Impact of high-performance work practices in human resource management of health dispensaries in Qassim Region, Kingdom of Saudi Arabia, towards organizational resilience and productivity

Abstract

PurposeThe purpose of this study is to explore the effect of adopting categories of high-performance work practices (HPWPs) in human resource management (HRM) in some health dispensaries in the context of the Kingdom of Saudi Arabia. It examines their impact on specific performance areas that can be measured in line with defined performance measurement criteria by adopting the approach of best practices that covers a wide range of departments, levels and processes, including those that reflect the HRM strategy's effectiveness.Design/methodology/approachThe study employed descriptive-exploratory research design which explores the effect of adopting categories of HPWPs in HRM in some health dispensaries in the context of the Kingdom of Saudi Arabia.FindingsThis study's findings also point to inefficient practices in uplifting organizational performance levels, such as performance-related compensation and information exchange. HPWPs contribute in achieving the institutions' goals in the employees' performance improvement their productivity in health dispensaries improvement of institutional characteristics and performance. HPWPs led to the improvement in the elements of performance, remarkable of which are: improvement in innovation level and creativity; management level improvement due to the compatibility of human resources (HR) practices with the employees' qualifications and experiences; support of the administration to these practices, individual and institutional goal achievement.Research limitations/implicationsThe drawback of this analysis is that HR drivers have been listed for healthcare in Saudi Arabia. There will also be extra drivers or potential examinations. The research used expert opinions; they could modify their views in the future. Such work primarily relates to Saudi Arabia and requires validation in specific contexts. There are prospects for more research in the future, as this analysis should be used. This offers the partnership pattern for HR drivers in healthcare in Saudi Arabia.Practical implicationsThe study presents practical implications to HRM of health services in Saudi Arabia. This may help to improve healthcare programme in Saudi Arabia and transforming it into a comprehensive healthcare network through which the country offers quality health coverage across various government departments. The private sector's involvement in providing healthcare services is also growing but is hampered by many HR-related concerns.Social implicationsWith this study, it offers to improve the health services of Saudi Arabia for social development with regards to HRM practices. In which efficiency in healthcare ensures that the patient wants treatment in an inexpensive, secure, efficient manner because it needs it. HPWPs in HRM are examined in this research paper.Originality/valueDespite the magnitude of the health dispensaries in the Kingdom of Saudi Arabia, and the geographical expanse, it covers in rendering its practical and medical services, there is an apparent lack of full grasp on the part of managers concerning the potential role that HPHWs can play a major role in contributing to the development of health services across the board; in addition to the fact that some institutions are not desirous of changing the framework and operations of their HRM amongst healthcare institutions in Saudi Arabia.

Public healthcare in Pakistan: a people management solution?

“…Third, in relation to HPWS, the extant literature proposes that they are successful due to the nature of the 'bundles of practices' working together, driving toward the same goals and rewarding the 'right' attitudes and behaviours (Al-Taweel 2021;Messersmith et al 2011;Takeuchi and Takeuchi 2013). Unfortunately, in our study, the lack of a professionalised, decentralised HRM structure led to a lack of clarity of roles and responsibilities, the conflict between teams and professionals, a lack of autonomy over decisionmaking and unlinked rewards and punishments.…”

“…Third, in relation to HPWS, the extant literature proposes that they are successful due to the nature of the ‘bundles of practices’ working together, driving toward the same goals and rewarding the ‘right’ attitudes and behaviours (Al‐Taweel 2021; Messersmith et al. 2011; Takeuchi and Takeuchi 2013).…”

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“…The level of human resource management has a certain impact on the core competitiveness of an enterprise, and a good human resource management scheme plays a vital role in the decision-making of an enterprise [1]. Therefore, it is of practical significance to evaluate the performance level of human resource management.…”