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The Impact of Human Resources Management Practices on Institutional Performance in Jordanian Pharmaceutical Companies: Moderating Role of Talent Management
Atallah Alsharah,
Volume 34, Issue 4 (12-2023)
Abstract
In developing countries, Human Resources (HR) is considered one of the most important factors that lead to the improvement and successful organization of employee performance. Human Resources Management (HRM) practices play an effective role in this performance, as this is evident through the impact of talent management on HRM practices, which leads to increasing and improving the production process for employees and making them possess high quality. Given the importance of this topic, the current study aims to determine the impact of the moderating role of Talent Management (TM) on HRM practices, which include good training, recruitment, performance evaluation, and remuneration system, on the institutional performance (IP) of Jordanian pharmaceutical companies. The study population includes employees of 13 pharmaceutical companies listed on the Amman Stock Exchange in Jordan. A random sample of 250 employees was taken. An electronic questionnaire was sent to the employees via e-mail. The 216 valid questionnaires were found, and the response rate was 86%. Two approaches, descriptive and analytical, were used due to their suitability to the nature of this work. The results obtained indicated that there is a significant positive impact of HRM practices (recruitment, training, performance evaluation, and remuneration system) on IP in Jordanian pharmaceutical companies. In addition, it was found that there is a positive impact of the moderating role of TM on the relationship between HRM practices and IP in these companies. Our study recommends that HRM practices can be used as strategic tools to align with long-term goals, invest in high-potential employees, provide performance growth opportunities, and create a collaborative work environment.
 
The Role of Green Human Resources Management In Promoting Sustainable Development In The Jordanian Service Companies Listed on the Amman Stock Exchange
Atallah Alsharah,
Volume 35, Issue 1 (3-2024)
Abstract
Green human resources management (GHRM) represents the process of generalizing and incorporating various environmental practices in the field of HR policy and is considered one of the most important elements of supporting sustainable development. Therefore, companies today must flexibly determine pro-environmental HR practices and the extent of their impact on sustainable development. This study aimed to determine GHRM practices for Jordanian service companies listed on the Amman Stock Exchange to promote sustainable development. The study data was collected using the analytical and descriptive methodology. A random sample was selected including 383 administrative employees in 139 Jordanian service companies. Data were collected using an electronic questionnaire and analyzed using the Statistical Package for the Social Sciences (SPSS). The statistical results showed that there is a strong positive relationship to the impact of GHRM in promoting sustainable development for Jordanian service companies. Based on the results, the study recommended the necessity of service companies adopting the concept of GHRM and its impact on sustainable development. It also recommended that the organization should actively work to promote constructive transformation within societal institutions and spread knowledge and awareness related to the impact of GHRM on sustainable development and thus call for its advancement.

Future Direction Of Intelligent Human Resources Management Applications In Employee Performance Measurement And Data Analysis In The Industrial Sector In Jordan
Kafa Al Nawaiseh, Abdullah Al Khatib, Fayiz Sharari, Victor Soultanian, Al’a Jaradat,
Volume 35, Issue 2 (6-2024)
Abstract
The world today gives much importance to human resource management which is viewed as the gate towards effective performance. In this respect, the application of intelligent human resources management increases the effectiveness of HRM and brings about effective performance. Given the importance of this topic, this study sought to evaluate the future direction of intelligent human resources management applications in employee performance measurement and data analysis in the industrial sector in Jordan. It specifically evaluated the effect of intelligent human resources management applications (recruitment and talent acquisition, learning and development, benefits and incentives, workforce planning and improvement) on measuring the performance of employees and analyzing data in the Jordanian industrial sector. This research used the descriptive-inferential method (Inductive Descriptive Methodology). The population included all employees in the supervisory authorities of the 33 industrial companies listed on the ASE, while the sample includes 146 participants. This research found that human resources management applications directly affect measuring the performance of employees and analyzing data in the Jordanian industrial sector. The novelty of this research is that, unlike the previous studies like Al-Wakeel and Ibraheem (2020) and Wang (2024) that were applied to samples from different countries other than Jordan, it specifically addresses the effect of HRM practices on measuring the performance of employees and analyzing data in the Jordanian industrial sector. This research provides the Industrial Sector in Jordan with the necessary knowledge of the future directions of intelligent human management. Adopting intelligent human resource management is deemed important for the Jordanian industrial sector.  It is very important to carry out this research to highlight the effect of human resources management applications on measuring the performance of employees and analyzing data in the Jordanian industrial sector.

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