The role and contribution of Human resource management is constantly evolving and now with the epoch of globalization it calls for the integration of human resource management practices with the business strategy. This paper is an attempt to prepare a road map and model guidelines for taking HR function to its desired role of integrating with the strategies of the organisation and for this purpose the authors examines the strategic human resource management practices in the telecom industry of Kingdom of Saudi Arabia. Saudi Arabia has been chosen as the focus of study based on discussions with subject experts. The Strategic Integration is studied through various dimensions such as the level of strategic HRM alignment, training and development, career planning system and employee participation. During the research, HR Practices are reviewed and analyzed as adopted by the telecom sector, the researchers also investigate the differences in HRM practices in telecom industry in different ownership forms (Domestic vis a vis Multinational). The major constraints faced by a multinational company to operate in foreign country are also discussed.Data were obtainedthrough questionnaire survey and interviews from a sample of 121 employees including senior HR managers. The data analysis is based on statistical tools of descriptive statistics and paired sample t-test applying SPSS. The findings suggest that although a few steps have been taken by a handful of companies to improve the human resource practices but the role of SHRM still remains secondary in the country.  There is indeed a significant difference and gapin the Strategic HRM practices of domestic and the multinational telecom companies. The researchers recommend integration of HRM practices into their overall operations and strategies that lead to organizational effectiveness. The study concludes by developing a model of strategic HRM, which has prepared a set of steps focusing on Role Clarity, Role Integration and Resource Adequacy, which are based on the findings of this study.


Globalization, Integration, Kingdom of Saudi Arabia (Kingdom Of Saudi Arabia), Multinational, Strategic Human Resource Management (SHRM)

Full Text:



Abdalelah S. Saaty and M. Qureshi (2011), ‘An Empirical analysis of the human resource management activities in the retail sector: a study of Saudi Arabian companies’, Interdisciplinary journal of research in business, vol. 2, Issue.1.

Beer et al. (1984), Managing human assets, 1984, p. 25, New York: The Free Press.

Boxall, P.F. (1994), “Placing HR strategy at the heart of business success'', Personnel Management, July, pp. 32-5.

Brewster, C., and Hegewisch, A. (1994). Hunan resource management in Europe: Issues and opportunities. In C. Brewster and A. Hegewisch (eds.). Policy and practice in European human resource management: The Price Waterhouse Cranfield Survey. London: Routledge.

Budhwar.P., Yaw A.Debrah (2001), Human Resource Management in Developing Countries, Routledge.

Chang, H.H. (2005), “The influence of continuous improvement and performance factors in total quality organization”, Total Quality Management, Vol. 16 No. 3, pp. 413-37.

Colbert, B. A. (2004). ‘The Complex Resource-Based View: Implications for Theory and Practice in Strategic Human Resource Management,’ Academy of Management Review, vol. 29, no. 3, pp. 341-356.

Collins, C.J. and Clark, K.D. (2003), “Strategic human resources practices, top management team social networks, and firm performance: the role of human resource practices in creating organizational competitive advantage”, Academy of Management Journal, Vol. 46 No. 6, pp. 740-53.

David, W., Chin, H. O. and Victor, K. (2002), ‘Strategic Human Resource Management and Organizational Performance in Singapore’, Compensation and Benefits Review, 34: 33-42.

Geisler, D. (2005), “The next level in employee empowerment”, Quality Progress, Vol. 38 No. 6, pp. 48-52.

Gomez-Mejia, L., Balkin, D. B. and Cardy, R. L. (2005), Managing Human Resources, 4th Edition, Englewood Cliff, N.J: Prentice-Hall.

Hang-Yue Ngo and Lau (2008), ‘Strategic human resource management, firm performance and employee relations climate in China’, Human Resource Management, Vol. 47, No. 1, Pp. 73–90.

Hatch, N.W. and Dyer, J.H. (2004), “Human capital and learning as a source of sustainable competitive advantage”, Strategic Management Journal, Vol. 25 No. 12, pp. 1155-78.

Huang T. (1998), ‘The Strategic Level of Human Resource Management and Organizational Performance: An Empirical Investigation’, Asia Pacific Journal of Human Resources. 36(2): 59-72.

Kai, K., A., Brian, K. P. and Cherrie, J. Z. (2007), ‘The Effect of SHRM Practices on Perceived Firm Financial performance: Some Initial evidence from Australia’, Asia Pacific Journal of Human Resources, 46; 168-179.

Karami, A., Analoui, F. and Cusworth, J. (2004), “Strategic human resource management and resource-based approach: the evidence from the British manufacturing industry”, Management Research News, Vol. 27 No. 6, pp. 50-67.

Khatri, N. (1999), ‘Emerging Issues in Strategic HRM in Singapore’, International Journal of Manpower 20(8): 51–2.

Noor S. A. (2010), ‘ Human Resource Management Practices and their Impacts on Personnel's Performance in Jordanian Public Academic Libraries’, European Journal of Scientific Research. Vol 47 No. 1. Pp 118 – 121.

Nunnally, J. C. (1978), Psychometric Theory, 2nd Ed. New York: McGraw-Hill.

Pfeffer, J. (1994), Competitive Advantage through People. Boston: Harvard Business School

Richard, O. C., and N.B. Johnson, (2001), ‘Strategic Human Resource Management Effectiveness and Firm Performance’, International Journal of Human Resource Management 12 (2): 299–310.

Schuler, R., and Jackson, S. (1999), Strategic Human Resource Management, Oxford: Blackwell Publishers Ltd.

Singh, K (2004), ‘Impact of HR Practices on Perceived Firm Performance in Indian’, AsiaPacific Journal of Human Resources. 42: 301 – 317.

Takeuchi, N., Wakabayashi, M. and Chen, Z. (2003), “The strategic HRM configuration for competitive advantage: evidence from Japanese firms in China and Taiwan”, Asia Pacific Journal of Management, Vol. 20, pp. 447-80.

Walker, J. W. (1992), Human Resource Strategy, New York: McGraw-Hill.

Yasmin, R (2008), ‘A Study on the Effects of Strategic HRM Systems on Performance:The Case of Pakistani Manufacturing Companies’, Japanese Journal of Administrative Science Volume 21, No.1, 2008, 47-60.

Internet Source

Central Intelligence Agency. (2011). The world factbook. Middle East: Saudi Arabia. https://www.cia.gov/library/publications/the-world-factbook/geos/sa.html. accessed on 15/2/2014

Pakkiasamy D (2004),’ KINGDOM OF SAUDI ARABIA's Plan for Changing Its Workforce, Migration Policy Instiute.www.migrationinformation.org/Feature/display.cfm?id=264accessed on 15/2/2014

Saudization (2011), http://www.aljadaan.com/files/file/Saudizationpercent202011-Clientpercent20Briefing.pdf. accessed on 15/2/2014


  • There are currently no refbacks.