Human resources management

All Rights Reserved 2003 ©
‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫إدارة‬ ‫ﻋﻤﻠﻴﺔ‬
‫اﻟﺒﺸﺮﻳــﺔ‬ ‫ﺑﺎﻟﻤﻮارد‬ ‫اﻟﻤﺨﺘﺼﻴـﻦ‬ ‫ﻟﻐﻴﺮ‬
‫اﻷول‬ ‫اﻟﻴﻮم‬
Human Resources Management
For Non-Human Resources Professionals
Day One
2 All Rights Reserved 2003 ©
‫ﻋﺎﻣﺔ‬ ‫ﻗﻮاﻋــــﺪ‬
Rules of the Game
Turn off your mobile phone
Keep your time Take notes
Stay involved
Workshop Rules
‫اﻟﻮﻗﺖ‬ ‫ﺗﻀﻴـﻊ‬ ‫ﻻ‬
‫اﻟﻤﺸﺎرآﺔ‬ ‫ﻓﻰ‬ ‫اﺳﺘﻤﺮ‬
‫اﻟﻬﺎﻣﺔ‬ ‫اﻟﻨﻘﺎط‬ ‫اآــﺘﺐ‬
‫ﺑﻚ‬ ‫اﻟﺨﺎص‬ ‫اﻟﻤﺤﻤﻮل‬ ‫ﺑﺈﻳﻘـﺎف‬ ‫ﻗﻢ‬
‫اﻟﻌﻤﻞ‬ ‫ورﺷﺔ‬ ‫ﻗﻮاﻋﺪ‬

‫اﻟﺪورة‬ ‫ﻣﺤﺘـﻮﻳﺎت‬
Content Overview
‫ﺻﺒﺎﺣﺎ‬
‫وﺗﻘﺪﻳــﻢ‬ ‫اﻓﺘـﺘﺎح‬
‫اﻟﻤﻮارد‬ ‫وإدارة‬ ‫اﺳﺘﺮاﺗﻴﺠﻴﺔ‬
‫اﻟﺒﺸﺮﻳﺔ‬
‫اﻷداء‬ ‫إدارة‬
‫واﻟﺘﻨﻤﻴـﺔ‬ ‫اﻟﺘﺪرﻳﺐ‬
‫اﻟﻈﻬــﺮ‬ ‫ﺑﻌـﺪ‬
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺗﺤﻠﻴـﻞ‬
‫اﻟﻮﻇﺎﺋﻒ‬ ‫وﺻﻒ‬
Day 1
Morning
Opening and
Introductions
Human Resource
Strategy & Management
Performance
Management
Training & Development
Afternoon
Job Analysis
Job Description
‫اﻟﺜﺎﻧﻰ‬ ‫اﻟﻴﻮم‬
‫اﻟﺘﻮﻇﻴﻒ‬
‫اﻟﺘﻮﻇﻴﻒ‬ ‫ﻣﻘﺎﺑﻠـﺔ‬ ‫ﻣﺤﺎآﺎة‬
‫اﻟﻈﻬﺮ‬ ‫ﺑﻌﺾ‬
‫واﻟﻤﺰاﻳﺎ‬ ‫اﻷﺟـﻮر‬
‫ﻣﻌـﺎ‬ ‫ﺗﺠﻤﻴﻌﻬـﺎ‬
‫واﻟﺨﺘـﺎم‬ ‫اﻟﻤﺮاﺟﻌﺔ‬
Day Two
Morning
Rrecruiting
Interviewing Simulation
Afternoon
Compensation and
Benefits
Put it Together
Review and Closing
‫اﻟﺪورة‬ ‫ﻣﺤﺘـﻮﻳﺎت‬
Content Overview

‫اﻟﺘﻌﻠـﻢ‬ ‫أهـﺪاف‬
Learning Objectives
Describe what you expect
from this workshop
‫اﻟﺪورة؟‬ ‫هـﺬﻩ‬ ‫ﻣﻦ‬ ‫ﺗﺘﻮﻗــﻊ‬ ‫ﻣـﺎذا‬
‫اﻟﺘﻌﻠﻢ‬ ‫ﻣﺤﺼـﻼت‬
Learning Outcomes
By the end of the
workshop, you should
be able to:
Define and organize
your HR function
Develop an HR
strategy
Conduct job analysis
Develop job files
Recruit, screen and
select employees
Define, build and
evaluate compensation
systems
‫ﻋﻠﻰ‬ ‫ﻗﺎدرا‬ ‫ﺳﺘﻜﻮن‬ ‫اﻟﺪورة‬ ‫هﺬﻩ‬ ‫ﻧﻬﺎﻳﺔ‬ ‫ﻋﻨﺪ‬
:
o
‫اﻟﻤﻮارد‬ ‫إدارة‬ ‫ﻋﻤﻠﻴﺔ‬ ‫وﺗﻨﻈﻴﻢ‬ ‫ﺗﻌﺮﻳﻒ‬
o
‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫اﺳﺘﺮاﺗﻴﺠﻴﺔ‬ ‫إﻋـﺪاد‬
o
‫ﻟﻠﻮﻇﺎﺋﻒ‬ ‫ﺗﺤﻠﻴﻼ‬ ‫إﺟﺮاء‬
o
‫ﻟﻠﻮﻇﺎﺋﻒ‬ ‫ﻣﻠﻔـﺎت‬ ‫ﺗﻄﻮﻳﺮ‬
o
‫أﻓﻀﻠﻬﻢ‬ ‫واﺧﺘﻴﺎر‬ ‫وﺗﺼﻔﻴـﺔ‬ ‫اﺳﺘﻘﻄﺎب‬
‫ﻟﻠﺘﻌﻴــﻴﻦ‬
o
‫ﻟﻸﺟﻮر‬ ‫ﻧﻈـﻢ‬ ‫وﺗﻘﻴـﻴﻢ‬ ‫وإﻋﺪاد‬ ‫ﺗﻌﺮﻳﻒ‬

‫اﻟﻴـﻮم‬ ‫ﺟـﺪول‬
Today’s Agenda
Day 1
Morning
Human Resource
Strategy & Management
Performance
Management
Afternoon
Job Analysis
Job Description
‫اﻟﻤﻮارد‬ ‫وإدارة‬ ‫اﺳﺘﺮاﺗﻴﺠﻴﺔ‬
‫اﻟﻈﻬــﺮ‬ ‫ﺑﻌـﺪ‬
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺗﺤﻠﻴـﻞ‬
‫اﻟﻮﻇﺎﺋﻒ‬ ‫وﺻﻒ‬
‫أﺟﻨــﺪة‬
Agenda
HR Strategy and Management
‫اﻟﺒﺸﺮﻳــﺔ‬ ‫اﻟﻤﻮارد‬ ‫وإدارة‬ ‫اﺳﺘﺮاﺗﻴﺠﻴﺔ‬
Performance Management
Training and Development
‫واﻟﺘﻨﻤﻴـــﺔ‬ ‫اﻟﺘﺪرﻳــــﺐ‬
Job Analysis and Job Description
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ووﺻﻒ‬ ‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺗﺤﻠﻴـﻞ‬
Recruitment
‫اﻟﺘﻮﻇﻴــﻒ‬
Compensation and Benefits
‫واﻟﻤﺰاﻳﺎ‬ ‫اﻷﺟـــﻮر‬

‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫ﺑﺈدارة‬ ‫اﻟﻤﻘﺼﻮد‬ ‫ﻣﺎ‬
What is HR Management
Right Number of
Right People at
Right Positions at
Right Time
‫ﻣﻦ‬ ‫اﻟﻤﻨﺎﺳﺐ‬ ‫اﻟﻌـﺪد‬
‫ﻓﻰ‬ ‫اﻟﻤﻨﺎﺳﺒﻴـﻦ‬ ‫اﻷﺷﺨــﺎص‬
‫ﻓﻰ‬ ‫اﻟﻤﻨﺎﺳﺒـﺔ‬ ‫اﻟﻮﻇﺎﺋﻒ‬
‫اﻟﻤﻨﺎﺳﺐ‬ ‫اﻟﻮﻗـﺖ‬
‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫ﻋﻦ‬ ‫اﻟﻤﺴﺌﻮل‬ ‫ﻣﻦ‬
Who is Responsible for HR
YOU
‫أﻧــــﺖ‬
Every Manager in the
Enterprise has
responsibility for HR
management
‫ﺑﻌﺾ‬ ‫ﻳﺘﺤﻤﻞ‬ ‫اﻟﺸﺮآﺔ‬ ‫ﻓﻰ‬ ‫ﻣﺪﻳﺮ‬ ‫آﻞ‬
‫اﻟﻤﻮارد‬ ‫إدارة‬ ‫ﻣﺴﺌﻮﻟﻴﺎت‬ ‫ﻣﻦ‬

‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫إدارة‬ ‫ﻧﻈﺎم‬ ‫ﻓﻰ‬ ‫ﻓﺮﻋﻴﺔ‬ ‫ﻧﻈﻢ‬
Sub-systems in the HR Management
System
Organizational
Structure
‫ﺗﻨﻈﻴﻤﻰ‬ ‫هﻴﻜﻞ‬
Organizational
Organizational
Structure
Structure
Performance
Management
Performance
Performance
Management
Management
HR Planning
‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫ﺗﺨﻄﻴﻂ‬
HR Planning
HR Planning
Daily Routines
‫اﻟﺮوﺗﻴـﻦ‬
‫اﻟﻮﻳﻤﻰ‬
Daily Routines
Daily Routines
Strategic
‫اﻻﺳﺘﺮاﺗﻴﺠﻴﺔ‬
Operational
‫اﻟﺘﺸﻐﻴﻞ‬
H
i
g
h
L
o
w
F
r
e
e
q
u
e
n
c
y
‫ﻣﺮﺗﻔﻊ‬
‫ﻣﺘﻜﺮر‬
HR
Management
‫اﻟﻤﻮارد‬ ‫إدارة‬ ‫ﻋﻤﻠﻴﺔ‬
Business Strategy
‫اﻷﻋﻤــﺎل‬ ‫اﺳﺘﺮاﺗﻴﺠﻴــــﺔ‬
Management and Support
‫واﻟﺪﻋـــﻢ‬ ‫اﻹدارة‬
Leaving
‫اﻟﺘﺮك‬
Leaving
‫اﻟﺘﺮك‬
Recruiting
‫اﻻﺳﺘﻘﻄﺎب‬
Recruiting
‫اﻻﺳﺘﻘﻄﺎب‬
Motivation
‫اﻟﺤﻔـــﺰ‬
Motivation
‫اﻟﺤﻔـــﺰ‬
Retention
‫اﻟﺤﻔﺎظ‬
Retention
‫اﻟﺤﻔﺎظ‬
‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫ﺗﻨﻤﻴﺔ‬ ‫ﻧﻤﻮذج‬
HR Development Model

‫ﺗﻤﺮﻳــــﻦ‬
Exercise
As the
owner/manager of
an SME, list HR
tasks and
responsibilities you
think HR managers
and line manager
should have.
‫وﻣﺪﻳﺮ‬ ‫ﻋﻤﻞ‬ ‫آﺼﺎﺣﺐ‬
،‫ﺻﻐﻴﺮ‬ ‫او‬ ‫ﻣﺘﻮﺳﻂ‬ ‫ﻟﻤﺸﺮوع‬
‫وﻣﺴﺌﻮﻟﻴﺎت‬ ‫ﻣﻬﺎم‬ ‫اذآـﺮ‬
‫ﺗﻌﺘﻘﺪ‬ ‫اﻟﺘﻰ‬ ‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬
‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫ﻣﺪﻳﺮ‬ ‫ان‬
‫ان‬ ‫ﻳﺠﺐ‬ ‫اﻟﺘﻨﻔﻴﺬى‬ ‫واﻟﻤﺪﻳﺮ‬
‫ﺑﻬﺎ‬ ‫ﻳﻘﻮم‬
.
‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫إدارة‬ ‫ﻋﻤﻠﻴﺔ‬ ‫وﻇﺎﺋﻒ‬
–
‫اﻟﻤﺪﻳﺮﻳﻦ‬ ‫ﺟﻤﻴﻊ‬
HRM Function –all managers
ŬŧŗźŹ
ɘ
Ŭŧŗɘņ
̋ ŗ
̆ ŧĢ
ŭ
ŵ
А
Ŧ
ϳ ̅ ņ
ŗŧ̋ Ņ
ŧũ
Ū
żŦ
źŝ
ɘ
Ŗ
ſ;ɘť¤
Ũ̅ żźŭ
Ņ
Ŧ
ū̅ ŗ;ŭ
Ņ
Ŧ
ɘ
‫اﻟﺘﺨﻄﻴﻂ‬
‫وﺗﻮﻓﻴﺮ‬
‫اﻟﻌﻤﺎﻟﺔ‬

‫اﻟﻌﻤﺎﻟﺔ‬ ‫وﺗﻮﻓﻴﺮ‬ ‫اﻟﺘﺨﻄﻴﻂ‬
Planning and Procurement
Planning
Who
When
What skills
Procurement
Internal vs. external
Procedures
Self or outsourced
‫اﻟﺘﺨﻄﻴﻂ‬
‫ﻣـــﻦ‬
‫ﻣﺘــﻰ‬
‫اﻟﻤﻬــﺎرات‬
‫اﻟﻌﻤـﺎﻟﺔ‬ ‫ﺗﻮﻓﻴـﺮ‬
‫اﻟﺪاﺧﻞ‬ ‫ﻣﻦ‬
/
‫اﻟﺨﺎرج‬ ‫ﻣﻦ‬
‫اﻹﺟـــﺮاءات‬
‫ﻃﺮﻳﻖ‬ ‫ﻋﻦ‬ ‫أو‬ ‫داﺧﻠﻰ‬ ‫ﺗﻨﻔﻴﺬ‬
‫ﺗﻌﺎﻗﺪ‬
‫واﻟﺘﻨﻤﻴـﺔ‬ ‫اﻟﺘﺪرﻳــﺐ‬
Workshops
On the Job Training
Supervision
Coaching
‫ﻋﻤﻞ‬ ‫ورش‬
‫ﻋﻤﻠﻰ‬ ‫ﺗﺪرﻳﺐ‬
‫اﺷﺮاف‬
‫ﺗﻮﺟﻴـﻪ‬

‫ﺷﺌﻮﻧﻬﻢ‬ ‫وإدارة‬ ‫ﺑﺎﻟﻌﺎﻣﻠﻴﻦ‬ ‫اﻻﺣﺘﻔﺎظ‬
Retention And Management
،‫اﻟﻨﻘﻞ‬ ،‫اﻟﺘﻌﺮﻳﻒ‬ ،‫اﻟﺘﺴﻜﻴﻦ‬
‫اﻟﺘﺮﻗﻴـﺔ‬
‫ﻓﻴﻪ‬ ‫واﻟﺘﺤﻜﻢ‬ ‫اﻷداء‬ ‫ﻗﻴﺎس‬
‫واﻟﻨﺼـﺢ‬ ‫اﻟﻤﺸﻮرة‬
‫ﺗﺨﻔﻴﺾ‬ ،‫ﻣﻨﻈﻢ‬ ‫اﻟﻌﻤﻞ‬ ‫ﺗﺮك‬
‫ﻣﺨﻄﻂ‬ ‫وﺗﻘﺎﻋـﺪ‬ ‫ﻋﻤﺎﻟﺔ‬
‫وﻓـﺮق‬ ‫ﺛﻘﺎﻓـﺔ‬ ‫ﺑﻨـﺎء‬
Placement, orientation,
transfer, and promotion
Performance rating and
management
Counseling
Rewards
Organized exit, planned
reductions, and
retirement
Building culture and
teams
Ref: War for Talent Case
‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫ﻣﻌﻠﻮﻣﺎت‬ ‫وأﻧﻈﻤﻪ‬ ‫ﺧﺪﻣﺎت‬
HR Information Systems and Services
HR Information
Systems
Employee Relations
Employment Standards
Workplace Health and
Safety
Employee Services
‫اﻟﻤﻮارد‬ ‫ﻣﻌﻠﻮﻣﺎت‬ ‫ﻧﻈﻢ‬
‫اﻟﻌﺎﻣﻠﻴـﻦ‬ ‫ﻋﻼﻗﺎت‬
‫اﻟﺘﻮﻇﻴﻒ‬ ‫ﻣﻌﺎﻳﻴﺮ‬
‫اﻟﻌﻤﻞ‬ ‫ﻣﻘﺮ‬ ‫ﻓﻲ‬ ‫واﻟﺴﻼﻣﺔ‬ ‫اﻟﺼﺤﺔ‬
‫اﻟﻌﺎﻣﻠﻴــﻦ‬ ‫ﺧــﺪﻣــﺎت‬

1
‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫وإدارة‬ ‫اﺳﺘﺮاﺗﻴﺠﻴﺔ‬
Recognize the importance
of HR Strategy and owner-
manager role
Describe the purpose and
components of HRM
Discuss the benefits of
using HRM practices
Identify the functions and
responsibilities of an HR
Manager
List HR Manager
Knowledge, Skills and
Competencies
Recognize differences in
traditional and modern
HRM application
‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫اﺳﺘﺮاﺗﻴﺠﻴﺔ‬ ‫أهﻤﻴﺔ‬ ‫ﻣﺎ‬
‫اﻟﻌﻤﻞ‬ ‫ﺻﺎﺣﺐ‬ ‫دور‬ ‫هﻮ‬ ‫وﻣﺎ‬
/
‫اﻟﻤﺪﻳﺮ؟‬
‫إدارة‬ ‫ﻋﻤﻠﻴﺔ‬ ‫وﻋﻨﺎﺻﺮ‬ ‫هﺪف‬ ‫ﺑﻮﺻﻒ‬ ‫ﻗﻢ‬
‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬
‫ﻋﻤﻠﻴﺔ‬ ‫ﻣﻤﺎرﺳﺎت‬ ‫اﺳﺘﺨﺪام‬ ‫ﻓﻮاﺋﺪ‬ ‫ﻧﺎﻗﺶ‬
‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫إدارة‬
‫ﻣﺪﻳﺮ‬ ‫وﻣﺴﺌﻮﻟﻴﺎت‬ ‫اﺧﺘﺼﺎﺻﺎت‬ ‫ﺣﺪد‬
‫ﻣﺪﻳﺮ‬ ‫وﻗﺪرات‬ ‫وﻣﻬﺎرات‬ ‫ﻣﻌﺮﻓﺔ‬ ‫اذآﺮ‬
‫اﻟﺘﻘﻠﻴﺪﻳﺔ‬ ‫اﻟﻤﻤﺎرﺳﺎت‬ ‫ﻓﺮوق‬ ‫ﻋﻠﻰ‬ ‫ﺗﻌﺮف‬
‫اﻟﻤﻮارد‬ ‫إدارة‬ ‫ﺗﻄﺒﻴﻖ‬ ‫ﻓﻰ‬ ‫واﻟﺤﺪﻳﺜﺔ‬
‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫وﻣﺪﻳﺮى‬ ‫اﻟﺘﻨﻔﻴﺬﻳﻴﻦ‬ ‫اﻟﻤﺪﻳﺮﻳﻦ‬ ‫دور‬
‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫إدارة‬ ‫ﻋﻤﻠﻴﺔ‬ ‫ﻓﻰ‬
Line Managers and HR Managers in HRM
Line Manager
Select right people
Develop expectations,
objectives, criteria
Observe, follow, monitor
performance
Provide feedback,
mentoring, coaching to
improve performance
Prepare and conduct
performance evaluation
Maintain discipline, fire
when appropriate
‫اﻟﺘﻨﻔﻴﺬى‬ ‫اﻟﻤﺪﻳﺮ‬
o
‫اﻟﻤﻨﺎﺳﺒﻴﻦ‬ ‫اﻷﺷﺨـﺎص‬ ‫اﺧﺘﻴﺎر‬
o
‫واﻟﻤﻌﺎﻳﻴﺮ‬ ،‫واﻷهﺪاف‬ ،‫اﻟﺘﻮﻗﻌﺎت‬ ‫إﻋﺪاد‬
o
‫اﻷداء‬ ‫وﻣﺮاﻗﺒﺔ‬ ،‫واﻟﻤﺘﺎﺑﻌﺔ‬ ،‫اﻟﻤﻼﺣﻈﺔ‬
o
،‫واﻹرﺷﺎد‬ ،‫اﻟﻤﺮﺗﺪة‬ ‫اﻟﺘﻐﺬﻳﺔ‬ ‫ﺗﻮﻓﻴﺮ‬
‫اﻷداء‬ ‫ﻟﻠﺘﺤﺴﻴـﻦ‬ ‫واﻟﺘﻮﺟﻴﻪ‬
o
‫اﻷداء‬ ‫ﺗﻘﻴـﻴﻢ‬ ‫وإﺟﺮاء‬ ‫إﻋﺪاد‬
o
‫ﻋﻨﺪ‬ ‫اﻟﻔﺼﻞ‬ ،‫اﻟﻀﺒﻂ‬ ‫ﻋﻠﻰ‬ ‫اﻟﺤﻔﺎظ‬
‫اﻟﻀﺮورة‬

1
HR Manager
Plan and design HR strategy
and system
Help line manager find right
people
Develop policies and
procedures
Develop training to
communicate and
implement policies and
procedures
Make sure the organization
has a fair and sound
performance evaluation
system
Help line manager to
discipline and fire
‫دور‬
‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫وﻣﺪﻳﺮى‬ ‫اﻟﺘﻨﻔﻴﺬﻳﻴﻦ‬ ‫اﻟﻤﺪﻳﺮﻳﻦ‬
‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫إدارة‬ ‫ﻋﻤﻠﻴﺔ‬ ‫ﻓﻰ‬
Line Managers and HR Managers in HRM
‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫ﻣﺪﻳﺮ‬
•
‫وﻧﻈﻢ‬ ‫اﺳﺘﺮاﺗﻴﺠﻴﺔ‬ ‫وﺗﺼﻤﻴﻢ‬ ‫ﺗﺨﻄﻴﻂ‬
•
‫ﻋﻠﻰ‬ ‫اﻟﻌﺜﻮر‬ ‫ﻓﻰ‬ ‫اﻟﺘﻨﻔﻴﺬى‬ ‫اﻟﻤﺪﻳﺮ‬ ‫ﻣﺴﺎﻋﺪة‬
‫اﻟﻤﻨﺎﺳﺒﻴﻦ‬ ‫اﻷﺷﺨﺎص‬
.
•
‫واﻹﺟﺮاءات‬ ‫اﻟﺴﻴﺎﺳﺎت‬ ‫إﻋﺪاد‬
•
‫اﻟﺴﻴﺎﺳﺎت‬ ‫ﻹﻳﺼﺎل‬ ‫ﺑﺮاﻣﺞ‬ ‫ﺗﻄﻮﻳﺮ‬
‫ﻋﻠﻰ‬ ‫واﻟﻌﻤﻞ‬ ‫اﻟﻤﺴﺘﻮﻳﺎت‬ ‫ﻟﺠﻤﻴﻊ‬ ‫واﻹﺟﺮاءات‬
‫ﺗﻨﻔﻴﺬهﺎ‬
•
‫ﻋﺎدل‬ ‫أداء‬ ‫ﺗﻘﻴﻴﻢ‬ ‫ﻧﻈﺎم‬ ‫وﺟﻮد‬ ‫ﻣﻦ‬ ‫اﻟﺘﺄآﺪ‬
‫وﺳﻠﻴﻢ‬
•
‫اﻟﺤﻔﺎظ‬ ‫ﻋﻠﻰ‬ ‫اﻟﺘﻨﻔﻴﺬى‬ ‫اﻟﻤﺪﻳﺮ‬ ‫ﻣﺴﺎﻋﺪة‬
‫واﻟﻔﺼﻞ‬ ‫اﻻﻧﻀﺒﺎط‬ ‫ﻋﻠﻰ‬
‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫إدارة‬ ‫ﻋﻤﻠﻴﺔ‬ ‫ﺟﻮهﺮ‬
–
‫اﻻﺗﺼﺎل‬
Core of HRM – Communication
Ū
ź̊ ŧȚŗ
‹ȚŦ
żŅ
Ŧ
źŦ
ź̊ Ŧɔņ
̊
ɔņ
̊ ɘ ūŵ
̅ ŵ
́ Ņ
ŦūŅ
ŧȚżŅ
Ŧ
źżÿŅ
ŦŖ
ſĐ
Ņ
Ŧ
ūŅ
ŧȚżŅ
Ŧϳ Ŧϳ ŗ źķś
ŭ
ŧſŗſĐϳ ķŗ̅
.
ŧÿſũ
ŭ
ķŦ
ɔļņ
ŭ
ŗŅ
Ŧϳ ķŗŭ
̅ Ů̅ ŵ
ũ
ŧſŗſĐϳ ŗ
‫اﻟﻤﺴﺘﻠــﻢ‬
‹ȚŦ
żŅ
Ŧ
‹БŹ ϳ ŗ ‹ŧ́ ŭ
А
ŦŖ
ÿ̊ ź
ū
̅ ż¤ũ
Ņ
ŦźżŦ
ɘŗŅ
Ŧ
Ņ
Ŧ
ɔÿļņ
ŭ
ŗŅ
ŦŖ
ſĐϳ ŗ źķś
ŭ
ūŅ
ŧȚżņ
Ņ
Ŭŧũ
ŧŲŭ
ȚА
Ŧ‹̅ ņ
ŵ
ŭ
ɘ ̈ ̅ ŗŲ
ŭ
‹Țżŗņ
Ņŧſŗ̅ źļŭ
ɘ

1
‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫ﻋﻤﻠﻴﺔ‬ ‫ﻣﻤﺎرﺳﺎت‬ ‫ﻓﻰ‬ ‫اﻻﺧﺘـﻼﻓﺎت‬
Differences in HRM Practices
‫اﻟﺘﻘﻠﻴﺪى‬ ‫اﻻﺳﻠﻮب‬
‫اﻟﺤﺪﻳﺚ‬ ‫اﻷﺳﻠﻮب‬
o
‫اﻟﻌﻤﺎﻟﺔ‬ ‫وﺗﻮﻓﻴﺮ‬ ‫اﻟﺘﺨﻄﻴﻂ‬
o
‫واﻟﺘﻨﻤﻴـﺔ‬ ‫اﻟﺘﺪرﻳــﺐ‬
o
‫وإدارة‬ ‫ﺑﺎﻟﻌﺎﻣﻠﻴﻦ‬ ‫اﻻﺣﺘﻔﺎظ‬
‫ﺷﺌﻮﻧﻬﻢ‬
o
‫ﻣﻌﻠﻮﻣﺎت‬ ‫وأﻧﻈﻤﺔ‬ ‫ﺧﺪﻣﺎت‬
Modern Technique
Traditional Technique
o Planning & Procurement
o Training & Development
o Retention & Management
o HR Information Systems
& Services
‫آﻴـــــﻒ‬
/
‫اﻟﻨﺘﻴــــﺠﺔ‬
How / Results
‫ﻋﻤﻠﻴﺔ‬ ‫ﻓﻰ‬ ‫اﻟﺠﺪﻳﺪة‬ ‫اﻻﺗﺠﺎهﺎت‬
‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫إدارة‬
New Trends in HRM
Strategic Planning
Developing the
Company
A Resource to the
Company
‫اﻻﺳﺘﺮاﺗﻴﺠﻰ‬ ‫اﻟﺘﺨﻄﻴﻂ‬
‫ﺗﻄﻮﻳـﺮ‬
‫اﻟﺸﺮآﺔ‬
‫ﻟﻠﺸﺮآﺔ‬ ‫ﻣـﻮرد‬

1
‫ﺣﺎﻟـﺔ‬ ‫دراﺳـﺔ‬
Case Study
‫اﻷﺟﻨﺪة‬
Agenda
Recruitment
‫واﻟﻤﺰاﻳﺎ‬ ‫اﻷﺟـــﻮر‬

1
What are the most immediate issues you
have to address for your performance
management now?
‫هﻰ‬ ‫ﻣﺎ‬
‫اﻟﻤﻮﺿﻮﻋﺎت‬
‫ﻗﺒﻞ‬ ‫ﺗﻌﺎﻟﺠﻬـﺎ‬ ‫ان‬ ‫ﻳﺠﺐ‬ ‫اﻟﺘـﻰ‬
‫ﺷﺮآﺘـﻚ‬ ‫ﻓﻰ‬ ‫اﻟﻌﺎﻣﻠﻴـﻦ‬ ‫أداء‬ ‫إدارة‬ ‫ﻋﻤﻠﻴـﺔ‬ ‫ﻓﻰ‬ ‫ﻏﻴﺮهﺎ‬
‫؟‬
‫واﻟﻤﺘﻮﺳﻄﺔ‬ ‫اﻟﺼﻐﻴﺮ‬ ‫اﻟﻤﺸﺮوﻋﺎت‬ ‫ﻓﻰ‬ ‫اﻷداء‬ ‫إدارة‬ ‫ﺗﺤﺪﻳﺎت‬
Challenges in Performance Management for
SMEs
Standards are not sound
Feedback is delayed or
ignored
Focuses on external
forms
Equates performance
evaluation to
performance
management
Etc…
‫ﺻﺤﻴﺤﺔ‬ ‫ﻏﻴﺮ‬ ‫اﻷداء‬ ‫ﻣﻌـﺎﻳﻴﺮ‬
‫اﻟﺘﻐﺬﻳﺔ‬ ‫ﺗﺠﺎهـﻞ‬ ‫أو‬ ‫ﺗﺄﺧــﺮ‬
‫اﻟﻤﺮﺗﺪة‬
‫اﻟﻨﻤﺎذج‬ ‫ﻋﻠﻰ‬ ‫اﻟﺘﺮآﻴـﺰ‬
‫اﻟﺨﺎرﺟﻴـﺔ‬
‫اﻷداء‬ ‫ﺑﺈدارة‬ ‫اﻷداء‬ ‫ﺗﻘﻴـﻴﻢ‬ ‫رﺑﻂ‬
‫اﻟــﺦ‬

1
Definition of
Performance
Management
‫اﻷداء‬ ‫إدارة‬ ‫ﺗﻌﺮﻳﻒ‬
And it helps an organization achieve the
following goals:
‫اﻟﺘﺎﻟﻴـﺔ‬ ‫اﻷهﺪاف‬ ‫ﺗﺤﻘﻴﻖ‬ ‫ﻋﻠﻰ‬ ‫اﻟﺸﺮآﺔ‬ ‫ﺗﺴــﺎﻋﺪ‬
‫اﻷداء‬ ‫إدارة‬ ‫أهﻤﻴـﺔ‬
Importance of Performance Management
1
.
2
.
3
.
4
.
...
Performance
Management
is:
‫هﻰ‬ ‫اﻷداء‬ ‫إدارة‬
:
Relate to strategy
Maintain a balance
in various aspects
of performance
Focus on KPIs
Involve staff in
developing
performance
indicators
‫اﻷداء‬ ‫إدارة‬ ‫ﻣﺒﺎدئ‬
Principles of Performance Management
‫ﺑﺎﻻﺳﺘﺮاﺗﻴﺠﻴــﺔ‬ ‫اﻻرﺗﺒﺎط‬
‫اﻟﻤﺨﺘﻠﻔﺔ‬ ‫اﻟﺠﻮاﻧﺐ‬ ‫ﺑﻴـﻦ‬ ‫اﻟﺘـﻮازن‬
‫ﻟﻸداء‬
‫اﻟﺮﺋﻴﺴﻴﺔ‬ ‫اﻟﻤﺆﺷﺮات‬ ‫ﻋﻠﻰ‬ ‫اﻟﺘﺮآﻴﺰ‬
‫ﻟﻸداء‬
‫ﺗﻄﻮﻳﺮ‬ ‫ﻓﻰ‬ ‫اﻟﻌﺎﻣﻠﻴـﻦ‬ ‫اﺷـﺮاك‬
‫اﻷداء‬ ‫ﻣﺆﺷـﺮات‬

1
Project
Management
‫اﻟﻤﺸـﺮوع‬ ‫إدارة‬
Implementation of
Systems
‫اﻷداء‬ ‫إدارة‬ ‫ﻧﻈﻢ‬ ‫ﺗﻨﻔﻴﺬ‬
Communication
and Training
‫واﻟﺘﺪرﻳﺐ‬ ‫اﻻﺗﺼﺎل‬
Support
‫اﻟﺪﻋـــــﻢ‬
‫اﻷداء‬ ‫إدارة‬ ‫ﻧﻈﺎم‬ ‫إﻋﺪاد‬ ‫ﻃﺮﻳﻘﺔ‬
How to Create a Performance Management
System
‫اﻷداء‬ ‫إدارة‬ ‫ﻋﻤﻠﻴـﺔ‬
Performance Management Process
Strategy
‫اﺳﺘﺮاﺗﻴﺠﻴﺔ‬
Compensation
‫اﻷﺟـــﺮ‬
Budget
‫اﻟﻤﻴــﺰاﻧﻲ‬
’
Operations
‫اﻟﺘﺸﻐﻴـــﻞ‬
Set Indicators
and Targets
‫واﻷهﺪاف‬ ‫اﻟﻤﺆﺷﺮات‬ ‫إﻋﺪاد‬
Collect and Communicate
Data
‫اﻟﺒﻴﺎﻧﺎت‬ ‫واﻹﺑﻼغ‬ ‫ﺟﻤـﻊ‬
Evaluate and
Communicate
Performance
‫اﻷداء‬ ‫ﻋﻦ‬ ‫واﻹﺑﻼغ‬ ‫ﺗﻘﻴﻴﻢ‬
Input
‫اﻟﻤﺨﻼت‬
Output
‫اﻟﻤﺨﺮﺟﺎت‬

1
‫اﻷداء‬ ‫ﻣﻌﺎﻳـﻴﺮ‬ ‫إﻋﺪاد‬ ‫ﻣﺒﺎدئ‬
Principles for Setting Performance Standards
‫اﻟﻤﺪﻳﺮﻳﻦ‬ ‫ﻷداء‬ ‫اﻟﺮﺋﻴﺴﻴﺔ‬ ‫اﻟﻤﺆﺷﺮات‬
‫ﻟﻺدارة‬ ‫اﻟﺮﺋﻴﺴﻴـﺔ‬ ‫اﻟﻤﺆﺷﺮات‬ ‫هﻰ‬
‫ﻣﺨﺘﻠﻔﺔ‬ ‫ﻣﻨـﺎﻇﻴﺮ‬ ‫دﻣـﺞ‬
)
،‫ﻣﺎﻟﻴـﺔ‬
‫وﻧﻤـﻮ‬ ‫ﺗﻌﻠﻢ‬ ،‫ﺗﺸﻐﻴﻞ‬ ،‫ﻋﻤﻼء‬
(
‫ﻣـﻦ‬ ‫اﻟﻤﺆﺷﺮات‬ ‫ﻋﺪد‬
6
‫إﻟﻰ‬
10
‫اﻟﺘﻘﺎرﻳﺮ‬ ‫ﻣﺆﺷﺮات‬ ‫ﺗﺴﺎهﻢ‬ ‫ان‬ ‫ﻳﺠﺐ‬
‫أهﺪاف‬ ‫ﺗﺤﻘﻴﻖ‬ ‫ﻓﻰ‬ ‫اﻟﻤﺒﺎﺷﺮة‬
‫ﻣﺪﻳﺮﻳﻬﺎ‬
Managers’ KPIs (Key
performance Indicators) are
department KPIs
Incorporate different
perspectives (financial,
customer, process, learning
and growth)
Keep number of KPIs to 6-10
KPIs for direct reports should
contribute to the achievement
of targets for their managers
‫اﻷداء‬ ‫ﻣﻌﺎﻳـﻴﺮ‬ ‫إﻋﺪاد‬ ‫ﻣﺒﺎدئ‬
Principles for Setting Performance Standards
‫ﻣﺆﺷﺮات‬ ‫اﻟﺪرﺟﺎت‬ ‫آﺎرت‬ ‫ﻳﺘﻀﻤﻦ‬
‫اﻷداء‬ ‫ﺣﻮاﻓﺰ‬ ‫وﻣﺆﺷﺮات‬ ‫اﻟﻨﺘﻴﺠﺔ‬
ً
‫ا‬‫ﻣﺆﺷﺮ‬ ‫اﻟﻤﺪﻳﺮﻳﻦ‬ ‫درﺟﺎت‬ ‫آﺎرت‬ ‫ﻳﺘﻀﻤﻦ‬
‫اﻟﺘﻨﺎﺳﻖ‬ ‫ﻳﻮﺿﺢ‬ ‫اﻷﻗﻞ‬ ‫ﻋﻠﻰ‬ ً
‫ا‬‫واﺣﺪ‬
‫اﻷﺧﺮى‬ ‫اﻹدارات‬ ‫ﻣﻊ‬ ‫واﻟﺘﻌﺎون‬
ً
‫ا‬‫ﻣﺆﺷﺮ‬ ‫اﻷﻓﺮاد‬ ‫درﺟﺎت‬ ‫آﺎرت‬ ‫ﻳﺘﻀﻤﻦ‬
‫واﻟﺘﻄﻮر‬ ‫ﺑﺎﻟﺘﻌﻠﻢ‬ ‫ﻣﺮﺗﺒﻂ‬ ‫اﻷﻗﻞ‬ ‫ﻋﻠﻰ‬ ً
‫ا‬‫واﺣﺪ‬
‫واﻟﻌﺎﻣﻠﻮن‬ ‫اﻟﻤﺪﻳﺮون‬ ‫ﻳﻮاﻓﻖ‬ ‫ان‬ ‫ﻳﺠﺐ‬
‫ﺗﻐﻴﻴﺮ‬ ‫أى‬ ‫ﻋﻠﻰ‬
Scorecard should include both result
indicators and performance driver
indicators
Manager performance scorecard should
include at least one indicator that
shows coordination and collaboration
with other departments
Individuals performance scorecard
should include at least one indicator
related to learning and development
Any change should be agreed upon by
manager and employee

1
‫اﻷداء‬ ‫ﺗﻘﻴﻴﻢ‬ ‫ﻋﻤﻠﻴﺔ‬ ‫ﻓﻰ‬ ‫ﺧﻄﻮات‬ ‫ﺧﻤﺴﺔ‬
Five Steps for Performance Evaluation
1: clarify objectives and focus
2: let employee talk about his
own performance
3: talk about your perspective
on the performance
4: Discuss current job
objectives
5: Action and management
planning
.1
‫واﻟﺘﺮآﻴــﺰ‬ ‫اﻷهـﺪاف‬ ‫وﺿـﺢ‬
.2
‫أداﺋﻪ‬ ‫ﻋﻦ‬ ‫ﻳﺘﻜﻠﻢ‬ ‫اﻟﻤﻮﻇﻒ‬ ‫اﺟﻌﻞ‬
.3
‫ﻟﻸداء‬ ‫ﻧﻈﺮﺗﻚ‬ ‫ﻋﻦ‬ ‫ﺗﻜﻠﻢ‬
.4
‫ﻟﻠﻮﻇﻴﻔﺔ‬ ‫اﻟﺤﺎﻟﻴـﺔ‬ ‫اﻷهﺪاف‬ ‫ﻧﺎﻗﺶ‬
.5
‫اﻹدارﻳﺔ‬ ‫واﻟﺨﻄﺔ‬ ‫اﻟﻌﻤﻞ‬ ‫ﺧﻄﺔ‬ ‫وﺿﻊ‬
‫اﻟﺘﻘﻴـﻴﻢ‬ ‫ﻣﻘﺎﺑﻠـــﺔ‬
Appraisal Interview
‫إﺟﺮاء‬ ‫ﻋﻠﻰ‬ ‫ﻋﻤﻠﻰ‬ ‫ﺗﺪرﻳﺐ‬
‫اﻟﻤﺘﺪرﺑﻴـــﻦ‬ ‫ﻣﻦ‬ ‫اﺛﻨـﻴﻦ‬ ‫آﻞ‬ ‫ﺑﻴـﻦ‬ ‫أداء‬ ‫ﻣﻘﺎﺑﻠـﺔ‬
Role play a performance interview with your partner

1
Agenda
Recruitment
‫واﻟﻤﺰاﻳﺎ‬ ‫اﻟﺘﻌﻮﻳﻀــﺎت‬
Why
Who
When
Where
How
‫ﻟﻤـــﺎذا‬
‫ﻣـــــﻦ‬
‫ﻣﺘـــــﻰ‬
‫أﻳــــﻦ‬
‫آﻴـــــﻒ‬

2
‫اﻟﺘﺪرﻳﺐ‬ ‫ﻧﻈﺎم‬ ‫ﻋﻨﺎﺻﺮ‬
Training System Components
Learners
‫ﻣﺘﺪرﺑﻴــﻦ‬
Methods
‫ﻣﻨﻬﺎج‬
Objectives
‫اهﺪاف‬
Evaluation
‫ﺗﻘﻴـــﻴﻢ‬
‫اﻷداء‬ ‫ﻣﺸﺎآﻞ‬ ‫أﺳﺒـــﺎب‬
Causes of Performance Problems
Lack of knowledge or
skills
Lack of motivation or
incentive
Environmental factors
Management factors
Interpersonal relations
ūĐ
ż̋ ŗŅ
ŦɔŅ
Ŧżŧÿļŭ
Đ
А
Ŧ
ŬŦ
żŧſŗŅ
Ŧ
ɘ
‫واﻟﺤﻮاﻓﺰ‬ ‫اﻟﺘﺤﻔﻴﺰ‬ ‫اﻟﻰ‬ ‫اﻻﻓﺘﻘﺎر‬
‫ﺑﻴﺌﻴــﺔ‬ ‫ﻋﻮاﻣﻞ‬
‫إدارﻳﺔ‬ ‫ﻋﻮاﻣﻞ‬
‫اﻷﻓــﺮاد‬ ‫ﺑﻴـﻦ‬ ‫اﻟﻌﻼﻗـــﺎت‬

2
‫ﺗﺪرﻳﺐ‬ ‫ﻧﻤﻮذج‬
Training Model
Training needs
assessment
Instructional Design
Instructional
Development
Training Delivery
Training Evaluation &
Feedback
‫اﻟﺘﺪرﻳﺐ‬ ‫اﺣﺘﻴـﺎﺟﺎت‬ ‫ﺗﻘــﺪﻳﺮ‬
‫اﻟﺘﻌﻠﻴﻤﻴـﺔ‬ ‫اﻟﻤﺎدة‬ ‫ﺗﺼﻤــﻴﻢ‬
‫اﻟﺘﻌﻠﻴﻤﻴـﺔ‬ ‫اﻟﻤﺎدة‬ ‫ﺗﻄـﻮﻳﺮ‬
‫اﻟﺘﺪرﻳـﺐ‬ ‫ﺗﻨﻔﻴــﺬ‬
‫واﻟﺘﻐﺬﻳﺔ‬ ‫اﻟﺘﺪرﻳﺐ‬ ‫ﺗﻘﻴـﻴﻢ‬
‫اﻟﻤﺮﺗﺪة‬
‫اﻟﺘﺎﻟﻴـﺔ‬ ‫ﺧﻄﻮﺗـﻚ‬
Your Next Steps
Make learning your
policy
Establish a training
function
Monitor job
performance
Plan, design, develop
and evaluate training
‫ﺳﻴﺎﺳﺘـﻚ‬ ‫اﻟﺘﻌﻠـﻢ‬ ‫اﺟﻌـﻞ‬
‫اﻟﺘﺪرﻳــﺐ‬ ‫وﻇﻴﻔـــﺔ‬ ‫اﻧﺸﺊ‬
‫اﻟﻮﻇﻴﻔﻰ‬ ‫اﻷداء‬ ‫راﻗــﺐ‬
‫وﻗﻴـﻢ‬ ‫وﻃﻮر‬ ‫وﺻﻤﻢ‬ ‫ﺧﻄﻂ‬
‫اﻟﺘﺪرﻳﺐ‬

2
Lunch Break
午餐时间
Recruitment
‫واﻟﻤﺰاﻳﺎ‬ ‫اﻟﺘﻌﻮﻳﻀــﺎت‬
Agenda

2
‫اﻟﺘﻌــﻠﻢ‬ ‫أهــﺪاف‬
Learning Objectives
After this module, you
should be able to:
Describe uses of job
analysis
Complete a job analysis
on any position
‫ﻗﺎدرا‬ ‫ﺳﺘﻜﻮن‬ ‫اﻟﺠـﺰ‬ ‫هﺬا‬ ‫اﺗﻤـﺎم‬ ‫ﺑﻌﺪ‬
‫ﻋﻠﻰ‬
:
‫ﺗﺤﻠﻴﻞ‬ ‫اﺳﺘﺨﺪاﻣﺎت‬ ‫وﺻﻒ‬
‫اﻟﻮﻇﺎﺋﻒ‬
‫ﻷى‬ ‫وﻇﺎﺋﻒ‬ ‫ﺗﺤﻠﻴﻞ‬ ‫إﺟﺮاء‬
‫ﻣﻨﺼـﺐ‬
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺑﻮﺻﻒ‬ ‫اﻟﻤﻘﺼﻮد‬ ‫ﻣﺎ‬
What is Job Analysis
Job analysis is the
systematic gathering of
information concerning
jobs.
Job analysis identifies the
tasks that comprise the
job and the particular
skills, abilities, and
responsibilities required
to perform it successfully.
‫ﻟﻠﻤﻌﻠﻮﻣﺎت‬ ‫اﻟﻤﻨﻈﻢ‬ ‫اﻟﺠﻤـﻊ‬
‫اﻟﻤﺨﺘﻠﻔـﺔ‬ ‫ﺑﺎﻟﻮﻇﺎﺋﻒ‬ ‫اﻟﺨﺎﺻـﺔ‬
‫ﺗﺘﻀﻤﻨﻬﺎ‬ ‫اﻟﺘﻰ‬ ‫اﻟﻤﻬﺎم‬ ‫ﺗﺤﺪﻳﺪ‬
‫واﻟﻤﻬﺎرات‬ ‫وﻇﻴﻔﺔ‬ ‫آﻞ‬
‫واﻟﻤﺴﺌﻮﻟﻴـﺎت‬ ‫واﻟﻘﺪرات‬
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﻹﺗﻤﺎم‬ ‫اﻟﻤﻄﻠﻮﺑﺔ‬
‫ﺑﻨﺠﺎح‬ ‫اﻟﻤﺨﺘﻠﻔﺔ‬
.

2
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺗﺤﻠﻴﻞ‬ ‫ﻣﻬﺎم‬
Job Analysis Tasks
Define the job completely
and accurately.
Describe the tasks,
responsibilities, and
performance standards of
the job.
Indicate the job requirements
that a worker must meet to
perform successfully in the
position.
‫واﻟﺪﻗﻴﻖ‬ ‫اﻟﺸﺎﻣـﻞ‬ ‫اﻟﺘﻌﺮﻳﻒ‬
‫ﻟﻠﻮﻇﻴﻔـﺔ‬
،‫واﻟﻤﺴﺌﻮﻟﻴـﺎت‬ ،‫اﻟﻤﻬﺎم‬ ‫وﺻﻒ‬
‫اﻟﺨﺎﺻﺔ‬ ‫اﻷداء‬ ‫وﻣﻌﺎﻳﻴﺮ‬
‫ﺑﺎﻟﻮﻇﻴﻔﺔ‬
‫ﻳﺠﺐ‬ ‫اﻟﺘﻰ‬ ‫اﻟﻤﺘﻄﻠﺒـﺎت‬ ‫ﺗﻮﺿﻴﺢ‬
‫اﻟﻮﻇﻴﻔﺔ‬ ‫ﺷﺎﻏﻞ‬ ‫ﻓﻰ‬ ‫ﺗﻮاﻓﺮهﺎ‬
‫ﺑﻨﺠﺎح‬ ‫ﻟﻴﺆدﻳﻬـﺎ‬
‫ﺗﻤﺮﻳـــﻦ‬
Exercise
‫ﻟﺸﺮح‬ ‫وﻇﻴﻔـﺔ‬ ‫اﺧﺘــﺎر‬
‫ﻟﻌﻤﻠﻴـﺔ‬ ‫اﻷﺳﺎﺳﻴﺔ‬ ‫اﻟﻤﻬﺎم‬
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺗﺤﻠﻴﻞ‬
Please take a job to explain
Essential tasks of job
analysis.

2
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺑﺘﺤﻠﻴﻞ‬ ‫ﻧﻘﻮم‬ ‫ﻟﻤﺎذا‬
‫؟‬
Why Job Analysis?
‫ﻣﻦ‬ ‫اﻟﻐﺮض‬
‫ﻣﻌﻠﻮﻣﺎت‬
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺗﺤﻠﻴﻞ‬
‫هﻮ‬
:
‫واﻻﺧﺘﻴﺎر‬ ‫اﻻﺳﺘﻘﻄﺎب‬ ‫ﻋﻤﻠﻴـﺔ‬ ‫ﺗﻮﺟﻴـﻪ‬
‫اﻟﻌﺎﻣﻠﻴـﻦ‬ ‫أوﺿﺎع‬ ‫وﺗﺤﺴﻴـﻦ‬
.
‫اﻟﻌﺎﻣﻠﻴﻦ‬ ‫وﻧﻘـﻞ‬ ‫ﺗﺮﻗﻴـﺔ‬ ‫ﺗﺨﻄﻴﻂ‬
.
‫اﻟﻮﻇﺎﺋﻒ‬ ‫وﺗﺴﻜﻴﻦ‬ ‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺗﻘﻴـﻴﻢ‬ ‫إﻋﺪاد‬
‫اﻷﺟﻮر‬ ‫ﻧﻈﻢ‬ ‫وإﻋﺪاد‬ ‫درﺟﺎت‬ ‫ﻋﻠﻰ‬
.
‫إﺟﺮاءات‬ ‫ﺗﺤﺪﻳﺪ‬
‫ﺗﺼﺤﻴﺤﻴﺔ‬
‫ﺗﺪرﻳﺒﻴﺔ‬ ‫ﺑﺮاﻣﺞ‬ ‫وﺗﻄﻮﻳﺮ‬ ‫وﺗﺼﻤﻴﻢ‬ ‫ﺗﺨﻄﻴﻂ‬
The purpose of job
analysis information is:
Guide recruitment，selection
and employee positioning
Plan promotion and transfer
of employees
Establish job evaluation, job
grading, and payment systems
Determine corrective
measures
Plan, design, and develop
training programs
‫ﺗﻤﺮﻳـــﻦ‬
Exercise
Define job analysis in
your own words.
List three purposes of
conducting job analysis:
________.
________.
________.
‫اﻟﻮﻇﺎﺋﻒ‬ ‫وﺻﻒ‬ ‫ﺑﺘﻌﺮﻳـﻒ‬ ‫ﻗﻢ‬
‫اﻟﺨﺎﺻﺔ‬ ‫ﺗﻌﺒﻴﺮاﺗﻚ‬ ‫ﻣﺴﺘﺨﺪﻣﺎ‬
‫ﺗﺤﻠﻴﻞ‬ ‫ﻹﺟﺮاء‬ ‫اهﺪاف‬ ‫ﺛﻼث‬ ‫اذآﺮ‬
:
_______.
_______.
_______.

2
‫وﻇﺎﺋﻒ‬ ‫ﺗﺤﻠﻴﻞ‬ ‫إﻋﺪاد‬
Preparing a Job Analysis
Before job analysis:
Understand your
organization’s human
resource philosophy
and policies
Prioritize your HR
needs
Develop and an
organizational chart
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺗﺤﻠﻴﻞ‬ ‫إﺟﺮاء‬ ‫ﻗﺒﻞ‬
:
‫ا‬
‫ﺷﺮآﺘﻚ‬ ‫وﺳﻴﺎﺳﺔ‬ ‫ﻓﻠﺴﻔـﺔ‬ ‫ﻓﻬﻢ‬
‫اﻟﺒﺸﺮﻳﺔ‬ ‫ﺑﺎﻟﻤﻮارد‬ ‫اﻟﺨﺎﺻﺔ‬
‫ﺣــﺪد‬
‫أوﻟﻮﻳﺎت‬
‫ﻣﻦ‬ ‫اﺣﺘﻴﺎﺟﺎﺗﻚ‬
‫ﺗﻨﻈﻴﻤﻴـﺔ‬ ‫ﺧﺮﻳﻄـﺔ‬ ‫ﺑﺈﻋﺪاد‬ ‫ﻗﻢ‬
‫ﻟﺸﺮآﺘﻚ‬
‫ﺗﻨﻈﻴﻤﻴـﺔ‬ ‫ﺧﺮﻳﻄﺔ‬ ‫إﻋﺪاد‬
Create an Organizational Chart
List all the positions
Group positions with the
same tasks into
occupational “families.”
Draw lines from the
groupings to indicate
where each group reports.
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺑﺠﻤﻴـﻊ‬ ‫ﻗﺎﺋﻤـﺔ‬ ‫ﺑﺈﻋﺪاد‬ ‫ﻗﻢ‬
‫ﺷﺮآﺘﻚ‬ ‫ﻓﻰ‬ ‫اﻟﻤﻮﺟﻮدة‬
.
‫اﻟﻤﺘﺸﺎﺑﻬـﺔ‬ ‫اﻟﻤﻬﺎم‬ ‫ذات‬ ‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺟﻤـﻊ‬
ً
‫ﺎ‬‫ﻣﻜﻮﻧـ‬ ‫ﻣﺠﻤﻮﻋﺎت‬ ‫ﻓﻰ‬
"
‫ﻋﺎﺋﻼت‬
"
‫وﻇﻴﻔﻴـﺔ‬
‫اﻟﻤﺠﻤﻮﻋﺎت‬ ‫هﺬﻩ‬ ‫ﻣﻦ‬ ‫ﺧﻄﻮط‬ ‫ارﺳﻢ‬
‫ﻣﺠﻤﻮﻋﺔ‬ ‫ﻟﻜﻞ‬ ‫اﻹدارﻳﺔ‬ ‫اﻟﺘﺒﻌﻴـﺔ‬ ‫ﻟﺘﻮﺿﺢ‬
‫اﻟﺸﺮآـﺔ‬ ‫رﺋﻴــﺲ‬
‫اﻟﺮﺋﻴﺲ‬ ‫ﻧﺎﺋﺐ‬
‫اﻟﻤﺎﻟﻴـﺔ‬ ‫ﻟﻠﺸﺌﻮن‬
‫ﻟﻺﻧﺘﺎج‬
‫ﻟﻠﺘﺴﻮﻳﻖ‬
‫واﻟﺘﻄﻮﻳﺮ‬ ‫ﻟﻠﺒﺤﻮث‬

2
Exercise
Please draw a rough
organizational chart of
the organization you work
in using the steps laid out
previously.
‫ﻟﻠﺸﺮآـﺔ‬ ‫ﺗﻨﻈﻴﻤﻴـﺔ‬ ‫ﺧﺮﻳﻄـﺔ‬ ‫ارﺳـﻢ‬
ً
‫ﺎ‬‫ﻣﺴﺘﺨﺪﻣـ‬ ‫ﺑﻬـﺎ‬ ‫ﺗﻌﻤﻞ‬ ‫اﻟﺘـﻰ‬
‫اﻟﻤﺬآـﻮرة‬ ‫اﻟﺨﻄﻮات‬
ً
‫ﺎ‬‫ﺳﺎﺑﻘــ‬
‫وﻇﺎﺋﻒ‬ ‫ﺗﺤﻠﻴﻞ‬ ‫إﺟﺮاء‬ ‫ﺧﻄﻮات‬
Steps in Doing a Job Analysis
Decide job analysis tool
Job Analysis
Worksheet
Job Analysis
Questionnaire
Plan data collection
Who
How
Implement date collection
Gather information
Review results.
‫اﻟﺘﻰ‬ ‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺗﺤﻠﻴﻞ‬ ‫أداة‬ ‫ﺣﺪد‬
‫ﺳﺘﺴﺘﺨﺪﻣﻬﺎ‬
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺗﺤﻠﻴﻞ‬ ‫ﻋﻤﻞ‬ ‫ورﻗـﺔ‬
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺗﺤﻠﻴﻞ‬ ‫اﺳﺘﻘﺼﺎء‬
‫اﻟﺒﻴﺎﻧﺎت‬ ‫ﺟﻤـﻊ‬ ‫ﻟﻌﻤﻠﻴـﺔ‬ ‫ﺧﻄﻂ‬
‫ﻣــــﻦ‬
‫آﻴــــﻒ‬
‫اﻟﺒﻴﺎﻧﺎت‬ ‫ﺟﻤـﻊ‬ ‫ﻋﻤﻠﻴﺔ‬ ‫ﺗﻨﻔﻴﺬ‬ ‫ﻋﻠﻰ‬ ‫اﻋﻤﻞ‬
‫اﻟﻤﻌﻠﻮﻣﺎت‬ ‫ﺟﻤـﻊ‬
‫اﻟﻨﺘﺎﺋﺞ‬ ‫ﻣﺮاﺟﻌﺔ‬

2
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺗﺤﻠﻴﻞ‬ ‫أدوات‬
Job Analysis Tools
Job Analysis Worksheet:
list job responsibilities,
specifications,
list performance
standards.
Job Analysis
Questionnaire:
gather information on
the specific job duties.
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺗﺤﻠﻴﻞ‬ ‫ﻋﻤﻞ‬ ‫ورﻗﺔ‬
:
‫وﻣﻮاﺻﻔﺎت‬ ‫ﻣﺴﺌﻮﻟﻴﺎت‬ ‫ﺗﺴﺠﻴﻞ‬
‫ﺗﺴﺠﻴﻞ‬
‫اﻟﻮﻇﻴﻔﺔ‬ ‫أداء‬ ‫ﻣﻌﺎﻳﻴﺮ‬
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺗﺤﻠﻴﻞ‬ ‫اﺳﺘﻘﺼــﺎء‬
:
‫اﻟﺨﺎﺻﺔ‬ ‫اﻟﻤﻌﻠﻮﻣﺎت‬ ‫ﺟﻤﻊ‬
‫وﻇﻴﻔﺔ‬ ‫ﻟﻜﻞ‬ ‫اﻟﻤﺤﺪدة‬ ‫ﺑﺎﻟﻮاﺟﺒﺎت‬
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺗﺤﻠﻴﻞ‬ ‫أدوات‬ ‫اﺳﺘﺨﺪام‬
Job Analysis Tools- when
Use Job Analysis Worksheet
When:
owner-manager currently
performing the HRM function.
limited resources
The functions are broad and
standardized
Use Job Analysis Questionnaire
When:
Positions are specific in
scope and function.
More in-depth analysis
‫إذا‬ ‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺗﺤﻠﻴﻞ‬ ‫ﻋﻤﻞ‬ ‫ورﻗﺔ‬ ‫اﺳﺘﺨﺪم‬
:
‫ﺗﺆدى‬ ‫ﻋﻤﻞ‬ ‫ﺻﺎﺣﺐ‬ ً
‫ا‬‫ﻣﺪﻳﺮ‬ ‫آﻨﺖ‬
‫ﺑﺈدارة‬ ‫اﻟﺨﺎﺻﺔ‬ ‫اﻟﻤﻬﺎم‬ ً
‫ﺎ‬‫ﺣﺎﻟﻴ‬
‫ﻣﺤﺪودة‬ ‫ﻣﻮارد‬ ‫آﺎﻧﺖ‬
‫واﺳﻌﺔ‬ ‫ﺷﺮآﺘﻚ‬ ‫ﻓﻰ‬ ‫اﻟﻮﻇﺎﺋﻒ‬ ‫آﺎﻧﺖ‬
‫وﻣﺘﺸﺎﺑﻬﺔ‬ ‫اﻟﻤﺪى‬
‫إذا‬ ‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺗﺤﻠﻴﻞ‬ ‫اﺳﺘﻘﺼﺎء‬ ‫اﺳﺘﺨﺪم‬
:
‫ﻓﻰ‬ ‫اﻟﻮﻇﺎﺋﻒ‬ ‫وﻣﻬﺎم‬ ‫ﻣﺠﺎل‬ ‫آﺎن‬
ً
‫ا‬‫ﺟﺪ‬ ً
‫ﺎ‬‫دﻗﻴـﻘ‬ ‫ﺷﺮآﺘـﻚ‬
‫ﺷﻤﻮﻻ‬ ‫أآﺜﺮ‬ ‫ﺗﺤﻠﻴﻞ‬ ‫إﻟﻰ‬ ‫ﺗﺤﺘـﺎج‬ ‫آﻨﺖ‬

2
‫اﻟﻌﻤﻞ‬ ‫ورﻗﺔ‬ ‫إﻋﺪاد‬ ‫ﻃﺮﻳﻘـﺔ‬
How to Produce Worksheet：
Gather together the company
organizational chart and a list
of job titles.
Assemble information on job
responsibilities.
Select the jobs that most
urgently require analysis.
Complete a worksheet for
each of these jobs.
Have a knowledgeable person
review the completed sheet to
ensure the accuracy of that
the job information.
Confirm information collected
by interviewing and/or by
observation.
‫ﺧﺮﻳﻄﺔ‬ ‫اﺟﻤﻊ‬
‫اﻟ‬ ‫اﻟﺸﺮآﺔ‬
‫ﺘﻨﻈﻴﻤـﻴﺔ‬
‫اﻟﻮﻇﻴﻔﻴﺔ‬ ‫ﺑﺎﻟﻤﺴﻤﻴﺎت‬ ‫وﻗﺎﺋﻤـﺔ‬
‫ﻓﻴﻬﺎ‬
‫ﻣﺴﺌﻮﻟﻴﺎت‬ ‫ﻋﻦ‬ ‫ﻣﻌﻠﻮﻣﺎت‬ ‫ﺟﻤﻊ‬
‫ﻟﺘﺤﻠﻴـﻞ‬ ‫ﺗﺤﺘـﺎج‬ ‫اﻟﺘـﻰ‬ ‫اﻟﻮﻇﺎﺋﻒ‬ ‫اﺧﺘـﺎر‬
‫ﻋﺎﺟﻞ‬
‫هﺬﻩ‬ ‫ﻣﻦ‬ ‫ﻟﻜﻞ‬ ‫ﻋﻤﻞ‬ ‫ورﻗـﺔ‬ ‫ﺑﺈﻋﺪاد‬ ‫ﻗـﻢ‬
‫أن‬ ‫ﻣﻌﺮﻓـﺔ‬ ‫ذى‬ ‫ﺷﺨﺺ‬ ‫ﻣﻦ‬ ‫اﻃـﻠﺐ‬
‫اﻟﻌﻤﻞ‬ ‫أوراق‬ ‫ﻳﺮاﺟﻊ‬
‫ﺻﺤﺔ‬ ‫ﻣﻦ‬ ‫ﻟﻠﺘﺄآﺪ‬
‫اﻟﻤﻌﻠﻮﻣﺎت‬
‫ﻣﻌﻠﻮﻣﺎت‬ ‫ﺑﺘﺄآﻴﺪ‬ ‫ﻗـﻢ‬
‫ﺑ‬
‫أو‬ ‫ﺎﻟﻤﻘﺎﺑﻼت‬
/
‫و‬
‫اﻟﻤﻼﺣﻈﺔ‬ ‫ﻃﺮﻳﻖ‬ ‫ﻋﻦ‬
.
Exercise
Select one position in
your company and fill
in Job Analysis
Worksheet. (Use the
example worksheet
provided in the
workbook as a template)
‫ﺷﺮآﺘﻚ‬ ‫ﻓﻰ‬ ‫وﻇﻴﻔـﺔ‬ ‫اﺧﺘـﺮ‬
‫ﺗﺤﻠﻴﻞ‬ ‫ﻋﻤﻞ‬ ‫ورﻗﺔ‬ ‫ﺑﺘﻌﺒﺌﺔ‬ ‫وﻗﻢ‬
‫ﻟﻬﺎ‬ ‫وﻇﺎﺋﻒ‬
)
‫ﻧﻤﻮذج‬ ‫اﺳﺘﺨﺪم‬
‫آﺘﺎب‬ ‫ﻓﻰ‬ ‫اﻟﻤﺪرج‬ ‫اﻟﻌﻤﻞ‬ ‫ورﻗﺔ‬
‫اﻟﺘﻄﺒﻴﻘﺎت‬
(

3
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺗﺤﻠﻴﻞ‬ ‫اﺳﺘﻘﺼﺎء‬
Job Analysis Questionnaire I
General Information on the
Position
Supervision Given and
Supervision Received
Knowledge Areas and
Occupational Skills
Using Language
Using Sight and Other Senses
Managerial and Business
Decisions
Internal and External
Contacts
Meetings You Attend, Chair,
or Initiate
Physical Activities
Equipment, Machine, and Tool
Use
Environnemental Conditions
Other Job Characteristics
‫اﻟﻮﻇﻴﻔﺔ‬ ‫ﻋﻦ‬ ‫ﻋﺎﻣـﺔ‬ ‫ﻣﻌﻠﻮﻣﺎت‬
‫ﻳﺘﻠﻘﺎﻩ‬ ‫اﻟﺬى‬ ‫واﻹﺷﺮاف‬ ‫ﻳﻌﻄﻴﻪ‬ ‫اﻟﺬى‬ ‫اﻹﺷﺮاف‬
‫اﻟﻤﻬﻨﻴـﺔ‬ ‫واﻟﻤﻬﺎرات‬ ‫اﻟﻤﻌﺮﻓﺔ‬ ‫ﻣﺠﺎﻻت‬
‫اﻟﻠﻐﺔ‬ ‫اﺳﺘﺨﺪام‬
‫اﻷﺧﺮى‬ ‫واﻟﺤﻮاس‬ ‫اﻟﺒﺼﺮ‬ ‫اﺳﺘﺨﺪام‬
‫وﺗﺠﺎرﻳـﺔ‬ ‫إدارﻳﺔ‬ ‫ﻗﺮارات‬
‫واﻟﺨﺎرج‬ ‫اﻟﺪاﺧﻞ‬ ‫ﻣﻦ‬ ‫ﺑﻬﻢ‬ ‫ﻳﺘﺼﻞ‬ ‫ﻣﻦ‬
‫ﻟﻬﺎ‬ ‫ﺗﺪﻋﻮ‬ ‫أو‬ ‫ﺗﺮأﺳﻬﺎ‬ ‫أو‬ ‫ﺗﺤﻀﺮهﺎ‬ ‫اﺟﺘﻤﺎﻋﺎت‬
‫اﻻﻧﺸﻄﺔ‬
‫اﻟﺒﺪﻧﻴﺔ‬
‫واﻷدوات‬ ‫واﻵﻻت‬ ‫اﻷﺟﻬﺰة‬ ‫اﺳﺘﺨﺪام‬
‫اﻟﺒﻴﺌﻴﺔ‬ ‫اﻟﻈﺮوف‬
‫ﻟﻠﻮﻇﻴﻔﺔ‬ ‫أﺧﺮى‬ ‫ﺧﻮاص‬
‫ﺗﻤﺮﻳﻦ‬
Exercise
Group Activity:
Form different groups
to do this activity. Each
group has to think of
one position in your
company and lay out all
the 14 parts of the job
analysis questionnaire.
Be prepared to debrief
your discussion.
‫ﻣﺠﻤﻮﻋﺎت‬ ‫ﻧﺸــﺎط‬
‫ﺑﻬﺬا‬ ‫ﻟﻠﻘﻴـﺎم‬ ‫ﻣﺠﻤﻮﻋﺎت‬ ‫آﻮﻧــﻮا‬
‫اﻟﻨﺸﺎط‬
.
‫وﻇﻴﻔﺔ‬ ‫اﺧﺘﻴـﺎر‬ ‫ﻣﺠﻤﻮﻋﺔ‬ ‫آﻞ‬ ‫ﻋﻠﻰ‬
‫ﻋﺸﺮ‬ ‫اﻷرﺑﻌـﺔ‬ ‫ﺑﺈﻋﺪاد‬ ‫وﺗﻘﻮم‬
‫ﺗﺤﻠﻴﻞ‬ ‫اﺳﺘﻘﺼﺎء‬ ‫ﻣﻦ‬ ‫ﺟﺰءا‬
.
‫ﻋﻤﻠﻬﺎ‬ ‫ﻟﺸﺮح‬ ‫ﻣﺠﻤﻮﻋﺔ‬ ‫آﻞ‬ ‫ﺗﺴﺘﻌـﺪ‬

3
‫اﻟﺘﺎﻟﻴـﺔ‬ ‫اﻟﺨﻄــﻮة‬
–
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﻣﺴﺘﻨﺪات‬
Next Steps
-
Job Documents
Job Description
Job Specifications
Job Performance
Standards
‫اﻟﻮﻇﺎﺋﻒ‬ ‫وﺻـﻒ‬
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﻣﻮاﺻﻔﺎت‬
‫اﻟﻮﻇﺎﺋﻒ‬ ‫أداء‬ ‫ﻣﻌﺎﻳﻴﺮ‬
Break
‫اﺳﺘﺮاﺣﺔ‬

3
Provide a clearly
written reference
point to show:
Why the job exists
What the incumbent
in the job is
responsible for
What is required to
be able to perform
effectively in the
position
‫ﺗﻮﻓـﺮ‬
‫واﺿﺢ‬ ‫ﺗﺤﺮﻳﺮى‬ ‫ﻣﺮﺟﻊ‬
‫ﻹﻇﻬﺎر‬
:
‫اﻟﻮﻇﻴﻔﺔ‬ ‫وﺟﻮد‬ ‫ﺳـﺒﺐ‬
‫ﺷﺎﻏﻞ‬ ‫ﻣﺴﺌﻮﻟﻴـﺎت‬ ‫هﻰ‬ ‫ﻣﺎ‬
‫اﻟﻮﻇﻴﻔﺔ‬
‫ﻟ‬ ‫اﻟﻤﻄﻠﻮب‬ ‫هﻮ‬ ‫ﻣﺎ‬
‫ﻴﺘﻤﻜﻦ‬
‫ﻣﻦ‬
‫اﻟﻔﻌﺎل‬ ‫اﻷداء‬ ‫ﺗﺤﻘﻴﻖ‬
‫ﻟﻠﻮﻇﻴﻔﺔ‬
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﻣﺴﺘﻨﺪات‬ ‫أهـﺪاف‬
Objectives of Job Documents
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﻣﺴﺘﻨﺪات‬ ‫أﻧـﻮاع‬
Job Documents Types
Three Types of Job
Documents:
Job description
Job specification
Job performance
standards
‫ﻣﺴﺘﻨﺪات‬ ‫ﻣﻦ‬ ‫اﻧﻮاع‬ ‫ﺛـــﻼث‬
‫اﻟﻮﻇﺎﺋﻒ‬ ‫وﺻــﻒ‬
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﻣﻮاﺻﻔﺎت‬
‫اﻟﻮﻇﺎﺋﻒ‬ ‫أداء‬ ‫ﻣﻌﺎﻳـﻴﺮ‬

3
ABCD ‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﻣﺴﺘﻨﺪات‬
Job Documents ABCD
Describe
A: Audience (for whom)
B: Behavior (what?)
C: Condition (how?)
D: Degree (how well,
how much?)
A
:
‫اﻟﺠﻤﻬﻮر‬
)
‫ﻟﻤــــﻦ؟‬
(
B
:
‫اﻟﺴﻠــــﻮك‬
)
‫ﻣـــﺎذا؟‬
(
C
:
‫اﻟﺸــﺮوط‬
)
‫آﻴــﻒ؟‬
(
D
:
‫اﻟﺪرﺟــــﺔ‬
)
‫درﺟﺔ‬
‫اﻟﻜﻤﻴﺔ؟‬ ،‫اﻟﺠﻮدة‬
(
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﻣﺴﺘﻨﺪات‬ ‫إﻋــﺪاد‬
Create Job Documents
Conduct a job analysis
‫وﻇﺎﺋﻒ‬ ‫ﺗﺤﻠﻴــﻞ‬ ‫إﺟــﺮاء‬
Develop job documents
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﻣﺴﺘﻨﺪات‬ ‫إﻋــﺪاد‬
Maintain job information
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﻣﻌﻠﻮﻣـﺎت‬ ‫ﺻﻴﺎﻧـــﺔ‬

3
‫وﻇﻴﻔﺔ‬ ‫وﺻﻒ‬ ‫إﻋــﺪاد‬
Develop Job Description
‫اﻟﻮﻇﺎﺋﻒ‬ ‫وﺻــﻒ‬ ‫ﻳﺘﻀﻤـــﻦ‬
:
‫اﻟﺘﻌﺮﻳـــﻒ‬
‫ﻋﺎم‬ ‫ﻣﻠﺨــﺺ‬
‫واﻟﻮاﺟﺒﺎت‬ ‫اﻻﺧﺘﺼﺎﺻﺎت‬
‫اﻷﺳﺎﺳﻴـﺔ‬
‫اﻟﻌـــﻼﻗﺎت‬
Job Descriptions includes:
Identification
General Summary
Essential Functions and
Duties
Relationships
Job Specifications include:
Education requirements
License requirements
Experience and/or training
requirements
Knowledge requirements
Skills requirements
Attitude/habit requirements
Hazards
‫ﺗﺘﻀﻤــﻦ‬ ‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﻣﻮاﺻﻔﺎت‬
‫اﻟﺘﺎﻟﻴــــﺔ‬ ‫اﻟﻤﺘﻄﻠﺒﺎت‬
:
‫اﻟﺘﺮاﺧﻴﺺ‬ ‫اﻟﺘﻌﻠﻴــﻢ‬
‫و‬ ‫اﻟﺨﺒﺮة‬
/
‫اﻟﺘﺪرﻳﺐ‬ ‫أو‬
‫اﻟﻤﻌﺮﻓــﺔ‬
‫اﻟﻤﻬﺎرات‬
‫واﻟﻌﺎدات‬ ‫اﻟﺴﻠﻮك‬
‫اﻟﻤﺨﺎﻃــﺮ‬
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﻣﻮاﺻﻔﺎت‬ ‫إﻋﺪاد‬
Develop the Job Specifications

3
‫اﻟﻮﻇﺎﺋﻒ‬ ‫أداء‬ ‫ﻣﻌﺎﻳﻴـﺮ‬
Job Performance Standards
What are job
performance standards?
Quality
Quantity or
productivity
Timeliness
Why need job
How to get job
Measurable job tasks
Performance
standards
‫اﻟﻮﻇﺎﺋﻒ؟‬ ‫أداء‬ ‫ﻣﻌﺎﻳﻴـﺮ‬ ‫هـﻰ‬ ‫ﻣﺎ‬
‫اﻟﺠـــﻮدة‬
‫اﻻﻧﺘـﺎﺟﻴـﺔ‬ ‫او‬ ‫اﻟﻜﻤﻴـﺔ‬
‫اﻟﺼﺤﻴﺢ‬ ‫اﻟﺘﻮﻗﻴـــﺖ‬
‫أداء‬ ‫ﻟﻤﻌﺎﻳـﻴﺮ‬ ‫ﻧﺤﺘـﺎج‬ ‫ﻟﻤـﺎذا‬
‫اﻟﻮﻇﺎﺋﻒ؟‬
‫أداء‬ ‫ﻣﻌﺎﻳﻴﺮ‬ ‫ﻋﻠﻰ‬ ‫ﻧﺤﺼﻞ‬ ‫آﻴﻒ‬
‫اﻟﻮﻇﺎﺋﻒ؟‬
‫ﻳﻤﻜﻦ‬ ‫اﻟﺘﻰ‬ ‫اﻟﻮﻇﻴﻔـﺔ‬ ‫ﻣﻬﺎم‬
‫ﻗﻴﺎﺳﻬـﺎ‬
‫اﻷداء‬ ‫ﻣﻌﺎﻳـﻴﺮ‬
http://management.about.com/bcs/generalmanagement/a/heyferfindic.htm)
‫اﻟﻤﻌﻠﻮﻣـﺎت‬ ‫ﻣﻦ‬ ‫اﻟﺘﺤﻘـﻖ‬
Information Verification
The people who will be
doing the performance
reviews for the position
must review the job
documents
Discuss job information
with the employees
Communicate
expectations clearly
and ensure they are
mutually understood
‫ﻣﺴﺘﻨـﺪات‬ ‫ﻳﺮاﺟﻊ‬ ‫أن‬ ‫ﻳﺠﺐ‬
‫اﻟﺬﻳـﻦ‬ ‫اﻷﺷﺨـﺎص‬ ‫اﻟﻮﻇﺎﺋﻒ‬
‫اﻷداء‬ ‫ﺑﺘﻘﻴـﻴﻢ‬ ‫ﺳﻴﻘـﻮﻣﻮن‬
‫ﻣﻊ‬ ‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﻣﻌﻠﻮﻣﺎت‬ ‫ﻣﻨﺎﻗﺸﺔ‬
‫اﻟﻌﺎﻣﻠﻴـﻦ‬
‫ﺑﻮﺿﻮح‬ ‫اﻟﺘﻮﻗﻌـﺎت‬ ‫إﺑﻼغ‬
‫واﻟﺘﺄآﺪ‬
‫ﻣﻔﻬﻮﻣﺔ‬ ‫أﻧﻬﺎ‬ ‫ﻣﻦ‬

3
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﻣﻌﻠﻮﻣﺎت‬ ‫ﺻﻴﺎﻧﺔ‬
Maintaining Job Information
When should you review
your job documents?
Anytime there is a
known change in job
function
When new methods
and practices are
introduced in the
company
During the scheduled
performance reviews
‫ﻣﺴﺘﻨﺪات‬ ‫ﻣﺮاﺟﻌﺔ‬ ‫ﻋﻠﻴـﻚ‬ ‫ﻳﺠﺐ‬ ‫ﻣﺘـﻰ‬
‫ﺷﺮآﺘﻚ‬ ‫وﻇﺎﺋﻒ‬
‫ﺗﻐﻴﻴـﺮ‬ ‫ﻓﻴـﻪ‬ ‫ﻳﺤﺪث‬ ‫وﻗﺖ‬ ‫أى‬ ‫ﻓﻰ‬
‫ﻣﺎ‬ ‫وﻇﻴﻔـﺔ‬ ‫اﺧﺘﺼﺎﺻﺎت‬ ‫ﻓﻰ‬
‫أو‬ ‫أﺳﺎﻟﻴﺐ‬ ‫ادﺧـﺎل‬ ‫ﻋﻨﺪ‬
‫اﻟﺸﺮآﺔ‬ ‫ﻓﻰ‬ ‫ﺟﺪﻳﺪة‬ ‫ﻣﻤـﺎرﺳﺎت‬
‫اﻷداء‬ ‫ﺗﻘﻴـﻴﻢ‬ ‫إﺟـﺮاء‬ ‫أﺛﻨـﺎء‬
‫ﻗﺒـﻞ‬ ‫ﻣﻦ‬ ‫ﻣﻮﻋﺪ‬ ‫ﻟﻪ‬ ‫اﻟﻤﺤﺪد‬
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﻣﺴﺘﻨﺪات‬ ‫ﻣﺤﺘﻮﻳﺎت‬ ‫اﺑﻼغ‬
Communicate Job Documents
Techniques include:
Employee involvement
Handbook
Bulletin board
Newsletter
Orientation program
‫اﻷﺳﺎﻟﻴﺐ‬ ‫ﺗﺘﻀﻤــﻦ‬
:
‫اﻟﻌﺎﻣﻠﻴــﻦ‬ ‫ﻣﺸــﺎرآﺔ‬
‫اﻟﻌﺎﻣﻠﻴــﻦ‬ ‫دﻟﻴــﻞ‬
‫اﻹﻋﻼﻧﺎت‬ ‫ﻟﻮﺣﺔ‬
‫اﻹﺧﺒﺎرﻳـﺔ‬ ‫اﻟﻨﺸــﺮة‬
‫ﺑﺎﻟﺸﺮآﺔ‬ ‫اﻟﺘﻌﺮﻳﻒ‬ ‫ﺑﺮﻧﺎﻣﺞ‬

3
Exercise
Group Case Study:
As a group, discuss
case study 1 and
answer the case
analysis questions. Be
prepared to discuss
with other colleagues in
the workshop.
‫ﻟﻠﻤﺠﻤﻮﻋـﺔ‬ ‫ﺣﺎﻟـﺔ‬ ‫دراﺳــﺔ‬
:
‫ﺑﻤﻨﺎﻗﺸـﺔ‬ ‫آﻤﺠﻤﻮﻋﺔ‬ ‫ﻗﻮﻣﻮا‬
‫رﻗﻢ‬ ‫اﻟﺤﺎﻟـﺔ‬
1
‫ﻋﻠﻰ‬ ‫واﻹﺟﺎﺑﺔ‬
‫اﻟﺤﺎﻟـﺔ‬ ‫ﺗﺤﻠﻴﻞ‬ ‫اﺳﺌﻠـﺔ‬
.
‫آﻮﻧﻮا‬
‫ﻣﻊ‬ ‫ﻟﻠﻤﻨﺎﻗﺸـﺔ‬ ‫ﻣﺴﺘﻌﺪﻳﻦ‬
‫اﻟﺤﺎﺿﺮﻳﻦ‬ ‫اﻟﺰﻣﻼء‬
‫اﻟﺮﺋﻴﺴﻴــﺔ‬ ‫اﻟﺘﻌﻠـــﻢ‬ ‫ﻧﻘــﺎط‬
Key Learning Points

3
End of Day One
第一日结束

Human resources management

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