HRM Practices and Organizational Performance in RAK:
The process of greeting newly hired workers and assisting them in adjusting to their new jobs and
working surroundings is known as induction. Starting a new job may be stressful, and new
employees require assistance in settling in. The induction program will give all relevant information
to new staff, including local welcoming events and activities.
A performance analysis of a company's performance in relation to its goals and objectives is known
as an organizational performance analysis. Financial performance, market performance, and
shareholder value performance are the three key outcomes studied inside business organizations (in
some cases, production capacity performance may be analyzed.
Organizations engage in a variety of actions in order to achieve their goals. For the company to be
successful, these repeated activities that use processes must be quantified in order to determine the
degree of performance and for management to make educated judgments on where, if necessary,
within the processes to take measures to increase performance. As a result, it is possible to assert that
the organizational goal and the idea of organizational performance are inextricably linked. As a
result, all firms are likely to use available resources to pursue specific pre-determined objectives. As
a result, in the definition of organizational performance, the two elements of the notion, namely the
organizational aim and the organizational inputs or resources, may be considered.
The fullest extent to which production operations are able to fulfill and meet the needs and
requirements of the client is referred to as effectiveness. Efficiency, on the other hand, is the process
of measuring and evaluating how an organization's resources are used efficiently to achieve its goals
through the completion of functions. Performance and the dimension of scale are quantitatively
connected, i.e., it is typically quantifiable in several dimensions. For example, the degree of
performance can be stated as a percentage or an absolute figure in a way that directors can
comprehend. According to Macleod et al., the only way to make performance objectives relevant is
to articulate them quantitatively. Furthermore, the nature and quality of an activity completed are
referred to as performance.