واقع تخطيط الموارد البشرية وعلاقته بالأداء الوظيفي في وزارة الداخلية من وجهة نظر مسؤولي الوحدات التنظيمية للفئتين (الاولى والعليا)
ميساء جمال احمد نمر
Maisa Jamal Ahmad Nemr
The study aimed to identify the reality of human resource planning and its relationship to developing job performance in the Ministry of Interior for the years (2015-2019) from the viewpoint of officials of organizational units for the categories (first and upper). To achieve the study’s objectives, the researcher followed the descriptive approach, and collected the necessary data using the study tool, which is the questionnaire. The study was applied to a stratified random sample, as the number of its participants reached 133 (male/ female employees) from the study community, which consists of (203) male /female employees from the officials of the organizational units of the first and upper categories of the Ministry of Interior, distributed across the northern governorates. The most important results of the study were the presence of a statistically significant direct correlation between the level of human resource planning and the level of job performance. It was also found that the level of human resource planning alone explains (35%) of the change in the dependent variable (job performance), and that the other factors that affect the job performance combined explain (65%) of the change in the level of job performance, which indicates the importance of the level of human resource planning and performance development. Moreover, the reality of human resource planning for the years (2015-2019) was identified from the point of view of officials of organizational units of the two categories the first and the upper in the Ministry of Interior as it was of a moderate degree with an arithmetic average for the overall score of response of (3.13). Also, the level of job performance in the Ministry of Interior for the years (2015-2019) was identified from the point of view of organizational units’ officials for the first and upper categories, as it came to a large degree with an arithmetic average of the overall score that reached (3.90). It was, also, found that there were differences in the subjects’ answers about the reality of human resource planning, due to the variable of the job title (in favor of the title of Assistant Undersecretary) other than the other titles. The study came out with a set of recommendations, the most important of which were; The necessity of adopting policies to oblige governmental departments to redistribute human resources in accordance with their qualifications, specializations, competencies and job description card. In addition to the need to give human resources development special attention, through the training and development of all employees. As well as the need to maintain the consistency of the members of formations teams to ensure the sustainability of the quality of the process of human resource planning through accumulating experiences. Moreover, working to find coordination and harmony of the team of job formations and integrating it into the process of comprehensive strategic planning in the government department.