Saudi Cultural Missions Theses & Dissertations
Permanent URI for this communityhttps://drepo.sdl.edu.sa/handle/20.500.14154/10
Browse
3 results
Search Results
Item Restricted How could HR practices be implemented in recruitment and selection to enable best practices towards diversity in organisations in Saudi Arabia?(Swansea University, 2024) Albalawi, Mohammed; Pritchard, KatrinaThis study explores the role of human resource (HR) practices in recruitment and selection to maximise diversity, including gender diversity, in organisations with a specific focus on Saudi Arabia. The research highlights the importance of diversity in enhancing innovation, creativity and organisational performance. It examines the formats in which cultural, legal, and organisational challenges impact the implementation of diversity strategies in the recruitment process. Drawing on theories such as Institutional Theory, Human Resource Management (HRM) Theory, and Diversity Management Theory, the research identifies the benefits of diverse workforces and the barriers posed by deeprooted cultural norms (e.g., gender roles and tribal affiliations). Through following systematic literature review methodology, this research included 60 studies. Key findings suggest that diversity promotes creativity and better decision-making; nevertheless, it indicated that achieving it in Saudi organisations requires overcoming societal bias and adapting global diversity practices to the local context. Moreover, the study explores the tension between merit-based and diversity-based recruitment, which has emphasised the need for HR managers to find a balance between fairness and inclusivity. Recommendations include adopting blind recruitment practices, creating inclusive job descriptions, providing diversity training for HR professionals and implementing targeted recruitment strategies. The research contributes to the existing literature by addressing the limited studies on diversity in recruitment and selection in Saudi Arabia, mainly in non-Western contexts. It identifies gaps in current practices and suggests areas for future research, like the exploration of other dimensions of diversity, as is the case in disability and age and the role of leadership in promoting inclusive HR practices. Thus, this study provides thoughts into the ways through which organisations could embrace recruitment and selection processes with diversity goals to create inclusive workplaces in Saudi Arabia.13 0Item Restricted The Role of Artificial Intelligence in Personalising the Recruitment Process in Saudi Arabia: A Systematic Literature Review(Swansea University, 2024-09-29) Alotaibi, Mohammed; Balaussa, ShaimakhanovaArtificial intelligence (AI) has revolutionised various industry sectors, including human re- sources (HR),by enhancing decision-making, automating tasks, and improving efficiency. In the Kingdom of Saudi Arabia, the adoption of AI in HR is increasing, particularly in recruitment processes. This study explores how AI is transforming recruitment in Saudi Arabian organisations, highlighting the benefits and challenges associated with its im- plementation. AI-driven recruitment tools can streamline candidate screening, improve decision-making by analysing large datasets, and enhance the overall candidate experi- ence through personalisation. However, the study also identifies significant challenges, such as the need for AI systems to align with local cultural norms, legal requirements, and data privacy regulations. Moreover, the limited availability of skilled professionals to manage AI technologies and concerns about bias in AI-driven decisions are notable barriers. The research emphasises the importance of understanding employees’ and HR professionals’ perceptions of AI, particularly in terms of trust, acceptance, and effec- tiveness. By applying frameworks such as the technology acceptance model (TAM) and employee engagement theory, this study aims to assess AI’s impact on recruitment, fo- cusing on personalised onboarding experiences and strategic workforce planning in Saudi Arabia. The findings suggest that despite existing challenges, AI holds significant po- tential to optimise HR operations and contribute to organisational success, aligning with Saudi Arabia’s Vision 2030 goals. Future research should address the ethical implications, long-term impacts, and cultural adaptations necessary for successful AI integration in re- cruitment.By bridging these gaps, AI can play a pivotal role in modernising recruitment practices, enhancing efficiency, and driving competitive advantage in the evolving Saudi employment market.32 0Item Restricted Innovation Leadership and Employee Behaviours in Nurse Recruitment in Saudi Arabian Hospitals: A Qualitative Study(Mohammed Bindayel, 2022-11-24) Bindayel, Mohammed; Kelly, Daniel; Bennett, ClareNursing shortages are a global issue, and Saudi Arabia is no exception as attracting and retaining nurses have become increasingly difficult for Saudi hospitals. As only a few studies have explored innovation as a solution to resolving nursing shortages, this study therefore aims to explore the factors which impact innovative practices in nursing recruitment in the Saudi healthcare system. It does so from the perspective of Saudi staff, inclusive of both managers as well as those they manage. The study has four objectives: to understand the effects of culture on leadership and staff innovation; to explore how leadership practices shape innovation; to understand the concept of innovation from the perspective of Saudi staff; and to identify and overcome barriers to innovation practices in the recruitment and nursing staff. The study employed a qualitative research design using semi-structured interviews, and included a sample of 20 managers and staff in total. The sample was drawn from two divisions at two hospitals in Saudi Arabia: recruitment management, and nursing management. Thematic analysis was used to analyse the data, and the findings indicate that there is a general lack of understanding of the concept of innovation among the staff. In addition, the results suggest that there are certain conditions which need to be met in order for innovation to be encouraged to help solve the nursing shortage problem. The findings also indicated that the characteristics of Saudi healthcare leaders, which can be described as primarily a transactional style of leadership, actually hinders innovation in nursing and recruitment departments. Moreover, this was also found to negatively impact other aspects of the work environment and staff motivation, which hinders innovation further. In relation to culture, the present study found that aspects of Saudi society such as personality, belongingness, religion, education and family can have a negative impact on innovation in terms of nurse recruitment. Finally, the present study offers a number of practical implications, and outlines several areas which future researchers may wish to address.52 0