تخطيط التعاقب الوظيفي.pdf

‫وﺗﻘﺪﻳﻢ‬ ‫إﻋﺪاد‬
‫م‬
.
‫اﻟﺰﻫﺮاﻧﻲ‬ ‫أﺣﻤﺪ‬

‫ﺗﻨﺒﻴﻪ‬
:
‫ﺗﻌﻮد‬
‫ﺣﻘﻮق‬
‫ﻣﻠﻜﻴﺔ‬
‫اﻟﺤﻘﻴﺒﺔ‬
‫ﻟﻠﻤﺪرب‬
‫م‬
.
‫أﺣﻤﺪ‬
‫اﻟﺰﻫﺮاﻧﻲ‬
‫وﻻ‬
‫ﻳﺤﻖ‬
‫ﻷي‬
‫ﺟﻬﺔ‬
‫اﺳﺘﺨﺪاﻣﻬﺎ‬
‫ﻲﻓ‬
‫أﻏﺮاض‬
‫أﺧﺮى‬
‫ﻛﺎﻟﺘﺪرﻳﺐ‬
‫واﻤﻟﺆﺗﻤﺮات‬
‫وأﻋﻤﺎل‬
‫اﻟﺘﺄﻟﻴﻒ‬
‫وﻧﺤﻮﻫﺎ‬
‫إﻻ‬
‫ﺑﺎﻹﺳﺘﺌﺬان‬
‫ﻣﻦ‬
‫اﻤﻟﺪرب‬
.
‫ﻟﻸﻫﻤﻴﺔ‬
‫ﺟﺮى‬
‫اﻟﺘﻨﺒﻴﻪ‬
.
‫اﻤﻟﻠﻜﻴﺔ‬ ‫ﺣﻘﻮق‬

‫اﻟﺪورة‬ ‫ﻣﺤﺎور‬

‫ﻣﻔﻬﻮم‬
‫ﺗﺨﻄﻴﻂ‬
‫اﻟﺘﻌﺎﻗﺐ‬
‫اﻟﻮﻇﻴﻔﻲ‬
)
Succession Planning
(
:
•
‫ﻣﺎذا‬
‫ﻧﻌﻨﻲ‬
‫ﺑﺘﺨﻄﻴﻂ‬
)
Succession Planning
(
.
•
‫اﻟﻔﺮق‬
�‫ﺑ‬
‫اﻹﺣﻼل‬
)
Replacement
(
‫وﺗﺨﻄﻴﻂ‬
)
Succession Planning
(
.
•
‫ﻋﻮاﻣﻞ‬
‫ﻧﺠﺎح‬
‫وﻓﺸﻞ‬
)
Succession Planning
(
.
•
‫ﻣﻨﻬﺠﻴﺔ‬
)
Succession Planning
(
.
•
‫أﻫﺪاف‬
)
Succession Planning
(
.

‫اﻹﻃﺎر‬
‫اﻟﻌﺎم‬
‫ﻟﻌﻤﻠﻴﺔ‬
)
Succession Planning
(
:
•
‫اﻹﻃﺎر‬
‫اﻟﻌﺎم‬
)
Succession Planning
(
.

‫ﺗﺤﺪﻳﺪ‬
‫اﻟﻮﻇﺎﺋﻒ‬
‫اﻟﺤﺮﺟﺔ‬
‫واﻟﺤﺎﺳﻤﺔ‬
)
Critical Positions
(
:
•
�‫ﻣﻌﺎﻳ‬
.
•
‫اﻟﺒﻴﺎﻧﺎت‬
‫اﻤﻟﻄﻠﻮب‬
‫ﺗﻮﻓﺮﻫﺎ‬
‫ﻋﻦ‬
.
•
‫ﺗﺤﻠﻴﻞ‬
.

‫اﻤﻟﻮاﻫﺐ‬
‫اﻤﻟﺮﺷﺤﺔ‬
‫ﻟﺸﻐﻞ‬
:
•
‫ﺗﻌﺮﻳﻒ‬
.
•
‫ﻃﺮق‬
‫وﻣﺼﺎدر‬
‫ﻟﺸﻐﻞ‬
.
•
‫اﻟﺤﺎﻟﻴﺔ‬
.

‫اﻟﺪورة‬ ‫ﻣﺤﺎور‬

‫إﻋﺪاد‬
‫وﺗﻨﻔﻴﺬ‬
‫ﺧﻄﺔ‬
‫ﻟﺘﺨﻄﻴﻂ‬
:
•
‫ﻋﻤﻠﻴﺔ‬
‫اﺧﺘﻴﺎر‬
)
Talent Selection
(
.
•
‫أدوات‬
‫وأﺳﺎﻟﻴﺐ‬
‫ﺗﺄﻫﻴﻞ‬
‫ﻟﺸﻐﻞ‬
.
•
‫ﺧﻄﺔ‬
‫اﻟﺘﻘﻴﻴﻢ‬
‫واﻤﻟﺮاﺟﻌﺔ‬

‫ﺍﻷﻭﻝ‬ ‫ﺍﶈﻮﺭ‬
:
‫ﺍﻟﻮﻇﻴﻔﻲ‬ ‫ﺍﻟﺘﻌﺎﻗﺐ‬ ‫ﲣﻄﻴﻂ‬ ‫ﻣﻔﻬﻮﻡ‬
(Succession Planning)

‫اﻟﻮﻇﻴﻔﻲ‬ ‫اﻟﺘﻌﺎﻗﺐ‬ ‫ﺗﺨﻄﻴﻂ‬ ‫ﻣﻔﻬﻮم‬
)
Succession Planning
(

)
Succession Planning
(
:
‫ﻫﻮ‬
‫ﺗﻌﺎﻗﺐ‬
‫اﻷدوار‬
‫أو‬
‫اﻟﺤﺎﺳﻤﺔ‬
‫ﻲﻓ‬
‫اﻤﻟﻨﻈﻤﺔ‬
‫وﺗﺤﺪﻳﺪ‬
‫وﺗﻘﻴﻴﻢ‬
‫اﻷﻓﺮاد‬
�‫اﻤﻟﺤﺘﻤﻠ‬
‫ﻟﺸﻐﻠﻬﺎ‬
‫وﺗﻄﻮﻳﺮﻫﻢ‬
‫وﺗﺰوﻳﺪﻫﻢ‬
‫ﺑﺎﻤﻟﻬﺎرات‬
‫واﻟﺨﺮﺒات‬
‫اﻤﻟﻨﺎﺳﺒﺔ‬
.

)
Succession Planning
(

)
Succession Planning
(
:
‫ﺑﺮﻧﺎﻣﺞ‬
‫ﻣﺤﺪد‬
‫ﺗﻘﻮم‬
‫ﺑﺘﻨﻈﻴﻤﻪ‬
‫ﻟﻀﻤﺎن‬
‫اﺳﺘﻤﺮارﻳﺔ‬
‫اﻟﻘﻴﺎدة‬
‫ﻟﺠﻤﻴﻊ‬
‫اﻤﻟﻨﺎﺻﺐ‬
‫اﻟﺮﺋﻴﺴﻴ‬
‫ﺔ‬
‫ﻣﻦ‬
‫ﺧﻼل‬
‫ﺗﻄﻮﻳﺮ‬
‫اﻷﻧﺸﻄﺔ‬
‫اﻟﺘﻲ‬
‫ﻣﻦ‬
‫ﺷﺄﻧﻬﺎ‬
‫ﺑﻨﺎء‬
‫ﻣﻬﺎرات‬
�‫اﻤﻟﻮﻇﻔ‬
.
‫اﻤﻟﺴﺘﻘﺒﻠﻴﺔ‬ ‫اﻤﻟﻮاﻫﺐ‬
)
Future Talent
(
‫اﻟﺤﺎﻟﻴﺔ‬ ‫اﻤﻟﻮاﻫﺐ‬
)
Present Talent
(


)
Succession Planning
(
:
‫اﻟﻮﻇﻴﻔﻲ‬ ‫اﻹﺣﻼل‬
)
‫اﻻﺳﺘﺒﺪال‬
(
‫اﻟﻮﻇﻴﻔﻲ‬ ‫اﻟﺘﻌﺎﻗﺐ‬

‫ﺗﻔﺎﻋﻠﻴﺔ‬

‫اﺳﺘﺒﺎﻗﻴﺔ‬

‫أﻗﺼﺮ‬ ‫زﻣﻨﻴﺔ‬ ‫ﻓﺮﺘة‬

‫أﻃﻮل‬ ‫زﻣﻨﻴﺔ‬ ‫ﻓﺮﺘة‬

‫اﻟﻮﻇﻴﻔﻲ‬ ‫اﻟﺘﻌﺎﻗﺐ‬ ‫ﻋﻤﻠﻴﺔ‬ ‫ﻣﺮاﺣﻞ‬ ‫أﺣﺪ‬

‫اﻷﻫﺪاف‬ ‫ﻟﺘﺤﻘﻴﻖ‬ ‫ﻣﺮاﺣﻞ‬ ‫ﻋﺪة‬ ‫ﻣﻦ‬ ‫ﺗﺘﺄﻟﻒ‬

‫ﺗﺪرﻳﺐ‬
‫ﻓﻮري‬
‫ﻋﻠﻰ‬
‫اﻟﻌﻤﻞ‬
‫ﻟﻠﺸﺨﺺ‬
‫اﻟﺠﺪﻳﺪ‬

‫ﺗﻄﻮﻳﺮي‬
‫ﻣﻜﺜﻒ‬
‫ﻣﻊ‬
‫ﺧﻄﻂ‬
‫وأﻫﺪاف‬
‫ﻣﺤﺪدة‬

‫اﻤﻟﺘ‬ ‫اﻤﻟﺮﺷﺢ‬ �‫وﺗﻌﻴ‬
‫ﺎح‬

�‫اﻤﻟﺮﺷﺤ‬
ً
‫ﺑﻨﺎءا‬
‫ﻋﻠﻰ‬
‫وإدﺧﺎﻟﻬﻢ‬
‫ﺿﻤﻦ‬
‫ﺑﺮاﻣﺞ‬
‫ﺗﻄﻮﻳﺮﻳﺔ‬
‫وﺗﺄﻫﻴﻠﻴﺔ‬

‫اﻤﻟﺨﺎﻃﺮ‬ ‫إدارة‬ ‫ﻣﻬﺎم‬ ‫أﺣﺪ‬

‫اﻟﻮﻇﻴﻔﻲ‬ ‫اﻟﺘﻄﻮﻳﺮ‬ ‫إدارة‬ ‫ﻣﻬﺎم‬ ‫أﺣﺪ‬
)
Succession Planning
(


‫ﻧﺠﺎح‬
)
Succession Planning
(
:
)
Succession Planning
(

‫ﻋﺎﻟﻴﺔ‬ ‫وﺷﻔﺎﻓﻴﺔ‬ ‫ﻣﺼﺪاﻗﻴﺔ‬ ‫ذات‬ ‫وﻇﻴﻔﻲ‬ ‫ﺗﻌﺎﻗﺐ‬ ‫ﺧﻄﺔ‬ ‫وﺿﻊ‬
.

‫واﺳﺮﺘاﺗﻴﺠﻴﺎﺗﻬﺎ‬ ‫اﻤﻟﻨﻈﻤﺔ‬ ‫اﺣﺘﻴﺎﺟﺎت‬ ‫ﻣﻊ‬ ‫اﻟﻮﻇﻴﻔﻲ‬ ‫اﻟﺘﻌﺎﻗﺐ‬ ‫ﺗﺨﻄﻴﻂ‬ ‫ﻋﻤﻠﻴﺔ‬ ‫ﻣﻮاﺋﻤﺔ‬
.

‫اﻤﻟﻮاﻫﺐ‬ ‫ﻣﻦ‬ ‫ﻗﻮﻳﺔ‬ ‫ﻗﺎﻋﺪة‬ ‫ﺑﻨﺎء‬
.

‫اﻹدارة‬ ‫دﻋﻢ‬
‫اﻟﻌﻠﻴﺎ‬
‫و‬ ‫ﻟﻠﻤﻨﻈﻤﺔ‬
‫اﻟﻌﻼﻗﺔ‬ ‫أﺻﺤﺎب‬ ‫ﺗﻌﺎون‬
.

‫ﻓﻌﺎﻟﺔ‬ ‫ﺗﻮاﺻﻞ‬ ‫ﺧﻄﺔ‬ ‫ﺑﻨﺎء‬
.


‫ﻧﺠﺎح‬
)
Succession Planning
(
:
)
Succession Planning
(

‫وﻣﻼﺋﻤﺔ‬ ‫ﻋﺎدﻟﺔ‬ ‫اﺧﺘﻴﺎر‬ �‫ﻣﻌﺎﻳ‬ ‫وﺿﻊ‬
)
�‫واﻤﻟﺮﺷﺤ‬ ‫اﻟﺤﺮﺟﺔ‬ ‫ﻟﻠﻮﻇﺎﺋﻒ‬
.(

‫وﺿﻊ‬
‫اﻟﻮﻇﻴﻔﻲ‬ ‫اﻟﺘﻌﺎﻗﺐ‬ ‫ﺗﺨﻄﻴﻂ‬ ‫وﻣﺮاﺟﻌﺔ‬ ‫ﻟﺘﻘﻴﻴﻢ‬ ‫ﻓﻌﺎﻟﺔ‬ ‫ﺧﻄﺔ‬
.

)
‫اﻤﻟﺮﺷﺤﺔ‬ ‫اﻟﻜﻔﺎءات‬
(
‫اﻤﻟﻨﻈﻤﺔ‬ ‫ﺗﺤﺘﺎﺟﻬﺎ‬ ‫اﻟﺘﻲ‬ ‫اﻤﻟﺴﺘﻘﺒﻠﻴﺔ‬ ‫اﻤﻟﻬﺎرات‬ ‫ﻋﻠﻰ‬
.

‫ﺗﻮﺟﻴﻪ‬ ‫وﺟﻠﺴﺎت‬ ‫ﻣﻼﺋﻤﺔ‬ ‫وﺗﻄﻮﻳﺮ‬ ‫ﺗﺪرﻳﺐ‬
‫ﻓﻌﺎﻟﺔ‬ �‫وﺗﻤﻜ‬
.

?

‫ﻤﻟﺎذا‬
‫ﻳﻔﺸﻞ‬
)
Succession Planning
(
:

‫ﻟﻠﻤﻨﻈﻤﺔ‬ ‫واﺿﺤﺔ‬ ‫اﺳﺮﺘاﺗﻴﺠﻴﺔ‬ ‫وﺟﻮد‬ ‫ﻋﺪم‬
.
)
Succession Planning
(

‫اﻟﻮﻇﻴﻔﻲ‬ ‫اﻟﺘﻌﺎﻗﺐ‬ ‫ﺗﺨﻄﻴﻂ‬ ‫ﻟﻌﻤﻠﻴﺔ‬ ‫واﺿﺢ‬ ‫ﻣﻨﻬﺞ‬ ‫وﺟﻮد‬ ‫ﻋﺪم‬
.

‫واﻟﺘﻮﺟﻴﻪ‬ ‫اﻟﺘﻄﻮﻳﺮ‬ ‫ﺑﺮاﻣﺞ‬ ‫ﺿﻌﻒ‬
.

‫ﻣﻼﺋﻤﺔ‬ �‫ﻏ‬ �‫وﺑﻤﻌﺎﻳ‬ ‫ﻣﻤﻨﻬﺠﺔ‬ �‫وﻏ‬ ‫ﻋﺸﻮاﺋﻴﺔ‬ ‫ﺑﻄﺮق‬ �‫اﻤﻟﺮﺷﺤ‬ ‫ﺗﺤﺪﻳﺪ‬
.

‫أﻃﻮل‬ ‫ﻟﻮﻗﺖ‬ ‫اﻟﻮﻇﻴﻔﺔ‬ ‫ﺷﺎﻏﻞ‬ ‫ﺑﻘﺎء‬ ‫أو‬ �‫اﻤﻟﺮﺷﺤ‬ ‫ﻣﻐﺎدرة‬
.
‫؟‬
‫؟‬
!
!


‫ﻤﻟﺎذا‬
‫ﻳﻔﺸﻞ‬
)
Succession Planning
(
:

‫ﻏﻴﺎب‬
‫واﻟﺸﻔﺎﻓﻴﺔ‬ ‫اﻤﻟﺼﺪاﻗﻴﺔ‬
.
)
Succession Planning
(

‫ﺿﻌﻒ‬
/
‫ﻋﺪم‬
‫اﻤﻟﻌﻨﻴﺔ‬ ‫اﻷﻃﺮاف‬ ‫ﺗﻌﺎون‬ ‫وﻋﺪم‬ ‫ﻟﻠﻤﻨﻈﻤﺔ‬ ‫اﻟﻌﻠﻴﺎ‬ ‫اﻹدارة‬ ‫ﻣﻦ‬ ‫دﻋﻢ‬ ‫وﺟﻮد‬
.

‫ﺿﻐﻂ‬
‫اﻟﻮﻇﻴﻔﻲ‬ ‫اﻟﺘﻌﺎﻗﺐ‬ ‫ﺗﺨﻄﻴﻂ‬ ‫ﻋﻤﻠﻴﺔ‬ ‫ﻟﺘﻨﻔﻴﺬ‬ ‫اﻤﻟﻨﺎﺳﺐ‬ ‫اﻟﻮﻗﺖ‬ ‫وﺟﻮد‬ ‫وﻋﺪم‬ ‫اﻟﻌﻤﻞ‬
.

‫اﻟﻈﺮوف‬
‫اﻹﻗﺘﺼﺎدﻳﺔ‬
.

‫ﻗﻠﺔ‬
‫واﻟﺒﺸﺮﻳﺔ‬ ‫اﻤﻟﺎﻟﻴﺔ‬ ‫اﻤﻟﻮارد‬
.
‫؟‬
‫؟‬


‫أﻫﺪاف‬
)
Succession Planning
(
:

‫ﻣﻔﺘﺎح‬
‫ﻟﻨﻤﻮ‬
‫ﻋﻠﻰ‬
‫اﻤﻟﺪى‬
‫اﻟﻄﻮﻳﻞ‬
.

‫ﺿﻤﺎن‬
‫اﻷداء‬
‫اﻤﻟﺆﺳﺴﻲ‬
.

‫ﺣﻤﺎﻳﺔ‬
‫ﻣﻦ‬
‫اﻟﻘﺼﻮر‬
‫ﻲﻓ‬
‫اﻷداء‬
.

‫دراﺳﺔ‬
‫اﻟﻮﺿﻊ‬
‫اﻟﺤﺎﻟﻲ‬
‫ﻟﻠﻘﻮى‬
‫اﻟﻌﺎﻣﻠﺔ‬
.

‫اﻟﺤﻔﺎظ‬
‫ﻋﻠﻰ‬
‫رأس‬
‫اﻤﻟﺎل‬
‫اﻟﻔﻜﺮي‬
‫واﻤﻟﻌﺮﻲﻓ‬
‫اﻟﺨﺎص‬
‫ﺑﺎﻤﻟﻨﻈﻤﺔ‬
.
)
Succession Planning
(


‫أﻫﺪاف‬
)
Succession Planning
(
:

‫ورﻓﻊ‬
‫ﻗﺪرات‬
‫وﻛﻔﺎءات‬
‫اﻟﺒﺪﻻء‬
‫ﻟﻼﻧﺘﻘﺎل‬
‫إﻟﻰ‬
‫اﻟﻘﻴ‬
‫ﺎدﻳﺔ‬
‫واﻟﺘﺨﺼﺼﻴﺔ‬
‫اﻤﻟﺴﺘﻬﺪﻓﺔ‬
‫ﻲﻓ‬
.

‫دﻋﻢ‬
‫ﺑﺎﻟﻜﻔﺎءات‬
‫اﻟﻼزﻣﺔ‬
‫ﻋﻨﺪ‬
‫اﻟﺤﺎﺟﺔ‬
‫ﻟﻬﺎ‬
.

‫ﺗﺤﻔﻴﺰ‬
‫ﻣﻦ‬
‫ﺧﻼل‬
‫اﻻﻫﺘﻤﺎم‬
‫ﺑﻬﻢ‬
‫واﻻﺳﺘﺜﻤﺎر‬
‫ﻓﻴﻬﻢ‬
.

‫اﻤﻟﺤﺎﻓﻈﺔ‬
‫ﻋﻠﻰ‬
‫وﺗﻨﻤﻴﺘﻬﺎ‬
.
)
Succession Planning
(

Source: Deloitte Analysis.
‫ﻣﻮﺿﻮﻋﻴﺔ‬
‫ﺷﺨﺼﻴﺔ‬
‫اﻷﺷﺨﺎص‬ ‫ﻋﻠﻰ‬ ‫اﻟﺮﺘﻛﻴﺰ‬
‫اﻟﻌﻤﻠﻴﺔ‬ ‫ﻋﻠﻰ‬ ‫اﻟﺮﺘﻛﻴﺰ‬
‫ﺗﺮﻛﻴﺰ‬
•
‫ﺗﻌﺎﻃﻒ‬ ‫ﻣﻊ‬ ‫اﻧﺪﻣﺎج‬
)
‫اﻟﻮﻇﻴﻔﺔ‬ ‫ﺷﺎﻏﻞ‬
‫اﻤﻟﺮﺷﺢ‬ ‫ﻣﻊ‬
.(
•
‫اﻤﻟﻨﻈﻤﺔ‬ ‫أﻫﺪاف‬ ‫ﻋﻠﻰ‬ ‫ﺗﺮﻛﻴﺰ‬
‫واﻟﺴﻠﻮك‬
.
‫ﺗﻨﺎﻓﺲ‬
•
‫وﺻﺎرﻣﺔ‬ ‫ﺛﺎﺑﺘﺔ‬
.
•
‫اﻟﺸﺨﺼﻴﺔ‬ ‫اﻟﺠﻮاﻧﺐ‬ ‫ﺗﺠﺎﻫﻞ‬
.
‫ﻣﺮﻳﺢ‬
•
‫د‬
ّ
ِ‫ﻣﻬﺪ‬ �‫وﻏ‬ ‫ﻋﺎﺋﻠﻲ‬
.
•
‫ﻲﻓ‬ ‫اﻟﺜﻘﺔ‬ ‫ﻋﻠﻰ‬
ً
‫ﺑﻨﺎءا‬ ‫اﻟﻘﺮار‬ ‫اﺗﺨﺎذ‬
‫اﻤﻟﺮﺷﺢ‬
.
‫ﻣﻼﺋﻢ‬
•
‫ﻗﺒﻞ‬ ‫ﻣﻦ‬ ‫ﺳﻨﻮي‬ ‫اﺳﺘﺒﻴﺎن‬ ‫ﺗﻌﺒﺌﺔ‬
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺷﺎﻏﻠﻲ‬
.
•
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺷﺎﻏﻠﻲ‬ ‫آراء‬ ‫وﻓﻖ‬ ‫اﺧﺘﻴﺎر‬
.

)
Succession Planning
(
:
)
Succession Planning
(
‫اﺧﺘﻴﺎر‬ ‫آﻟﻴﺔ‬
‫ﺗﻄﺒﻴﻖ‬ ‫ﻣﻨﻬﺠﻴﺔ‬
‫ﺗﺨﻄﻴﻂ‬ ‫ﻋﻤﻠﻴﺔ‬
‫اﻟﻮﻇﻴﻔﻲ‬ ‫اﻟﺘﻌﺎﻗﺐ‬


)
Succession Planning
(
:
)
Succession Planning
(

‫ﻟﻠﻤﻨﻈﻤﺔ‬ ‫اﻻﺳﺮﺘاﺗﻴﺠﻴﺔ‬ ‫اﻷﻫﺪاف‬ ‫ﻋﻠﻰ‬ ‫اﻟﺮﺘﻛﻴﺰ‬ ‫ﻣﻊ‬ ‫اﻟﻌﻼﻗﺔ‬ ‫ذوي‬ ‫ﻣﺸﺎرﻛﺔ‬
.

‫اﻟﻌﻼﻗﺔ‬ ‫ذوي‬ ‫ﻗﺒﻞ‬ ‫ﻣﻦ‬ ‫ﺑﺎﻹﻫﺘﻤﺎم‬
ً
‫ﺟﺪﻳﺮا‬ ‫اﻟﻮﻇﻴﻔﻲ‬ ‫اﻟﺘﻌﺎﻗﺐ‬ ‫ﺗﺨﻄﻴﻂ‬ ‫ﺟﻌﻞ‬
.

‫وﻧﺘﺎﺋﺠﻬ‬ ‫اﻟﻮﻇﻴﻔﻲ‬ ‫اﻟﺘﻌﺎﻗﺐ‬ ‫ﺗﺨﻄﻴﻂ‬ ‫ﻟﻌﻤﻠﻴﺔ‬ ‫واﻟﺘﺄﻳﻴﺪ‬ ‫اﻤﻟﺴﺎﺋﻠﺔ‬ ‫ﻣﺒﺪأ‬ ‫ﺗﻌﺰﻳﺰ‬
‫ﺎ‬
.

‫اﻟﻘﻴﺎدة‬ ‫ﻲﻓ‬ ‫اﻤﻟﺴﺘﻘﺒﻠﻴﺔ‬ ‫اﻤﻟﻨﻈﻤﺔ‬ ‫ﻹﺣﺘﻴﺎﺟﺎت‬ ‫ﺗﺨﻄﻴﻂ‬
.

‫اﻤﻟﺴﺘﻘﺒﻠﻴﺔ‬ ‫ﻟﻸﻫﺪاف‬ ‫اﻟﻮﺻﻮل‬ ‫أﺟﻞ‬ ‫ﻣﻦ‬ ‫اﻤﻟﺴﺘﻮى‬ ‫ﻋﺎﻟﻲ‬ ‫ﺑﺄداء‬ ‫اﻻﻟﺘﺰام‬
.

‫اﻤﻟﻨﻈﻤﺔ‬ ‫أﻧﺤﺎء‬ ‫ﺟﻤﻴﻊ‬ ‫واﻟﺜﻘﺔ‬ ‫اﻟﺸﻔﺎﻓﻴﺔ‬ ‫ﺑﻨﺎء‬
.
‫اﻟﺮﺘﻛﻴﺰ‬


‫دراﺳﺔ‬
‫ﺣﺎﻟﺔ‬
)
Case Study
(
:
)
Succession Planning
(
‫ﻗﺒﻞ‬
‫ﻧﺤﻮ‬
‫ﻋﻘﺪ‬
‫ﻣﻦ‬
،‫اﻟﺰﻣﺎن‬
‫ﺗﻮﻲﻓ‬
‫اﻟﺮﺋﻴﺲ‬
‫اﻟﺘﻨﻔﻴﺬي‬
‫ﻟﻠﺸﺮﻛﺔ‬
‫ﻋﻠﻰ‬
‫ﻧﺤﻮ‬
‫ﻣﻔﺎﺟﺊ‬
‫ﻟﺪرﺟﺔ‬
‫أن‬
‫اﻟﺸﺮﻛﺔ‬
‫ﻟﻢ‬
‫ﺗﺴﺘﻄﻊ‬
‫اﺗﺨﺎذ‬
‫أي‬
‫ﻗﺮار‬
‫ﻣﺒﺎﺷﺮ‬
‫ﻳﺪﻋﻢ‬
،‫أﻋﻤﺎﻟﻬﺎ‬
‫وأﺛﻨﺎء‬
‫ﻣﺤﺎوﻟﺘﻬﻢ‬
‫اﻟﺘﻌﺎﻣﻞ‬
‫ﻣﻊ‬
‫ﺣﺎﻟﺔ‬
،‫اﻟﻮﻓﺎة‬
‫ﺷﻌﺮ‬
‫ﻣﺠﻠﺲ‬
‫إدارة‬
‫ﺑﺄﻧﻪ‬
‫ﻳﻨﺒﻐﻲ‬
‫ﻟﻠﻤﺪﻳﺮ‬
‫اﻤﻟﺎﻟﻲ‬
‫اﻟﺬي‬
‫ﻟﻄﺎﻤﻟﺎ‬
‫أﻇﻬﺮ‬
‫اﻟﻮﻻء‬
‫ﻟﻠﺸﺮﻛﺔ؛‬
‫وﻛﺎن‬
‫ﻣﺤﻨﻜﺎ‬
‫ﻣﺎﻟﻴﺎ‬
‫وﻣﻘﺮﺑﺎ‬
‫ﻣﻦ‬
‫أن‬
‫ﻳﺘﻮﻟﻰ‬
‫ﻣﻨﺼﺐ‬
،‫اﻟﺠﺪﻳﺪ‬
‫وﻟﻜﻦ‬
‫ﻟﻢ‬
‫ﻳﺘﻢ‬
‫ﺗﻘﻴﻴﻢ‬
‫ﻣﻬﺎراﺗﻪ‬
‫وﻗﺪراﺗﻪ‬
‫ﻟﻘﻴﺎس‬
‫ﻣﺪى‬
‫اﺳﺘﻌﺪاده‬
‫ﻟﻠﻘﻴﺎم‬
‫ﺑﻬﺬا‬
،‫اﻟﺪور‬
‫وﻟﻬﺬا‬
‫اﻟﺴﺒﺐ‬
‫ﻟﻢ‬
‫ﺗﻜﻦ‬
‫ﻫﻨﺎك‬
‫ﺧﻄﺔ‬
‫ﺗﻄﻮﻳﺮﻳﺔ‬
‫واﺿﺤﺔ‬
‫ﻟﻪ‬
.
‫ﻛﺎن‬
‫اﻟﺠﺪﻳﺪ‬
ً
‫ﺑﺎرﻋﺎ‬
‫ﻲﻓ‬
‫اﻷﻣﻮر‬
،‫اﻤﻟﺎﻟﻴﺔ‬
‫ﻛﻤﺎ‬
‫ﻛﺎن‬
ً
‫ﻣﺪﻳﺮا‬
ً
‫ﻣﺎﻟﻴﺎ‬
‫ﻣﺘﻤﻴﺰا‬
‫ﻲﻓ‬
‫وﻇﻴﻔﺘﻪ‬
،‫اﻟﺴﺎﺑﻘﺔ‬
‫إﻻ‬
‫أﻧﻪ‬
‫ﻛﺎن‬
‫ﻳﻔﺘﻘﺮ‬
‫إﻟﻰ‬
‫ﻛﻔﺎءات‬
.
‫ﻟﻢ‬
‫ﻳﻜﻦ‬
‫ﻳﺘﻤﺘﻊ‬
‫ﺑﺎﻟﺪراﻳﺔ‬
،‫اﻟﺘﻘﻨﻴﺔ‬
‫وواﺟﻪ‬
‫ﺑﻌﺾ‬
‫اﻹﺧﻔﺎﻗﺎت‬
‫اﻟﺨﻄ�ة‬
‫ﻧﺘﻴﺠﺔ‬
‫ﺗﻌﺮض‬
‫ﺑﻌﺾ‬
‫اﻤﻟﻨﺘﺠﺎت‬
‫ﻟﻠﺘﻠﻮث‬
.
ً
‫ﻧﻈﺮا‬
‫ﻟﻬﺬه‬
‫اﻷﺳﺒﺎب‬
‫وﺗﺪﻫﻮر‬
‫أﺳﻬﻢ‬
‫ﻗﺮر‬
‫ﻣﺠﻠﺲ‬
‫اﻹدارة‬
‫إﻗﺎﻟﺘﻪ‬
‫ﺑﻌﺪ‬
�‫ﻋﺎﻣ‬
‫وﻧﺼﻒ‬
.

‫ﺍﻟﺜﺎﻧﻲ‬ ‫ﺍﶈﻮﺭ‬
:
‫ﲣﻄﻴﻂ‬ ‫ﻟﻌﻤﻠﻴﺔ‬ ‫ﺍﻟﻌﺎﻡ‬ ‫ﺍﻹﻃﺎﺭ‬
‫ﺍﻟﻮﻇﻴﻔﻲ‬ ‫ﺍﻟﺘﻌﺎﻗﺐ‬
(Succession Planning)

‫ﺧﻄﻮات‬
)
Succession Planning
(
:

‫اﻹﻃﺎر‬
‫اﻟﻌﺎم‬
)
Succession Planning
(
:
❶
❷
‫أﻓﻀﻞ‬ ‫ﺗﺤﺪﻳﺪ‬
‫ﻟﻠﺘﻌﺎﻗﺐ‬ �‫اﻤﻟﺮﺷﺤ‬
‫ﻟﺸﻐﻞ‬ ‫اﻟﻮﻇﻴﻔﻲ‬
‫وﻇﻴﻔﺔ‬ ‫ﻛﻞ‬
‫وﺗﻨﻔﻴﺬ‬ ‫ﺑﻨﺎء‬
‫ﺧﻄﻂ‬
❸
‫اﻟﺘﻘﻴﻴﻢ‬
‫واﻤﻟﺘﺎﺑﻌﺔ‬


‫ﺍﻟﺜﺎﻟﺚ‬ ‫ﺍﶈﻮﺭ‬
:
‫ﻭﺍﳊﺎﲰﺔ‬ ‫ﺍﳊﺮﺟﺔ‬ ‫ﺍﻟﻮﻇﺎﺋﻒ‬ ‫ﲢﺪﻳﺪ‬
(Critical Positions)


)
Critical Positions
(
:
‫اﻤﻟﻨﺎﺻﺐ‬
‫اﻟﻌﻠﻴﺎ‬ ‫اﻹﺷﺮاﻓﻴﺔ‬
‫ﻃﺒﻘﺎت‬
)
Critical Positions
(
:


)
Critical Positions
(
:

:
-
‫اﻻﺣﺘﻴﺎج‬
‫اﻟﻌﺎﺟﻞ‬
Urgent Need
.
-
‫ﻗﻠﺔ‬
‫ﺗﻮﻓﺮ‬
�‫ﻣﺮﺷﺤ‬
‫ﻣﻦ‬
‫اﻟﺨﺎرج‬
Low External Candidate Availability
.
-
‫ﺿﻌﻒ‬
‫ﻗﺎﻋﺪة‬
‫ﻣﻦ‬
‫اﻟﺪاﺧﻞ‬
Poor Internal Bench Strength
.
-
�‫اﻟﺘﺄﺛ‬
‫اﻟﻘﻮي‬
‫ﻋﻠﻰ‬
Strong Impact on Business
.
-
‫ﻣﺠﻤﻮﻋﺔ‬
‫ﻣﻬﺎرات‬
‫أو‬
‫ﻗﺎﻋﺪة‬
‫ﻣﻌﺮﻓﺔ‬
‫ﻓﺮﻳﺪة‬
Unique Skill Set or Knowledge Base
.
)
Critical Positions
(
:


)
Critical Positions
(
:

‫اﻟﺒﻴﺎﻧﺎت‬
‫اﻤﻟﻄﻠﻮﺑﺔ‬
‫ﻲﻓ‬
:
-
‫اﻤﻟﺴﻤﻰ‬
Job Title
.
-
‫ﻋﺪد‬
‫اﻟﺸﻮاﻏﺮ‬
.
-
‫ﻣﺴﺘﻮى‬
‫اﻷﻫﻤﻴﺔ‬
)
‫اﻷوﻟﻮﻳﺔ‬
(
.
-
‫اﻟﺘﺎرﻳﺦ‬
‫اﻤﻟﺘﻮﻗﻊ‬
‫ﻤﻟﻐﺎدرة‬
‫ﺷﺎﻏﻞ‬
‫اﻟﻮﻇﻴﻔﺔ‬
‫ﻟﻠﻮﻇﻴﻔﺔ‬
.
-
‫ﺣﺎﻟﺔ‬
‫ﺷﺎﻏﻞ‬
)
‫اﻟﺘﻘﺎﻋﺪ‬
,
‫اﻧﻬﺎء‬
‫اﻟﺘﻌﺎﻗﺪ‬
,
‫اﻻﺳﺘﻘﺎﻟﺔ‬
.......
(
.
)
Critical Positions
(
:


)
Critical Positions
(
:

:
-
‫اﻟﻮﺻﻒ‬
Job Description
.
)
Critical Positions
(
:
‫اﻟﻮاﺟﺒﺎت‬
‫اﻟﺮﺋﻴﺴﻴﺔ‬
‫واﻤﻟﻬﺎم‬
‫اﻟﺘﻔﺼﻴﻠﻴﺔ‬
‫وﺻﻼﺣﻴﺎت‬
‫واﻟﻈﺮوف‬
‫اﻤﻟﺘﻌﻠﻘﺔ‬
‫ﺑﻬﺎ‬
‫إﺿﺎﻓﺔ‬
‫إﻟﻰ‬
‫اﻟﻌﻼﻗﺎت‬
‫اﻟﻮﻇﻴﻔﻴ‬
‫ﺔ‬
‫واﻻﺗﺼﺎﻻت‬
‫اﻟﺨﺎرﺟﻴﺔ‬
‫اﻤﻟﺮﺗﺒﻄﺔ‬
‫ﺑﻬﺎ‬
.


)
Critical Positions
(
:

:
-
‫اﻟﺠﺪارات‬
‫واﻟﺨﺮﺒات‬
‫اﻟﻼزﻣﺔ‬
‫ﻟﺸﻐﻞ‬
‫ﻫﺬه‬
.
)
Critical Positions
(
:
‫ﻣﻮاﺻﻔﺎت‬
‫ﺷﺎﻏﻞ‬
‫ﻣﻦ‬
‫ﺟﺪارات‬
‫وﺧﺮﺒات‬
‫ﻣﻦ‬
‫اﻤﻟﻮاﺻﻔﺎت‬
‫اﻟﺘﻲ‬
‫ﻳﺠﺐ‬
‫ﺗﻮﻓﺮﻫﺎ‬
‫ﻲﻓ‬
‫ﻟﺸﻐﻞ‬
‫ﻫﺬه‬
.


)
Critical Positions
(
:

:
)
Critical Positions
(
:
‫اﻤﻟﺸﺎﻛﻞ‬
‫أو‬
‫اﻤﻟﺨﺎﻃﺮ‬
‫اﻟﺘﻲ‬
‫ﻳﻤﻜﻦ‬
‫أن‬
‫ﺗﻨﺸﺄ‬
‫أو‬
‫ﺗﺤﺪث‬
‫ﺑﺴﺒﺐ‬
‫ﺗﻐﻴﺐ‬
‫ﺷﺎﻏﻞ‬
.
-
‫اﻤﻟﺸﺎﻛﻞ‬
‫أواﻤﻟﺨﺎﻃﺮ‬
‫اﻟﺘﻲ‬
‫ﻳﻤﻜﻦ‬
‫أن‬
‫ﺗﻨﺸﺄ‬
‫ﻋﻦ‬
‫ﺗﻐﻴﺐ‬
‫ﺷﺎﻏﻞ‬
.

‫ﺍﻟﺮﺍﺑﻊ‬ ‫ﺍﶈﻮﺭ‬
:
‫ﺍﳊﺮﺟﺔ‬ ‫ﺍﻟﻮﻇﺎﺋﻒ‬ ‫ﻟﺸﻐﻞ‬ ‫ﺍﳌﺮﺷﺤﺔ‬ ‫ﺍﳌﻮﺍﻫﺐ‬ ‫ﲢﺪﻳﺪ‬

‫اﻟﺤﺮﺟﺔ‬ ‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﻟﺸﻐﻞ‬ ‫اﻤﻟﺮﺷﺤﺔ‬ ‫اﻤﻟﻮاﻫﺐ‬ ‫ﺗﺤﺪﻳﺪ‬

‫ﻟﺸﻐﻞ‬
:
‫اﻟﻜﻔﺎءات‬
‫اﻤﻟﻮاﻫﺐ‬ ‫أو‬
‫اﻟﺠﺪارة‬
Competence
‫اﻻﻟﺘﺰام‬
Commitment
‫اﻤﻟﺴﺎﻫﻤﺔ‬
Contribution
‫اﻤﻟﻌﺮﻓﺔ‬
Knowledge
‫اﻤﻟﻬﺎرات‬
Skills
‫اﻟﻘﺪرات‬
Abilities
‫اﻟﻔﻮرﻳﺔ‬
Immediate
‫اﻟﺒﻌﻴﺪ‬ ‫اﻤﻟﺪى‬
Long-Term
‫اﻹﻣﻜﺎﻧﺎت‬ ‫ﻣﺴﺘﻮﻳﺎت‬ ‫أﻋﻠﻰ‬ ‫ﺗﻘﺪﻳﻢ‬
Highest Levels of Potentials
)
‫واﻟﺘﻌﻠﻢ‬ ‫واﻻﺑﺘﻜﺎر‬ ‫اﻹﺑﺪاع‬ ‫ﻋﻠﻰ‬ ‫اﻟﻘﺪرة‬
(
‫واﻟﻜﻔﺎءة‬ ‫اﻟﻔﻌﺎﻟﻴﺔ‬
Effectiveness & Efficiency
‫ﻟﺸﻐﻞ‬

‫ﻣﺎذا‬
‫ﻧﻌﻨﻲ‬
‫ﺑﺎﻟﻜﻔﺎءات‬
‫أو‬
‫اﻤﻟﻮاﻫﺐ؟‬


‫ﻟﺸﻐﻞ‬
:
‫ﻟﺸﻐﻞ‬
-
‫اﻟﻜﻮادر‬
‫ﻣﻦ‬
‫ﻗﺒﻞ‬
‫ﺷﺎﻏﻞ‬
.
‫اﺳﺘﺒﻴﺎن‬
‫ﻳﺘﻢ‬
‫ﺗﻮزﻳﻌﻪ‬
‫ﻟﺸﺎﻏﻠﻲ‬
�‫اﻟﺤﺎﻟﻴ‬
‫ﻟﺮﺘﺷﻴﺢ‬
‫اﻟﺸﺨﺺ‬
‫اﻤﻟﻨﺎﺳ‬
‫ﺐ‬
‫ﻟﺸﻐﻞ‬
ً
‫ﻣﺴﺘﻘﺒﻼ‬
.
‫ﻟﺸﻐﻞ‬


‫ﻟﺸﻐﻞ‬
:
-
‫ﺑﻴﺎﻧﺎت‬
‫اﻷداء‬
.
‫ﻟﺸﻐﻞ‬
‫اﻟﺤﺎﻟﻴﺔ‬ ‫اﻟﻮﻇﻴﻔﺔ‬ ‫ﻤﻟﺘﻄﻠﺒﺎت‬
ً
‫ﻃﺒﻘﺎ‬ ‫إﻣﻜﺎﻧﺎﺗﻪ‬ ‫ﻢ‬ّ‫وﺗﻘﻴ‬ ‫ﻟﻠﻤﻮﻇﻒ‬ ‫اﻟﺤﺎﻟﻲ‬ ‫اﻷداء‬ ‫ﺗﻘﻴﺲ‬
.
‫اﻻﻧﻀﺒﺎط‬ ‫اﻟﺴﻠﻮك‬ ‫اﻻﻧﺘﺎﺟﻴﺔ‬
‫ﻟﺸﻐﻞ‬


‫ﻟﺸﻐﻞ‬
:
-
‫ﻣﺮﻛﺰ‬
)
‫إدارة‬
(
.
‫ﻟﺸﻐﻞ‬
‫ﻳﻘﻴﺲ‬
‫اﻹﻣﻜﺎﻧﺎت‬
‫اﻤﻟﺴﺘﻘﺒﻠﻴﺔ‬
‫ﻟﻠﻤﻮاﻫﺐ‬
.
‫ﻟﺸﻐﻞ‬


‫ﻟﺸﻐﻞ‬
:
-
‫ﺗﺼﻨﻴﻒ‬
‫وﻓﻖ‬
.
‫ﻟﺸﻐﻞ‬
‫اﺗﺨﺎذ‬
‫اﻟﻘﺮار‬
‫اﻟﺬﻛﺎء‬
‫اﻟﻌﺎﻃﻔﻲ‬
‫اﻤﻟﺒﺎدرة‬
‫اﻟﺜﻘﺔ‬
‫ﺑﺎﻟﻨﻔﺲ‬
‫روح‬
‫اﻟﻔﺮﻳﻖ‬
‫اﻟﻮاﺣﺪ‬
�‫اﻟﺘﻔﻜ‬
‫اﻹﻳﺠﺎﺑﻲ‬
‫ﺣﺲ‬
‫اﻤﻟﺴﺆوﻟﻴﺔ‬
‫ﺣﻞ‬
‫اﻤﻟﺸﻜﻼت‬
‫ﻟﺸﻐﻞ‬


‫ﻟﺸﻐﻞ‬
:
-
‫ﺧﻄﺔ‬
‫اﻟﺘﻄﻮﻳﺮ‬
‫اﻟﺸﺨﺼﻴﺔ‬
IDP
.
‫ﻟﺸﻐﻞ‬
‫ﻟﺸﻐﻞ‬


‫ﻟﺸﻐﻞ‬
:
-
‫ﻣﻦ‬
‫ﺣﻴﺚ‬
‫ﻧﻘﺎط‬
‫اﻟﻘﻮة‬
‫واﻟﻀﻌﻒ‬
‫واﻟﺴﻠﻮك‬
.
‫ﻟﺸﻐﻞ‬
‫اﺳﺘﺨﺪام‬
‫ﻣﻘﺎﻳﻴﺲ‬
‫ﻋﺪة‬
‫ﻣﺜﻞ‬
:
•
‫دﻳﺴﻚ‬
DISC
•
‫ﺑ�ﻛﻤﺎن‬
Birkman
•
‫ﻛﻠﻔﺘﻮن‬
‫ﻟﻨﻘﺎط‬
‫اﻟﻘﻮة‬
Clifton Strengths Finder
•
6 Seconds
‫ﻟﺸﻐﻞ‬


‫ﻟﺸﻐﻞ‬
:
‫اﻷداء‬ ‫ﺗﺤﺖ‬
Under Performance
‫ﻓﻌﺎل‬ ‫أداء‬
Effective Performance
‫أداء‬
‫ﻣﺘﻤﻴﺰ‬
Outstanding Performance
‫ﻋﺎﻟﻴﺔ‬ ‫إﻣﻜﺎﻧﻴﺎت‬
High Potential
‫ﻏﺎﻣﺾ‬
Enigma ‫ﻣﻮﻇﻒ‬
‫اﻟﻨﻤﻮ‬
Growth Employee ‫اﻤﻟﺴﺘﻘﺒﻞ‬ ‫ﻗﺎﺋﺪ‬
Future Leader
،‫دوره‬ ‫ﺗﻮﺳﻴﻊ‬ ‫ﻋﻠﻰ‬ ‫ﻗﺎدر‬ ‫ﻣﺤﻨﻚ‬ ‫ﻣﺤﺮﺘف‬
‫ﺗﺘﻄﻠﺐ‬ ‫ﻣﺸﻜﻼت‬ ‫ﻟﺪﻳﻪ‬ ‫وﻟﻜﻦ‬
‫واﻟﺘﻮﺟﻴﻪ‬ ‫اﻟﺘﺪرﻳﺐ‬
‫ﻣﻊ‬ ‫اﻟﺤﺎﻟﻴﺔ‬ ‫اﻟﻮﻇﻴﻔﺔ‬ ‫ﻲﻓ‬ ‫ﻟﻠﻐﺎﻳﺔ‬ ‫ﺟﻴﺪ‬ ‫أداء‬
‫ﻣﻬﺎم‬ ‫ﻣﻨﺤﻪ‬ ‫ﻳﺘﻢ‬ ‫ﺑﺎﻤﻟﺰﻳﺪ؛‬ ‫اﻟﻘﻴﺎم‬ ‫إﻣﻜﺎﻧﻴﺔ‬
‫ﻟﻠﻤﺴﺘﻮى‬ �‫اﻟﺘﺤﻀ‬ ‫ﻲﻓ‬ ‫ﻟﻠﻤﺴﺎﻋﺪة‬ ‫ﺗﻤﺘﺪ‬
‫اﻟﺘﺎﻟﻲ‬
‫ﻣﺠﻤﻮﻋﺔ‬ ‫ﻲﻓ‬ ‫ﺟﻴﺪا‬
ً
‫أداءا‬ ‫ﺑﺎﺳﺘﻤﺮار‬ ‫ﻳﺆدي‬
‫وﻳﻔﻜﺮ‬ ‫ﻧﺠﻢ‬ ‫ﻣﻮﻇﻒ‬ ‫اﻤﻟﻬﺎم؛‬ ‫ﻣﻦ‬ ‫ﻣﺘﻨﻮﻋﺔ‬
‫أﻛﺮﺒ؛‬ ‫ﺑﺼﻮرة‬
‫ﻋﻠﻰ‬ ‫ﻗﺎدر‬
‫اﻤﻟﺸﺎﻛﻞ؛‬ ‫ﺣﻞ‬
‫ﻟﺬاﺗﻪ‬ ‫ﻣﺤﻔﺰ‬
‫ﻣﺘﻮﺳﻄﺔ‬ ‫إﻣﻜﺎﻧﻴﺎت‬
Medium Potential
‫ﻣﻌﻀﻠﺔ‬
Dilemma ‫ﻣﻮﻇﻒ‬
‫أﺳﺎﺳﻲ‬
Core Employee ‫ﺻﺎﺣﺐ‬
‫اﻟﻔﻌﺎل‬ ‫اﻷداء‬
Effective Performer
‫اﻟﺘﻮﺟﻴﻪ‬ ‫ﺧﻼل‬ ‫ﻣﻦ‬ ‫ﻳﺘﻄﻮر‬ ‫أن‬ ‫ﻳﻤﻜﻦ‬
‫اﻤﻟﺤﺪدة‬ ‫اﻷﻫﺪاف‬ ‫ﻋﻠﻰ‬ ‫واﻟﺮﺘﻛﻴﺰ‬
‫ﻲﻓ‬ ‫واﻟﺘﻮﺳﻊ‬ ‫ﻟﻠﺘﻄﻮر‬ ‫اﻹﻣﻜﺎﻧﺎت‬ ‫ﻟﺪﻳﻪ‬
‫ﺑﻌﺾ‬ ‫ﻲﻓ‬ ‫ﺗﻮﺟﻴﻪ‬ ‫ﻳﺤﺘﺎج‬ ‫وﻟﻜﻦ‬ ‫اﻟﻌﻤﻞ‬
‫اﻷﻓﺮاد‬ ‫إدارة‬ ‫ﻣﻨﻬﺎ‬ ‫اﻟﺠﻮاﻧﺐ‬
‫ﺗﺸﺠﻴﻌﻪ‬ ‫ﻳﺠﺐ‬ ‫ﻟﻠﻨﻤﻮ؛‬ ‫ﻓﺮﺻﺔ‬ ‫أﻣﺎﻣﻪ‬ ‫ﻳﺰال‬ ‫ﻻ‬
�‫ﺗﺤﺴ‬ ‫ﻲﻓ‬ ‫ﻟﻠﺮﺘﻛﻴﺰ‬ ‫وﻣﺴﺎﻋﺪﺗﻪ‬
‫اﻻﺳﺮﺘاﺗﻴﺠﻲ‬ �‫اﻟﺘﻔﻜ‬
.
‫ﻣﻨﺨﻔﻀﺔ‬ ‫إﻣﻜﺎﻧﻴﺎت‬
Low Potential
�‫ﺗﻌﻴ‬
‫ﺳﻲء‬
/
‫اﺳﺘﺒﺪال‬
Bad Hire/Replace ‫ﺻﺎﺣﺐ‬
Effective Performer ‫ﺻﺎﺣﺐ‬
Effective Performer
‫ﻲﻓ‬ ‫ﺗﻌﻴﻴﻨﻪ‬ ‫ﻹﻋﺎدة‬ ‫ﺎ‬ً‫ﻣﺮﺷﺤ‬ ‫ﻳﻜﻮن‬ ‫ﻗﺪ‬
‫إﻟﻰ‬ ‫اﻟﺘﺼﻨﻴﻒ‬ ‫إﻋﺎدة‬ ‫أو‬ ‫آﺧﺮ‬ ‫ﻣﻜﺎن‬
‫اﻤﻟﻨﻈﻤﺔ‬ ‫ﻣﻦ‬ ‫ﻟﻠﺨﺮوج‬ ‫أو‬ ‫أدﻧﻰ‬ ‫ﻣﺴﺘﻮى‬
‫ﻟﻺﻣﻜﺎﻧﺎت‬ ‫ﻳﺼﻞ‬ ‫رﺑﻤﺎ‬ ‫وﻟﻜﻦ‬ ‫ﻓﻌﺎل‬ ‫أداء‬
‫اﻟﻮﻇﻴﻔﻴﺔ‬
,
‫ﻟﻴﺼﺒﺢ‬ ‫ﺗﻮﺟﻴﻪ‬ ‫ﻳﺤﺘﺎج‬
‫أﻛﺜﺮ‬
‫اﻟﺠﺎﻧﺒﻲ‬ �‫اﻟﺘﻔﻜ‬ ‫ﻋﻠﻰ‬ ‫واﻟﺮﺘﻛﻴﺰ‬
ً
‫إﺑﺪاﻋﺎ‬
‫إﻟﻰ‬ ‫وﺻﻠﺖ‬ ‫وﻟﻜﻦ‬ ‫اﻷداء‬ ‫اﻟﻌﺎﻟﻴﺔ‬ ‫اﻟﺨﺮﺒة‬ ‫ذوي‬ ‫ﻣﻦ‬
‫ﻳﺰال‬ ‫ﻻ‬ ‫ﻓﻘﻂ؛‬ ‫اﻟﻮﻇﻴﻔﻴﺔ‬ ‫اﻹﻣﻜﺎﻧﺎت‬ ‫اﻟﺤﺪ‬
‫ﻳﺘﻄﻠﺐ‬ ‫وﻟﻜﻦ‬ ‫ﻗﻴﻤﺔ‬ ‫ﻟﻪ‬
ً
‫ﻣﻮﻇﻔﺎ‬
‫ﺗﺸﺠﻴﻌﻪ‬
‫أﺧﺮى‬ ‫ﻣﻬﺎرات‬ ‫ﺗﻄﻮﻳﺮ‬ ‫ﻋﻠﻰ‬ ‫ﻟﻠﺮﺘﻛﻴﺰ‬
‫ﻟﺸﻐﻞ‬
‫ﻟﺸﻐﻞ‬


‫ﻟﺸﻐﻞ‬
:
-
‫ﺗﺼﻨﻴﻒ‬
‫اﻟﺠﺎﻫﺰﻳﻦ‬
ً
‫ﺣﺎﻟﻴﺎ‬
‫أو‬
‫ﺧﻼل‬
�‫اﻟﺴﻨﺘ‬
‫اﻟﻘﺎدﻣﺔ‬
.
-
‫ﺗﺮﺷﻴﺢ‬
�‫ﻣﻮﻫﻮﺑ‬
‫ﻣﻦ‬
‫ﺧﺎرج‬
‫ﻲﻓ‬
‫ﺣﺎل‬
‫ﻋﺪم‬
‫وﺟﻮد‬
‫ﻣﺜﻴﻞ‬
‫ﻟﻬﻢ‬
‫داﺧﻞ‬
.
‫ﻟﺸﻐﻞ‬
‫ﻟﺸﻐﻞ‬

‫ﺍﳋﺎﻣﺲ‬ ‫ﺍﶈﻮﺭ‬
:
‫ﺍﻟﻮﻇﻴﻔﻲ‬ ‫ﺍﻟﺘﻌﺎﻗﺐ‬ ‫ﻟﺘﺨﻄﻴﻂ‬ ‫ﺧﻄﺔ‬ ‫ﻭﺗﻨﻔﻴﺬ‬ ‫ﺇﻋﺪﺍﺩ‬

‫إﻋﺪاد‬
‫اﻟﻮﻇﻴﻔﻲ‬ ‫اﻟﺘﻌﺎﻗﺐ‬ ‫ﻟﺘﺨﻄﻴﻂ‬ ‫ﺧﻄﺔ‬ ‫وﺗﻨﻔﻴﺬ‬

)
Talent Selection Process
(
:
�‫ﻣﻌﺎﻳ‬ ‫ﺗﺤﺪﻳﺪ‬
‫اﻻﺧﺘﻴﺎر‬
‫أوزان‬ ‫وﺿﻊ‬
�‫ﻟﻠﻤﻌﺎﻳ‬
‫اﻤﻟﻮاﻫﺐ‬ ‫ﺗﺤﺪﻳﺪ‬
‫وﺗﻘﻴﻴﻢ‬ ‫ﺗﺤﻠﻴﻞ‬
‫أو‬ ‫اﻟﻜﻔﺎءة‬ ‫اﺧﺘﻴﺎر‬
‫اﻤﻟﻨﺎﺳﺒﺔ‬ ‫اﻤﻟﻮﻫﺒﺔ‬
‫ﺗﻄﺒﻴﻖ‬
‫ﻓﻌﺎﻟﻴﺔ‬ ‫ﺗﻘﻴﻴﻢ‬

‫اﻟﻮﻇﻴﻔﻲ‬ ‫اﻟﺘﻌﺎﻗﺐ‬ ‫ﻟﺘﺨﻄﻴﻂ‬ ‫ﺧﻄﺔ‬ ‫وﺗﻨﻔﻴﺬ‬ ‫إﻋﺪاد‬

)
(
:
1
.
:
»
‫ﻣﺪﻳﺮ‬
‫ﻓﺮع‬
«
.
2
.
:
‫اﻤﻟﺆﻫﻞ‬
‫اﻟﺘﻌﻠﻴﻤﻲ‬
,
‫اﻟﺨﺮﺒات‬
‫اﻟﻌﻤﻠﻴﺔ‬
,
‫اﻟﺸﻬﺎدات‬
‫اﻤﻟﻬﻨﻴﺔ‬
‫اﻻﺣﺮﺘاﻓﻴﺔ‬
‫ذات‬
‫اﻤﻟﻌﻴﺎر‬
‫اﻟﻌﺎﻤﻟ‬
‫ﻲ‬
,
,
,
.
‫ﻣﺜﺎل‬
:
3
.
‫وﺿﻊ‬
‫أوزان‬
�‫ﻟﻠﻤﻌﺎﻳ‬
:
‫ﻳﺘﻢ‬
‫وﺿﻊ‬
‫وزن‬
‫ﻟﻜﻞ‬
‫ﻣﻌﻴﺎر‬
‫ﺑﺤﺪ‬
‫أﻗﺼﻰ‬
10
‫ﺑﺤﻴﺚ‬
‫ﻳﺘﻢ‬
‫ﻣﻨﺢ‬
‫اﻷﻛﺜﺮ‬
‫أﻫﻤﻴﺔ‬
‫وزن‬
10
‫وﻣﻦ‬
‫ﺛﻢ‬
‫ﻳﺘﻢ‬
‫وﺿﻊ‬
‫أوزان‬
�‫اﻤﻟﻌﺎﻳ‬
‫اﻷﺧﺮى‬
ً
‫ﻃﺒﻘﺎ‬
‫ﻷﻫﻤﻴﺘﻬﺎ‬
.
-
.
)
8
(
-
.
)
10
(
-
‫اﻤﻟﻬﻨﻴﺔ‬
‫ذات‬
‫اﻟﻌﺎﻤﻟﻲ‬
.
)
6
(
-
.
)
5
(
-
.
)
7
(
-
.
)
4
(


)
(
:
‫ﻣﺜﺎل‬
:
4
.
:
‫ﻳﺘﻢ‬
‫اﻟﻜﻔﺎءات‬
‫ﻟﺸﻐﻞ‬
‫وﻇﻴﻔﺔ‬
‫ﻣﺪﻳﺮ‬
‫ﻓﺮع‬
:
‫ﻣﺤﻤﺪ‬
,
‫ﺧﺎﻟﺪ‬
,
‫ﻋﺒﺪﷲ‬
,
‫ﻋﻤﺮ‬
,
‫ﻓﻴﺼﻞ‬
.
5
.
:
)
4
(
)
7
(
)
5
(
)
6
(
)
10
(
)
8
( ‫اﻟﻜﻔﺎءة‬
3 6 3 3 6 6 ‫ﻣﺤﻤﺪ‬
2 5 3 4 5 5 ‫ﺧﺎﻟﺪ‬
3 6 4 5 8 7 ‫ﻋﺒﺪﷲ‬
2 4 3 3 6 4 ‫ﻋﻤﺮ‬
3 4 3 3 6 5 ‫ﻓﻴﺼﻞ‬


)
(
:
‫ﻣﺜﺎل‬
:
5
.
:
‫اﻹﺟﻤﺎﻟﻲ‬
)
4
(
)
7
(
)
5
(
)
6
(
)
10
(
)
8
(
‫اﻟﻜﻔﺎءة‬
195 12 3 42 6 15 3 18 3 60 6 48 6 ‫ﻣﺤﻤﺪ‬
172 8 2 35 5 15 3 24 4 50 5 40 5 ‫ﺧﺎﻟﺪ‬
240 12 3 42 6 20 4 30 5 80 8 56 7 ‫ﻋﺒﺪﷲ‬
161 8 2 28 4 15 3 18 3 60 6 32 4 ‫ﻋﻤﺮ‬
173 12 3 28 4 15 3 18 3 60 6 40 5 ‫ﻓﻴﺼﻞ‬


)
(
:
‫ﻣﺜﺎل‬
:
6
.
‫أو‬
‫اﻤﻟﻮﻫﺒﺔ‬
:
‫ﻋﺒﺪﷲ‬
)
‫اﻟﻨﺘﻴﺠﺔ‬
‫اﻷﻋﻠﻰ‬
(
.
7
.
‫ﺗﻄﺒﻴﻖ‬
‫ﻋﻠﻰ‬
:
‫اﻟﺒﺪء‬
‫ﺑﺎﺳﺘﻜﻤﺎل‬
‫اﺟﺮاءات‬
‫اﻟﺘﺄﻫﻴﻞ‬
‫ﻋﻠﻰ‬
)
‫ﻋﺒﺪﷲ‬
(
.
8
.
‫ﻓﻌﺎﻟﻴﺔ‬
:
‫ﻗﺮار‬
)
‫ﻋﺒﺪﷲ‬
(
.


‫إﻋﺪاد‬
‫ﺧﻄﺔ‬
:
‫إﻋﺪاد‬
-
‫وﺿﻊ‬
‫ﺧﻄﺔ‬
‫ﻟﻠﺘﻌﺎﻗﺐ‬
‫ﻟﻜﻞ‬
‫وﻇﻴﻔﺔ‬
.
-
‫اﻻﺣﺘﻴﺎﺟﺎت‬
‫اﻟﺘﺪرﻳﺒﻴﺔ‬
�‫ﻟﻠﻤﺮﺷﺤ‬
.
-
‫وﺿﻊ‬
‫ﺧﻄﺔ‬
‫ﻟﺘﺪرﻳﺐ‬
‫وﺗﻄﻮﻳﺮ‬
‫وﻓﻖ‬
.
-
‫ﺟﻠﺴﺎت‬
�‫ﺗﻤﻜ‬
‫وﺗﻮﺟﻴﻪ‬
Coaching and Mentoring
.
-
‫وﺿﻊ‬
‫ﻟﺘﻄﻮﻳﺮ‬
‫اﻟﻘﻴﺎدات‬
.
-
‫ﻣﺮاﻗﺒﺔ‬
‫اﻟﺨﻄﺔ‬
‫اﻷداء‬
‫ﺑﺸﻜﻞ‬
‫دوري‬
‫وادﺧﺎل‬
‫اﻟﺘﺤﺴﻴﻨﺎت‬
.
-
‫ﺗﻨﻔﻴﺬ‬
‫ﻟﻌﺐ‬
‫اﻷدوار‬
)
Role Play
(
‫ﻟﻠﺘﺄﻛﺪ‬
‫ﻣﻦ‬
‫ﺟﺪارات‬
.
-
‫ﺑﺸﻜﻞ‬
‫ﻧﻬﺎﺋﻲ‬
‫ﻟﻠﺘﺄﻛﺪ‬
‫ﻣﻦ‬
‫ﺟﺎﻫﺰﻳﺘﻪ‬
‫ﻟﻠﻘﻴﺎم‬
‫ﺑﺸﻐﻞ‬
.
‫إﻋﺪاد‬
‫ﺧﻄﺔ‬


‫إﻋﺪاد‬
‫ﺧﻄﺔ‬
:
‫إﻋﺪاد‬
‫اﻤﻟﻮاﻫﺐ‬ ‫رﻋﺎﻳﺔ‬
Nurture Talent
C Counsel with encouragement ‫وﺗﺸﺠﻴﻌﻬﻢ‬ ‫ﻣﻌﻬﻢ‬ ‫اﻟﺘﺸﺎور‬
A Advise with information ‫اﻟﻜﺎﻓﻴ‬ ‫ﺑﺎﻤﻟﻌﻠﻮﻣﺎت‬ ‫اﻟﻨﺼﻴﺤﺔ‬ ‫ﻟﻬﻢ‬ ‫ﻗﺪم‬
‫ﺔ‬
R Reward the positive ‫ﻳﺴﺘﺤﻘﻮن‬ ‫ﺑﻤﺎ‬ ‫ﻛﺎﻓﺌﻬﻢ‬
E Energize the relationship ‫ﻣﻌﻬﻢ‬ ‫اﻟﻌﻼﻗﺎت‬ ‫ﻂ‬
ّ
‫ﻧﺸ‬


‫إﻋﺪاد‬
‫ﺧﻄﺔ‬
:
‫إﻋﺪاد‬
-
‫وﺿﻊ‬
‫ﺧﻄﺔ‬
‫ﻟﻠﺘﻘﻴﻴﻢ‬
‫واﻤﻟﺮاﺟﻌﺔ‬
‫واﻟﺘﺄﻛﺪ‬
‫ﻣﻦ‬
‫ﻓﻌﺎﻟﻴﺔ‬
.
-
‫أداء‬
‫ﺑﺸﻜﻞ‬
‫دوري‬
‫وﻣﺘﺎﺑﻌﺔ‬
‫ﻧﺘﺎﺋﺞ‬
‫اﻷداء‬
‫واﻟﻌﻤﻞ‬
‫ﻋﻠﻰ‬
‫إﺟﺮاء‬
‫اﻹﺟﺮاء‬
‫اﻟﺘﺼﺤﻴﺤﻲ‬
‫واﻟﻮﻗﺎﺋﻲ‬
‫ﺑﺸﻜﻞ‬
‫ﻣﺴﺘﻤﺮ‬
.
-
‫اﻻﺳﺘﻤﺎع‬
‫ﻵراء‬
‫وإﻓﺎدات‬
‫وﺷﺎﻏﻠﻲ‬
‫اﻟﺤﺎﻟﻴﺔ‬
.
-
‫اﻟﺘﻔﺎﻋﻞ‬
‫ﻣﻊ‬
‫اﻧﻄﺒﺎﻋﺎت‬
‫ذوي‬
‫اﻟﻌﻼﻗﺔ‬
‫ﻣﺘﻄﻠﺒﺎت‬
�‫اﻟﺘﻐﻴ‬
‫إن‬
‫وﺟﺪت‬
.

‫ﻟﻜﻢ‬
ً
‫ﺷﻜﺮﺍ‬
46
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