The Impact of Human Resources Management Practices on Employee Performance: A Comparative Study Between Jordanian and Saudi Arabian Universities

Abstract

This study aims to determine the impact of human resources management practices on employee performance: a comparative study in Jordanian and Saudi universities. The study population consisted of 600 participants, including 300 academics from Saudi universities and 300 from Jordanian universities, representing various specializations and academic ranks. A comparative cross-sectional design was used. Research a structured questionnaire as primary data. Assembly tool, The questionnaire included approved measures to evaluate human resources management practices (recruitment, training, performance appraisal, compensation, employee development) and employee performance indicators (productivity, job satisfaction, commitment). Questionnaires the questionnaire consists of two sections: one of them focuses on evaluating implementation and evaluation. Perceived effectiveness of human resource management practices, while others evaluated employee performance measures. It aimed to measure levels of productivity, job satisfaction, and commitment among academics. The comparative analysis revealed distinct patterns in human resources management practices between Jordanian and Saudi universities. Both regions emphasized training and performance evaluation, although with different intensities. It is worth noting that Saudi universities have shown a stronger focus on compensation strategies. The study found significant correlations between HRM practices and employee performance measures in both contexts. Training programs showed a significant positive correlation with productivity and job satisfaction in Jordanian universities, while compensation showed a more clear impact on productivity in Saudi universities. Recommendations were made to develop customized human resource management strategies taking into account the cultural nuances in each region. Strengthening training initiatives: Strengthening training programs to improve productivity and job satisfaction among academics. Emphasis on compensation policies: Greater emphasis on compensation strategies in Saudi universities to enhance employee productivity. Longitudinal studies: Conduct longitudinal studies to monitor the sustainable impact of human resource management practices on employee performance. Culturally Sensitive Human Resource Management, Implement culturally sensitive human resource management practices to ensure effectiveness across diverse workforce demographics.