Study of Employee perception of HRM in Seha Essay Example

of this survey:

To conduct a root cause analysis (RCA) for the underlying issues in the areas being considered. To provide an action plan that includes practical steps for the company to improve employees' perceptions of the governing HR policy and process.

This research provides a methodological analysis for HR direction on how to break up prevailing generic stereotype perception of HR practices.

1.5 Scope of the survey:

The project aims to outline an approach to HR practices, policies manual, and actual performance in the HR unit at the Al Gharbia Hospitals, which is affiliated with Abu Dhabi Health Services Company. Therefore, this study may be applicable to this specific organization or similar organizations in the same environment.

1.6 Significance of the survey:

The Al Gharbia Region is experiencing rapid growth both economically and demographically, with an emerging population.

The HR concern of promoting the local workforce in the region requires continuous effort to support future growth and development. Through this research, we aim to encourage ongoing dialogue and discussion while informing evidence-based HR practices. Human resource policies hold significance as they affect employee satisfaction and responsiveness within the organization. This understanding helps employers comprehend their employees better and implement satisfaction requirements, potentially increasing productivity. Additionally, this study benefits employees by enabling them to assess their communication abilities.

It will also detect the light on the weaknesses areas. Additionally, it will provide good reputation and relationship that will lead to happiness and satisfaction which may result in increasing competitive factors with their co-workers.

1.7 Limitation of the study:

This study is limited to a localized research based on the current patterns of a local

HR Department. International aspects are not considered unless there exists a similar organization in the same environment and following similar patterns.

2.1 LITERATURE REVIEW

In this study, we will focus on human resources policies and their impact on employers and employees. While extensive research is available on this subject, not all of it needs to be included as there is an abundance of information and data.

In our research, we will examine SEHA Company as a case study. Our objective is to conduct a comprehensive analysis of the perception of human resource policies among SEHA company employees. The aim of the literature review is to establish a theoretical framework that will assist in the development of our research.

2.2 Definition of Human Resources Management

This section provides a clear definition of Human Resources Management, which is viewed as a strategic approach to managing people, workplace culture, and the environment. It encompasses various aspects such as employee compensation, hiring, performance evaluation and management, organizational development, safety, health, benefits, employee motivation, communication, administration, and training.

Human Resources Management involves managing people through creative and innovative approaches. It focuses on maintaining a good relationship between employers and employees and provides guidance for the organization's workforce.

2.3 Role of Policies in Human Resources Management

The second point highlights the role of policies in Human Resources Management. Policies serve as a system within the organization to support administrative functions like recruitment, hiring, training, career development, and performance assessment.

HR policies provide the organization with an opportunity to handle risk by conducting evaluation and staying updated with employment standards and legislation. Therefore, policies are frameworks that can benefit all organizational levels by aligning policy with organizational vision, strategy, mission, and

objectives. Considered as guidelines, HR policies can also be very effective in supporting and fostering the desired organizational culture. For example, recruitment and retention policies may outline how the organization values a flexible workforce, and compensation policies may support this by offering various pay options where employees can choose to take extra vacation days per year.

2.4 Resources

Our research will include the following resources: Internet Questionnaire as the primary data.

2.5 Overview of SEHA Organization in focus

The Abu Dhabi Health Services Company (SEHA) was established on 29th December 2007 and is owned by the Government of Abu Dhabi. SEHA's objective is to maintain healthcare facilities locally as well as in the world.

SEHA's vision is to maintain consistent healthcare standards within their community and the surrounding region, while also establishing a strong reputation as a provider of quality services in the healthcare industry. Their mission is to offer superior yet affordable healthcare facility services in order to uphold a prominent position. SEHA's strategic objectives include providing high-quality services to healthcare facilities, conducting research and development for extensive information on enhancing healthcare services, attracting employees to join SEHA, establishing partnerships with various stakeholders to attract investment opportunities from both local and global sources, and implementing competitive initiatives that prioritize effective and efficient delivery of healthcare.

The purpose of this survey is to provide criteria for wellness attention in the universe category, specifically targeting Emiratization enterprises. The goal is to engage qualified individuals and ensure the delivery of healthcare services while building trust relationships with patients. The research design includes a wide range of variables aimed at understanding the impact of HR policies and practices on employee engagement and performance at

work. These variables were chosen based on a thorough review of relevant literature and culture. The research design encompasses five dimensions, one of which is Orientation to Self. This dimension focuses on the adaptability of HR policies and practices to incorporate employees' personal qualities and psychological strengths, such as teamwork, goal-setting, and individual pro-activity.

The text below provides a comprehensive evaluation of literature that establishes a clear connection between personal strengths and attributes, resulting in improved performance, increased engagement at work, enhanced meaning in work, ability to handle stressful situations, improved health, and so on. The Orientation to Work dimension inquires about employee attitudes and preferences towards work, investigating the relative importance and satisfaction of various HR drivers at work. It also explores how employees perceive their work, derive pride and meaning from it, and more. The Orientation to Others dimension focuses on HR policies and practices that promote positive relationships and attitudes towards others at work, including colleagues, managers, leaders, customers, etc.

It also investigates aspects such as tolerance to diversity. Work Environment: This dimension aims to understand the current work environment and levels of satisfaction with it - in terms of work culture, organizational structure, physical work environment, etc., considering the implemented HR activities. Identity: The final dimension aims to understand how other factors like family, work identity, cultural identity, etc., impact perceptions and decisions related to work. The Research design examines five broad dimensions and a total of 23 drivers or variables:

Five Broad Dimensions:

23 Overall Drivers

Identity

Job Description Organizational Chart Reports to management Recruitment Agencies Code of Conduct Satisfaction Survey Attendance

Monitor Employee Feedback HR Procedure Manual Employee Remuneration Employee Handbook Exist Surveys Fairness at work Orientation Program Learning and Development Forces Records Manpower Planning Tolerance to diversity Sequence Planning Senior management visits Self efficiency Level of trust Optimism

3.2 Questionnaire:

Your perception of the HR Policies - AGH The following Statements are evaluated on an Agree/Disagree scale of 1 to 5, where 1 = "strongly disagree" and 5 = "strongly agree".

Please read each statement in its entirety and select the box that matches your feelings about the statement. Please consider your personal opinion rather than the overall or perceived sentiment. If a statement does not apply to your situation, please leave the evaluation area blank. Have you ever received a staff satisfaction survey? Did you receive an employee handbook when you joined the organization? Personal records are easily accessible. Overall, are you satisfied with your job? The organizational chart is well-designed and publicly circulated.

The HR department is interested in the reasons for terminating employees and they conduct interviews to determine the optimal size of my team. The reporting structure is efficient and well-defined, making it easy to report complaints to HR. There is no bias or discrimination within the organization, and my colleagues are friendly and supportive. The organization is dedicated to delivering high-quality services for employees and has a clear policy for assigning authority/responsibility. New hires receive equal orientation, including a profile and code of conduct. I am adequately compensated for my work, and my job offers opportunities for skill development.

The survey has been split into 5 wide dimensions or countries of focal point viz. Orientation to Self, Orientation to Work,

Orientation to Others, Work Environment and Identity.

3.3 Over All Survey Coverage:

Determine Sample Size

Population: Sample size needed: Coming back to the HR Department we could acquire the undermentioned information as per Mr. Saif Bakhet Al Marar who occupies the caput of personal subdivision. Mr.

After conducting a thorough analysis of his history on the ERP System/Oracle, Saif provided advice to his followers. We currently have several active assignments that are benefiting from the services of the Human Resources Department. These assignments can be classified as follows: based on gender, we are targeting a distribution of 60% female and 40% male. In addition to conducting interviews with employees, we will also be utilizing the study technique to gain further insight. This approach will enable us to achieve two positions in our research.

3.4 Suggested Questions for the Interview Technique:

The Human Resources section currently lacks a Strategic Plan, which is necessary for setting department objectives, priorities, goals, and timelines for achieving these aims.

Do you have job descriptions for all available positions within your organization? Do you have a formal process that requires HR reports to be submitted to senior management periodically for their review and monitoring? Is there a formal mechanism in place to obtain feedback from employees regarding the quality of HR services and the working environment in the Facility? Do you conduct exit interviews for resigned staff members? Do you review attendance records regularly and promptly? Are there organizational charts at the department level? Is there a formal orientation program for new employees? Is there a written procedures manual for the operations of the HR function? Is there an employee's handbook that serves as a quick reference guide

for staff-related HR policies? Is there a system in place to monitor the performance of recruiting agencies? Is there a documented, finalized Code of Conduct for employees? Is there manpower planning in place? How do you maintain employees' records? Are there any documented and approved succession plans for key positions within the organization? How do you conduct staff wage reviews?