DESIGNING A MODEL FOR HUMAN RESOURCES MANAGEMENT TO REDUCE LABOR TURNOVER BY PROVIDING STRATEGIC FLEXIBILITY: AN ANALYTICAL STUDY IN THE BAGHDAD ELECTRICITY DISTRIBUTION COMPANY
Main Article Content
Abstract
This research sought to identify the level of the application of human resources management in the sites sampled by the study, to reveal the nature of the relationship between human resources management in its dimensions and the strategic flexibility of the company, and to determine the level of the influence of human resources management in reducing labor turnover in the company sampled by the study. The Baghdad Electricity Company was a study population and it was taken. The researchers used a stratified random sample of 106 from the original community. The researchers used the SPSS program to test and analyze the data. The questionnaire was adopted as a tool for collecting the data. The study reached a set of conclusions, the most important of which is that the human resources department informs about anything that happens within the company by explaining its causes, goals, and encouragement. On implementation in order to reduce the resistance to it. There are some failures of the company's senior leaders in influencing on the employees and directing their behavior towards achieving common goals and urging them to work in a team spirit and encouraging them to innovate and continuously improve, which may affect their level of performance. Meanwhile, the researchers presented a set of recommendations to the study community regarding the problems they suffer from in relation to the variables of the present study. The most important of which is continuing to empower the human resources in the General Electricity Distribution Company of Baghdad, in particular, increasing the allocations for the employees of that company to complete higher specialized studies or to participate in international training courses. It is directed towards holding seminars, conferences and other introductory contributions on the importance of environmental and social aspects and the importance of preserving the natural resources for future generations, as well as calculating the company’s work turnover rate periodically so that it is fully aware of its situation.
Article Details
This work is licensed under a Creative Commons Attribution 4.0 International License.
References
Abdul: Adhra Mohsen, (2020), The role of flexibility as a strategy in enhancing organizational performance, Journal of Economic and Administrative Sciences, Volume 24, Issue 107, p. 39.
Ahmed: Ali, (2020), The impact of factors causing job satisfaction on work turnover: Applied to workers in Yemeni banks: Master of Business Administration study, College of Administrative Sciences, Al-Andalus University.
Al Dhaheri: Hammad bin Saleh, (2021), The internal work environment and its relationship to job leakage: A master’s study in administrative sciences, Saudi Arabia.
Al-Shahbandi: Muhammad, (2022), Measuring organizational performance based on competitive intelligence and strategic flexibility in the food industry: A case study of Calais Dairy Company in Iran, Journal of Research in Marketing, 11(1). pp. 868-877.
Al-Zayadi: Sahar Abbas Hussein, (2022), The Mediating State of Strategic Flexibility in the Relationship between the Practice of Total Quality Management and Sustainable Organizational Performance, Doctorate of Philosophy in Business Administration, College of Administration and Economics, University of Karbala, p. 43.
Bandar: Fahd Muhammad, (2022), Leakage of national workers from the private sector: causes and proposed solutions: a prospective study of the opinions of those leaving work in the private sector in the city of Riyadh.
Delaney JT, Huselid MA. (2022), The impact of human resource management practices on perceptions of organizational performance. Acad Managet J. 2022;39(4):949–969.
For my sake: Ya Khaled Abdel Rahman, (2023), Human Resources Management, a Strategic Introduction, second edition, Dar Al-Wael Publishing and Distribution, Amman, Jordan, p. 50
Introduction: Kamal, (2022), Factors affecting the job leakage of doctors in Algerian public hospitals: An exploratory study of the opinions of a sample of doctors.
Kurdi, B., & Alshurideh, M. (2020). Employee retention and organizational performance: Evidence from banking industry. Management Science Letters, 10(16), 3981-3990.
Labrague, L. J., McEnroe–Petitte, D. M., Tsaras, K., Cruz, J. P., Colet, P. C., & Gloe, D. S. (2022). Organizational commitment and turnover intention among rural nurses in the Philippines: Implications for nursing management. International Journal of Nursing Sciences, 5(4), 403-408.
Seeck H, Diehl M-R. (2022) A literature review on HRM and innovation–taking stock and future directions. Int J Hum Resour Management. 2022;28(6):913–944.
Suman: Gaber Hefzy, (2023), Strategic Flexibility, Environmental Dynamism, and Innovative Performance, International Conference on Strategic Management, Procedia - Social and Behavioral Sciences, pp. 582-589.
Xiu, L., Liang, X., Chen, Z., and Xu, W. (2021). Strategic flexibility, innovative HR practices and firm performance. Personnel Review,46(7), pp.1335-1357.
Zheng C, Lamond D. (2019),A critical review of human resource management studies (1978–2007) in the People’s Republic of China. Int J Hum Resour Management. 2019;20(11):2194–2227.