دراسة تقييمية للقيادة الإدارية للموارد البشرية في وزارات السلطة الوطنية الفلسطينية من منظور الإدارة الإستراتيجية

الموضوعات

إدارة

روابط وملفات

التعريف والنوع

رقم الوثيقة

fe21eae2-59bd-4076-a93d-e16edd934775

رقم العقد

0

نوع الوسائط

Crawler

نوع المحتوى

الرسائل العلمية

صيغة المصدر

رسائل ماجيستير

نوع الملف

pdf text

أسماء الملفات

1694547_1.pdf

بيانات النشر

ترجمة العنوان

Assessing the extent to which administrative leadership applies the stages of strategic management process in running human resources

ألقاب المؤلفين

[{"name_ar":"سمير بيضون","title_ar":"اشراف","title_en":"Supervision"},{"name_ar":"فداء حسن أحمد أبو لطيفه","title_ar":"اعداد","title_en":"Preparation"}]

اللغة

Arabic

المصدر والدورية

اسم المصدر

دراسة تقييمية للقيادة الإدارية للموارد البشرية في وزارات السلطة الوطنية الفلسطينية من منظور الإدارة الإستراتيجية

المحتوى والصفحات

عدد الصفحات

0

ترجمة الملخص

This study was conducted between February and September 2012, aiming at assessing the extent to which administrative leadership applies the stages of strategic management process in running human resources, and the various obstacles which hinder the application of strategic management process to the needed levels. The importance of this study stems from the fact that its outputs might help redraw the policies of ministries and their programs on more accurate and appropriate basis, in addition to helping in elevating the performance of human resource directorates to a new higher level. The descriptive approach was utilized to carry out this study, data was gathered and theories were put to test with the help of previous literature which was reviewed and analyzed. A questionnaire was designed, consisting of 6 main axes, including the objectives of the study, where 68 employees of the administrative and financial departments of the Palestinian National Authority were the target of the study, carrying the titles: Director General of Administrative and Financial Affairs, Director of Human Resources, Head of Personnel. The outcomes of the questionnaire were analyzed statistically using "SPSS" and "Microsoft Excel". The main results of the study showed that most of those employees were well qualified for the job, and achieving high standards in strategically administering human resources at the ministries, most importantly having a degree in administrative sciences, in addition to experience, and job titles empowering them to influence employees towards achieving the objectives. When it comes to the utilized leadership style, the study shows human resource administration using two leadership styles which are the democratic style, and the co-leadership style, and that the human resource administration provides the necessary information in order to formulate a holistic harmonious strategy with the ministry's strategy. When it comes to applying strategic management, human resource administration does not apply all the stages of strategic management, especially internal and external environmental survey, affecting its performance in applying other stages, which did not yield higher results. The human resource administration tries to form a better qualified working force at the ministries and carries out its missions, strategically speaking, with high performance, but does not develop an ongoing incentive system at the ministries. Finally, the study showed the presence of obstacles which hinder the application of strategic management at a high level, most notably the absence of an incentive system for the employees, and the lack of budgets to carry out the tasks of human resource management, and the lack of proper regular evaluation of the strategy to measure its progress, and the absence of a training system for human resources, and the lack of clear policies which help achieve the strategy of the ministry, and last but not least the vagueness of the ministry's strategy among employees. Based on the results and conclusions, the study recommended paying more attention to the Qualifications of human resource administration employees during the recruiting and nomination process, and giving more weight to theoretical knowledge of the administration process and its theories and styles, and the characteristics of leaders which help increase the effectiveness at the ministry. Work should be done on deepening the knowledge and awareness among employees, of the importance of strategic human resource management. Training courses should be conducted about the concept and work stages, and internal and external environmental surveys should be carried out, involving employees in decision making, conducting training and rehabilitation courses which help provide a highly effective workforce, achieving higher performance. Creating a viable incentive system, and providing sufficient funding to carry out strategic human resource management

إشراف وإعداد

الإشراف

سمير بيضون

الإعداد

فداء حسن أحمد أبو لطيفه

الاقتباسات الببليوغرافية