واقع تطبيق أنظمة التعيين والترقية في تنمية المورد البشري في جامعة القدس
| creativework.keywords | أنظمة التعيين والترقية , تنمية المورد البشري ,جامعة القدس | ar |
| dc.contributor.author | أسامة بدر أحمد الحلبية | ar |
| dc.contributor.author | Osama Bader Ahmad Halabia | en |
| dc.date.accessioned | 2023-01-11T09:44:52Z | |
| dc.date.available | 2023-01-11T09:44:52Z | |
| dc.date.issued | 2019-04-22 | |
| dc.description.abstract | The study aimed to identify the impact of implementing the recruitment and promotion systems in developing the human resources in al-Quds University. The researcher used the descriptive analytical approach and the sample of the study consisted of comprehensive survey sample that included (170) employee from the higher and the middle administrative categories in al-Quds university. The researcher's used questionnaires as the study tool which consisted of three aspects that include Recruitment, promotion and their impact on the human resources. The study found that the degree of implementing the Recruitment system for administrators and academics At al-Quds University came at a high degree where it reached the arithmetic average of (3.73).The degree of implementing the promotion system at al-Quds University was very high, with an average of (3.60). It also found that the impact of the Recruitment and promotion systems on the development of human resources at al-Quds University has reached a high degree, with an average of (3.80). The results of the study indicate that there are no differences in the views of university staff regarding the implementation of recruitment systems according to the gender, academic qualification and years of experience variables. However, there were differences according to the Job category variable in favor of the administrative and academic categories. In addition, the results of the study showed that there are no differences in the views of the university staff regarding the implementation of the promotion systems for the gender, academic qualification and years of experience variables However, there were differences according to the Job category variable in favor of the administrative and academic categories. It was also found that there were differences depending on the academic qualification variable, in favor of the doctorate degree and above, and years of experience of 11 years and under. There were differences depending on the variable of job category and they were in favor of the administrative and academic categories. The researcher recommends adding new items to the regulations of the recruitment and promotion systems at al-Quds University including compulsory training and certification for the individuals to be selected for the jobs. This will raise the quality of human resources at the university, and enhance the participation of the different human resources in the general and crucial decisions in the university. | en |
| dc.identifier.citation | الحلبية، أسامة بدر. (2019). واقع تطبيق أنظمة التعيين والترقية في تنمية المورد البشري في جامعة القدس [رسالة ماجستير منشورة، جامعة القدس، فلسطين]. المستودع الرقمي لجامعة القدس. https://arab- scholars.com/393aaf | ar |
| dc.identifier.uri | https://dspace.alquds.edu/handle/20.500.12213/7549 | |
| dc.language.iso | ar | |
| dc.publisher | Al-Quds University | en |
| dc.title | واقع تطبيق أنظمة التعيين والترقية في تنمية المورد البشري في جامعة القدس | ar |
| dc.title | Implementing the recruitment and promotion systems in developing the human resources in al-Quds University | en |
| dc.type | Thesis |