The findings have suggested that employees tend to perceive AAP negatively. The third phase has also been based on a positivist paradigm, and was carried out using a survey (sent to over 1,000 participants) examining the policy’s socio-psychological effects on employees. The results have indicated that, in addition to the continuing issue of the high inward flow of expatriates, AAP has failed to either improve the distribution of job opportunities across the country, or enhance structural issues with some occupations in the private sector. The second phase has been based on a positivist paradigm, and been conducted through time-series analysis (2004-2014), to examine policy effects on labour market structure. The earlier version (pre-2011) was found to be a non-strategic and vague policy that made no real impact on natives’ employment, while the new version (post-2011) has been positive in increasing native employment (relatively), but it has been associated with serious unintended consequences due to its stricter enforcement. Two different historical versions of AAP (pre- and post-2011) have been identified. The findings of this phase contributed significantly to the understanding of AAP’s legislative nature and role. The interviews have been analysed using a thematic analysis technique. The first phase has been based on an interpretive paradigm, and been conducted through semi-structured interviews with labour market experts, to identify and understand the policy. The research has employed a pragmatic methodology over three phases of analysis. This research has investigated the role, effectiveness and consequences of AAP on Saudi labour market structure. In Saudi Arabia, despite changes and improvements in laws and strategies, over past decades, to tackle the age-old issue of native unemployment, the problem is still deeply ingrained in society. Its role has become controversial around the world. AAP’s main aim is to eliminate or prevent past discrimination against disadvantaged groups and to enhance their position in society.
Finally, it demonstrates that ERP can be a source of innovation if the innovating benefits are managed deliberately.įew public and social policy subjects have attracted as much attention as Affirmative Action Policy (AAP) in social sciences. Moreover, it is novel in adapting the orchestration theory to understand how ERP resources shall be composed to achieve benefits efficiently. This research has contributed by integrating and institutionalising benefits management practices and project management practices. ERP benefits maturity assessment tool is developed for assessing organisations’ status to show weaknesses and strengths in their ability to recoup different ERP benefits by benchmarking with the three blueprints.
Based on these results, ERP Business Innovation framework is developed and tested. Each blueprint consists of attitudes, skills, organisation characteristics, technologies, and ERP department human resources competencies. All of these blueprints constitute the ERP benefits road map. Thus, benefits are classified into three levels (automating, planning, and innovating benefits), and each level needs a specific blueprint. ERP orchestration framework is developed to show how investments in ERP resources and organisational complementary resources shall be orchestrated so that ERP benefits can be realised effectively. The key connecting element between PM and BM in PGBF is the blueprint design. Because ERP demands radical changes in organisations, the neo-institutionalisation theory was adopted to apply PBGF on ERP so that the ERP success is improved. Thus, Project Benefits Governance Framework (PBGF) is developed, and later tested, by combining the two approaches for the sake of realising the expected benefits from investing in IT initiatives. It has been found that project management and benefits management approaches are necessary for recouping benefits from investing in Information Technologies (IT) projects. This research covers two areas: mechanism of implementation and the destination to change (i.e. This research aims to investigate the benefit realisation process for ERP systems so as to develop a benefit realization road map whereby organisations can realize the maximum potential of their ERP systems.
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