واقع إدارة أداء الموارد البشرية بوزارة الداخلية والامن الوطني بغزة وسبل تطويرها

الناعوق, رمضان (2015) واقع إدارة أداء الموارد البشرية بوزارة الداخلية والامن الوطني بغزة وسبل تطويرها. Masters thesis, الاكاديمية.

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Abstract

The study aims at identifying the reality of the performance of human resource management in the Ministry of the Interior in Gaza, through the examination of the reality of the performance of three of the management of the human resource's fields, of human resources, of human capacity development, and of reinforcing human resources in The Ministry. The researcher used descriptive analytical method, to achieve the objectives of the study and answer its questions. The researcher collected information using a questionnaire prepared specifically for this purpose. The study examined all of the staff members at the Ministry from the high ranks and those who have academic qualifications and assigned with functional tasks, totaling (638) officers. (260) questionnaires were distributed, and (245) were retrieved. The study concludes that recruitment processes and human capacity development and strengthening of human resources have an average effect with statistically significant impact on the abstract level (α≤0.05) on the performance of the Human Resources in The Ministry of the Interior. There are significant differences between the averages of the study sample on "functional recruitment of resources and human resources" and domains estimates combined together attributed to the grade and for the benefit of those who rank of colonel and above, and attributed to the job title, and for the benefit of those whose titles include general director or general. More ways of development put forward, according to polarization and national professional standards, and the preparation of specialized training plans and provide for the implementation of the programs of the budgets, the application of effective incentives system for distinctive business . The study recommends promoting planning processes of The Ministry, and the emphasis on the development of measurable indicators, to measure the performance of the recruitment processes, and benefiting from these indicators in the development of the successive plans, taking care of diversifying sources of external recruitment processes to increase the efficiency and effectiveness of recruitment in quantity and quality. It also recommends paying attention to the development of budgets for training operations to check the success of these operations, and benefiting from external expertise in training, and training operations dimensional measurement to make sure hiring staff for their skills after training, each in their field of work, also attention to the report of the evaluation of performance, and linking them to the path of career development, and the development of distinctive competencies, to elevate them to senior positions, and attention to the granting of Job Titles on standards and abide by the terms and applicable, give everyone a chance to run and compete, and then choose qualified people.

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