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The Impact of Human Resource Management Practices on Organizational Learning at Jordanian Commercial Banks

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  • Islam Ibrahim Ahmad Zwateen,
  • Ali Nasser Ali Al – Tahitah,
  • Al-Baraa Abdulrahman Al-Mekhlafi
Islam Ibrahim Ahmad Zwateen
Faculty of Leadership and Management, Universiti Sains Islam Malaysia (USIM), Nilai
Ali Nasser Ali Al – Tahitah
Faculty of Leadership and Management, Universiti Sains Islam Malaysia (USIM), Nilai
Al-Baraa Abdulrahman Al-Mekhlafi
Faculty of Leadership and Management, Universiti Sains Islam Malaysia (USIM), Nilai
Published in : International Journal of Scientific Research and Management (IJSRM) , Vol. 12 No. 04 (2024)

Published 2024-04-17

Keywords

  • Human resource management, training, employment, motivation, performance evaluation, organizational learning, Bank sector

Copyright (c) 2024 Islam Ibrahim Ahmad Zwateen, Ali Nasser Ali Al – Tahitah, Al-Baraa Abdulrahman Al-Mekhlafi

Creative Commons License

This work is licensed under a Creative Commons Attribution 4.0 International License.

Abstract

Organizational learning is a critical element that enables an organization to adapt to changes and remain competitive. It allows corporate team members to continue to advance their professional growth and development. This study aimed to investigate the impact of human resources management practices on organizational learning in Jordanian commercial banks. A quantitative method was employed, and the data was collected from the commercial banking sector in Jordan. A total of 386 questionnaires were collected and subjected to analysis. Based on the results, the results that study suggested the presence of a statistically significant effect at the level of significance (α ≤ 0.05) of human resource management practices in their dimensions (employment, training, motivation, performance evaluation) on organizational learning.  The study recommended paying more attention to the hiring process and providing training to new and experienced employees as plans are developed, paying more attention to the hiring process and providing training to new and experienced employees as plans are designed while keeping cross-organizational skills in mind. And pay special attention to the performance evaluation perspective of improving the quality of work.

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