Key findings:

Key findings include: a significant correlation between HR activities (recruitment, training, work satisfaction) and organizational achievement; the importance of HR practices in enhancing staff participation and organizational success; the need for effective and organized human resource strategies to achieve excellent organizational performance; and the evaluation of employee attitudes towards HR activities and their impact on organizational achievement.

What is known and what is new?

The known aspect is the significance of organizational achievement as a crucial subject in the field of HR activities. The new contribution is the empirical examination of the effect of specific HR activities, such as recruitment, training, and work satisfaction, on organizational achievement, using data from 270 employees of Basrah Oil Company, demonstrating the importance of strategic HR management for enhancing organizational success.

What is the implication, and what should change now?

The implication of this research is the crucial role of HR activities, such as recruitment, training, and work satisfaction, in influencing organizational achievement. Changes needed include further emphasis on strategic HR management to enhance organizational success, highlighting the importance of effective human resource practices in fostering staff engagement and overall performance within companies.

The rapid rate at which technological innovation is growing presently astounds most observers, who attempt to quantify, evaluate, and draw limits around its sphere of effect Cancellieri, G., Cattani, G., & Ferriani, S. (2022) [1]. While technological progress has a profound effect on several academic domains and has provided immense wealth to global academic exchanges, it has additionally caused concerns in other domains related to community life and human resources [2]. Individuals engaged in this field which additionally lend technologies to others are undoubtedly aware of the rapid pace of alteration [3]. They require the development of innovative approaches to boost productivity and mitigate potential hazards [4]. Additionally, they must offer appropriate and relevant options to help decision-makers in their organizations make decisions and develop policies.

Present-day managerial methods are entirely competent and place a premium on originality and efficiency [5]. This spike has made it harder for companies to employ and keep skilled people by igniting competition in industries across the globe [6]. In order to have a benefit in a competitive industry, many businesses rely on their workforce [7]. Since the manager's primary responsibility is to guide and be a business leader, an administrator which would previously handle managerial duties wherever and with all fields now needs to be completely expert, presentable, and capable of interacting via individuals. Additionally, the supervisor needs to have a broad viewpoint regarding problems and subjects, and within the arena of managing information technology projects, this approach is extremely highlighted by Troilo, F. (2023) [8].

The manager needs to use caution to ensure that the undertaking is carried out in line with his core responsibilities, which promote progress and effectiveness [9]. If these responsibilities are not fulfilled, the enterprise may fail [10].

The global climate is growing more unpredictable and unstable [11]. Therefore, for businesses to flourish and remain productive, they require HR departments that are streamlined and dependable, ensuring that the surroundings for every activity is precise and dependable. [12]

The purpose of research

The main focus of this research is to investigate how HR activities affect the organization's performance. The research will analyze several HR practices, norms, and strategies in order to understand the effect they have on the enterprise's overall effectiveness and accomplishment. By examining factors such as interactive interactions, organizational climate, (recruitment and selection, training and growth, leadership, benefits and wages, training and development). This study aims to assess the extent whereby such HR activities enhance a business's capacity to meet the organization's goals and requirements. Additionally, it seeks to discover HR activities that have the potential to increase the organization's profits and efficiency in terms of effectiveness and future enhancements. The investigation's primary objectives are to generate enquiry findings and recommendations concerning the enhancement of human resource management (HRM) practices to drive organizational success.

The Issue Addressed in the Investigation

Despite the fact that the contribution of HR activities to the creation of organizational objectives is generally recognized, the precise impact of HR efforts on entire company achievement remains unknown. While numerous studies have examined the effects of particular HR procedures on distinct aspects of corporate success, comprehensive study that integrates the general effect of HR activities on organizational achievement is scarce. This information gaping poses a substantial barrier to organizations seeking to optimize their human capital management strategies in order to improve efficiency while accomplishing strategic goals. As a result, empirical research is required to clarify the link amongst HR activities and organizational achievement, thus offering practical advice for HR professionals and organizational leaders seeking to improve efficiency and efficiency.

Significance for Research

Having an in-depth awareness regarding HR activities that contribute to organizational success is crucial in order to integrate HR strategies with overall organizational aims. By fostering position among employee relations and organizational techniques, the possibility to accomplish the intended results is maximized.

A company's greatest property is frequently thought to be its HR. Through the implementation of effective HR activities, organizations have the ability to boost worker efficiency, effectiveness, and fulfillment at work, ultimately leading to in general organizational achievement. In the current fast-paced and cutthroat business climate, organizations must harness the power of employees to stay ahead of the game. Through a thorough examination of HR activities and their effect on organizational accomplishment, enterprises can uncover valuable insights to effectively attract, grow, and maintain the best employees. This is essential for maintaining a competitive edge in the market.

The aims for the research

• To explore the correlation among various HR activities (including recruitment and employee screening, training and development, Work satisfaction) and organizational success.

• To pinpoint the highest impactful HR activities in operating organizational achievement.

• Examining the ways that HR initiatives affect business results.

• To offer pragmatic suggestions over optimizing methods for managing human resources in order for enhanced organizational performance.

• To enhance the current information regarding the correlation amongst HR activities and organizational success.

1. LITERATURE REVIEW

The fundamental component of organizational efficiency and attaining objectives in businesses is human resources [13]. The demand for HR initiatives to support firms in overcoming these obstacles has grown as a result of the quick changes and difficulties they face [14]. 

HR activities involve the procedure of investigating and determining the organization's HR requirements [13]. HR initiatives involve organizing, keeping records, hiring, hiring, instruction, relationship with staff, and remuneration [15]. The HRM approach includes initiatives aimed at attracting, cultivating, and keeping personnel [16]. Identify HRA as a comprehensive anticipating procedure that involves the foreseeable need and availability of workers, along with the distribution of their abilities across the business's planned aims [17].

HR activities will assist businesses in predicting which developments will influence their approach and human resource demands [18] . Given the fast changes in exterior competition, it is critical for each organization to plan its staff demands [19]. As a result, the achievements of an organization's HR efforts, qualitative as well as quantitative, require being weighed toward whatever is now accessible along with the years to come [20].

Effective human resources activities are critical in setting accomplishments and norms, thus they should be evaluated to the norm so that HR executives can understand whether the team is progressing within its and the business's objectives [21].

Innovative strategies for determining achievement are required to increase HR management, including evaluate, cultural ability, assessment of achievement, and broadening employment measuring methodologies [22]. Effectiveness, the procedure of ongoing instruction and advancement, and the quantity of potential for staff members are among the organizational variables that HR executives have to consider when dealing with connected challenges [3].

HR activities, employees utilized competitiveness as a motivator for progress; such shifts have had an impact on persuading employees to develop talents as well as values which advance the business plan [23].

The devolution of HR tasks to senior executives, retention and promotion, focused on employment recruitment, occupation, established assessment of achievement, professional development, and (HR) classification incorporated into ways of managing are a variety of previous difficulty explores which are evidently becoming growing in significance within numerous successful organizations [24].

According to (Anwar & Abdullah 2021) [13], a report prepared lately on this issue, the organizational setting has little influence on effective HRM methods. In reality, HRM's role is to find, nurture, evolve, and inspire new employees, while also helping to encourage, gain, understand, and gather participation [25]. HR has always been seen as an extremely important position in a variety of company enterprises.

Even if the global HRM is in charge of changing the business's appearance, it also succeeds in becoming a pioneer in organizational reform. In terms of productivity, an HR division required a significant impact on the development of such enterprises [26]. Among the advantages that companies provide to their workforce are the upkeep and training of executives and the output of staff [27]. In addition to such, HR is crucial in establishing the rules and procedures of the company and its divisions [28]. It ought to possess a key player in creating and advancing the work environment [29].

 Human resources activities.

This article will examine the existing research on human resource management practices alongside the objective of comprehending how these practices—such as compensation for workers, training and development, Work satisfaction, recruitment and employee screening, affect organizational achievement.

1. Recruitment and employee screening

According to fiseha, s. (2021) [30], extremely targeted hiring is helpful for identifying a suitable prospective which is capable of dealing at an assortment employment specifications, has the relevant expertise and expertise, as well as is perfectly suitable to the information, whereas additionally making sure the fact individuals possess the abilities and characteristics needed for interacting alongside an evolving society and surroundings. Subsequently reflects the basic reality that if the firm hires the correct individuals, its workers are much more inclined to appear ready to leave [31]. Furthermore, Baporikar, N. (2021) [32] pointed towards the fact that the primary value building tactic employed by organizations is essentially a drawn-out and costly hiring procedure.

Additional study by Al-Kassem et,.al (2021) [33] showed that hiring the proper people saves learning and growth expenses and enables the company to make the greatest use of its assets, improving its general effectiveness.

The particular hiring procedure had maintained its emphasis upon outcomes, utility, along with profits, support from leadership, and an interest for improved productivity [34]. It is also regarded as among the most effective procedures in HRM to simply use just a handful of employees when filling vacant roles [35]. These and other characteristics of similar importance are the extensive variety of selections that exist when it regards electing employees, which include hiring requirements which include compensation [33].

1. Training and Development

According to Sharma & Vaidya (2022) [35], several studies, staff training improves organizational performance. Along with individuals such as Andriani et al. (2018) [36], determine a significant influence on efficiency enhancement or such activities executing besides maintaining staff training [37].

Certain individuals, of these effects could lead to gains in total productivity for staff, allowing managers and staff to give everything while imparting knowledge and benefitting through one another [38].

Furthermore, excellent instruction improves worker satisfaction, which is critical for realizing corporate objectives, along with the efficacy of the abilities and expertise of staff members [39].

Unlike Choudhary & Mohanty (2019) [40], HRM was the subject of a study conducted by a Staff investigating, which investigated the relationship between HR activities and organizational achievement; the study was conducted by (Anwar& Abdullah, 2021) [13] and discovered that effective incentives existed.

Certain organizations may employ fewer precautionary measures, placing quick advantages ahead of long-term preservation and security. However, others are making major efforts to ensure the presence of their workers‏ [41]. The individual is increasingly proficient in achieving the task and includes a greater understanding of the assignment as a result of additional instruction.

A primary objective of the educational programs offered for associate requirements to consumers alongside the abilities and demands of the customer base [42]. These, in my opinion, might be far more beneficial: official training, improving employee wellness, manpower preparedness, redirection, creating a safer work environment, and refresher courses have significantly impacted the business's success. [43]

1. Work satisfaction 

Numerous research conducted recently have discovered a relationship between company dedication and team pleasure, which in turn was linked to improved worker efficiency and engagement, [44].

Pincus (1986) discovered that staff's views of their superiors, as well as their methods of interaction along with leadership actions, affected their happiness at work. The happiness of staff members was impacted by the leadership's manner of interaction and kind. Furthermore, numerous scientists, like Khassawneh& Elrehail (2022) [45], discovered that workers who observed a substantial amount of interpersonal pleasure preferred to demonstrate greater contentment, therefore had a favorable impact on their job performance. The implicit advantage of incentives and happiness for workers comes whenever worker fulfillment strengthens the link among client happiness and buyer intent [46]. The connection of workers and consumers is critical and should be explored, particularly for commercial businesses which depend significantly on interactions between individuals to offer their services [47].

To boost customer loyalty, numerous factors must be evaluated and investigated, including pleasure related to employee involvement [48]. For pleased workers that serve clients effectively and assure client fulfillment, worker advantages and incentives (which include compensation, upward mobility, honor, development in themselves, and significant employment) must surpass what workers want [47].

To keep and satisfy customers and employees, it is therefore necessary to continuously observe, meet, and even exceed their requirements and wants [49].

According to Aljumah, A. (2023) [50], neither internal nor external incentives are seen to be predetermines of staff happiness. Happiness among workers is impacted by implicit incentives as well as mental advantages like job fulfillment [51].

It is suggested by implicit incentives including job happiness, that workers who typically experience a great deal of fulfillment at work would perform effectively on the job and think these individuals are capable of delivering outstanding results if they have organizations that enable them to maximize the advantages that come with their roles. [52].

Subsequently was additionally found in frequent occurrences while certain firms have tried to use their compensation program to inspire staff to communicate alongside their expertise to clients, as well as to demonstrate a stronger desire to communicate these good feelings and behaviors towards consumers [53].

A staff member's involvement, satisfaction, and enthusiasm for their job are referred to as teamwork [54].

Workers that participate are enthusiastic regarding their job and have an intimate attachment to the firm; just a handful of employees remain interested through their employment [54].

Workers that participate are enthusiastic regarding their job and have an intimate attachment to the firm; just a handful of employees remain interested through their employment [54].

In the end, a positive working connection with superiors is a prerequisite to being a profoundly motivated workforce, [54]. In order for employees to perform well on the work and be effective, supervisors are essential, [55].

1. Organizational achievement 

Success for an organization may prove difficult due to any different requirements, which include long-term viability, profits, worker satisfaction, and readiness to adapt to modifications to the environment [56]. Nevertheless, the ability to assess organizational achievement through statistical data has always been considered as a theoretical idea instead of a practical application [57].

 According to (Anwar & Abdullah 2021) [13] numerous different interpretations, the outcomes are attributed to the diversity of products, the combination of participants, and non-output indicators.

Other academics have concurred that productivity and the additional indicators for value and turnovers are significant business performance metrics, citing them as the key contributors of corporate profitability and effectiveness [58].

Such is supported by additional study by (Sabokro & Kayedian 2021) [59], as well as by industry professionals and specialists who believe that HRM is seen to be the greatest of all in the company as it affects workers' productivity and behavior.

In terms of ensuring that HR procedures and guidelines are crucial to company achievement, Al-Kassem, A. H. (2021) [33].

The authors (Shayestehazar et al,. 2022) [60] noted that while workers have no commitment towards their job, there is going to be an increase in organizational shifts, a deficiency of effectiveness, low levels of service, and a heavier strain on administration. Additionally, there is predicted to be a weaker attitude among staff members to their jobs. [61]

(Fahmi et al,.2020) [62] identified a number of relationships, including one between staff dedication and elevated turnover rates in HRM organizations; and (Fahmi et al,.2020) [62] found a relationship between much greater position attachment and staff dedication in HRM organizations. These analyses show that outcomes were seen among the staff members analyzed by (Camelie & Digdowiseiso 2023)  [63], which likewise suggests that HRM staff members stay in their positions for longer periods of time and are more dedicated regarding their function.

The findings indicated that (Itzchakov& Cheshin 2023) [64] discovered that HRM employees experienced a decreased job turnover as well as a stronger sense of connection. In contrast, Suardana (2023) [65], stated that HRM personnel had a greater rate of resignation. These outcomes align with previous research. Rivaldo& Nabella, (2023) [66] found that performing tasks enhanced both the output and level of activity of employees. Investigators AlDhaheri& Ahmed (2023) [67] discovered a relationship across HRM practices and increased efficiency. The result was further supported by AlDhaheri& Ahmed (2023) [67], who associated such practices with outstanding client care. (Ethiopia et al,. 2018) [68], additionally verified these results, discovering connections across HRM practices and greater profit, and also with improved organizational cooperation in service-based and non-service industries.

Khan & Yang, (2022) [69], discovered that a company's long-term viability, earnings, and client satisfaction had a correlation. This result was consistent with prior study, which had also shown this relationship. (Singh et al. in 2022) [70] made this discovery while doing an investigation on the subject in collaboration with. Recent job market is creating more challenges for organizations, leading them to prioritize efficiency and client fulfillment [71]. Anwar, G., & Abdullah, N. N. (2021) [13] argue that each organization needs to preserve outstanding levels in terms of output and client retention in this context [72]. Administrators have the capacity to boost their efficiency, improve their prosperity, and ensure the sustainability of their management achievement [73].

By employing an HRM growth and enhancement system, Salman (2024) [74] has demonstrated that every HRM activity contributes positively to the overall effects, earnings, and growth of an organization. As anticipated, the assessment regarding the company's growing presence, incentives, applicant preparation, and the restricted pool of candidates collectively contributed to a belief in potential human resource efficiency [75]. 

This contradicts the commonly held belief that staff planning correlates positively with business expansion, but that a rise in business development is associated alongside greater overall performance [76]. In essence, the aforementioned description suggests that profits, effectiveness, productivity, and reliability are commonly regarded as metrics of overall achievement [77].

The Hypothesis of Research

H1: The achievement of an organization is positively and significantly correlated with HR initiatives. 

H2: Organizational achievement is positively and significantly correlated with recruiting and personnel screening.

H3: The achievement of an organization is positively and significantly correlated with work satisfaction on the job.

H4: Organizational achievement is positively and significantly correlated with training and development.

Conceptual Model

Study samples and demographics

Since assessing the impact of HR activities on organizational achievement and determining the relevant factors and their relationships are the primary goals of this study, statistical techniques are used. The study makes use of primary data collection methods. This study primarily makes use of a design for surveys using five Likert scale items to gather its results. In order to gather the main data from the specified target population size, sampling procedures are utilized. Workers of the Basrah Oil Company in Iraq are the subjects of this research, by using the employees of Basra Oil Company as the study population. For this set of individuals, researchers developed and disseminated a comprehensive systematic survey.

As this research is an attempt to identify the effect of HR activities practices on the organizational achievement, it is essential to understand the strategies implemented by the human resources activities and how that effects on organizational achievement. The personnel employed by this organization have the knowledge and expertise to add valuable perspectives and address the statistical inquiries of the ongoing investigation.

 The researchers in this study chose to use a sample size of 300 questionnaires. We were able to finish and evaluate 270 questions beyond the allotted period.

Basrah Oil Company was the center of attention in the investigation. There were (216) men and (54) females in the overall sample size. With respect to level of education, 90% had bachelor's degrees and (10%) held master's degrees. Half of those surveyed had over (10) years of experience, a third had (6) to (10) years, (40%) had (3 to 5) years, and (2%) had (1) year of expertise or below.

Figure: 1

Figure: 2          

  Figure: 3 

The analyses of data

The impact of HR activities on organizational accomplishment is of great importance as it tackles the obstacles and complexities that hinder the procedure of empirical study. In the beginning, the subsection provides an overview of the members' broad characteristics. The findings of this research are derived via the questionnaire's data gathered from workers' replies.

Table (1) Reliability analysis

As seen in table (1), the reliability analysis of the current study. The researcher used three different human resource activities as independent variables to measure the role of organizational achievements in the oil sector. In terms of Recruitment and employee screening, it was found that the Cronbach’s alpha for five items = 0.76 > 0.6 this means that the five items used to measure Recruitment and employee screening were reliable for the current study. In terms of Work satisfaction, it was found that the Cronbach’s alpha for five items = 0.84 > 0.6 this means that the five items used to measure Work satisfaction were reliable for the current study. 

In terms of Training and development, it was found that the Cronbach’s alpha for five items = 0.81 > 0.6 this means that the five items used to measure Training and development were reliable for the current study. And lastly in terms of organizational achievements, it was found that the Cronbach’s alpha for seen items = 0.78 > 0.6 this means that the seven items used to measure organizational achievements were reliable for the current study.

Descriptive Statistics

Table-2 Descriptive Statistics

1. Organizational Achievement:

   Mean: (4.25). Standard Deviation: (0.78). Minimum: (2.75). Maximum: (5.00)

    

2. Recruitment and employee screening

   This study found the mean score for Recruitment and employee screening is 4.20, indicating that, on average, employees perceive a relatively high level of effectiveness in recruitment and development screening programs, this study is similar with other studies.

    

   The standard deviation of 0.85 suggests perceptions among employees regarding the effectiveness of recruitment and employee screening.

    

   The minimum score of 2.50 suggests that there are instances where employees perceive relatively low effectiveness in Recruitment and employee screening. The maximum score of 5.00 indicates that some employees perceive very high effectiveness in Recruitment and employee screening programs.

    

3. Work satisfaction:

   The mean score for work satisfaction is 3.90, indicating that, on average, employees perceive a relatively high level of effectiveness in Work satisfaction. The standard deviation of 0.92 suggests variability in perceptions among employees regarding the effectiveness of Work satisfaction. The minimum score of 2.00 suggests that there are instances where employees perceive relatively low effectiveness in Work satisfaction. The maximum score of 5.00 indicates that some employees perceive very high effectiveness in Work satisfaction.

    

4. Training and development

   The mean score for Training and development is 4.10, indicating that, on average, employees perceive a relatively high level within the organization. The standard deviation of 0.88 suggests variability in perceptions among employees regarding their level of Training and development. The minimum score of 2.70 suggests that there are instances where employees perceive relatively low levels of Training and development. The maximum score of 5.00 indicates that some employees perceive very high levels of Training and development within the organization.

 Table -3 Pearson correlation analyses

Table (3) emphasizes the degree of relations between the variables affecting the organizational achievement. The analysis shows that, Training and development (0.471), Recruitment and employee screening (0.397) and work satisfaction (0.388) are positively and significantly correlated with organizational achievement.

Table- 4 Regression results

Regression analysis was carried out with the help of SPSS 23 to investigate the effect of the three dimensions of Human Resource activities and organizational achievement. Regression model in (Table 4),   confirms that in total, all the three dimensions of human resource activities (recruitment and employee screening, work satisfaction and training and development) stimulates organizational achievement (R² = 0.75; P < 0.01). In other words, recruitment and employee screening, work satisfaction and training and development altogether explained 42% of total variance of organizational achievement. Moreover, standardized coefficient and T values also depict positive and significant effect of recruitment and employee screening in organizational achievement (β = 0.37; t = 4.81); work satisfaction in organizational achievement (β = 0.28; t = 3.23); training and development in organizational achievement (β = 0.38; t = 4.97). Hence, the hypotheses H1, H2 and H3 were supported.

Conclusion and Suggestion for Future Research

Investigators aimed to determine the impact of HRA on organizational achievement with this study. The impacts of HR activities on organizational achievement were substantiated by our research results. Recruiting and keeping critical personnel is an ongoing hurdle; however, competition for skilled personnel has exacerbated this difficulty. Effective HR activities, such as recruitment and employee screening, training and development, and work satisfaction, are perceived by workers to have a tangible and favorable correlation with satisfied workers.

Organizations that successfully engage and attract key personnel provide a dynamic workplace. An effective program that aids organizational achievement is the recruitment and employee screening, work satisfaction, and training and development provided by the oil industry to its staff members.

Work satisfaction and identification, according to the staff members, play a role in enhancing a worker's commitment to the company through training and development. The results indicate that staff involvement is a major strength and achievement for factories. Additionally, it facilitates communication that aids in employee engagement across all levels of organization. Development is a process of developing expertise in employees for the purpose of better performance. 

Improvement is essential for attracting and retaining critical personnel. Employers foster employee dedication by demonstrating commitment and providing encouragement to employees' permanent growth in their careers. Employees join a firm alongside specific needs, desires, and abilities, and anticipate being provided alongside a workplace that allows them to develop and improve their expertise while also fulfilling a substantial portion of their requirements.

There is a perception among staff that aspects such as recruitment and employee screening, work satisfaction, and labor training and development have yet to be adequately addressed. An investigation discovered that employees are inclined to remain with a single business over an extended period of time when they perceive that their opinions are valued, they are encouraged, and they have been listened to for their efforts. In order to determine the effectiveness of the suggested combination of direct and indirect interactions, the investigator suggests that prospective follow-up investigations and multidimensional analyses that distinguish and separate variables at the individual, group, and organizational levels be implemented. To better understand the interactions between the three engagement-focused HR activities, we suggest conducting further theory-based research. With any luck, our approach will inspire and direct subsequent research endeavors while fostering a deeper comprehension of the significance of building staff engagement-focused behaviors and environments. [78]

Ultimately, the investigation's findings revealed that HR activities, including Recruitment and employee screening, Work satisfaction, training and development, are distinct but interconnected and mutually affected.

During an exceedingly competitive period, the performance of an organization is a crucial factor for its survival. In order to satisfy expectations, organizations must forecast systematic human resource actions and prepare their workers to accomplish organizational objectives, which can enhance the efficiency of the organization.

 The research presented here demonstrates a clear and positive correlation between human resource activities (such as recruitment and employee screening, work satisfaction, and training and development) and organizational achievement in the oil and gas sector.

Funding: No funding sources.

Conflict of interest: None declared.

Ethical approval: The study was approved by the Institutional Ethics Committee of Basrah University for Oil and Gas

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Key findings:

Key findings include: a significant correlation between HR activities (recruitment, training, work satisfaction) and organizational achievement; the importance of HR practices in enhancing staff participation and organizational success; the need for effective and organized human resource strategies to achieve excellent organizational performance; and the evaluation of employee attitudes towards HR activities and their impact on organizational achievement.

What is known and what is new?

The known aspect is the significance of organizational achievement as a crucial subject in the field of HR activities. The new contribution is the empirical examination of the effect of specific HR activities, such as recruitment, training, and work satisfaction, on organizational achievement, using data from 270 employees of Basrah Oil Company, demonstrating the importance of strategic HR management for enhancing organizational success.

What is the implication, and what should change now?

The implication of this research is the crucial role of HR activities, such as recruitment, training, and work satisfaction, in influencing organizational achievement. Changes needed include further emphasis on strategic HR management to enhance organizational success, highlighting the importance of effective human resource practices in fostering staff engagement and overall performance within companies.

The rapid rate at which technological innovation is growing presently astounds most observers, who attempt to quantify, evaluate, and draw limits around its sphere of effect Cancellieri, G., Cattani, G., & Ferriani, S. (2022) [1]. While technological progress has a profound effect on several academic domains and has provided immense wealth to global academic exchanges, it has additionally caused concerns in other domains related to community life and human resources [2]. Individuals engaged in this field which additionally lend technologies to others are undoubtedly aware of the rapid pace of alteration [3]. They require the development of innovative approaches to boost productivity and mitigate potential hazards [4]. Additionally, they must offer appropriate and relevant options to help decision-makers in their organizations make decisions and develop policies.

Present-day managerial methods are entirely competent and place a premium on originality and efficiency [5]. This spike has made it harder for companies to employ and keep skilled people by igniting competition in industries across the globe [6]. In order to have a benefit in a competitive industry, many businesses rely on their workforce [7]. Since the manager's primary responsibility is to guide and be a business leader, an administrator which would previously handle managerial duties wherever and with all fields now needs to be completely expert, presentable, and capable of interacting via individuals. Additionally, the supervisor needs to have a broad viewpoint regarding problems and subjects, and within the arena of managing information technology projects, this approach is extremely highlighted by Troilo, F. (2023) [8].

The manager needs to use caution to ensure that the undertaking is carried out in line with his core responsibilities, which promote progress and effectiveness [9]. If these responsibilities are not fulfilled, the enterprise may fail [10].

The global climate is growing more unpredictable and unstable [11]. Therefore, for businesses to flourish and remain productive, they require HR departments that are streamlined and dependable, ensuring that the surroundings for every activity is precise and dependable. [12]

The purpose of research

The main focus of this research is to investigate how HR activities affect the organization's performance. The research will analyze several HR practices, norms, and strategies in order to understand the effect they have on the enterprise's overall effectiveness and accomplishment. By examining factors such as interactive interactions, organizational climate, (recruitment and selection, training and growth, leadership, benefits and wages, training and development). This study aims to assess the extent whereby such HR activities enhance a business's capacity to meet the organization's goals and requirements. Additionally, it seeks to discover HR activities that have the potential to increase the organization's profits and efficiency in terms of effectiveness and future enhancements. The investigation's primary objectives are to generate enquiry findings and recommendations concerning the enhancement of human resource management (HRM) practices to drive organizational success.

The Issue Addressed in the Investigation

Despite the fact that the contribution of HR activities to the creation of organizational objectives is generally recognized, the precise impact of HR efforts on entire company achievement remains unknown. While numerous studies have examined the effects of particular HR procedures on distinct aspects of corporate success, comprehensive study that integrates the general effect of HR activities on organizational achievement is scarce. This information gaping poses a substantial barrier to organizations seeking to optimize their human capital management strategies in order to improve efficiency while accomplishing strategic goals. As a result, empirical research is required to clarify the link amongst HR activities and organizational achievement, thus offering practical advice for HR professionals and organizational leaders seeking to improve efficiency and efficiency.

Significance for Research

Having an in-depth awareness regarding HR activities that contribute to organizational success is crucial in order to integrate HR strategies with overall organizational aims. By fostering position among employee relations and organizational techniques, the possibility to accomplish the intended results is maximized.

A company's greatest property is frequently thought to be its HR. Through the implementation of effective HR activities, organizations have the ability to boost worker efficiency, effectiveness, and fulfillment at work, ultimately leading to in general organizational achievement. In the current fast-paced and cutthroat business climate, organizations must harness the power of employees to stay ahead of the game. Through a thorough examination of HR activities and their effect on organizational accomplishment, enterprises can uncover valuable insights to effectively attract, grow, and maintain the best employees. This is essential for maintaining a competitive edge in the market.

The aims for the research

• To explore the correlation among various HR activities (including recruitment and employee screening, training and development, Work satisfaction) and organizational success.

• To pinpoint the highest impactful HR activities in operating organizational achievement.

• Examining the ways that HR initiatives affect business results.

• To offer pragmatic suggestions over optimizing methods for managing human resources in order for enhanced organizational performance.

• To enhance the current information regarding the correlation amongst HR activities and organizational success.

1. LITERATURE REVIEW

The fundamental component of organizational efficiency and attaining objectives in businesses is human resources [13]. The demand for HR initiatives to support firms in overcoming these obstacles has grown as a result of the quick changes and difficulties they face [14]. 

HR activities involve the procedure of investigating and determining the organization's HR requirements [13]. HR initiatives involve organizing, keeping records, hiring, hiring, instruction, relationship with staff, and remuneration [15]. The HRM approach includes initiatives aimed at attracting, cultivating, and keeping personnel [16]. Identify HRA as a comprehensive anticipating procedure that involves the foreseeable need and availability of workers, along with the distribution of their abilities across the business's planned aims [17].

HR activities will assist businesses in predicting which developments will influence their approach and human resource demands [18] . Given the fast changes in exterior competition, it is critical for each organization to plan its staff demands [19]. As a result, the achievements of an organization's HR efforts, qualitative as well as quantitative, require being weighed toward whatever is now accessible along with the years to come [20].

Effective human resources activities are critical in setting accomplishments and norms, thus they should be evaluated to the norm so that HR executives can understand whether the team is progressing within its and the business's objectives [21].

Innovative strategies for determining achievement are required to increase HR management, including evaluate, cultural ability, assessment of achievement, and broadening employment measuring methodologies [22]. Effectiveness, the procedure of ongoing instruction and advancement, and the quantity of potential for staff members are among the organizational variables that HR executives have to consider when dealing with connected challenges [3].

HR activities, employees utilized competitiveness as a motivator for progress; such shifts have had an impact on persuading employees to develop talents as well as values which advance the business plan [23].

The devolution of HR tasks to senior executives, retention and promotion, focused on employment recruitment, occupation, established assessment of achievement, professional development, and (HR) classification incorporated into ways of managing are a variety of previous difficulty explores which are evidently becoming growing in significance within numerous successful organizations [24].

According to (Anwar & Abdullah 2021) [13], a report prepared lately on this issue, the organizational setting has little influence on effective HRM methods. In reality, HRM's role is to find, nurture, evolve, and inspire new employees, while also helping to encourage, gain, understand, and gather participation [25]. HR has always been seen as an extremely important position in a variety of company enterprises.

Even if the global HRM is in charge of changing the business's appearance, it also succeeds in becoming a pioneer in organizational reform. In terms of productivity, an HR division required a significant impact on the development of such enterprises [26]. Among the advantages that companies provide to their workforce are the upkeep and training of executives and the output of staff [27]. In addition to such, HR is crucial in establishing the rules and procedures of the company and its divisions [28]. It ought to possess a key player in creating and advancing the work environment [29].

 Human resources activities.

This article will examine the existing research on human resource management practices alongside the objective of comprehending how these practices—such as compensation for workers, training and development, Work satisfaction, recruitment and employee screening, affect organizational achievement.

1. Recruitment and employee screening

According to fiseha, s. (2021) [30], extremely targeted hiring is helpful for identifying a suitable prospective which is capable of dealing at an assortment employment specifications, has the relevant expertise and expertise, as well as is perfectly suitable to the information, whereas additionally making sure the fact individuals possess the abilities and characteristics needed for interacting alongside an evolving society and surroundings. Subsequently reflects the basic reality that if the firm hires the correct individuals, its workers are much more inclined to appear ready to leave [31]. Furthermore, Baporikar, N. (2021) [32] pointed towards the fact that the primary value building tactic employed by organizations is essentially a drawn-out and costly hiring procedure.

Additional study by Al-Kassem et,.al (2021) [33] showed that hiring the proper people saves learning and growth expenses and enables the company to make the greatest use of its assets, improving its general effectiveness.

The particular hiring procedure had maintained its emphasis upon outcomes, utility, along with profits, support from leadership, and an interest for improved productivity [34]. It is also regarded as among the most effective procedures in HRM to simply use just a handful of employees when filling vacant roles [35]. These and other characteristics of similar importance are the extensive variety of selections that exist when it regards electing employees, which include hiring requirements which include compensation [33].

1. Training and Development

According to Sharma & Vaidya (2022) [35], several studies, staff training improves organizational performance. Along with individuals such as Andriani et al. (2018) [36], determine a significant influence on efficiency enhancement or such activities executing besides maintaining staff training [37].

Certain individuals, of these effects could lead to gains in total productivity for staff, allowing managers and staff to give everything while imparting knowledge and benefitting through one another [38].

Furthermore, excellent instruction improves worker satisfaction, which is critical for realizing corporate objectives, along with the efficacy of the abilities and expertise of staff members [39].

Unlike Choudhary & Mohanty (2019) [40], HRM was the subject of a study conducted by a Staff investigating, which investigated the relationship between HR activities and organizational achievement; the study was conducted by (Anwar& Abdullah, 2021) [13] and discovered that effective incentives existed.

Certain organizations may employ fewer precautionary measures, placing quick advantages ahead of long-term preservation and security. However, others are making major efforts to ensure the presence of their workers‏ [41]. The individual is increasingly proficient in achieving the task and includes a greater understanding of the assignment as a result of additional instruction.

A primary objective of the educational programs offered for associate requirements to consumers alongside the abilities and demands of the customer base [42]. These, in my opinion, might be far more beneficial: official training, improving employee wellness, manpower preparedness, redirection, creating a safer work environment, and refresher courses have significantly impacted the business's success. [43]

1. Work satisfaction 

Numerous research conducted recently have discovered a relationship between company dedication and team pleasure, which in turn was linked to improved worker efficiency and engagement, [44].

Pincus (1986) discovered that staff's views of their superiors, as well as their methods of interaction along with leadership actions, affected their happiness at work. The happiness of staff members was impacted by the leadership's manner of interaction and kind. Furthermore, numerous scientists, like Khassawneh& Elrehail (2022) [45], discovered that workers who observed a substantial amount of interpersonal pleasure preferred to demonstrate greater contentment, therefore had a favorable impact on their job performance. The implicit advantage of incentives and happiness for workers comes whenever worker fulfillment strengthens the link among client happiness and buyer intent [46]. The connection of workers and consumers is critical and should be explored, particularly for commercial businesses which depend significantly on interactions between individuals to offer their services [47].

To boost customer loyalty, numerous factors must be evaluated and investigated, including pleasure related to employee involvement [48]. For pleased workers that serve clients effectively and assure client fulfillment, worker advantages and incentives (which include compensation, upward mobility, honor, development in themselves, and significant employment) must surpass what workers want [47].

To keep and satisfy customers and employees, it is therefore necessary to continuously observe, meet, and even exceed their requirements and wants [49].

According to Aljumah, A. (2023) [50], neither internal nor external incentives are seen to be predetermines of staff happiness. Happiness among workers is impacted by implicit incentives as well as mental advantages like job fulfillment [51].

It is suggested by implicit incentives including job happiness, that workers who typically experience a great deal of fulfillment at work would perform effectively on the job and think these individuals are capable of delivering outstanding results if they have organizations that enable them to maximize the advantages that come with their roles. [52].

Subsequently was additionally found in frequent occurrences while certain firms have tried to use their compensation program to inspire staff to communicate alongside their expertise to clients, as well as to demonstrate a stronger desire to communicate these good feelings and behaviors towards consumers [53].

A staff member's involvement, satisfaction, and enthusiasm for their job are referred to as teamwork [54].

Workers that participate are enthusiastic regarding their job and have an intimate attachment to the firm; just a handful of employees remain interested through their employment [54].

Workers that participate are enthusiastic regarding their job and have an intimate attachment to the firm; just a handful of employees remain interested through their employment [54].

In the end, a positive working connection with superiors is a prerequisite to being a profoundly motivated workforce, [54]. In order for employees to perform well on the work and be effective, supervisors are essential, [55].

1. Organizational achievement 

Success for an organization may prove difficult due to any different requirements, which include long-term viability, profits, worker satisfaction, and readiness to adapt to modifications to the environment [56]. Nevertheless, the ability to assess organizational achievement through statistical data has always been considered as a theoretical idea instead of a practical application [57].

 According to (Anwar & Abdullah 2021) [13] numerous different interpretations, the outcomes are attributed to the diversity of products, the combination of participants, and non-output indicators.

Other academics have concurred that productivity and the additional indicators for value and turnovers are significant business performance metrics, citing them as the key contributors of corporate profitability and effectiveness [58].

Such is supported by additional study by (Sabokro & Kayedian 2021) [59], as well as by industry professionals and specialists who believe that HRM is seen to be the greatest of all in the company as it affects workers' productivity and behavior.

In terms of ensuring that HR procedures and guidelines are crucial to company achievement, Al-Kassem, A. H. (2021) [33].

The authors (Shayestehazar et al,. 2022) [60] noted that while workers have no commitment towards their job, there is going to be an increase in organizational shifts, a deficiency of effectiveness, low levels of service, and a heavier strain on administration. Additionally, there is predicted to be a weaker attitude among staff members to their jobs. [61]

(Fahmi et al,.2020) [62] identified a number of relationships, including one between staff dedication and elevated turnover rates in HRM organizations; and (Fahmi et al,.2020) [62] found a relationship between much greater position attachment and staff dedication in HRM organizations. These analyses show that outcomes were seen among the staff members analyzed by (Camelie & Digdowiseiso 2023)  [63], which likewise suggests that HRM staff members stay in their positions for longer periods of time and are more dedicated regarding their function.

The findings indicated that (Itzchakov& Cheshin 2023) [64] discovered that HRM employees experienced a decreased job turnover as well as a stronger sense of connection. In contrast, Suardana (2023) [65], stated that HRM personnel had a greater rate of resignation. These outcomes align with previous research. Rivaldo& Nabella, (2023) [66] found that performing tasks enhanced both the output and level of activity of employees. Investigators AlDhaheri& Ahmed (2023) [67] discovered a relationship across HRM practices and increased efficiency. The result was further supported by AlDhaheri& Ahmed (2023) [67], who associated such practices with outstanding client care. (Ethiopia et al,. 2018) [68], additionally verified these results, discovering connections across HRM practices and greater profit, and also with improved organizational cooperation in service-based and non-service industries.

Khan & Yang, (2022) [69], discovered that a company's long-term viability, earnings, and client satisfaction had a correlation. This result was consistent with prior study, which had also shown this relationship. (Singh et al. in 2022) [70] made this discovery while doing an investigation on the subject in collaboration with. Recent job market is creating more challenges for organizations, leading them to prioritize efficiency and client fulfillment [71]. Anwar, G., & Abdullah, N. N. (2021) [13] argue that each organization needs to preserve outstanding levels in terms of output and client retention in this context [72]. Administrators have the capacity to boost their efficiency, improve their prosperity, and ensure the sustainability of their management achievement [73].

By employing an HRM growth and enhancement system, Salman (2024) [74] has demonstrated that every HRM activity contributes positively to the overall effects, earnings, and growth of an organization. As anticipated, the assessment regarding the company's growing presence, incentives, applicant preparation, and the restricted pool of candidates collectively contributed to a belief in potential human resource efficiency [75]. 

This contradicts the commonly held belief that staff planning correlates positively with business expansion, but that a rise in business development is associated alongside greater overall performance [76]. In essence, the aforementioned description suggests that profits, effectiveness, productivity, and reliability are commonly regarded as metrics of overall achievement [77].

The Hypothesis of Research

H1: The achievement of an organization is positively and significantly correlated with HR initiatives. 

H2: Organizational achievement is positively and significantly correlated with recruiting and personnel screening.

H3: The achievement of an organization is positively and significantly correlated with work satisfaction on the job.

H4: Organizational achievement is positively and significantly correlated with training and development.

Conceptual Model

Study samples and demographics

Since assessing the impact of HR activities on organizational achievement and determining the relevant factors and their relationships are the primary goals of this study, statistical techniques are used. The study makes use of primary data collection methods. This study primarily makes use of a design for surveys using five Likert scale items to gather its results. In order to gather the main data from the specified target population size, sampling procedures are utilized. Workers of the Basrah Oil Company in Iraq are the subjects of this research, by using the employees of Basra Oil Company as the study population. For this set of individuals, researchers developed and disseminated a comprehensive systematic survey.

As this research is an attempt to identify the effect of HR activities practices on the organizational achievement, it is essential to understand the strategies implemented by the human resources activities and how that effects on organizational achievement. The personnel employed by this organization have the knowledge and expertise to add valuable perspectives and address the statistical inquiries of the ongoing investigation.

 The researchers in this study chose to use a sample size of 300 questionnaires. We were able to finish and evaluate 270 questions beyond the allotted period.

Basrah Oil Company was the center of attention in the investigation. There were (216) men and (54) females in the overall sample size. With respect to level of education, 90% had bachelor's degrees and (10%) held master's degrees. Half of those surveyed had over (10) years of experience, a third had (6) to (10) years, (40%) had (3 to 5) years, and (2%) had (1) year of expertise or below.

Figure: 1

Figure: 2          

  Figure: 3 

The analyses of data

The impact of HR activities on organizational accomplishment is of great importance as it tackles the obstacles and complexities that hinder the procedure of empirical study. In the beginning, the subsection provides an overview of the members' broad characteristics. The findings of this research are derived via the questionnaire's data gathered from workers' replies.

Table (1) Reliability analysis

As seen in table (1), the reliability analysis of the current study. The researcher used three different human resource activities as independent variables to measure the role of organizational achievements in the oil sector. In terms of Recruitment and employee screening, it was found that the Cronbach’s alpha for five items = 0.76 > 0.6 this means that the five items used to measure Recruitment and employee screening were reliable for the current study. In terms of Work satisfaction, it was found that the Cronbach’s alpha for five items = 0.84 > 0.6 this means that the five items used to measure Work satisfaction were reliable for the current study. 

In terms of Training and development, it was found that the Cronbach’s alpha for five items = 0.81 > 0.6 this means that the five items used to measure Training and development were reliable for the current study. And lastly in terms of organizational achievements, it was found that the Cronbach’s alpha for seen items = 0.78 > 0.6 this means that the seven items used to measure organizational achievements were reliable for the current study.

Descriptive Statistics

Table-2 Descriptive Statistics

1. Organizational Achievement:

   Mean: (4.25). Standard Deviation: (0.78). Minimum: (2.75). Maximum: (5.00)

    

2. Recruitment and employee screening

   This study found the mean score for Recruitment and employee screening is 4.20, indicating that, on average, employees perceive a relatively high level of effectiveness in recruitment and development screening programs, this study is similar with other studies. 

   The standard deviation of 0.85 suggests perceptions among employees regarding the effectiveness of recruitment and employee screening.

   The minimum score of 2.50 suggests that there are instances where employees perceive relatively low effectiveness in Recruitment and employee screening. The maximum score of 5.00 indicates that some employees perceive very high effectiveness in Recruitment and employee screening programs.

    

3. Work satisfaction:

   The mean score for work satisfaction is 3.90, indicating that, on average, employees perceive a relatively high level of effectiveness in Work satisfaction. The standard deviation of 0.92 suggests variability in perceptions among employees regarding the effectiveness of Work satisfaction. The minimum score of 2.00 suggests that there are instances where employees perceive relatively low effectiveness in Work satisfaction. The maximum score of 5.00 indicates that some employees perceive very high effectiveness in Work satisfaction.

    

4. Training and development

   The mean score for Training and development is 4.10, indicating that, on average, employees perceive a relatively high level within the organization. The standard deviation of 0.88 suggests variability in perceptions among employees regarding their level of Training and development. The minimum score of 2.70 suggests that there are instances where employees perceive relatively low levels of Training and development. The maximum score of 5.00 indicates that some employees perceive very high levels of Training and development within the organization.

                                          Table -3 Pearson correlation analyses

Table (3) emphasizes the degree of relations between the variables affecting the organizational achievement. The analysis shows that, Training and development (0.471), Recruitment and employee screening (0.397) and work satisfaction (0.388) are positively and significantly correlated with organizational achievement.

Table- 4 Regression results

Regression analysis was carried out with the help of SPSS 23 to investigate the effect of the three dimensions of Human Resource activities and organizational achievement. Regression model in (Table 4),   confirms that in total, all the three dimensions of human resource activities (recruitment and employee screening, work satisfaction and training and development) stimulates organizational achievement (R² = 0.75; P < 0.01). In other words, recruitment and employee screening, work satisfaction and training and development altogether explained 42% of total variance of organizational achievement. Moreover, standardized coefficient and T values also depict positive and significant effect of recruitment and employee screening in organizational achievement (β = 0.37; t = 4.81); work satisfaction in organizational achievement (β = 0.28; t = 3.23); training and development in organizational achievement (β = 0.38; t = 4.97). Hence, the hypotheses H1, H2 and H3 were supported.

Conclusion and Suggestion for Future Research

Investigators aimed to determine the impact of HRA on organizational achievement with this study. The impacts of HR activities on organizational achievement were substantiated by our research results. Recruiting and keeping critical personnel is an ongoing hurdle; however, competition for skilled personnel has exacerbated this difficulty. Effective HR activities, such as recruitment and employee screening, training and development, and work satisfaction, are perceived by workers to have a tangible and favorable correlation with satisfied workers.

Organizations that successfully engage and attract key personnel provide a dynamic workplace. An effective program that aids organizational achievement is the recruitment and employee screening, work satisfaction, and training and development provided by the oil industry to its staff members.

Work satisfaction and identification, according to the staff members, play a role in enhancing a worker's commitment to the company through training and development. The results indicate that staff involvement is a major strength and achievement for factories. Additionally, it facilitates communication that aids in employee engagement across all levels of organization. Development is a process of developing expertise in employees for the purpose of better performance. 

Improvement is essential for attracting and retaining critical personnel. Employers foster employee dedication by demonstrating commitment and providing encouragement to employees' permanent growth in their careers. Employees join a firm alongside specific needs, desires, and abilities, and anticipate being provided alongside a workplace that allows them to develop and improve their expertise while also fulfilling a substantial portion of their requirements.

There is a perception among staff that aspects such as recruitment and employee screening, work satisfaction, and labor training and development have yet to be adequately addressed. An investigation discovered that employees are inclined to remain with a single business over an extended period of time when they perceive that their opinions are valued, they are encouraged, and they have been listened to for their efforts. In order to determine the effectiveness of the suggested combination of direct and indirect interactions, the investigator suggests that prospective follow-up investigations and multidimensional analyses that distinguish and separate variables at the individual, group, and organizational levels be implemented. To better understand the interactions between the three engagement-focused HR activities, we suggest conducting further theory-based research. With any luck, our approach will inspire and direct subsequent research endeavors while fostering a deeper comprehension of the significance of building staff engagement-focused behaviors and environments. [78]

Ultimately, the investigation's findings revealed that HR activities, including Recruitment and employee screening, Work satisfaction, training and development, are distinct but interconnected and mutually affected.

During an exceedingly competitive period, the performance of an organization is a crucial factor for its survival. In order to satisfy expectations, organizations must forecast systematic human resource actions and prepare their workers to accomplish organizational objectives, which can enhance the efficiency of the organization.

 The research presented here demonstrates a clear and positive correlation between human resource activities (such as recruitment and employee screening, work satisfaction, and training and development) and organizational achievement in the oil and gas sector.

Funding: No funding sources.

Conflict of interest: None declared.

Ethical approval: The study was approved by the Institutional Ethics Committee of Basrah University for Oil and Gas

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