A. A. (2008). Measuring the impact of HRM on organisational performance. Journal of Industrial Engineering and Management, 01(02), 119-142.

Lin, C. Y. Y., & Chen, M. Y. C. (2007). Does innovation lead to performance? An empirical study of SMEs in Taiwan. Management Research News, 30(2), 115-132.

Longenecker, C. O., & Fink, L. S. (2012).Breaching the barriers to creating human-resource management value: an executives’ guide. Effective Executive Journal, 15(2), 39-52.

Maloney, W. F. (1997). Strategic planning for human resource management in construction. Journal of Management in Engineering, 13(3), 49-56.

Mittelman, W. (1991). Maslow’s study of self-actualization: A reinterpretation. Journal of Humanistic Psychology, 31(1), 114–135.

Mohamad, A. A., & Lo, M. C. (2009).Human resource Practice and Organizational Performance. Incentives as Moderator. Journal of Academic Research in Economics, 1(2), 229-244.

Nankervis, A. R., Compton, R. L., & McCarthy, T. E. (1999).Strategic Human Resource Management (3rd Ed.). Melbourne: Nelson ITP.

Nishii, L. & Wright, P. (2008). Variability within Organisations: Implications for strategic human resource management. In D.B. Smith (Ed.).The people make the place: Dynamic linkages between individuals and Organisations (pp. 225-248). New York: Taylor and Francis Group.

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2010).Human resource Management: Gaining a competitive Advantage (7thed.). New York: McGraw-Hill/Irwin.

Paauwe, J. (2009). HRM and performance: Achievements, methodological issues and prospects. Journal of Management Studies, 46(1), 129-155.

Raj, A. B. V., & Kothai, P. S. (2014).Study on the Impact of Human Resource Management Practices in Construction Industry. The International Journal of Management, 3(1), 1-22.

Rhee, J., Zhao, X., & Kim, C. (2014). Effects of HRM Practices on Chinese Firms’ Organizational Performance: The Moderating Effect of CEO Support. Asian Social Science, 10(13), 210-221.

Sheehan, M. (2014). Human resource management and performance: Evidence from small and medium-sized firms. International Small Business Journal, 32(5), 545-570.

Silva, L. M. E. (2014). The State, Unions, and Work ReOrganisation: Lessons from Today’s Brazil. Latin American Perspectives, 41, 22-41.

Vermeeren, B., Steijn, B., Tummers, L., Lankhaar, M., Poerstamper, R. –J., &van Beek, S. (2014). HRM and its effect on employee, organizational and financial outcomes in health care organizations. Human Resources for Health, 12, 1-9.Doi: 10.1186/1478-4491-12-35.

Wood, S. (2009). HRM and Organisational performance. In D.G. Collings & G. Wood (Eds.), Human Resource Management: A critical approach (pp. 55-74). London: Routledge Tayor& Francis Group.

Yeung, A.K., & Berman, B. (1997). Adding value through human resources: reorienting human resource measurement to drive business performance. Human Resource Management, 26(3), 321-335.

Youndt, M. A., Snell, S. A., Dean, J. W., & Lepak, D. P. (1996).Human resource management, manufacturing strategy, and firm performance. Academy of Management Journal, 39(4), 33-42.

Zhu, C. J., Thomson, S. B., & De Cieri, H. (2008). A retrospective and prospective analysis of HRM research in Chinese firms: implications and directions for future study. Human Resource Management, 47, 133-156.


  • There are currently no refbacks.





Copyright © 2015-2017. European Journal Of Human Resource Management Studies (ISSN 2601-1972) is a registered trademark. All rights reserved.

This journal is a serial publication uniquely identified by an International Standard Serial Number (ISSN) serial number certificate issued by Romanian National Library (Biblioteca Nationala a Romaniei). All the research works are uniquely identified by a CrossRef DOI digital object identifier supplied by indexing and repository platforms.

All the research works published on this journal are meeting the Open Access Publishing requirements and can be freely accessed, shared, modified, distributed and used in educational, commercial and non-commercial purposes under a Creative Commons Attribution 4.0 International License (CC BY 4.0).


Hit counter