Employee Motivation and Performance Appraisals: A Case Study of a Leading Saudi Telecom Company

1. Introduction:

The project observes the efficiency of Performance Appraisal in inspiring employees in the Saudi place of work, use the Saudi Telecoms Company (STC) as a case. The project expands this study into added research viewpoint within the circumstance of situation by compare the point of view of employees and executive.

1.1 Aim of the Research Work       

The aim of the plan is to study the efficacy and function of performance appraisal in rising motivated and dedicated employees in Saudi Telecoms Company.

1.2 Objectives of the Research Work

The present revise has been assumed to follow the following wide objectives:

• To review the awareness of employees towards HR perform in private sector telecom association of Saudi Arabia.
• To revise the employee concert in the chosen in private sector telecom association of Saudi Arabia
• To inspect the contact of HR practices on employees’ performance in private sector telecom association of Saudi Arabia

1.3 Hypothesis

H0: The effectual use of essential human resource development guide to high level of employee’s presentation.

H1: Training and Development lead to a high level of performance

2. Literature Review:

2.1 Introduction:

Human resource development is the procedure of raising the human resource operational in an organization by modernizing their information and improving their skill, approach and awareness in organize to meet out the altering trend of the globalised financial system and also to exploit that expansion for the accomplishment of the organizational objective (Vnoučková and Klupáková, 2013).

2.1 Research Gap:

The previous appraisal of literature evidently bring into illumination that a amount of study have been put onward by numerous author concerning the Human Resource Development practices at diverse levels of administration in organizations and to worth the meaning of human resource amongst other income of production. HRD environment and wide-ranging practice of HRD had been calculated in dissimilar industry in dissimilar district, area around the world but no learns has been demeanor in private sector telecom business in Saudi Arabia. Furthermore, no research document has ever been seen on the HRD practices in Mobile. (Pershing, 2015).

2.2 Chapter Summary:

At the end of this chapter, researcher describe about the research gap in Saudi Telecom Company while doing performance appraisal and employee motivation in the organization. Also, describe about the process of human resources development (Korzynski, 2013).

3. Research Methodology:

3.1 Research Design

The research is a procedure of refill human experience for individual personified in the supply of information. The current study is evocative in nature consequently; the work is mainly base upon primary data (Žaptorius, 2013). Data has been composed with the assist of a survey questionnaire in English with Arabic base on the strategy of the representation questionnaire industrial (Joseph LePla, 2013).

3.2 Research Philosophy

In this, the investigator first and primary pay attention on the positivism fraction, and the description focus on the presentation and inspection of the two innermost problems, while motivating employee towards their work. The organizations should aim their strategy, approach and organizational concord that give freedom to the employee to work well (Bishka, 2015).

3.3 Data Collection Method:

The Researcher manages the questionnaire separately to all respondents of the study. The investigator work out care and direct to assurance all questionnaire query to the respondents were recognized and accomplish the favorite respond by uphold a record of questionnaires, which were drive, and recognized (Graves, 2015).

3.4 Sample size:

The sample for this study consists of most important Telecom business of Saudi Arabia i.e. Mobile. HR manager, administrative and management connected officer are incorporated in the sample for this study. Simple random sampling has been exploiting in organize to circumvent any biasness. A total of 150 workers from the business were strained but for the only 85 were complete to pertain the test.

3.5 Research Ethics:

Ethics unease moral principles and how people invented to perform themselves in social relationships. The Researcher endeavored to high view apparition of the respondents and the knowledge was on a unpaid basis.

3.6 Limitation:

Although the serious effort made by the researchers to draw out all necessary information on HRD practices in private sector telecom operator in Saudi Arabia, it is focus to convinced limitations payable to the information that the data is base on individual view, which might bring in some favoritism.

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References

Bishka, A. (2015). Soldering Motivation to Performance and Productivity. Perf. Improv., 54(5), pp.2-4.

Graves, R. (2015). Employing Incentive Programs to Close Performance Gaps. Perf. Improv., 54(5), pp.38-43.

Joseph LePla, F. (2013). The Impact of Internal Branding on Employee Motivation and Competitive Advantage. Employment Relations Today, 40(1), pp.19-24.

Korzynski, P. (2013). Employee motivation in new working environment. International Journal of Academic Research, 5(5), pp.184-188.

Pershing, J. (2015). The Past and the Future. Perf. Improv., 54(2), pp.2-5.

Vnoučková, L. and Klupáková, H. (2013). Impact of motivation principles on employee turnover.Ekonomická revue - Central European Review of Economic Issues, 16(2), pp.79-92.

Žaptorius, J. (2013). Applying the Priority Distribution Method for Employee Motivation. Business, Management and Education, 11(2), pp.256-280.