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NajdTech Solutions, a rapidly growing Saudi company, has expanded from 350 to more than 800 employees during the last three years. The company plans further expansion in line with Saudi Arabia’s growing digital economy. However, rapid growth has created several HR challenges. Employee turnover has increased, particularly among talented and younger employees.

Some departments are having trouble attracting employees with digital and technical skills. Employee engagement has declined, while employees have raised concerns about career development, workload, performance appraisal, and fairness of rewards and promotion decisions.

The workforce has also become increasingly diverse in terms of age, gender, nationality, professional background, and experience. Managers’ report communication and teamwork difficulties in some departments. At the same time, senior management believes that existing HR practices are largely administrative and are not sufficiently aligned with the company’s long-term strategy.

The company is considering greater use of HR analytics, AI-enabled HR systems, employee development, flexible work practices, and performance-based rewards. However, management is concerned about implementation costs, employee acceptance, fairness, data privacy, and whether these initiatives will improve organizational performance.

You have been appointed as an HRM consultant to critically evaluate the situation and develop an evidence-based HR strategy for the company.

Required Tasks

1. Strategic HR Diagnosis

Identify and critically analyze the 3 most important HR problems facing NajdTech. Explain why these problems are strategically important rather than simply operational HR issues.

2. Strategic HRM Alignment

Explain how HR strategy should be aligned with the company’s growth and business strategy. Recommend specific HR practices that can help the company develop the workforce capabilities and behaviors required for sustainable growth.

3. Integrated HR Solutions

Develop an integrated HRM solution covering at least 4 of the following areas:

• Talent acquisition and retention
• Training and employee development
• Performance management
• Compensation and rewards
• Employee engagement
• Diversity, equity, and inclusion
• Digital HR and HR analytics
• Flexible work and employee well-being

Do not simply describe HR practices. Explain what should be changed, why it should be changed, how it should be implemented, and what outcomes are expected. Your recommendations must be supported by HRM theories, research evidence, and appropriate organizational examples.

4. HR Metrics and Evaluation

Develop five measurable HR indicators/KPIs that management can use to determine whether your proposed HR strategy is successful. For each KPI, explain:

KPI → How it will be measured → Why it matters → Target/expected improvement

At least one KPI should address financial or organizational performance, not only employee outcomes.

5. Critical Reflection

Identify two major risks or unintended consequences that could arise from implementing your recommendations and explain how management should address them.

Word Limit Minimum: 2,000 words
Referencing: APA 7th Edition