1.1 Research background
The Human Research Development fund has been entrusted with the task of being created by the esteemed leaders of Saudi Arabia. It was published in the resolution of the council of minister No. 107 of July 2020 and the Royal Decree No. 18M of August 2020 (Linkedin.com, 2021). The HRDF is focused on the resettlement of workers or jobs, basically, in the sector of private and in addition, it is also concerned with the empowerment of the national workforce of production that helps to contribute to the progress and development of the country. It also gives the funding and financial support for several institutions and projects that have the aim to train qualify and employ Saudi nationals in the sector of private. It has been found that there are approx 766 employees who are working in this government organization (Zawya.com, 2020). This organization also helps to offer essential skills and knowledge that will help to get a job to the youths of Saudi in the private sector. Apart from these, it has been also found that the execution of policies has a positive effect on the national economy of Saudi. The main motto of this research is to investigate the obstacle of initiative execution in HRDF and how to control those for the development of the organization.
1.2 Significance of the research
In present days it has been seen that the generation of youth is facing many problems while seeking jobs in Saudi Arabia. This organization gives financial support to several organizations that qualify and train the people of Saudi in the private firm. In addition to motivating and encouraging Saudis, this organization plays a vital role. It has been also seen that 30% of the payment is paid by HRDF in the private firm in the time of the first year of service (Zawya.com, 2020). So that it can be said that this research is very significant to investigate the obstacle of strategy execution in the organization and to control those obstacles for the better performance of the organization. It is important to identify obstacles due to achieve the goals of the organization. It has been found that the research will be effective for the organization. As implementation of strategy is time-consuming and more complicated, it is necessary to investigate the obstacles.
1.3 Research Rationale
As mentioned above the research has been done to investigate the obstacles during the implementation of strategy in HRDF in Saudi Arabia and in addition how to control those obstacles during the execution of strategies. Improving a plan about strategy is very significant for the success of an organization. It has been seen that HRDF plays an important role for several institutions or organizations that are providing training, essential knowledge, skills to the Saudis for doing jobs in the private sector. So it can be said that for executing strategies regarding policies in HRDF this research is very significant and there is a very need to investigate obstacles and the ways to mitigating these problems for the success of the organization. For implementing strategies in the organization, the organization is facing several problems such as ineffective training, weak strategy, lack of resources, and lack of communication. The HRDF organization wants to increase the ability of strategy execution by improving the manager’s effectiveness of strategic initiatives to realize the vision of HRDF. That is why the research is very significant at that time. The researcher has shed light upon how to execute strategies in the organization and how to mitigate the problems that could come in the path of strategy implementation (Srivastava, 2017). The researcher has also found ways of implementing strategies with the specification of HRDF in Saudi Arabia.
The aim of this research is to evaluate the ways to implement the strategies to gain success in the competitive market in the governmental organizations of the UAE.
1.5 Research Objectives
Several research objectives are present for achieving the goal such as:
- To analyze the importance of strategy implementation in government organizations.
- To critically evaluate the strategies to implement in an organization that could be effective for achieving success.
- To recognize the problems during implementing strategies in the organization.
- To recommend several actions for controlling the problems during the implementation of strategies.
1.6 Research Questions
- What is the importance of strategy implementation in government organizations?
- What strategies should be implemented in an organization that could be effective for achieving success?
- What are the problems during implementing strategies in the organization?
- What are the actions to be taken to control the issues during the implementation of the strategies?
It has been found that the Human Resource Development fund is a government organization that was set up in 2000. It also helps by providing financial support to several organizations for giving essential skills and knowledge to the Saudis who are seeking jobs in the private sector. It is very essential for an organization to take strategies and to implement those strategies in the organization which could be effective for achieving success in the organization (Garg, 2017). It has been found that HRDF also plays a vital role to motivate and encourage Saudis that will help Saudis be able to understand and do jobs in the private sector with efficiency and perfection. In addition, improving a strategic plan in an organization is very vital and a government organization must be capable of executing those strategies with efficiency for achieving the goal of the organization. It has been also found that the organization HRDF is facing problems during the implementation of those strategies. Specifically, the organization wants to increase the capability of strategy execution by improving the management effectiveness of strategic initiatives to realize the vision of HRDF. That is why this research paper has been done for investigating and understanding the obstacles of initiative execution and making a list of actions for solving the problem which is the goal of this research paper. In this part, for this topic, several objectives and questions have been made by the researcher which will help to fulfill the research topic.
2. Literature review
This literature review will overview the topic of an investigation into the definitions of strategy execution which drove the success strategy to government origination. With the help of this literature review, an individual will get the opportunity to know the present knowledge of strategy execution. Moreover, he or she will be able to identify the strategies, factors, impacts and gaps in the existing research in this literature review. In addition, the concepts of strategy execution that affect the factors of success in business has been discussed here. Additionally, the relationship between strategy execution and organizational performance will be overviewed in this literature review. Apart from these, strategies of execution, impacts, and literature gaps will also be described in this study.
2.2 Conceptual Framework
Figure. 1 Conceptual framework of strategy implementation to achieve success
(Source: Created by author)
The above figure depicts the element that affects and influences the implementation of the strategies to achieve profit. The figure has been created by the researcher in accordance to explain the conceptual framework of this study in a pictographically manner.
2.3 Concept of strategy execution
As commented by Radomska and Kozyra (2020), in order to achieve the goals of an organization, the implementation of a plan which is strategic is called strategy execution. It includes systems, daily structures and goals which are operational that establish a team for organizational success. The best strategic plan may fall down because of the proper execution of the plan. It can be said that 90% of businesses have failed to achieve their goals or objectives. The researcher believes that this is because of the gap between strategic planning and implementation. There is some strategy execution is as follows:
As opined by Olivier and Schwella (2018), in order to take competitive advantage and increase organizational productivity and growth, strategy execution is a must needed for any organization. Committed to a strategic plan describes that it is essential to give the assurance that stakeholders and decision-makers agree on the strategic plan of an organization. Commitment to a strategic plan prior to implementation ensures that all decision-makers and their teams come together for the same goal. This makes an understanding of the strategic plan in the larger perspective across the organization. Communication is important to make sure that colleagues start in the same area and stay in line as time goes on. The role faced by many organizations in implementing the strategy is that the role of the staff is not developed with the strategy in the mind (Alharthy et al., 2017). This can happen at the time when employees are hired before the strategy was created or when a role is designed in order to align a former company's strategy. Clear communication is another important role of strategy execution that motivates the employees. The process of strategy execution gives an approach that is structured in order to communicate, interpreting, managing and implementing. The objectives of the strategy execution are to give the assurance that the company focuses on developing high-quality capabilities and investing in ways that are cost-effective.
2.4 Factors that affect strategy execution
As per the statement of Yang et al., (2019), each of the companies needs to balance the complexity and sophistication of the strategy of the barriers of implementation. An exceptional strategy is needed to see a medieval strategy better implemented than a long term strategy because the company does not have the resources in order to implement that. There are a number of factors that seem to have a vital impact on the ability of the organization in order to implement. As opined by Spyropoulou et al., (2018), from the beginning, commitment has been started but that must not stop there. In order to plan to communicate and enlist staff in the program, front line supervisors and middle management must have the necessary commitment. If the middle management and front line supervisors are not committed, so is the rest of the organization. According to Diamantidis and Chatzoglou, (2019), willingness and ability to change the organization is another major factor that affects the strategy execution of an organization. Implementing strategies need some change and some organizations embrace change when others prevent drastic consequences. Moreover, the structure of an organization should be supportable so that it can support the strategy. The structure of an organization is a major important tool for strategy execution. In addition to these, there are some other factors such as; measuring the ability of progress, priority understanding, project management, innovation, culture and many more.
2.5 Evaluation of the relationship between strategy execution and organizational performance
As opined by Al Khajeh (2018), the execution of a strategy takes on the latest meaning when raised in respect of the strategy of an organization. In order to fully understand this term in strategic terms, first, have to understand what is included in successful strategic management. Actually, the management of successful strategy is associated with reaching the predetermined vision of an organization and the goals in their strategic plan. The strategic skills allow the leaders to formulate policies, set guidelines and effectively determine how resources can be effectively allocated in order to achieve the goals or objectives in larger perspectives. On the other hand, strategy execution includes strategic, practical skills to make the plan work. As commented by Yuliansyah et al., (2017), strategy execution and organizational performance are important uniquely for the leaders. Strategic thinking where the leader allows the organization to craft the future of the organization through wide-ranging decision making requires strategic expertise to implement the vision. As per the statement of de Waal and Goedegebuure (2017), a great strategic thinker can make the vision in a strategic way, understanding the goal or purpose and break it into pieces of the operation. This allows for effective measures and real estate resource allocation planning achieving the desired results. As per the statement of Gamble et al., (2019), the clear purpose of an organization can be identified by strategic planning and its implementation. Strategic execution begins with clearly defined goals related to the direction of the company.
2.6 Impacts of strategy execution on organizational performance
Designing a strategic plan is very much important in order to achieve the success of an organization. The Human Resource Development Fund of Saudi Arabia has been able to implement the strategy efficiently in order to reach the goals and objectives of performance improvement. As commented by Turel et al., (2017), the culture of the organization is a very important determinant of strategy execution in a successful manner. Basically, by the two important components, strategy execution has been dependent such as; creating and maintaining an organizational culture that accelerates and facilitates organizational change. The other component is creating personal accountability sense for ownership of strategy implementation at each level of agency. As opined by Al Khajeh (2018), creating a culture of the organization that builds flexibility and accepts and understands the responsibilities for the change of an organization. Creating an organizational culture open to change begins with a team of senior leaders who frequently and effectively communicate an organization’s strategic priorities. By executing the strategies The Saudi Human Resource Development Fund have stated that private sector initiatives have registered more than 51000 citizens under the employment subsidy initiative (Arabnews.com, 2021). As commented by Shujahat et al., (2017), in the whole industry more than one company are competing against each other for consumers by providing lesser and better products than their competitors. It also highlights how to provide services and products that fulfill the interests of those consumers whose quality and price are better than the products of the competitive brands. The competitive advantage of a company can be described when more customers have been successfully attracted, make more revenue, or pays more to its shareholders than competing companies.
2.7 Theoretical concepts of strategy execution to achieve success in government organizations
As opined by Steinbach et al., (2017), contingency theory can be applied in the execution of strategies of an organization. It suggests there is no other option to organize a corporation, make decisions and lead a company. By adding value to its services and products a firm can gain a competitive advantage. In addition, by reducing the production costs more efficiently than industry competitors a firm can gain a competitive advantage. According to Vidal et al., (2017), there are many external and internal obstacles that will change the best way to lead in a true situation. In simple words, it depends on the situation what the course of action will be. It can be said that there is a direct relationship between the characteristics of the leader and the leader’s effectiveness. Certain characteristics of leadership helped in a particular crisis and therefore a change of leadership would be required in new situations. As per this theory leadership can be described as the leader is able to recognize which style of management will help the organization. As per the statement of Kováts (2018), contingency theory has many strengths by which the basic major strength is that it supports a lot of empirical research. This theory is significant because it proves that it is reliable and based on the different tests and researches. This theory is useful for broadening our understanding of leadership as well as persuading individuals to consider the different effects of the situation on the leaders. Moreover, this theory is also beneficial because it highlights that leaders do not have to be efficient in all circumstances.
2.8 Literature gap
At the time of doing these research strategies, impacts, factors have been discussed by the authors but there are some gaps in the literature review that have been identified. There are some factors such as; commitment, progress, priority understanding, project management, innovation and culture that affects Saudi Human Resource Development that has been discussed in this study. Additionally, the affecting factors have been described in this study but not studied in-depth, such as; proper sources of executing the strategy, implementation of the strategy and many more. Moreover, while searching for data the researcher has come across some journals, articles and electronic books that were not authentic.
In order to achieve the goals of an organization, the implementation of a plan which is strategic is called strategy execution. The best strategic plan may fall down because of the proper execution of the plan. Commitment to a strategic plan prior to implementation ensures that all decision-makers and their teams come together for the same goal. The role faced by many organizations in implementing the strategy is that the role of the staff is not developed with the strategy in the mind. There are a number of factors that seem to have a vital impact on the ability of the organization in order to implement. Implementing strategies need some change and some organizations embrace change when others prevent drastic consequences. The strategic skills allow the leaders to formulate policies, set guidelines and effectively determine how resources can be effectively allocated in order to achieve the goals or objectives in larger perspectives. Strategic execution consists of practical and strategic skills to make the plan to work. The clear purpose of an organization can be identified by strategic planning and its implementation. The culture of the organization is a very important determinant of strategy execution in a successful manner. The other component is creating personal accountability sense for ownership of strategy implementation at each level of agency. The contingency theory can be applied in the execution of strategies in the Human Resource Development Fund. By applying this theory in an organization they can achieve a competitive advantage. This theory also helps to understand the role of a leader. This also helps to identify which management style will be appropriate for the organization in order to increase organizational growth and productivity. During this research, some gaps in the literature review have been identified such as; affecting factors that have not been studied in-depth, strategy implementation and not getting authentic information from the journals, articles and electronic books
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