Sustainable Rural Development التنمية الريفية المستدامة

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Browsing Sustainable Rural Development التنمية الريفية المستدامة by Author "Abdelfattah Mohamad Abd Damaj"

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    دور ديوان الموظفين العام في الاستثمار في رأس المال البشري لقطاع الخدمة المدنية الفلسطيني من وجهة نظر المتدربين
    (Al-Quds University, 2020-12-16) عبد الفتاج محمد عبد دمج; Abdelfattah Mohamad Abd Damaj
    The study aimed to identify the role of the General personnel council in investing in the Palestinian civil service sector’s human capital from the trainees’ point of view. The researcher addressed the investment dimensions in human capital, such as distance education, learning, training, knowledge, capabilities, skills, innovation. The study also addressed the General personnel council’s role with the national administration school for training programs of the Civil Service Sector and limited in the preparatory rehabilitation program and the continuous training program and the preparing leaders program. To achieve the study’s objectives, the researcher used the descriptive approach and the questionnaire as a tool for collecting, presenting and analyzing information for the purpose of answering the study questions. The questionnaire consisted of 67 paragraphs, divided into six dimensions, and then applied to the study community. This study was conducted from October 2016 to the end of October 2019, and was applied in the General personnel council. The study community is comprises all 316 direct trainees in the General personnel council of targeted training programs, and the stratified random was applied to the study community. One hundred seventy-four questionnaires were applied and distributed to the study sample, including (82) questionnaires on the preparatory qualification program, (113) questionnaires on the continuing training program, and (33) questionnaires on the leadership preparation program, One hundred seventy- two questionnaires were recovered with a response rate of 98.85%, and after collecting study data, it was analyzed using the Statistical Packet Program (SPSS). The most important results of the study were that there was a significant role for the General Personnel council in investing in the human capital of the civil service sector from the perspective of the trainees, where the arithmetic average for all dimensions of the study (3.659) and a standard deviation of (73.18%) to a large extent, this means the fact that the General personnel council has played a significant role in investing in human capital for the dimensions (capabilities, knowledge, skills, training, innovation, teaching and learning) of civil servants through training programs provided by the Palestinian National School of Management and its essential role in creating real investment in human capital, and came first in terms of the role of interest in capacity, with arithmetic average for the dimension of capacity (3.747) and a standard deviation of 74.95% to a large extent, this means that the General Staff Office has a significant role in the investment and development of civil servants through training programs, and came in sixth and last place in terms of role for distance education and learning where the arithmetic average for after-teaching and learning (3,514) and With a standard deviation of 70.28%, there are no statistically significant differences at the level of indication (0.05 ≥α) between the average specimens of the sample members in relation to the role of the General Staff Office in investing in human capital due to the controlled variables. The study came up with several recommendations, the most important of which is the need to provide knowledge of investing in human capital among civil servants to introduce them to the concepts of the subject of human capital. In addition to providing opportunities for the development of performance through the optimal exploitation of human resources, and the need for greater attention by the General Personnel Council to distinguish and know each trainee's abilities, through the design of an internal work task within the training program. Also, the General Personnel council's need to motivate members of training programs to seek knowledge related to training activities, and the need to provide further importance by the General Personnel Council for follow-up topics for feedback from trainees during and after the end of the training program.