Evidence from United Arab Emirates universities on effective human resources policies for employee perceived performance

Abstract

The current research is to ascertain the effect of human resources (HR) policies and procedures on employees. The study is based on the quantitative method. The employees at the United Arab Emirates universities are the selected audience. Google Forms was used to disperse the survey, where 100 responses were collected in this study. The questionnaire adopted a Likert scale of seven points. Tests such as factor loading, internal consistency, Convergent Validity (AVE), Discriminant validity, Coefficient of determination (R2) and adjusted (R2), Path Coefficient (β), and t-test through ADANCO were conducted. This research shows that performance evaluation of all other variables, such as compensation, promotion practices, training and development, and employee involvement in decisions, has a really beneficial impact on PEP. The current research helps universities to plan the practices of HR and increase the PEP of their teachers. This is because it has the potential to provide professors, academic leaders, and supervisors with fresh perspectives that will aid in the spread of knowledge and the efficient operation of the academic workplace. Employee turnover in UAE government agencies is affected by management style and a lack of employee empowerment, according to the study. There were signs that workers' distaste for centralized leadership influenced their desire to remain with their current employers. Many research papers have been done on this topic in developed countries. However, none of these studies has been accomplished.