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and the HR practices that relates to this is recruitment, training, empowerment, employee involvement, reward mechanism and performance management. Job Security results when employees feel that the firm develops and motivates them to enhance their skills and performance and this is possible when the firm invests in HPWS programs (Delery, cited in Shih et al, 2006).

结论——Conclusion

In summation, it is agreed that employee retention using a high pay packet has become a norm of the past. Organizations should have much more in the offing to acquire, develop and sustain the employees in the long run. Organizational performance in a broader sense relates to how an organization can advance and create a competitive advantage by managing their employees effectively and this is attained by using various HR practices. Organizations can use specific strategy, either cost leadership and product differentiation and use HR practices to interact with the strategy to achieve superior performance. The research findings in 2 UAE firms reaffirms the theoretical findings of this report that effective management by leaders by creating a High Performance Work Systems wherein knowledge workers are treated as an investment, having an employer - employee partnership of a buy and give in approach where both parties are benefitted from the investment is what leads the company to achieve and sustain competitive advantage. Strategic workforce planning coupled with extensive employee training, reward mechanisms, compensation and performance measurements systems will determine how firms can sustain and improve performance and this eventually would lead the firm to achieve sustainable competitive advantage.

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