دور المجالس البلدية المتعاقبة في تنمية الموارد البشرية في بلدية يطا
Date
2023-06-08
Authors
عدي موسى حسن عجوه
Adi Mousa Hassan Ajwa
Journal Title
Journal ISSN
Volume Title
Publisher
Al-Quds University
Abstract
هدفت الدراسة إلى معرفة دور المجالس البلدية المتعاقبة على تنمية الموارد البشرية في بلدية يطا وذلك بالفترة بين العام 2017 والعام 2023، وذلك من خلال قياس أربعة أبعاد لتنمية الموارد البشرية وهي التعليم والتدريب والتطوير والتحفيز، وقد تم اسُتخدام المنهج الوصفي لتحقيق أهداف البحث، وانقسم مجتمع الدراسة إلى قسمين القسم الأول تكون من موظفي بلدية يطا بدرجة رئيس قسم فأعلى وتم استخدام المسح الشامل من خلال استبانة بحيث تم توزيع 25 استبانة بنسبة استرداد 100% بالإضافة إلى اجراء مقابلات مهيكلة مع موظفي البلدية عن طريق العينة الملائمة ، أما القسم الثاني من مجتمع الدراسة فقد كان أعضاء المجالس البلدية في فترة الدراسة وقد تم استخدام المقابلة المهيكلة عن طريق العينة القصدية بواقع ثمانية أعضاء مقسمين على أربعة مجالس، وقد تم الاستعانة بالتحليل الإحصائي للتأكد من صحة أداة الاستبانة وقياس درجة ارتباط كل فقرة من فقرات الاستبانة بالدرجة الإجمالية للمحور الذي يمثلها ضمن محاور الاستبانة، بالإضافة إلى الدرجة الكلية لارتباط كل محور من محاور الدراسة مع الدرجة الكلية للأداة، باستخدام معامل الارتباط Pearson-Correlation، وفيما يتعلق بثبات الاستبانة فقد تم حساب معامل الارتباط كرونباخ - ألفا لأداة الدراسة باستخدام برنامج الرزم الإحصائية (SPSS) وكانت النتيجة الإجمالية لثبات أداة الدراسة 80.8%.وتوصلت الدراسة إلى عدة نتائج من ضمنها أن دور المجالس البلدية المتعاقبة في بُعد التدريب من وجهة نظر الموظفين كان دوراً فعالاً متوافقاً مع رأي أعضاء المجلس البلدي، بينما في بُعد التعليم فقد كان دور المجالس البلدية المتعاقبة متوسطاً من وجهة نظر الموظفين بعكس رأي الأعضاء الذين أكدوا أن دورهم عالي في هذا البعد، وكان دور المجالس البلدية المتعاقبة في بعد التطوير متوسطاً من وجهة نظر الأعضاء والموظفين ، وتباينت نتائج البعد الرابع المتعلق بالتحفيز حيث أوضح موظفو البلدية أن دور المجالس البلدية المتعاقبة في بلدية يطا في بعد التحفيز كان متوسطاً بعكس الأعضاء الذي توجهوا إلى أن دورهم كان دورا فعالاً وعالياً.
وبناء على هذه الدراسة يُوصي الباحث لمجلس بلدي يطا بضرورة العمل على وضع خطط تدريبية دورية بناء على دراسة احتياجات الموظفين ورفعها للمجلس البلدي لإقرارها العمل على رفع المخصصات التي يتم اقرارها في ميزانية بلدية يطا لأغراض التدريب والتطوير بالإضافة إلى الاستمرار بالعمل على مواكبة التطور والتقنيات المتطورة وتوريدها للعمل بها في بلدية يطا ، وكذلك العمل على وضع أسس واضحة ومتفق عليها لاختيار البرامج التدريبية والمرشحين لها بحيث لا يحدث أي اختيار بناء على اتجاهات أخرى ، وعلى المجالس البلدية توفير أجواء إيجابية للموظفين تساهم في عملية التعليم واكتساب الخبرات كما يوصي الباحث بالعمل على وضع واعتماد الخطط التطويرية والاستراتيجية بعيدة المدى ، وكذلك الاستمرار في تقديم الحوافز المادية والمعنوية والعمل على ابتكار خطوات تحفيزية للموظفين لما له من أثر كبير في استمرار العمل.
The study aims to determine the role of successive municipal councils in the development of human resources in Yatta municipality between the years 2017 and 2023, through measuring four dimensions of human resources development, which are learning, training, development, and motivation. A descriptive approach is used to achieve the research objectives. The study population was divided into two sections. The first section includes employees of Yatta municipality with a rank of department head or higher, and a comprehensive survey is used with a distribution of 25 questionnaires with a 100% response rate in addition, structured interviews are conducted with municipal employees using a Convenience sampling. The second section of the study population includes members of the municipal councils during the study period, A purposive sampling technique is used to select eight members distributed among four councils and structured interviews are conducted with them. Pearson-Correlation is used for statistical analysis to ensure the reliability of the questionnaire and to measure the correlation between each item and its corresponding axis within the questionnaire. Additionally, the overall degree of correlation between each axis and the total degree of the tool is measured using Pearson-Correlation. Regarding the questionnaire's stability, Cronbach's alpha coefficient is calculated using the Statistical Package for the Social Sciences (SPSS), and the overall result for the tool's stability is 80.8%. The study found several results, including that the role of successive municipal councils in the training dimension, from the perspective of the employees is perceived as an effective role that is consistent with the opinion of the municipal council members. However, in the learning dimension, the role of successive municipal councils is perceived as average by the employees, in contrast to the opinion of the members who believe their role is high influential in this dimension. The role of successive municipal councils in the development dimension is perceived as average by both the members and the employees. The results are more varied in the fourth dimension related to motivation, where the municipal employees indicate that the role of successive municipal councils in Yatta municipality in motivation is perceived as average, while the members believed that their role is effective and high influential. Based on this study, the researcher recommends the need to work on developing periodic training plans based on a study of the employees' needs and submitting them to the municipal council for approval, and working on increasing the allocations approved in the budget of Yatta municipality for training and development purposes. Additionally, it is recommended to continue keeping up with technological advancements and providing them for use in Yatta municipality, as well as establishing clear and agreed-upon criteria for selecting training programs and candidates, to ensure that selections are unbiased. Municipal councils should also provide positive environments for employees that contribute to learning and development process, and promote a culture of innovation and creativity to enhance the performance and productivity of the employees.
The study aims to determine the role of successive municipal councils in the development of human resources in Yatta municipality between the years 2017 and 2023, through measuring four dimensions of human resources development, which are learning, training, development, and motivation. A descriptive approach is used to achieve the research objectives. The study population was divided into two sections. The first section includes employees of Yatta municipality with a rank of department head or higher, and a comprehensive survey is used with a distribution of 25 questionnaires with a 100% response rate in addition, structured interviews are conducted with municipal employees using a Convenience sampling. The second section of the study population includes members of the municipal councils during the study period, A purposive sampling technique is used to select eight members distributed among four councils and structured interviews are conducted with them. Pearson-Correlation is used for statistical analysis to ensure the reliability of the questionnaire and to measure the correlation between each item and its corresponding axis within the questionnaire. Additionally, the overall degree of correlation between each axis and the total degree of the tool is measured using Pearson-Correlation. Regarding the questionnaire's stability, Cronbach's alpha coefficient is calculated using the Statistical Package for the Social Sciences (SPSS), and the overall result for the tool's stability is 80.8%. The study found several results, including that the role of successive municipal councils in the training dimension, from the perspective of the employees is perceived as an effective role that is consistent with the opinion of the municipal council members. However, in the learning dimension, the role of successive municipal councils is perceived as average by the employees, in contrast to the opinion of the members who believe their role is high influential in this dimension. The role of successive municipal councils in the development dimension is perceived as average by both the members and the employees. The results are more varied in the fourth dimension related to motivation, where the municipal employees indicate that the role of successive municipal councils in Yatta municipality in motivation is perceived as average, while the members believed that their role is effective and high influential. Based on this study, the researcher recommends the need to work on developing periodic training plans based on a study of the employees' needs and submitting them to the municipal council for approval, and working on increasing the allocations approved in the budget of Yatta municipality for training and development purposes. Additionally, it is recommended to continue keeping up with technological advancements and providing them for use in Yatta municipality, as well as establishing clear and agreed-upon criteria for selecting training programs and candidates, to ensure that selections are unbiased. Municipal councils should also provide positive environments for employees that contribute to learning and development process, and promote a culture of innovation and creativity to enhance the performance and productivity of the employees.
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Citation
عجوه، عدي موسى. (2023). دور المجالس البلدية المتعاقبة في تنمية الموارد البشرية في بلدية يطا [رسالة
ماجستير منشورة، جامعة القدس، فلسطين]. المستودع الرقمي لجامعة القدس. https://arab-
scholars.com/f9323a