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All Rights Reserved 2003 ©
‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫إدارة‬ ‫ﻋﻤﻠﻴﺔ‬
‫اﻟﺒﺸﺮﻳــﺔ‬ ‫ﺑﺎﻟﻤﻮارد‬ ‫اﻟﻤﺨﺘﺼﻴـﻦ‬ ‫ﻟﻐﻴﺮ‬
‫اﻷول‬ ‫اﻟﻴﻮم‬
Human Resources Management
For Non-Human Resources Professionals
Day One
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‫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
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‫اﻟﺪورة‬ ‫ﻣﺤﺘـﻮﻳﺎت‬
Content Overview
‫اﻷول‬ ‫اﻟﻴﻮم‬
‫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
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‫اﻟﺜﺎﻧﻰ‬ ‫اﻟﻴﻮم‬
‫ﺻﺒﺎﺣﺎ‬
‫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
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‫اﻟﺘﻌﻠـﻢ‬ ‫أهـﺪاف‬
Learning Objectives
Describe what you expect
from this workshop
‫اﻟﺪورة؟‬ ‫هـﺬﻩ‬ ‫ﻣﻦ‬ ‫ﺗﺘﻮﻗــﻊ‬ ‫ﻣـﺎذا‬
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‫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:
o‫اﻟﻤﻮارد‬ ‫إدارة‬ ‫ﻋﻤﻠﻴﺔ‬ ‫وﺗﻨﻈﻴﻢ‬ ‫ﺗﻌﺮﻳﻒ‬
‫اﻟﺒﺸﺮﻳﺔ‬
o‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫اﺳﺘﺮاﺗﻴﺠﻴﺔ‬ ‫إﻋـﺪاد‬
o‫ﻟﻠﻮﻇﺎﺋﻒ‬ ‫ﺗﺤﻠﻴﻼ‬ ‫إﺟﺮاء‬
o‫ﻟﻠﻮﻇﺎﺋﻒ‬ ‫ﻣﻠﻔـﺎت‬ ‫ﺗﻄﻮﻳﺮ‬
o‫أﻓﻀﻠﻬﻢ‬ ‫واﺧﺘﻴﺎر‬ ‫وﺗﺼﻔﻴـﺔ‬ ‫اﺳﺘﻘﻄﺎب‬
‫ﻟﻠﺘﻌﻴــﻴﻦ‬
o‫ﻟﻸﺟﻮر‬ ‫ﻧﻈـﻢ‬ ‫وﺗﻘﻴـﻴﻢ‬ ‫وإﻋﺪاد‬ ‫ﺗﻌﺮﻳﻒ‬
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‫اﻟﻴـﻮم‬ ‫ﺟـﺪول‬
Today’s Agenda
Day 1
Morning
Human Resource
Strategy & Management
Performance
Management
Training & Development
Afternoon
Job Analysis
Job Description
‫اﻷول‬ ‫اﻟﻴﻮم‬
‫ﺻﺒﺎﺣﺎ‬
‫اﻟﻤﻮارد‬ ‫وإدارة‬ ‫اﺳﺘﺮاﺗﻴﺠﻴﺔ‬
‫اﻟﺒﺸﺮﻳﺔ‬
‫اﻷداء‬ ‫إدارة‬
‫واﻟﺘﻨﻤﻴـﺔ‬ ‫اﻟﺘﺪرﻳﺐ‬
‫اﻟﻈﻬــﺮ‬ ‫ﺑﻌـﺪ‬
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺗﺤﻠﻴـﻞ‬
‫اﻟﻮﻇﺎﺋﻒ‬ ‫وﺻﻒ‬
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‫أﺟﻨــﺪة‬
Agenda
HR Strategy and Management
‫اﻟﺒﺸﺮﻳــﺔ‬ ‫اﻟﻤﻮارد‬ ‫وإدارة‬ ‫اﺳﺘﺮاﺗﻴﺠﻴﺔ‬
Performance Management
‫اﻷداء‬ ‫إدارة‬
Training and Development
‫واﻟﺘﻨﻤﻴـــﺔ‬ ‫اﻟﺘﺪرﻳــــﺐ‬
Job Analysis and Job Description
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ووﺻﻒ‬ ‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺗﺤﻠﻴـﻞ‬
Recruitment
‫اﻟﺘﻮﻇﻴــﻒ‬
Compensation and Benefits
‫واﻟﻤﺰاﻳﺎ‬ ‫اﻷﺟـــﻮر‬
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‫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
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‫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
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‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫إدارة‬ ‫ﻧﻈﺎم‬ ‫ﻓﻰ‬ ‫ﻓﺮﻋﻴﺔ‬ ‫ﻧﻈﻢ‬
Sub-systems in the HR Management
System
Organizational
Structure
‫ﺗﻨﻈﻴﻤﻰ‬ ‫هﻴﻜﻞ‬
OrganizationalOrganizational
StructureStructure
‫ﺗﻨﻈﻴﻤﻰ‬ ‫هﻴﻜﻞ‬‫ﺗﻨﻈﻴﻤﻰ‬ ‫هﻴﻜﻞ‬
Performance
Management
‫اﻷداء‬ ‫إدارة‬
PerformancePerformance
ManagementManagement
‫اﻷداء‬ ‫إدارة‬‫اﻷداء‬ ‫إدارة‬HR Planning
‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫ﺗﺨﻄﻴﻂ‬
HR PlanningHR Planning
‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫ﺗﺨﻄﻴﻂ‬‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫ﺗﺨﻄﻴﻂ‬
Daily Routines
‫اﻟﺮوﺗﻴـﻦ‬‫اﻟﻮﻳﻤﻰ‬
Daily RoutinesDaily Routines
‫اﻟﺮوﺗﻴـﻦ‬‫اﻟﺮوﺗﻴـﻦ‬‫اﻟﻮﻳﻤﻰ‬‫اﻟﻮﻳﻤﻰ‬
Strategic
‫اﻻﺳﺘﺮاﺗﻴﺠﻴﺔ‬
Operational
‫اﻟﺘﺸﻐﻴﻞ‬
H
i
g
h
L
o
w
F
r
e
e
q
u
e
n
c
y
‫ﻣﺮﺗﻔﻊ‬
‫ﻣﺘﻜﺮر‬
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HR
Management
‫اﻟﻤﻮارد‬ ‫إدارة‬ ‫ﻋﻤﻠﻴﺔ‬
‫اﻟﺒﺸﺮﻳﺔ‬
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
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‫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.
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‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫إدارة‬ ‫ﻋﻤﻠﻴﺔ‬ ‫وﻇﺎﺋﻒ‬–‫اﻟﻤﺪﻳﺮﻳﻦ‬ ‫ﺟﻤﻴﻊ‬
HRM Function –all managers
‫ﺨﺩﻤﺎﺕ‬‫ﻭ‬
‫ﻤﻌﻠﻭﻤﺎﺕ‬
‫ﺍﻻﺤﺘﻔﺎﻅ‬
‫ﺒﺎﻟﻌﺎﻤﻠﻴﻥ‬
‫ﻭﺇﺩﺍﺭﺓ‬
‫ﺸﺌﻭﻨﻬﻡ‬
‫ﺍﻟﺘﺩﺭﻴﺏ‬
‫ﻭﺍﻟﺘﻨﻤﻴﺔ‬
‫اﻟﺘﺨﻄﻴﻂ‬
‫وﺗﻮﻓﻴﺮ‬
‫اﻟﻌﻤﺎﻟﺔ‬
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‫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
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‫واﻟﺘﻨﻤﻴـﺔ‬ ‫اﻟﺘﺪرﻳــﺐ‬
Training and Development
Workshops
On the Job Training
Supervision
Coaching
‫ﻋﻤﻞ‬ ‫ورش‬
‫ﻋﻤﻠﻰ‬ ‫ﺗﺪرﻳﺐ‬
‫اﺷﺮاف‬
‫ﺗﻮﺟﻴـﻪ‬
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‫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
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‫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
‫اﻟﺒﺸﺮﻳﺔ‬
‫اﻟﻌﺎﻣﻠﻴـﻦ‬ ‫ﻋﻼﻗﺎت‬
‫اﻟﺘﻮﻇﻴﻒ‬ ‫ﻣﻌﺎﻳﻴﺮ‬
‫اﻟﻌﻤﻞ‬ ‫ﻣﻘﺮ‬ ‫ﻓﻲ‬ ‫واﻟﺴﻼﻣﺔ‬ ‫اﻟﺼﺤﺔ‬
‫اﻟﻌﺎﻣﻠﻴــﻦ‬ ‫ﺧــﺪﻣــﺎت‬
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‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫وإدارة‬ ‫اﺳﺘﺮاﺗﻴﺠﻴﺔ‬
HR Strategy and Management
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
‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬
‫ﻣﺪﻳﺮ‬ ‫وﻗﺪرات‬ ‫وﻣﻬﺎرات‬ ‫ﻣﻌﺮﻓﺔ‬ ‫اذآﺮ‬
‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬
‫اﻟﺘﻘﻠﻴﺪﻳﺔ‬ ‫اﻟﻤﻤﺎرﺳﺎت‬ ‫ﻓﺮوق‬ ‫ﻋﻠﻰ‬ ‫ﺗﻌﺮف‬
‫اﻟﻤﻮارد‬ ‫إدارة‬ ‫ﺗﻄﺒﻴﻖ‬ ‫ﻓﻰ‬ ‫واﻟﺤﺪﻳﺜﺔ‬
‫اﻟﺒﺸﺮﻳﺔ‬
20 All Rights Reserved 2003 ©
‫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
o‫اﻟﻤﻨﺎﺳﺒﻴﻦ‬ ‫اﻷﺷﺨـﺎص‬ ‫اﺧﺘﻴﺎر‬
o‫واﻟﻤﻌﺎﻳﻴﺮ‬ ،‫واﻷهﺪاف‬ ،‫اﻟﺘﻮﻗﻌﺎت‬ ‫إﻋﺪاد‬
o‫اﻷداء‬ ‫وﻣﺮاﻗﺒﺔ‬ ،‫واﻟﻤﺘﺎﺑﻌﺔ‬ ،‫اﻟﻤﻼﺣﻈﺔ‬
o،‫واﻹرﺷﺎد‬ ،‫اﻟﻤﺮﺗﺪة‬ ‫اﻟﺘﻐﺬﻳﺔ‬ ‫ﺗﻮﻓﻴﺮ‬
‫اﻷداء‬ ‫ﻟﻠﺘﺤﺴﻴـﻦ‬ ‫واﻟﺘﻮﺟﻴﻪ‬
o‫اﻷداء‬ ‫ﺗﻘﻴـﻴﻢ‬ ‫وإﺟﺮاء‬ ‫إﻋﺪاد‬
o‫ﻋﻨﺪ‬ ‫اﻟﻔﺼﻞ‬ ،‫اﻟﻀﺒﻂ‬ ‫ﻋﻠﻰ‬ ‫اﻟﺤﻔﺎظ‬
‫اﻟﻀﺮورة‬
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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
‫دور‬‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫وﻣﺪﻳﺮى‬ ‫اﻟﺘﻨﻔﻴﺬﻳﻴﻦ‬ ‫اﻟﻤﺪﻳﺮﻳﻦ‬
‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫إدارة‬ ‫ﻋﻤﻠﻴﺔ‬ ‫ﻓﻰ‬
Line Managers and HR Managers in HRM
‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫ﻣﺪﻳﺮ‬
•‫وﻧﻈﻢ‬ ‫اﺳﺘﺮاﺗﻴﺠﻴﺔ‬ ‫وﺗﺼﻤﻴﻢ‬ ‫ﺗﺨﻄﻴﻂ‬
‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬
•‫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
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‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫إدارة‬ ‫ﻋﻤﻠﻴﺔ‬ ‫ﺟﻮهﺮ‬–‫اﻻﺗﺼﺎل‬
Core of HRM – Communication
‫ﻤﺴﺎﻋﺩﺓ‬‫ﺍﻟﺭﺍﺴل‬‫ﺍﻋﺩﺍﺩ‬ ‫ﻋﻠﻰ‬
‫ﻭﻋﻠﻰ‬ ‫ﺍﻟﺼﺤﻴﺤﺔ‬ ‫ﺍﻟﺭﺴﺎﻟﺔ‬
‫ﺍﻟـﺭﺩ‬ ‫ﻓﻬﻡ‬
‫ﺍﻟ‬‫ﺍﻟﺭﺴﺎﻟﺔ‬ ‫ﺍﻥ‬ ‫ﻤﻥ‬ ‫ﺘﺄﻜﺩ‬
‫ﻓﻬﻤﻬﺎ‬ ‫ﻴﻤﻜﻥ‬.‫ﺍﻜﺘﺒﻬـﺎ‬
‫ﺍﻟﻤﺘﻠﻘﻰ‬ ‫ﻴﺘﻤﻜﻥ‬ ‫ﺒﺤﻴﺙ‬
‫ﻓﻬﻤﻬﺎ‬ ‫ﻤﻥ‬
‫اﻟﻤﺴﺘﻠــﻢ‬‫ﺍﻟﺭﺍﺴل‬
‫ﺨﻼل‬ ‫ﻤﻥ‬ ‫ﺍﻻﺘﺼﺎل‬ ‫ﺩﻋـﻡ‬
‫ﺍﻟﺒﺸﺭﻴﺔ‬ ‫ﺍﻟﻤﻭﺍﺭﺩ‬
‫ﺍﻟ‬‫ﺍﻟﻤﺘﻠﻘـﻰ‬ ‫ﻓﻬﻡ‬ ‫ﻤﻥ‬ ‫ﺘﺄﻜﺩ‬
‫ﻟﻠﺭﺴﺎﻟﺔ‬
‫ﺍﻻﺴﺘﺠﺎﺒﺎﺕ‬ ‫ﻭﺘﺤﻠﻴل‬ ‫ﺘﺠﻤﻴﻊ‬
‫ﻟﻠﻤﺭﺴل‬ ‫ﻭﺘﻘﺩﻴﻤﻬﺎ‬
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‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫ﻋﻤﻠﻴﺔ‬ ‫ﻣﻤﺎرﺳﺎت‬ ‫ﻓﻰ‬ ‫اﻻﺧﺘـﻼﻓﺎت‬
Differences in HRM Practices
‫اﻟﺘﻘﻠﻴﺪى‬ ‫اﻻﺳﻠﻮب‬‫اﻟﺤﺪﻳﺚ‬ ‫اﻷﺳﻠﻮب‬
o‫اﻟﻌﻤﺎﻟﺔ‬ ‫وﺗﻮﻓﻴﺮ‬ ‫اﻟﺘﺨﻄﻴﻂ‬
o‫واﻟﺘﻨﻤﻴـﺔ‬ ‫اﻟﺘﺪرﻳــﺐ‬
o‫وإدارة‬ ‫ﺑﺎﻟﻌﺎﻣﻠﻴﻦ‬ ‫اﻻﺣﺘﻔﺎظ‬
‫ﺷﺌﻮﻧﻬﻢ‬
o‫ﻣﻌﻠﻮﻣﺎت‬ ‫وأﻧﻈﻤﺔ‬ ‫ﺧﺪﻣﺎت‬
‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬
Modern TechniqueTraditional Technique
o Planning & Procurement
o Training & Development
o Retention & Management
o HR Information Systems
& Services
‫آﻴـــــﻒ‬/‫اﻟﻨﺘﻴــــﺠﺔ‬How / Results
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‫ﻋﻤﻠﻴﺔ‬ ‫ﻓﻰ‬ ‫اﻟﺠﺪﻳﺪة‬ ‫اﻻﺗﺠﺎهﺎت‬‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫إدارة‬
New Trends in HRM
Strategic Planning
Developing the
Company
A Resource to the
Company
‫اﻻﺳﺘﺮاﺗﻴﺠﻰ‬ ‫اﻟﺘﺨﻄﻴﻂ‬
‫ﺗﻄﻮﻳـﺮ‬‫اﻟﺸﺮآﺔ‬
‫ﻟﻠﺸﺮآﺔ‬ ‫ﻣـﻮرد‬
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‫ﺣﺎﻟـﺔ‬ ‫دراﺳـﺔ‬
Case Study
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‫اﻷﺟﻨﺪة‬
Agenda
HR Strategy and Management
‫اﻟﺒﺸﺮﻳــﺔ‬ ‫اﻟﻤﻮارد‬ ‫وإدارة‬ ‫اﺳﺘﺮاﺗﻴﺠﻴﺔ‬
Performance Management
‫اﻷداء‬ ‫إدارة‬
Training and Development
‫واﻟﺘﻨﻤﻴـــﺔ‬ ‫اﻟﺘﺪرﻳــــﺐ‬
Job Analysis and Job Description
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ووﺻﻒ‬ ‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺗﺤﻠﻴـﻞ‬
Recruitment
‫اﻟﺘﻮﻇﻴــﻒ‬
Compensation and Benefits
‫واﻟﻤﺰاﻳﺎ‬ ‫اﻷﺟـــﻮر‬
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What are the most immediate issues you
have to address for your performance
management now?
‫هﻰ‬ ‫ﻣﺎ‬‫اﻟﻤﻮﺿﻮﻋﺎت‬‫ﻗﺒﻞ‬ ‫ﺗﻌﺎﻟﺠﻬـﺎ‬ ‫ان‬ ‫ﻳﺠﺐ‬ ‫اﻟﺘـﻰ‬
‫ﺷﺮآﺘـﻚ‬ ‫ﻓﻰ‬ ‫اﻟﻌﺎﻣﻠﻴـﻦ‬ ‫أداء‬ ‫إدارة‬ ‫ﻋﻤﻠﻴـﺔ‬ ‫ﻓﻰ‬ ‫ﻏﻴﺮهﺎ‬‫؟‬
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‫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
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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:
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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
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Project
Management
‫اﻟﻤﺸـﺮوع‬ ‫إدارة‬
Implementation of
Performance Management
Systems
‫اﻷداء‬ ‫إدارة‬ ‫ﻧﻈﻢ‬ ‫ﺗﻨﻔﻴﺬ‬
Communication
and Training
‫واﻟﺘﺪرﻳﺐ‬ ‫اﻻﺗﺼﺎل‬
Support
‫اﻟﺪﻋـــــﻢ‬
‫اﻷداء‬ ‫إدارة‬ ‫ﻧﻈﺎم‬ ‫إﻋﺪاد‬ ‫ﻃﺮﻳﻘﺔ‬
How to Create a Performance Management
System
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‫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
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‫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 ‫ﻋﺪد‬6‫إﻟﻰ‬10
‫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
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‫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
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‫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
.1‫واﻟﺘﺮآﻴــﺰ‬ ‫اﻷهـﺪاف‬ ‫وﺿـﺢ‬
.2‫أداﺋﻪ‬ ‫ﻋﻦ‬ ‫ﻳﺘﻜﻠﻢ‬ ‫اﻟﻤﻮﻇﻒ‬ ‫اﺟﻌﻞ‬
.3‫ﻟﻸداء‬ ‫ﻧﻈﺮﺗﻚ‬ ‫ﻋﻦ‬ ‫ﺗﻜﻠﻢ‬
.4‫ﻟﻠﻮﻇﻴﻔﺔ‬ ‫اﻟﺤﺎﻟﻴـﺔ‬ ‫اﻷهﺪاف‬ ‫ﻧﺎﻗﺶ‬
.5‫اﻹدارﻳﺔ‬ ‫واﻟﺨﻄﺔ‬ ‫اﻟﻌﻤﻞ‬ ‫ﺧﻄﺔ‬ ‫وﺿﻊ‬
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‫اﻟﺘﻘﻴـﻴﻢ‬ ‫ﻣﻘﺎﺑﻠـــﺔ‬
Appraisal Interview
‫إﺟﺮاء‬ ‫ﻋﻠﻰ‬ ‫ﻋﻤﻠﻰ‬ ‫ﺗﺪرﻳﺐ‬
‫اﻟﻤﺘﺪرﺑﻴـــﻦ‬ ‫ﻣﻦ‬ ‫اﺛﻨـﻴﻦ‬ ‫آﻞ‬ ‫ﺑﻴـﻦ‬ ‫أداء‬ ‫ﻣﻘﺎﺑﻠـﺔ‬
Role play a performance interview with your partner
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‫أﺟﻨــﺪة‬
Agenda
HR Strategy and Management
‫اﻟﺒﺸﺮﻳــﺔ‬ ‫اﻟﻤﻮارد‬ ‫وإدارة‬ ‫اﺳﺘﺮاﺗﻴﺠﻴﺔ‬
Performance Management
‫اﻷداء‬ ‫إدارة‬
Training and Development
‫واﻟﺘﻨﻤﻴـــﺔ‬ ‫اﻟﺘﺪرﻳــــﺐ‬
Job Analysis and Job Description
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ووﺻﻒ‬ ‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺗﺤﻠﻴـﻞ‬
Recruitment
‫اﻟﺘﻮﻇﻴــﻒ‬
Compensation and Benefits
‫واﻟﻤﺰاﻳﺎ‬ ‫اﻟﺘﻌﻮﻳﻀــﺎت‬
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‫واﻟﺘﻨﻤﻴـﺔ‬ ‫اﻟﺘﺪرﻳﺐ‬
Training & Development
Why
Who
When
Where
How
‫ﻟﻤـــﺎذا‬
‫ﻣـــــﻦ‬
‫ﻣﺘـــــﻰ‬
‫أﻳــــﻦ‬
‫آﻴـــــﻒ‬
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‫اﻟﺘﺪرﻳﺐ‬ ‫ﻧﻈﺎم‬ ‫ﻋﻨﺎﺻﺮ‬
Training System Components
Learners
‫ﻣﺘﺪرﺑﻴــﻦ‬
Methods
‫ﻣﻨﻬﺎج‬
Objectives
‫اهﺪاف‬
Evaluation
‫ﺗﻘﻴـــﻴﻢ‬
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‫اﻷداء‬ ‫ﻣﺸﺎآﻞ‬ ‫أﺳﺒـــﺎب‬
Causes of Performance Problems
Lack of knowledge or
skills
Lack of motivation or
incentive
Environmental factors
Management factors
Interpersonal relations
‫ﺍﻟﻤﻌﺭﻓﺔ‬ ‫ﺍﻟﻰ‬ ‫ﺍﻻﻓﺘﻘـﺎﺭ‬
‫ﻭﺍﻟﻤﻬﺎﺭﺍﺕ‬
‫واﻟﺤﻮاﻓﺰ‬ ‫اﻟﺘﺤﻔﻴﺰ‬ ‫اﻟﻰ‬ ‫اﻻﻓﺘﻘﺎر‬
‫ﺑﻴﺌﻴــﺔ‬ ‫ﻋﻮاﻣﻞ‬
‫إدارﻳﺔ‬ ‫ﻋﻮاﻣﻞ‬
‫اﻷﻓــﺮاد‬ ‫ﺑﻴـﻦ‬ ‫اﻟﻌﻼﻗـــﺎت‬
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‫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
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‫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
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Lunch Break
午餐时间
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HR Strategy and Management
‫اﻟﺒﺸﺮﻳــﺔ‬ ‫اﻟﻤﻮارد‬ ‫وإدارة‬ ‫اﺳﺘﺮاﺗﻴﺠﻴﺔ‬
Performance Management
‫اﻷداء‬ ‫إدارة‬
Training and Development
‫واﻟﺘﻨﻤﻴـــﺔ‬ ‫اﻟﺘﺪرﻳــــﺐ‬
Job Analysis and Job Description
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ووﺻﻒ‬ ‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺗﺤﻠﻴـﻞ‬
Recruitment
‫اﻟﺘﻮﻇﻴــﻒ‬
Compensation and Benefits
‫واﻟﻤﺰاﻳﺎ‬ ‫اﻟﺘﻌﻮﻳﻀــﺎت‬
‫أﺟﻨــﺪة‬
Agenda
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‫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
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‫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.
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‫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
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‫ﺗﻤﺮﻳـــﻦ‬
Exercise
‫ﻟﺸﺮح‬ ‫وﻇﻴﻔـﺔ‬ ‫اﺧﺘــﺎر‬
‫ﻟﻌﻤﻠﻴـﺔ‬ ‫اﻷﺳﺎﺳﻴﺔ‬ ‫اﻟﻤﻬﺎم‬
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺗﺤﻠﻴﻞ‬
Please take a job to explain
Essential tasks of job
analysis.
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‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺑﺘﺤﻠﻴﻞ‬ ‫ﻧﻘﻮم‬ ‫ﻟﻤﺎذا‬‫؟‬
Why Job Analysis?
‫ﻣﻦ‬ ‫اﻟﻐﺮض‬‫ﻣﻌﻠﻮﻣﺎت‬‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺗﺤﻠﻴﻞ‬‫هﻮ‬:
‫واﻻﺧﺘﻴﺎر‬ ‫اﻻﺳﺘﻘﻄﺎب‬ ‫ﻋﻤﻠﻴـﺔ‬ ‫ﺗﻮﺟﻴـﻪ‬
‫اﻟﻌﺎﻣﻠﻴـﻦ‬ ‫أوﺿﺎع‬ ‫وﺗﺤﺴﻴـﻦ‬.
‫اﻟﻌﺎﻣﻠﻴﻦ‬ ‫وﻧﻘـﻞ‬ ‫ﺗﺮﻗﻴـﺔ‬ ‫ﺗﺨﻄﻴﻂ‬.
‫اﻟﻮﻇﺎﺋﻒ‬ ‫وﺗﺴﻜﻴﻦ‬ ‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺗﻘﻴـﻴﻢ‬ ‫إﻋﺪاد‬
‫اﻷﺟﻮر‬ ‫ﻧﻈﻢ‬ ‫وإﻋﺪاد‬ ‫درﺟﺎت‬ ‫ﻋﻠﻰ‬.
‫إﺟﺮاءات‬ ‫ﺗﺤﺪﻳﺪ‬‫ﺗﺼﺤﻴﺤﻴﺔ‬
‫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
50 All Rights Reserved 2003 ©
‫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
‫اﻟﻮﻇﺎﺋﻒ‬:
_______.
_______.
_______.
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‫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:
‫ا‬‫ﺷﺮآﺘﻚ‬ ‫وﺳﻴﺎﺳﺔ‬ ‫ﻓﻠﺴﻔـﺔ‬ ‫ﻓﻬﻢ‬
‫اﻟﺒﺸﺮﻳﺔ‬ ‫ﺑﺎﻟﻤﻮارد‬ ‫اﻟﺨﺎﺻﺔ‬
‫ﺣــﺪد‬‫أوﻟﻮﻳﺎت‬‫ﻣﻦ‬ ‫اﺣﺘﻴﺎﺟﺎﺗﻚ‬
‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬
‫ﺗﻨﻈﻴﻤﻴـﺔ‬ ‫ﺧﺮﻳﻄـﺔ‬ ‫ﺑﺈﻋﺪاد‬ ‫ﻗﻢ‬
‫ﻟﺸﺮآﺘﻚ‬
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‫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
‫اﻟﺮﺋﻴﺲ‬ ‫ﻧﺎﺋﺐ‬
‫ﻟﻺﻧﺘﺎج‬
‫اﻟﺮﺋﻴﺲ‬ ‫ﻧﺎﺋﺐ‬
‫ﻟﻠﺘﺴﻮﻳﻖ‬
‫اﻟﺮﺋﻴﺲ‬ ‫ﻧﺎﺋﺐ‬
‫واﻟﺘﻄﻮﻳﺮ‬ ‫ﻟﻠﺒﺤﻮث‬
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‫ﺗﻤﺮﻳــــﻦ‬
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 ‫اﻟﺨﻄﻮات‬ً‫ﺎ‬‫ﺳﺎﺑﻘــ‬
54 All Rights Reserved 2003 ©
‫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
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‫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
‫ﺗﺴﺠﻴﻞ‬‫اﻟﻮﻇﻴﻔﺔ‬ ‫أداء‬ ‫ﻣﻌﺎﻳﻴﺮ‬
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺗﺤﻠﻴﻞ‬ ‫اﺳﺘﻘﺼــﺎء‬:
‫اﻟﺨﺎﺻﺔ‬ ‫اﻟﻤﻌﻠﻮﻣﺎت‬ ‫ﺟﻤﻊ‬
‫وﻇﻴﻔﺔ‬ ‫ﻟﻜﻞ‬ ‫اﻟﻤﺤﺪدة‬ ‫ﺑﺎﻟﻮاﺟﺒﺎت‬
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‫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
‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬
‫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
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‫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 ‫اﺟﻤﻊ‬‫اﻟ‬ ‫اﻟﺸﺮآﺔ‬‫ﺘﻨﻈﻴﻤـﻴﺔ‬
‫اﻟﻮﻇﻴﻔﻴﺔ‬ ‫ﺑﺎﻟﻤﺴﻤﻴﺎت‬ ‫وﻗﺎﺋﻤـﺔ‬‫ﻓﻴﻬﺎ‬
‫ﻣﺴﺌﻮﻟﻴﺎت‬ ‫ﻋﻦ‬ ‫ﻣﻌﻠﻮﻣﺎت‬ ‫ﺟﻤﻊ‬
‫اﻟﻮﻇﺎﺋﻒ‬
‫ﻟﺘﺤﻠﻴـﻞ‬ ‫ﺗﺤﺘـﺎج‬ ‫اﻟﺘـﻰ‬ ‫اﻟﻮﻇﺎﺋﻒ‬ ‫اﺧﺘـﺎر‬
‫ﻋﺎﺟﻞ‬
‫هﺬﻩ‬ ‫ﻣﻦ‬ ‫ﻟﻜﻞ‬ ‫ﻋﻤﻞ‬ ‫ورﻗـﺔ‬ ‫ﺑﺈﻋﺪاد‬ ‫ﻗـﻢ‬
‫اﻟﻮﻇﺎﺋﻒ‬
‫أن‬ ‫ﻣﻌﺮﻓـﺔ‬ ‫ذى‬ ‫ﺷﺨﺺ‬ ‫ﻣﻦ‬ ‫اﻃـﻠﺐ‬
‫اﻟﻌﻤﻞ‬ ‫أوراق‬ ‫ﻳﺮاﺟﻊ‬‫ﺻﺤﺔ‬ ‫ﻣﻦ‬ ‫ﻟﻠﺘﺄآﺪ‬
‫اﻟﻤﻌﻠﻮﻣﺎت‬
‫ﻣﻌﻠﻮﻣﺎت‬ ‫ﺑﺘﺄآﻴﺪ‬ ‫ﻗـﻢ‬‫ﺑ‬‫أو‬ ‫ﺎﻟﻤﻘﺎﺑﻼت‬/‫و‬
‫اﻟﻤﻼﺣﻈﺔ‬ ‫ﻃﺮﻳﻖ‬ ‫ﻋﻦ‬.
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‫ﺗﻤﺮﻳــــﻦ‬
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(
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‫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
‫اﻻﻧﺸﻄﺔ‬‫اﻟﺒﺪﻧﻴﺔ‬
‫واﻷدوات‬ ‫واﻵﻻت‬ ‫اﻷﺟﻬﺰة‬ ‫اﺳﺘﺨﺪام‬
‫اﻟﺒﻴﺌﻴﺔ‬ ‫اﻟﻈﺮوف‬
‫ﻟﻠﻮﻇﻴﻔﺔ‬ ‫أﺧﺮى‬ ‫ﺧﻮاص‬
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‫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
‫اﻟﻮﻇﺎﺋﻒ‬.
‫ﻋﻤﻠﻬﺎ‬ ‫ﻟﺸﺮح‬ ‫ﻣﺠﻤﻮﻋﺔ‬ ‫آﻞ‬ ‫ﺗﺴﺘﻌـﺪ‬
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‫اﻟﺘﺎﻟﻴـﺔ‬ ‫اﻟﺨﻄــﻮة‬–‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﻣﺴﺘﻨﺪات‬
Next Steps-Job Documents
Job Description
Job Specifications
Job Performance
Standards
‫اﻟﻮﻇﺎﺋﻒ‬ ‫وﺻـﻒ‬
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﻣﻮاﺻﻔﺎت‬
‫اﻟﻮﻇﺎﺋﻒ‬ ‫أداء‬ ‫ﻣﻌﺎﻳﻴﺮ‬
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Break
‫اﺳﺘﺮاﺣﺔ‬
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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
‫ﺗﻮﻓـﺮ‬‫واﺿﺢ‬ ‫ﺗﺤﺮﻳﺮى‬ ‫ﻣﺮﺟﻊ‬
‫ﻹﻇﻬﺎر‬:
‫اﻟﻮﻇﻴﻔﺔ‬ ‫وﺟﻮد‬ ‫ﺳـﺒﺐ‬
‫ﺷﺎﻏﻞ‬ ‫ﻣﺴﺌﻮﻟﻴـﺎت‬ ‫هﻰ‬ ‫ﻣﺎ‬
‫اﻟﻮﻇﻴﻔﺔ‬
‫ﻟ‬ ‫اﻟﻤﻄﻠﻮب‬ ‫هﻮ‬ ‫ﻣﺎ‬‫ﻴﺘﻤﻜﻦ‬
‫ﻣﻦ‬‫اﻟﻔﻌﺎل‬ ‫اﻷداء‬ ‫ﺗﺤﻘﻴﻖ‬
‫ﻟﻠﻮﻇﻴﻔﺔ‬
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﻣﺴﺘﻨﺪات‬ ‫أهـﺪاف‬
Objectives of Job Documents
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‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﻣﺴﺘﻨﺪات‬ ‫أﻧـﻮاع‬
Job Documents Types
Three Types of Job
Documents:
Job description
Job specification
Job performance
standards
‫ﻣﺴﺘﻨﺪات‬ ‫ﻣﻦ‬ ‫اﻧﻮاع‬ ‫ﺛـــﻼث‬
‫اﻟﻮﻇﺎﺋﻒ‬
‫اﻟﻮﻇﺎﺋﻒ‬ ‫وﺻــﻒ‬
‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﻣﻮاﺻﻔﺎت‬
‫اﻟﻮﻇﺎﺋﻒ‬ ‫أداء‬ ‫ﻣﻌﺎﻳـﻴﺮ‬
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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(
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‫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
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‫وﻇﻴﻔﺔ‬ ‫وﺻﻒ‬ ‫إﻋــﺪاد‬
Develop Job Description
‫اﻟﻮﻇﺎﺋﻒ‬ ‫وﺻــﻒ‬ ‫ﻳﺘﻀﻤـــﻦ‬:
‫اﻟﺘﻌﺮﻳـــﻒ‬
‫ﻋﺎم‬ ‫ﻣﻠﺨــﺺ‬
‫واﻟﻮاﺟﺒﺎت‬ ‫اﻻﺧﺘﺼﺎﺻﺎت‬‫اﻷﺳﺎﺳﻴـﺔ‬
‫اﻟﻌـــﻼﻗﺎت‬
Job Descriptions includes:
Identification
General Summary
Essential Functions and
Duties
Relationships
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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
35
69 All Rights Reserved 2003 ©
‫اﻟﻮﻇﺎﺋﻒ‬ ‫أداء‬ ‫ﻣﻌﺎﻳﻴـﺮ‬
Job Performance Standards
What are job
performance standards?
Quality
Quantity or
productivity
Timeliness
Why need job
performance standards?
How to get job
performance standards?
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)
70 All Rights Reserved 2003 ©
‫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
‫واﻟﺘﺄآﺪ‬‫ﻣﻔﻬﻮﻣﺔ‬ ‫أﻧﻬﺎ‬ ‫ﻣﻦ‬
36
71 All Rights Reserved 2003 ©
‫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
72 All Rights Reserved 2003 ©
‫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
37
73 All Rights Reserved 2003 ©
‫ﺗﻤﺮﻳــــﻦ‬
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 ‫اﻟﺤﺎﻟـﺔ‬1‫ﻋﻠﻰ‬ ‫واﻹﺟﺎﺑﺔ‬
‫اﻟﺤﺎﻟـﺔ‬ ‫ﺗﺤﻠﻴﻞ‬ ‫اﺳﺌﻠـﺔ‬.‫آﻮﻧﻮا‬
‫ﻣﻊ‬ ‫ﻟﻠﻤﻨﺎﻗﺸـﺔ‬ ‫ﻣﺴﺘﻌﺪﻳﻦ‬
‫اﻟﺤﺎﺿﺮﻳﻦ‬ ‫اﻟﺰﻣﻼء‬
74 All Rights Reserved 2003 ©
‫اﻟﺮﺋﻴﺴﻴــﺔ‬ ‫اﻟﺘﻌﻠـــﻢ‬ ‫ﻧﻘــﺎط‬
Key Learning Points
38
75 All Rights Reserved 2003 ©
End of Day One
第一日结束

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  • 1. 1 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
  • 2. 2 3 All Rights Reserved 2003 © ‫اﻟﺪورة‬ ‫ﻣﺤﺘـﻮﻳﺎت‬ Content Overview ‫اﻷول‬ ‫اﻟﻴﻮم‬ ‫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 4 All Rights Reserved 2003 © ‫اﻟﺜﺎﻧﻰ‬ ‫اﻟﻴﻮم‬ ‫ﺻﺒﺎﺣﺎ‬ ‫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
  • 3. 3 5 All Rights Reserved 2003 © ‫اﻟﺘﻌﻠـﻢ‬ ‫أهـﺪاف‬ Learning Objectives Describe what you expect from this workshop ‫اﻟﺪورة؟‬ ‫هـﺬﻩ‬ ‫ﻣﻦ‬ ‫ﺗﺘﻮﻗــﻊ‬ ‫ﻣـﺎذا‬ 6 All Rights Reserved 2003 © ‫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: o‫اﻟﻤﻮارد‬ ‫إدارة‬ ‫ﻋﻤﻠﻴﺔ‬ ‫وﺗﻨﻈﻴﻢ‬ ‫ﺗﻌﺮﻳﻒ‬ ‫اﻟﺒﺸﺮﻳﺔ‬ o‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫اﺳﺘﺮاﺗﻴﺠﻴﺔ‬ ‫إﻋـﺪاد‬ o‫ﻟﻠﻮﻇﺎﺋﻒ‬ ‫ﺗﺤﻠﻴﻼ‬ ‫إﺟﺮاء‬ o‫ﻟﻠﻮﻇﺎﺋﻒ‬ ‫ﻣﻠﻔـﺎت‬ ‫ﺗﻄﻮﻳﺮ‬ o‫أﻓﻀﻠﻬﻢ‬ ‫واﺧﺘﻴﺎر‬ ‫وﺗﺼﻔﻴـﺔ‬ ‫اﺳﺘﻘﻄﺎب‬ ‫ﻟﻠﺘﻌﻴــﻴﻦ‬ o‫ﻟﻸﺟﻮر‬ ‫ﻧﻈـﻢ‬ ‫وﺗﻘﻴـﻴﻢ‬ ‫وإﻋﺪاد‬ ‫ﺗﻌﺮﻳﻒ‬
  • 4. 4 7 All Rights Reserved 2003 © ‫اﻟﻴـﻮم‬ ‫ﺟـﺪول‬ Today’s Agenda Day 1 Morning Human Resource Strategy & Management Performance Management Training & Development Afternoon Job Analysis Job Description ‫اﻷول‬ ‫اﻟﻴﻮم‬ ‫ﺻﺒﺎﺣﺎ‬ ‫اﻟﻤﻮارد‬ ‫وإدارة‬ ‫اﺳﺘﺮاﺗﻴﺠﻴﺔ‬ ‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻷداء‬ ‫إدارة‬ ‫واﻟﺘﻨﻤﻴـﺔ‬ ‫اﻟﺘﺪرﻳﺐ‬ ‫اﻟﻈﻬــﺮ‬ ‫ﺑﻌـﺪ‬ ‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺗﺤﻠﻴـﻞ‬ ‫اﻟﻮﻇﺎﺋﻒ‬ ‫وﺻﻒ‬ 8 All Rights Reserved 2003 © ‫أﺟﻨــﺪة‬ Agenda HR Strategy and Management ‫اﻟﺒﺸﺮﻳــﺔ‬ ‫اﻟﻤﻮارد‬ ‫وإدارة‬ ‫اﺳﺘﺮاﺗﻴﺠﻴﺔ‬ Performance Management ‫اﻷداء‬ ‫إدارة‬ Training and Development ‫واﻟﺘﻨﻤﻴـــﺔ‬ ‫اﻟﺘﺪرﻳــــﺐ‬ Job Analysis and Job Description ‫اﻟﻮﻇﺎﺋﻒ‬ ‫ووﺻﻒ‬ ‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺗﺤﻠﻴـﻞ‬ Recruitment ‫اﻟﺘﻮﻇﻴــﻒ‬ Compensation and Benefits ‫واﻟﻤﺰاﻳﺎ‬ ‫اﻷﺟـــﻮر‬
  • 5. 5 9 All Rights Reserved 2003 © ‫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 10 All Rights Reserved 2003 © ‫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
  • 6. 6 11 All Rights Reserved 2003 © ‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫إدارة‬ ‫ﻧﻈﺎم‬ ‫ﻓﻰ‬ ‫ﻓﺮﻋﻴﺔ‬ ‫ﻧﻈﻢ‬ Sub-systems in the HR Management System Organizational Structure ‫ﺗﻨﻈﻴﻤﻰ‬ ‫هﻴﻜﻞ‬ OrganizationalOrganizational StructureStructure ‫ﺗﻨﻈﻴﻤﻰ‬ ‫هﻴﻜﻞ‬‫ﺗﻨﻈﻴﻤﻰ‬ ‫هﻴﻜﻞ‬ Performance Management ‫اﻷداء‬ ‫إدارة‬ PerformancePerformance ManagementManagement ‫اﻷداء‬ ‫إدارة‬‫اﻷداء‬ ‫إدارة‬HR Planning ‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫ﺗﺨﻄﻴﻂ‬ HR PlanningHR Planning ‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫ﺗﺨﻄﻴﻂ‬‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫ﺗﺨﻄﻴﻂ‬ Daily Routines ‫اﻟﺮوﺗﻴـﻦ‬‫اﻟﻮﻳﻤﻰ‬ Daily RoutinesDaily Routines ‫اﻟﺮوﺗﻴـﻦ‬‫اﻟﺮوﺗﻴـﻦ‬‫اﻟﻮﻳﻤﻰ‬‫اﻟﻮﻳﻤﻰ‬ Strategic ‫اﻻﺳﺘﺮاﺗﻴﺠﻴﺔ‬ Operational ‫اﻟﺘﺸﻐﻴﻞ‬ H i g h L o w F r e e q u e n c y ‫ﻣﺮﺗﻔﻊ‬ ‫ﻣﺘﻜﺮر‬ 12 All Rights Reserved 2003 © HR Management ‫اﻟﻤﻮارد‬ ‫إدارة‬ ‫ﻋﻤﻠﻴﺔ‬ ‫اﻟﺒﺸﺮﻳﺔ‬ 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
  • 7. 7 13 All Rights Reserved 2003 © ‫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. 14 All Rights Reserved 2003 © ‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫إدارة‬ ‫ﻋﻤﻠﻴﺔ‬ ‫وﻇﺎﺋﻒ‬–‫اﻟﻤﺪﻳﺮﻳﻦ‬ ‫ﺟﻤﻴﻊ‬ HRM Function –all managers ‫ﺨﺩﻤﺎﺕ‬‫ﻭ‬ ‫ﻤﻌﻠﻭﻤﺎﺕ‬ ‫ﺍﻻﺤﺘﻔﺎﻅ‬ ‫ﺒﺎﻟﻌﺎﻤﻠﻴﻥ‬ ‫ﻭﺇﺩﺍﺭﺓ‬ ‫ﺸﺌﻭﻨﻬﻡ‬ ‫ﺍﻟﺘﺩﺭﻴﺏ‬ ‫ﻭﺍﻟﺘﻨﻤﻴﺔ‬ ‫اﻟﺘﺨﻄﻴﻂ‬ ‫وﺗﻮﻓﻴﺮ‬ ‫اﻟﻌﻤﺎﻟﺔ‬
  • 8. 8 15 All Rights Reserved 2003 © ‫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 16 All Rights Reserved 2003 © ‫واﻟﺘﻨﻤﻴـﺔ‬ ‫اﻟﺘﺪرﻳــﺐ‬ Training and Development Workshops On the Job Training Supervision Coaching ‫ﻋﻤﻞ‬ ‫ورش‬ ‫ﻋﻤﻠﻰ‬ ‫ﺗﺪرﻳﺐ‬ ‫اﺷﺮاف‬ ‫ﺗﻮﺟﻴـﻪ‬
  • 9. 9 17 All Rights Reserved 2003 © ‫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 18 All Rights Reserved 2003 © ‫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 ‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻌﺎﻣﻠﻴـﻦ‬ ‫ﻋﻼﻗﺎت‬ ‫اﻟﺘﻮﻇﻴﻒ‬ ‫ﻣﻌﺎﻳﻴﺮ‬ ‫اﻟﻌﻤﻞ‬ ‫ﻣﻘﺮ‬ ‫ﻓﻲ‬ ‫واﻟﺴﻼﻣﺔ‬ ‫اﻟﺼﺤﺔ‬ ‫اﻟﻌﺎﻣﻠﻴــﻦ‬ ‫ﺧــﺪﻣــﺎت‬
  • 10. 10 19 All Rights Reserved 2003 © ‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫وإدارة‬ ‫اﺳﺘﺮاﺗﻴﺠﻴﺔ‬ HR Strategy and Management 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 ‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫ﻣﺪﻳﺮ‬ ‫وﻗﺪرات‬ ‫وﻣﻬﺎرات‬ ‫ﻣﻌﺮﻓﺔ‬ ‫اذآﺮ‬ ‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫اﻟﺘﻘﻠﻴﺪﻳﺔ‬ ‫اﻟﻤﻤﺎرﺳﺎت‬ ‫ﻓﺮوق‬ ‫ﻋﻠﻰ‬ ‫ﺗﻌﺮف‬ ‫اﻟﻤﻮارد‬ ‫إدارة‬ ‫ﺗﻄﺒﻴﻖ‬ ‫ﻓﻰ‬ ‫واﻟﺤﺪﻳﺜﺔ‬ ‫اﻟﺒﺸﺮﻳﺔ‬ 20 All Rights Reserved 2003 © ‫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 o‫اﻟﻤﻨﺎﺳﺒﻴﻦ‬ ‫اﻷﺷﺨـﺎص‬ ‫اﺧﺘﻴﺎر‬ o‫واﻟﻤﻌﺎﻳﻴﺮ‬ ،‫واﻷهﺪاف‬ ،‫اﻟﺘﻮﻗﻌﺎت‬ ‫إﻋﺪاد‬ o‫اﻷداء‬ ‫وﻣﺮاﻗﺒﺔ‬ ،‫واﻟﻤﺘﺎﺑﻌﺔ‬ ،‫اﻟﻤﻼﺣﻈﺔ‬ o،‫واﻹرﺷﺎد‬ ،‫اﻟﻤﺮﺗﺪة‬ ‫اﻟﺘﻐﺬﻳﺔ‬ ‫ﺗﻮﻓﻴﺮ‬ ‫اﻷداء‬ ‫ﻟﻠﺘﺤﺴﻴـﻦ‬ ‫واﻟﺘﻮﺟﻴﻪ‬ o‫اﻷداء‬ ‫ﺗﻘﻴـﻴﻢ‬ ‫وإﺟﺮاء‬ ‫إﻋﺪاد‬ o‫ﻋﻨﺪ‬ ‫اﻟﻔﺼﻞ‬ ،‫اﻟﻀﺒﻂ‬ ‫ﻋﻠﻰ‬ ‫اﻟﺤﻔﺎظ‬ ‫اﻟﻀﺮورة‬
  • 11. 11 21 All Rights Reserved 2003 © 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 ‫دور‬‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫وﻣﺪﻳﺮى‬ ‫اﻟﺘﻨﻔﻴﺬﻳﻴﻦ‬ ‫اﻟﻤﺪﻳﺮﻳﻦ‬ ‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫إدارة‬ ‫ﻋﻤﻠﻴﺔ‬ ‫ﻓﻰ‬ Line Managers and HR Managers in HRM ‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫ﻣﺪﻳﺮ‬ •‫وﻧﻈﻢ‬ ‫اﺳﺘﺮاﺗﻴﺠﻴﺔ‬ ‫وﺗﺼﻤﻴﻢ‬ ‫ﺗﺨﻄﻴﻂ‬ ‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ •‫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 22 All Rights Reserved 2003 © ‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫إدارة‬ ‫ﻋﻤﻠﻴﺔ‬ ‫ﺟﻮهﺮ‬–‫اﻻﺗﺼﺎل‬ Core of HRM – Communication ‫ﻤﺴﺎﻋﺩﺓ‬‫ﺍﻟﺭﺍﺴل‬‫ﺍﻋﺩﺍﺩ‬ ‫ﻋﻠﻰ‬ ‫ﻭﻋﻠﻰ‬ ‫ﺍﻟﺼﺤﻴﺤﺔ‬ ‫ﺍﻟﺭﺴﺎﻟﺔ‬ ‫ﺍﻟـﺭﺩ‬ ‫ﻓﻬﻡ‬ ‫ﺍﻟ‬‫ﺍﻟﺭﺴﺎﻟﺔ‬ ‫ﺍﻥ‬ ‫ﻤﻥ‬ ‫ﺘﺄﻜﺩ‬ ‫ﻓﻬﻤﻬﺎ‬ ‫ﻴﻤﻜﻥ‬.‫ﺍﻜﺘﺒﻬـﺎ‬ ‫ﺍﻟﻤﺘﻠﻘﻰ‬ ‫ﻴﺘﻤﻜﻥ‬ ‫ﺒﺤﻴﺙ‬ ‫ﻓﻬﻤﻬﺎ‬ ‫ﻤﻥ‬ ‫اﻟﻤﺴﺘﻠــﻢ‬‫ﺍﻟﺭﺍﺴل‬ ‫ﺨﻼل‬ ‫ﻤﻥ‬ ‫ﺍﻻﺘﺼﺎل‬ ‫ﺩﻋـﻡ‬ ‫ﺍﻟﺒﺸﺭﻴﺔ‬ ‫ﺍﻟﻤﻭﺍﺭﺩ‬ ‫ﺍﻟ‬‫ﺍﻟﻤﺘﻠﻘـﻰ‬ ‫ﻓﻬﻡ‬ ‫ﻤﻥ‬ ‫ﺘﺄﻜﺩ‬ ‫ﻟﻠﺭﺴﺎﻟﺔ‬ ‫ﺍﻻﺴﺘﺠﺎﺒﺎﺕ‬ ‫ﻭﺘﺤﻠﻴل‬ ‫ﺘﺠﻤﻴﻊ‬ ‫ﻟﻠﻤﺭﺴل‬ ‫ﻭﺘﻘﺩﻴﻤﻬﺎ‬
  • 12. 12 23 All Rights Reserved 2003 © ‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫ﻋﻤﻠﻴﺔ‬ ‫ﻣﻤﺎرﺳﺎت‬ ‫ﻓﻰ‬ ‫اﻻﺧﺘـﻼﻓﺎت‬ Differences in HRM Practices ‫اﻟﺘﻘﻠﻴﺪى‬ ‫اﻻﺳﻠﻮب‬‫اﻟﺤﺪﻳﺚ‬ ‫اﻷﺳﻠﻮب‬ o‫اﻟﻌﻤﺎﻟﺔ‬ ‫وﺗﻮﻓﻴﺮ‬ ‫اﻟﺘﺨﻄﻴﻂ‬ o‫واﻟﺘﻨﻤﻴـﺔ‬ ‫اﻟﺘﺪرﻳــﺐ‬ o‫وإدارة‬ ‫ﺑﺎﻟﻌﺎﻣﻠﻴﻦ‬ ‫اﻻﺣﺘﻔﺎظ‬ ‫ﺷﺌﻮﻧﻬﻢ‬ o‫ﻣﻌﻠﻮﻣﺎت‬ ‫وأﻧﻈﻤﺔ‬ ‫ﺧﺪﻣﺎت‬ ‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ Modern TechniqueTraditional Technique o Planning & Procurement o Training & Development o Retention & Management o HR Information Systems & Services ‫آﻴـــــﻒ‬/‫اﻟﻨﺘﻴــــﺠﺔ‬How / Results 24 All Rights Reserved 2003 © ‫ﻋﻤﻠﻴﺔ‬ ‫ﻓﻰ‬ ‫اﻟﺠﺪﻳﺪة‬ ‫اﻻﺗﺠﺎهﺎت‬‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫إدارة‬ New Trends in HRM Strategic Planning Developing the Company A Resource to the Company ‫اﻻﺳﺘﺮاﺗﻴﺠﻰ‬ ‫اﻟﺘﺨﻄﻴﻂ‬ ‫ﺗﻄﻮﻳـﺮ‬‫اﻟﺸﺮآﺔ‬ ‫ﻟﻠﺸﺮآﺔ‬ ‫ﻣـﻮرد‬
  • 13. 13 25 All Rights Reserved 2003 © ‫ﺣﺎﻟـﺔ‬ ‫دراﺳـﺔ‬ Case Study 26 All Rights Reserved 2003 © ‫اﻷﺟﻨﺪة‬ Agenda HR Strategy and Management ‫اﻟﺒﺸﺮﻳــﺔ‬ ‫اﻟﻤﻮارد‬ ‫وإدارة‬ ‫اﺳﺘﺮاﺗﻴﺠﻴﺔ‬ Performance Management ‫اﻷداء‬ ‫إدارة‬ Training and Development ‫واﻟﺘﻨﻤﻴـــﺔ‬ ‫اﻟﺘﺪرﻳــــﺐ‬ Job Analysis and Job Description ‫اﻟﻮﻇﺎﺋﻒ‬ ‫ووﺻﻒ‬ ‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺗﺤﻠﻴـﻞ‬ Recruitment ‫اﻟﺘﻮﻇﻴــﻒ‬ Compensation and Benefits ‫واﻟﻤﺰاﻳﺎ‬ ‫اﻷﺟـــﻮر‬
  • 14. 14 27 All Rights Reserved 2003 © What are the most immediate issues you have to address for your performance management now? ‫هﻰ‬ ‫ﻣﺎ‬‫اﻟﻤﻮﺿﻮﻋﺎت‬‫ﻗﺒﻞ‬ ‫ﺗﻌﺎﻟﺠﻬـﺎ‬ ‫ان‬ ‫ﻳﺠﺐ‬ ‫اﻟﺘـﻰ‬ ‫ﺷﺮآﺘـﻚ‬ ‫ﻓﻰ‬ ‫اﻟﻌﺎﻣﻠﻴـﻦ‬ ‫أداء‬ ‫إدارة‬ ‫ﻋﻤﻠﻴـﺔ‬ ‫ﻓﻰ‬ ‫ﻏﻴﺮهﺎ‬‫؟‬ 28 All Rights Reserved 2003 © ‫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
  • 15. 15 29 All Rights Reserved 2003 © 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: 30 All Rights Reserved 2003 © 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
  • 16. 16 31 All Rights Reserved 2003 © Project Management ‫اﻟﻤﺸـﺮوع‬ ‫إدارة‬ Implementation of Performance Management Systems ‫اﻷداء‬ ‫إدارة‬ ‫ﻧﻈﻢ‬ ‫ﺗﻨﻔﻴﺬ‬ Communication and Training ‫واﻟﺘﺪرﻳﺐ‬ ‫اﻻﺗﺼﺎل‬ Support ‫اﻟﺪﻋـــــﻢ‬ ‫اﻷداء‬ ‫إدارة‬ ‫ﻧﻈﺎم‬ ‫إﻋﺪاد‬ ‫ﻃﺮﻳﻘﺔ‬ How to Create a Performance Management System 32 All Rights Reserved 2003 © ‫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
  • 17. 17 33 All Rights Reserved 2003 © ‫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 ‫ﻋﺪد‬6‫إﻟﻰ‬10 ‫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 34 All Rights Reserved 2003 © ‫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
  • 18. 18 35 All Rights Reserved 2003 © ‫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 .1‫واﻟﺘﺮآﻴــﺰ‬ ‫اﻷهـﺪاف‬ ‫وﺿـﺢ‬ .2‫أداﺋﻪ‬ ‫ﻋﻦ‬ ‫ﻳﺘﻜﻠﻢ‬ ‫اﻟﻤﻮﻇﻒ‬ ‫اﺟﻌﻞ‬ .3‫ﻟﻸداء‬ ‫ﻧﻈﺮﺗﻚ‬ ‫ﻋﻦ‬ ‫ﺗﻜﻠﻢ‬ .4‫ﻟﻠﻮﻇﻴﻔﺔ‬ ‫اﻟﺤﺎﻟﻴـﺔ‬ ‫اﻷهﺪاف‬ ‫ﻧﺎﻗﺶ‬ .5‫اﻹدارﻳﺔ‬ ‫واﻟﺨﻄﺔ‬ ‫اﻟﻌﻤﻞ‬ ‫ﺧﻄﺔ‬ ‫وﺿﻊ‬ 36 All Rights Reserved 2003 © ‫اﻟﺘﻘﻴـﻴﻢ‬ ‫ﻣﻘﺎﺑﻠـــﺔ‬ Appraisal Interview ‫إﺟﺮاء‬ ‫ﻋﻠﻰ‬ ‫ﻋﻤﻠﻰ‬ ‫ﺗﺪرﻳﺐ‬ ‫اﻟﻤﺘﺪرﺑﻴـــﻦ‬ ‫ﻣﻦ‬ ‫اﺛﻨـﻴﻦ‬ ‫آﻞ‬ ‫ﺑﻴـﻦ‬ ‫أداء‬ ‫ﻣﻘﺎﺑﻠـﺔ‬ Role play a performance interview with your partner
  • 19. 19 37 All Rights Reserved 2003 © ‫أﺟﻨــﺪة‬ Agenda HR Strategy and Management ‫اﻟﺒﺸﺮﻳــﺔ‬ ‫اﻟﻤﻮارد‬ ‫وإدارة‬ ‫اﺳﺘﺮاﺗﻴﺠﻴﺔ‬ Performance Management ‫اﻷداء‬ ‫إدارة‬ Training and Development ‫واﻟﺘﻨﻤﻴـــﺔ‬ ‫اﻟﺘﺪرﻳــــﺐ‬ Job Analysis and Job Description ‫اﻟﻮﻇﺎﺋﻒ‬ ‫ووﺻﻒ‬ ‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺗﺤﻠﻴـﻞ‬ Recruitment ‫اﻟﺘﻮﻇﻴــﻒ‬ Compensation and Benefits ‫واﻟﻤﺰاﻳﺎ‬ ‫اﻟﺘﻌﻮﻳﻀــﺎت‬ 38 All Rights Reserved 2003 © ‫واﻟﺘﻨﻤﻴـﺔ‬ ‫اﻟﺘﺪرﻳﺐ‬ Training & Development Why Who When Where How ‫ﻟﻤـــﺎذا‬ ‫ﻣـــــﻦ‬ ‫ﻣﺘـــــﻰ‬ ‫أﻳــــﻦ‬ ‫آﻴـــــﻒ‬
  • 20. 20 39 All Rights Reserved 2003 © ‫اﻟﺘﺪرﻳﺐ‬ ‫ﻧﻈﺎم‬ ‫ﻋﻨﺎﺻﺮ‬ Training System Components Learners ‫ﻣﺘﺪرﺑﻴــﻦ‬ Methods ‫ﻣﻨﻬﺎج‬ Objectives ‫اهﺪاف‬ Evaluation ‫ﺗﻘﻴـــﻴﻢ‬ 40 All Rights Reserved 2003 © ‫اﻷداء‬ ‫ﻣﺸﺎآﻞ‬ ‫أﺳﺒـــﺎب‬ Causes of Performance Problems Lack of knowledge or skills Lack of motivation or incentive Environmental factors Management factors Interpersonal relations ‫ﺍﻟﻤﻌﺭﻓﺔ‬ ‫ﺍﻟﻰ‬ ‫ﺍﻻﻓﺘﻘـﺎﺭ‬ ‫ﻭﺍﻟﻤﻬﺎﺭﺍﺕ‬ ‫واﻟﺤﻮاﻓﺰ‬ ‫اﻟﺘﺤﻔﻴﺰ‬ ‫اﻟﻰ‬ ‫اﻻﻓﺘﻘﺎر‬ ‫ﺑﻴﺌﻴــﺔ‬ ‫ﻋﻮاﻣﻞ‬ ‫إدارﻳﺔ‬ ‫ﻋﻮاﻣﻞ‬ ‫اﻷﻓــﺮاد‬ ‫ﺑﻴـﻦ‬ ‫اﻟﻌﻼﻗـــﺎت‬
  • 21. 21 41 All Rights Reserved 2003 © ‫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 42 All Rights Reserved 2003 © ‫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
  • 22. 22 43 All Rights Reserved 2003 © Lunch Break 午餐时间 44 All Rights Reserved 2003 © HR Strategy and Management ‫اﻟﺒﺸﺮﻳــﺔ‬ ‫اﻟﻤﻮارد‬ ‫وإدارة‬ ‫اﺳﺘﺮاﺗﻴﺠﻴﺔ‬ Performance Management ‫اﻷداء‬ ‫إدارة‬ Training and Development ‫واﻟﺘﻨﻤﻴـــﺔ‬ ‫اﻟﺘﺪرﻳــــﺐ‬ Job Analysis and Job Description ‫اﻟﻮﻇﺎﺋﻒ‬ ‫ووﺻﻒ‬ ‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺗﺤﻠﻴـﻞ‬ Recruitment ‫اﻟﺘﻮﻇﻴــﻒ‬ Compensation and Benefits ‫واﻟﻤﺰاﻳﺎ‬ ‫اﻟﺘﻌﻮﻳﻀــﺎت‬ ‫أﺟﻨــﺪة‬ Agenda
  • 23. 23 45 All Rights Reserved 2003 © ‫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 46 All Rights Reserved 2003 © ‫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.
  • 24. 24 47 All Rights Reserved 2003 © ‫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 48 All Rights Reserved 2003 © ‫ﺗﻤﺮﻳـــﻦ‬ Exercise ‫ﻟﺸﺮح‬ ‫وﻇﻴﻔـﺔ‬ ‫اﺧﺘــﺎر‬ ‫ﻟﻌﻤﻠﻴـﺔ‬ ‫اﻷﺳﺎﺳﻴﺔ‬ ‫اﻟﻤﻬﺎم‬ ‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺗﺤﻠﻴﻞ‬ Please take a job to explain Essential tasks of job analysis.
  • 25. 25 49 All Rights Reserved 2003 © ‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺑﺘﺤﻠﻴﻞ‬ ‫ﻧﻘﻮم‬ ‫ﻟﻤﺎذا‬‫؟‬ Why Job Analysis? ‫ﻣﻦ‬ ‫اﻟﻐﺮض‬‫ﻣﻌﻠﻮﻣﺎت‬‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺗﺤﻠﻴﻞ‬‫هﻮ‬: ‫واﻻﺧﺘﻴﺎر‬ ‫اﻻﺳﺘﻘﻄﺎب‬ ‫ﻋﻤﻠﻴـﺔ‬ ‫ﺗﻮﺟﻴـﻪ‬ ‫اﻟﻌﺎﻣﻠﻴـﻦ‬ ‫أوﺿﺎع‬ ‫وﺗﺤﺴﻴـﻦ‬. ‫اﻟﻌﺎﻣﻠﻴﻦ‬ ‫وﻧﻘـﻞ‬ ‫ﺗﺮﻗﻴـﺔ‬ ‫ﺗﺨﻄﻴﻂ‬. ‫اﻟﻮﻇﺎﺋﻒ‬ ‫وﺗﺴﻜﻴﻦ‬ ‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺗﻘﻴـﻴﻢ‬ ‫إﻋﺪاد‬ ‫اﻷﺟﻮر‬ ‫ﻧﻈﻢ‬ ‫وإﻋﺪاد‬ ‫درﺟﺎت‬ ‫ﻋﻠﻰ‬. ‫إﺟﺮاءات‬ ‫ﺗﺤﺪﻳﺪ‬‫ﺗﺼﺤﻴﺤﻴﺔ‬ ‫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 50 All Rights Reserved 2003 © ‫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 ‫اﻟﻮﻇﺎﺋﻒ‬: _______. _______. _______.
  • 26. 26 51 All Rights Reserved 2003 © ‫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: ‫ا‬‫ﺷﺮآﺘﻚ‬ ‫وﺳﻴﺎﺳﺔ‬ ‫ﻓﻠﺴﻔـﺔ‬ ‫ﻓﻬﻢ‬ ‫اﻟﺒﺸﺮﻳﺔ‬ ‫ﺑﺎﻟﻤﻮارد‬ ‫اﻟﺨﺎﺻﺔ‬ ‫ﺣــﺪد‬‫أوﻟﻮﻳﺎت‬‫ﻣﻦ‬ ‫اﺣﺘﻴﺎﺟﺎﺗﻚ‬ ‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫ﺗﻨﻈﻴﻤﻴـﺔ‬ ‫ﺧﺮﻳﻄـﺔ‬ ‫ﺑﺈﻋﺪاد‬ ‫ﻗﻢ‬ ‫ﻟﺸﺮآﺘﻚ‬ 52 All Rights Reserved 2003 © ‫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 ‫اﻟﺮﺋﻴﺲ‬ ‫ﻧﺎﺋﺐ‬ ‫ﻟﻺﻧﺘﺎج‬ ‫اﻟﺮﺋﻴﺲ‬ ‫ﻧﺎﺋﺐ‬ ‫ﻟﻠﺘﺴﻮﻳﻖ‬ ‫اﻟﺮﺋﻴﺲ‬ ‫ﻧﺎﺋﺐ‬ ‫واﻟﺘﻄﻮﻳﺮ‬ ‫ﻟﻠﺒﺤﻮث‬
  • 27. 27 53 All Rights Reserved 2003 © ‫ﺗﻤﺮﻳــــﻦ‬ 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 ‫اﻟﺨﻄﻮات‬ً‫ﺎ‬‫ﺳﺎﺑﻘــ‬ 54 All Rights Reserved 2003 © ‫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
  • 28. 28 55 All Rights Reserved 2003 © ‫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 ‫ﺗﺴﺠﻴﻞ‬‫اﻟﻮﻇﻴﻔﺔ‬ ‫أداء‬ ‫ﻣﻌﺎﻳﻴﺮ‬ ‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﺗﺤﻠﻴﻞ‬ ‫اﺳﺘﻘﺼــﺎء‬: ‫اﻟﺨﺎﺻﺔ‬ ‫اﻟﻤﻌﻠﻮﻣﺎت‬ ‫ﺟﻤﻊ‬ ‫وﻇﻴﻔﺔ‬ ‫ﻟﻜﻞ‬ ‫اﻟﻤﺤﺪدة‬ ‫ﺑﺎﻟﻮاﺟﺒﺎت‬ 56 All Rights Reserved 2003 © ‫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 ‫اﻟﺒﺸﺮﻳﺔ‬ ‫اﻟﻤﻮارد‬ ‫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
  • 29. 29 57 All Rights Reserved 2003 © ‫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 ‫اﺟﻤﻊ‬‫اﻟ‬ ‫اﻟﺸﺮآﺔ‬‫ﺘﻨﻈﻴﻤـﻴﺔ‬ ‫اﻟﻮﻇﻴﻔﻴﺔ‬ ‫ﺑﺎﻟﻤﺴﻤﻴﺎت‬ ‫وﻗﺎﺋﻤـﺔ‬‫ﻓﻴﻬﺎ‬ ‫ﻣﺴﺌﻮﻟﻴﺎت‬ ‫ﻋﻦ‬ ‫ﻣﻌﻠﻮﻣﺎت‬ ‫ﺟﻤﻊ‬ ‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﻟﺘﺤﻠﻴـﻞ‬ ‫ﺗﺤﺘـﺎج‬ ‫اﻟﺘـﻰ‬ ‫اﻟﻮﻇﺎﺋﻒ‬ ‫اﺧﺘـﺎر‬ ‫ﻋﺎﺟﻞ‬ ‫هﺬﻩ‬ ‫ﻣﻦ‬ ‫ﻟﻜﻞ‬ ‫ﻋﻤﻞ‬ ‫ورﻗـﺔ‬ ‫ﺑﺈﻋﺪاد‬ ‫ﻗـﻢ‬ ‫اﻟﻮﻇﺎﺋﻒ‬ ‫أن‬ ‫ﻣﻌﺮﻓـﺔ‬ ‫ذى‬ ‫ﺷﺨﺺ‬ ‫ﻣﻦ‬ ‫اﻃـﻠﺐ‬ ‫اﻟﻌﻤﻞ‬ ‫أوراق‬ ‫ﻳﺮاﺟﻊ‬‫ﺻﺤﺔ‬ ‫ﻣﻦ‬ ‫ﻟﻠﺘﺄآﺪ‬ ‫اﻟﻤﻌﻠﻮﻣﺎت‬ ‫ﻣﻌﻠﻮﻣﺎت‬ ‫ﺑﺘﺄآﻴﺪ‬ ‫ﻗـﻢ‬‫ﺑ‬‫أو‬ ‫ﺎﻟﻤﻘﺎﺑﻼت‬/‫و‬ ‫اﻟﻤﻼﺣﻈﺔ‬ ‫ﻃﺮﻳﻖ‬ ‫ﻋﻦ‬. 58 All Rights Reserved 2003 © ‫ﺗﻤﺮﻳــــﻦ‬ 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(
  • 30. 30 59 All Rights Reserved 2003 © ‫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 ‫اﻻﻧﺸﻄﺔ‬‫اﻟﺒﺪﻧﻴﺔ‬ ‫واﻷدوات‬ ‫واﻵﻻت‬ ‫اﻷﺟﻬﺰة‬ ‫اﺳﺘﺨﺪام‬ ‫اﻟﺒﻴﺌﻴﺔ‬ ‫اﻟﻈﺮوف‬ ‫ﻟﻠﻮﻇﻴﻔﺔ‬ ‫أﺧﺮى‬ ‫ﺧﻮاص‬ 60 All Rights Reserved 2003 © ‫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 ‫اﻟﻮﻇﺎﺋﻒ‬. ‫ﻋﻤﻠﻬﺎ‬ ‫ﻟﺸﺮح‬ ‫ﻣﺠﻤﻮﻋﺔ‬ ‫آﻞ‬ ‫ﺗﺴﺘﻌـﺪ‬
  • 31. 31 61 All Rights Reserved 2003 © ‫اﻟﺘﺎﻟﻴـﺔ‬ ‫اﻟﺨﻄــﻮة‬–‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﻣﺴﺘﻨﺪات‬ Next Steps-Job Documents Job Description Job Specifications Job Performance Standards ‫اﻟﻮﻇﺎﺋﻒ‬ ‫وﺻـﻒ‬ ‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﻣﻮاﺻﻔﺎت‬ ‫اﻟﻮﻇﺎﺋﻒ‬ ‫أداء‬ ‫ﻣﻌﺎﻳﻴﺮ‬ 62 All Rights Reserved 2003 © Break ‫اﺳﺘﺮاﺣﺔ‬
  • 32. 32 63 All Rights Reserved 2003 © 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 ‫ﺗﻮﻓـﺮ‬‫واﺿﺢ‬ ‫ﺗﺤﺮﻳﺮى‬ ‫ﻣﺮﺟﻊ‬ ‫ﻹﻇﻬﺎر‬: ‫اﻟﻮﻇﻴﻔﺔ‬ ‫وﺟﻮد‬ ‫ﺳـﺒﺐ‬ ‫ﺷﺎﻏﻞ‬ ‫ﻣﺴﺌﻮﻟﻴـﺎت‬ ‫هﻰ‬ ‫ﻣﺎ‬ ‫اﻟﻮﻇﻴﻔﺔ‬ ‫ﻟ‬ ‫اﻟﻤﻄﻠﻮب‬ ‫هﻮ‬ ‫ﻣﺎ‬‫ﻴﺘﻤﻜﻦ‬ ‫ﻣﻦ‬‫اﻟﻔﻌﺎل‬ ‫اﻷداء‬ ‫ﺗﺤﻘﻴﻖ‬ ‫ﻟﻠﻮﻇﻴﻔﺔ‬ ‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﻣﺴﺘﻨﺪات‬ ‫أهـﺪاف‬ Objectives of Job Documents 64 All Rights Reserved 2003 © ‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﻣﺴﺘﻨﺪات‬ ‫أﻧـﻮاع‬ Job Documents Types Three Types of Job Documents: Job description Job specification Job performance standards ‫ﻣﺴﺘﻨﺪات‬ ‫ﻣﻦ‬ ‫اﻧﻮاع‬ ‫ﺛـــﻼث‬ ‫اﻟﻮﻇﺎﺋﻒ‬ ‫اﻟﻮﻇﺎﺋﻒ‬ ‫وﺻــﻒ‬ ‫اﻟﻮﻇﺎﺋﻒ‬ ‫ﻣﻮاﺻﻔﺎت‬ ‫اﻟﻮﻇﺎﺋﻒ‬ ‫أداء‬ ‫ﻣﻌﺎﻳـﻴﺮ‬
  • 33. 33 65 All Rights Reserved 2003 © 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( 66 All Rights Reserved 2003 © ‫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
  • 34. 34 67 All Rights Reserved 2003 © ‫وﻇﻴﻔﺔ‬ ‫وﺻﻒ‬ ‫إﻋــﺪاد‬ Develop Job Description ‫اﻟﻮﻇﺎﺋﻒ‬ ‫وﺻــﻒ‬ ‫ﻳﺘﻀﻤـــﻦ‬: ‫اﻟﺘﻌﺮﻳـــﻒ‬ ‫ﻋﺎم‬ ‫ﻣﻠﺨــﺺ‬ ‫واﻟﻮاﺟﺒﺎت‬ ‫اﻻﺧﺘﺼﺎﺻﺎت‬‫اﻷﺳﺎﺳﻴـﺔ‬ ‫اﻟﻌـــﻼﻗﺎت‬ Job Descriptions includes: Identification General Summary Essential Functions and Duties Relationships 68 All Rights Reserved 2003 © 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
  • 35. 35 69 All Rights Reserved 2003 © ‫اﻟﻮﻇﺎﺋﻒ‬ ‫أداء‬ ‫ﻣﻌﺎﻳﻴـﺮ‬ Job Performance Standards What are job performance standards? Quality Quantity or productivity Timeliness Why need job performance standards? How to get job performance standards? 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) 70 All Rights Reserved 2003 © ‫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 ‫واﻟﺘﺄآﺪ‬‫ﻣﻔﻬﻮﻣﺔ‬ ‫أﻧﻬﺎ‬ ‫ﻣﻦ‬
  • 36. 36 71 All Rights Reserved 2003 © ‫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 72 All Rights Reserved 2003 © ‫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
  • 37. 37 73 All Rights Reserved 2003 © ‫ﺗﻤﺮﻳــــﻦ‬ 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 ‫اﻟﺤﺎﻟـﺔ‬1‫ﻋﻠﻰ‬ ‫واﻹﺟﺎﺑﺔ‬ ‫اﻟﺤﺎﻟـﺔ‬ ‫ﺗﺤﻠﻴﻞ‬ ‫اﺳﺌﻠـﺔ‬.‫آﻮﻧﻮا‬ ‫ﻣﻊ‬ ‫ﻟﻠﻤﻨﺎﻗﺸـﺔ‬ ‫ﻣﺴﺘﻌﺪﻳﻦ‬ ‫اﻟﺤﺎﺿﺮﻳﻦ‬ ‫اﻟﺰﻣﻼء‬ 74 All Rights Reserved 2003 © ‫اﻟﺮﺋﻴﺴﻴــﺔ‬ ‫اﻟﺘﻌﻠـــﻢ‬ ‫ﻧﻘــﺎط‬ Key Learning Points
  • 38. 38 75 All Rights Reserved 2003 © End of Day One 第一日结束