Human Resource Management Strategies Analysis: Saudi Telecom Company

This report provides an analysis of the human resource management (HRM) strategies implemented by the Saudi Telecom Company. The analysis is based on a visit and interview conducted at the company, focusing on the online-based strategies utilized by the HR department. Key strategies discussed include online employee selection, recruitment, and training, highlighting their advantages such as efficiency and time-effectiveness. The report also identifies weaknesses in the online strategy, such as signal failures and the need for specialized skills. The role of the Society for Human Resource Management (SHRM) is examined in relation to the company's goals. Finally, the impact of globalization and technological advancements on the company's strategic management, particularly in adopting online platforms, is considered.

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Human resource management strategies
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Human resource management strategies
This analysis is based on the Saudi Telecom Company in Saudi Arabia that offers
telecommunication services. I visited the company and conducted a short interview on various
management strategies and majorly on the human resource sector. Some of the roles of the HR
strategies being implemented in this company currently include the online selection of the
employees based on their area of specialization. This is one of the HR strategies role
implemented in this company currently because the HR are trained on how to offer the
assessment of the various employees based on their capacity and specialization.
The other HR role implemented in this company currently is the online based employees’
recruitment strategy. From the interview results I collected from the company, I found that the
company is offering the online assessment test to avoid the congestion of the applicants in the
company. The company has come up with an online assessment test timed 20 minutea in which
the applicants for any job position should pass a minimum pass mark of 80% (Rose & Kumar,
2016). I found this to be the best role of HR strategies currently to avoid congestion in the
company during recruitment process.
The other role of the HR strategies currently implemented in the company is the online
training of the employees by HR. Online training is currently implemented as the role of the HR
to make sure they reach the employees and all other staffs of the company effectively and easily
any time anywhere.

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Based on the HR strategy content approach, the actual strategies adopted by the Saudi
Telecom Company involve online interaction strategies. These are current strategies adopted by
the company to make sure that they minimize the personal and manual way of doing their things
in the company.
The company has adopted the culture of using the online-based means of conducting its
activities right from recruiting its employees to training programs.
Based on HR strategy implementation, the online-based strategy is enacted practically by
first implementing the current technology to make sure that the activities are carried out
effectively. This is done by creating online websites that will offer the online strategies
implemented by the company.
In the HR strategy process approach, the HR strategy is developed by offering training on
how they would conduct their implimented online based strategies through desining company
websites for every new implimented activity like training program. The company has outsourced
the external experts to offer practical training on how HR will offer online-based services. The
company is trying to make the duty of the HR simple and offered online to avoid many
inconveniences. The world is competitive and full of technology competition, the company has
opted to make sure that everything is done online especially the role of the HR be done via
online-based programs.
I have chosen to focus on the online-based strategy of doing things in the Saudi Telecom
Company. The company seems to be more interested in making things work through an online
platform to make it easier and effective. This online-based strategy is advantageous for the
company as it has made the work easier and reduced the issues of the congestion especially

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during the recruitments and training sessions in the company. It is one of the time effective
strategies as the HR get in touch with the group of the people of interest by just a click of the
button (Baker & Feldman, 2017). The weakness within online based strategy implemented in the
company is signal failure especially during the recruitment and training session. This can lead to
a lot of the inconveniences keeping in mind that some of the online-based sessions are timed and
time may elapse when signals fail. The other weakness of this strategy is that it requires a lot of
skills investments. For a better understanding of the online-based strategies, outsources experts
needed to be hired to train the HR on how things are done online.
The SHRM is a professional human resources association that plays a major role in the
achievement of the Saudi Telecom Company goals and objectives by promoting the role of HR
as a profession. It offers training sessions to HR, offering them certificates based on their
specialization.
In my opinion, SHRM globally on the basis of the strategies of the Saudi Telecom
Company is an important association as it offers the professional development demands of the
HR personnel. Moreover, I think changes in SHRM would involve the legislative interest of the
HR profession to advance their roles.
Finally, globalization and changes have contributed much to strategic management in the
Saudi Telecom Company in general (Caligiuri & Stroh, 2015). Through globalization
development, the company has been able to acquire new strategies technology-based to carry out
its activities such as online platforms and websites acting as interconnectors between them and
their participants Festing, 2017).

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References
Baker III, H. E., & Feldman, D. C. (2017). Linking organizational socialization tactics with
corporate human resource management strategies. Human Resource Management
Review, 1(3), 193-202.
Caligiuri, P. M., & Stroh, L. K. (2015). Multinational corporation management strategies and
international human resources practices: bringing IHRM to the bottom line. International
Journal of Human Resource Management, 6(3), 494-507.
Festing, M. (2017). International human resource management strategies in multinational
corporations: Theoretical assumptions and empirical evidence from German firms. MIR:
Management International Review, 43-63.
Rose, R. C., & Kumar, N. (2016). The influence of organizational and human resource
management strategies on performance. Performance improvement, 45(4), 18-24.