Employee Training in Saudi Arabian SME Firms Essay

Employee Training in Saudi Arabian SME Firms - Essay fontThis study is predicated on improved outcomes for employee training when executive or senior wariness show leaders through attendance at in-house training sessions. In Saudi Arabia, Bjerke and Al-Meer (1993) note that Arab employees expectations, as seen by the managers, accommo realise kind and human treatment, care, respect, control, and guidance (ibid. p.31). Further, Ali (2008) considers that this form of practical forethought is useful in motivating employees. Nevertheless, executive absence from other tasks may compromise the organisations overall efficiency, although this view is difficult to resolve, given the large number of variables involved and availability of hand-held communication devices. As this look examines the effectiveness of training programs with or without senior management participation, the objectives are therefore to consider subsequent employee attitudes and behaviours inwardly these parameter s. Further research could consider the cost of management attendance at in-house employee training courses against improved work environment. This research concerns employee training in selected small and medium sized enterprises (SMEs) in Saudi Arabia, defined as firms providing manufacturing- link up services with annual sales revenue not greater than Saudi Arabian Riyal (SAR) 25 million and not exceeding 150 full-time employees.. Saudi Arabian SMEs comprise some 55 per cent of all national industry. A preliminary survey of the literature shows that researchers have not to date focussed on the needs of this group, in particular the capacity of this sector to absorb and retain solid numbers of school leavers and graduates coming into the Saudi job market. Therefore, more vigilance is needed to investigate management and employee training for this group. For the purposes of this research, management training comprises the transfer of skills to plan, organise and lead staff to att ain organisational goals. Whilst organisational resources, systems and goals are in place, the purpose of the firm is to successfully direct its human resources towards sustainability and profit. Further, the firm must conform to Saudisation regulations which to some accomplishment direct the employment, remuneration and working conditions of Saudis. It should be noted that there are significant numbers of leaf node workers in the Saudi labour force, and as their remuneration and conditions are not as controlled by the authorities, they represent a significant competitive challenge to Saudi in the workplace/ Whilst there is significant attention placed in this study toward the training of employees, only those aspects that relate to performance enhancement, and career-building are enclosed, and operational factors related to tasks and use of technology are omitted.3. Contribution to KnowledgeThis study adds to the body