3-مشكلة الدراسةتتمثل ظواهر مشكلة ال

3-مشكلة الدراسة
تتمثل ظواهر مشكلة الدراسة في انخفاض قدرة المنظمات التي تم إجراء الدراسة عليها على المنافسة في عصر العولمة وبناء القدرة التنافسية وتحقيق أهداف المنظمة وتمكينها من تحقيق ميزة تنافسية، وذلك يرجع إلى عدة عوامل من أهمها دور إدارة الموارد البشرية، ومن هذا المنطلق فإن الدراسة الحالية اهتمت بدراسة دور إدارة الموارد البشرية في تحقيق التميز الإداري.
وبذلك تتمثل مشكلة الدراسة في قصور إدارة الموارد البشرية في المنظمات، يصعب على هذه المنظمات تحقيق الميزة التنافسية مما يمكنها من عدم تحقيق التميز الإداري، ويمكن توضيح مشكلة الدراسة من خلال التساؤل التالي: هل تؤثر إدارة الموارد البشرية ومتغيراتها على متغيرات التميز الإداري؟.
ومن خلال أهداف الدراسة وفروض الدراسة يمكن حل مشكلة الدراسة.
 
4-أهداف الدراسة
1. تهدف الدراسة إلى الكشف عن طبيعة تأثير التفاعل المشترك والأهمية النسبية بين المتغيرات المستقلة (أبعاد دور إدارة الموارد البشرية)، والدرجة الكلية للتميز الإداري.
2. وضع إطار نظري للتعرف على مفهوم إدارة الموارد البشرية ومفهوم التميز الإداري وكذلك التعرف على تأثير إدارة الموارد البشرية على أبعاد التميز الإداري.
3. تهدف الدراسة إلى تزويد الإدارة بمجموعة من التوصيات والمقترحات في ضوء نتائج الدراسة والتي تمكنها من علاج عقبات التميز وتفعيل دور إدارة الموارد البشرية لتحقيق التميز الإداري.
5- متغيرات الدراسة
تنقسم متغيرات الدراسة الى متغير مستقل يتفرع منه عدد من المتغيرات (العناصر) الفرعية، ومتغير تابع يتفرع منه أيضاً مجموعة من المتغيرات (العناصر) الفرعية:
1- المتغير المستقل، وهو إدارة الموارد البشرية، وعناصرها (الاستقطاب والتعيين، التدريب والتطوير، تقييم الأداء، التعويضات، والصحة والسلامة المهنية)، وتم تحديد هذه المتغيرات نظراً لأهمية هذه المتغيرات وتأثيرها الإيجابي على أداء الموارد البشرية.
2- المتغير التابع، التميز الإداري، وعناصره (القيادة، السياسات/ الاستراتيجيات، إدارة العمليات، الاتصالات، الأداء المالي، رضاء العملاء، رضاء العاملين، التأثير على المجتمع، فعالية المنظمة)، وتم تحديد هذه المتغيرات نظراً لأهميتها في تحقيق القدرة التنافسية للمنظمة.
6- فروض الدراسة
الفرض الرئيسي الأول:
يوجد تأثير موجب جوهري دال إحصائياً للدرجة الكلية لدور إدارة الموارد البشرية (الاستقطاب والتعيين – التدريب والتطوير – تقييم الأداء – التعويضات – الصحة والسلامة المهنية) على كل بعد من أبعاد المتغير التابع منفرداً (القيادة –السياسات / الاستراتيجيات – إدارة العمليات – الاتصالات) ويتفرع من هذا الفرض عدة فروض فرعية:
1- يوجد تأثير موجب جوهري دال إحصائياً للدرجة الكلية لدور إدارة الموارد البشرية على القيادة (أحد أبعاد التميز الإداري).
2- يوجد تأثير موجب جوهري دال إحصائياً للدرجة الكلية لدور إدارة الموارد البشرية على السياسات / الاستراتيجيات (أحد أبعاد التميز الإداري).
3- يوجد تأثير موجب جوهري دال إحصائياً للدرجة الكلية لدور إدارة الموارد البشرية على إدارة العمليات (أحد أبعاد التميز الإداري).
4- يوجد تأثير موجب جوهري دال إحصائياً للدرجة الكلية لدور إدارة الموارد البشرية على الاتصالات (أحد أبعاد التميز الإداري).
الفرض الرئيسي الثاني:
يوجد تأثير موجب جوهري دال إحصائياً للدرجة الكلية لدور إدارة الموارد البشرية (الاستقطاب والتعيين – التدريب والتطوير – تقييم الأداء – التعويضات – الصحة والسلامة المهنية) على كل بعد من أبعاد المتغير التابع منفرداً (الأداء المالي – رضاء العملاء – رضاء العاملين – التأثير على المجتمع – فعالية المنظمة)، ويتفرع من هذا الفرض عدة فروض فرعية:
1. يوجد تأثير موجب جوهري دال إحصائياً للدرجة الكلية لدور إدارة الموارد البشرية على الأداء المالي (أحد أبعاد التميز الإداري).
2. يوجد تأثير موجب جوهري دال إحصائياً للدرجة الكلية لدور إدارة الموارد البشرية على رضاء العملاء (أحد أبعاد التميز الإداري).
3. يوجد تأثير موجب جوهري دال إحصائياً للدرجة الكلية لدور إدارة الموارد البشرية على رضاء العاملين (أحد أبعاد التميز الإداري).
4. يوجد تأثير موجب جوهري دال إحصائياً للدرجة الكلية لدور إدارة الموارد البشرية على نتائج التأثير على المجتمع (أحد أبعاد التميز الإداري).
5. يوجد تأثير موجب جوهري دال إحصائياً للدرجة الكلية لدور إدارة الموارد البشرية على فعالية المنظمة (أحد أبعاد التميز الإداري).
الفرض الرئيسي الثالث:
يوجد تأثير موجب جوهري دال إحصائياً لكل بعد منفرداً من أبعاد إدارة الموارد البشرية (الاستقطاب والتعيين – التدريب والتطوير – تقييم الأداء – التعويضات – الصحة والسلامة المهنية) على الدرجة الكلية للتميز الإداري، ويتفرع من هذا الفرض عدة فروض فرعية:
1- يوجد تأثير موجب جوهري دال إحصائياً للاستقطاب والتعيين، (أحد أبعاد إدارة الموارد البشرية) على الدرجة الكلية للتميز الإداري.
2- يوجد تأثير موجب جوهري دال إحصائياً للتدريب والتطوير، (أحد أبعاد إدارة الموارد البشرية) على الدرجة الكلية للتميز الإداري.
3- يوجد تأثير موجب جوهري دال إحصائياً لتقييم الأداء، (أحد أبعاد إدارة الموارد البشرية) على الدرجة الكلية للتميز الإداري.
4- يوجد تأثير موجب جوهري دال إحصائياً للتعويضات، (أحد أبعاد إدارة الموارد البشرية) على الدرجة الكلية للتميز الإداري.
5- يوجد تأثير موجب جوهري دال إحصائياً للصحة والسلامة المهنية، (أحد أبعاد إدارة الموارد البشرية) على الدرجة الكلية للتميز الإداري.
الفرض الرئيسي الرابع:
يوجد تأثير موجب جوهري دال إحصائياً للتفاعل المشترك بين أبعاد المتغير المستقل مجتمعة (إدارة الموارد البشرية) على الدرجة الكلية للتميز الإداري.
الفرض الرئيسي الخامس:
توجد فروق ذات دلالة إحصائية في الأهمية النسبية لتأثير أبعاد المتغير المستقل (إدارة الموارد البشرية) (الاستقطاب والتعيين – التدريب والتطوير – تقييم الأداء – التعويضات – الصحة والسلامة المهنية) على الدرجة الكلية للتميز الإداري.

النتائج (الإنجليزية) 1:

3. problem studyProblem study phenomena is to decrease the organizations conducting the study on competition in the era of globalization and building competitiveness and achieve the goals of the Organization and enable it to achieve a competitive advantage, and this is due to several factors, the most important role of the Department of human resources, therefore, the present study is concerned with the study of the role of human resources management in achieving excellence.So is the problem of the study on insufficiency of human resources management in organizations, it is difficult for these organizations to achieve competitive advantage, enabling it to lack of managerial excellence, and can explain the problem through the following question: does affect human resources management and administrative excellence variables variables?Through the study objectives and hypotheses of the study could solve the problem of the study. 4. the objectives of the study 1. study aims to reveal the nature of the impact of common interaction and relative importance between independent variables (the dimensions of the role of human resources management), and the College class for administrative excellence.2. develop a conceptual framework to identify human resources management concept and the concept of administrative excellence, as well as to identify the impact of human resources management on the dimensions of managerial excellence.3. the study aims to provide the Department with a set of recommendations and proposals in the light of the study findings and to enable them to treat obstacles excellence and activating the role of human resources management to achieve administrative excellence. 5. the study variablesThe study variables are divided into separate branches from variable number of variables (elements), the dependent variable is also an offshoot group of variables (elements):1. the independent variable, it is human resources management, and elements of (polarisation and recruitment, training and development, performance appraisal, compensation, occupational safety and health), and these variables are selected in view of the importance of these variables and their positive impact on the performance of human resources.2. dependent variable, managerial excellence, and its components (leadership, policies/strategies, operations management, communications, financial performance, customer satisfaction, staff satisfaction, impact on society, the effectiveness of the Organization), and these variables are selected because of their importance in achieving the Organization's competitiveness.6. hypotheses of the study The first key assumption: There is a positive impact essential statistically significant for college class of the role of human resources management (recruitment, recruitment-training and development – PAS – compensation – occupational health and safety) on every dimension of the dependent variable solo (command – policies/strategies, operations management – communications) and branches of this hypothesis several subsidiary assumptions:1. There are substantial positive effect statistically significant for college class of the role of human resources management to leadership (one of the dimensions of excellence).2. There are substantial positive effect statistically significant for college class of the role of human resources management policies/strategies (one of the dimensions of excellence).3. There are substantial positive effect statistically significant for college class of the role of human resources management to the Department of operations (one of the dimensions of excellence).4. There is substantial positive effect statistically significant for a college class on the role of human resources management (one of the dimensions of excellence).The second key assumption:There is a positive impact essential statistically significant for college class of the role of human resources management (recruitment, recruitment-training and development – PAS – compensation – occupational health and safety) on every dimension of the dependent variable solo (financial performance – customer satisfaction – staff satisfaction – the impact on the community – efficacy), and branches of this hypothesis several subsidiary assumptions:1. There is substantial positive effect statistically significant for college class of the role of human resources management on financial performance (one of the dimensions of excellence).2. There are substantial positive effect statistically significant for college class of the role of human resources management on customer satisfaction (one of the dimensions of excellence).3. There is substantial positive effect statistically significant for college class of the role of human resources management on the satisfaction of employees (one of the dimensions of excellence).4. There is substantial positive effect statistically significant for college class of the role of human resources management on the results of impact on society (one of the dimensions of excellence).5. There are substantial positive effect statistically significant for college class of the role of human resources management on the effectiveness of the Organization (one of the dimensions of excellence).The third key assumption: There is a positive impact essential statistically significant for each solo dimensions of human resources management (recruitment, recruitment-training and development – PAS – compensation – occupational health and safety) the College class of managerial excellence, sub-activities this hypothesis several subsidiary assumptions:1. There are substantial positive effect statistically significant for recruitment, (one of the dimensions of human resources management) degree College for administrative excellence.2. There are substantial positive effect statistically significant training and development, (one of the dimensions of human resources management) degree College for administrative excellence.3. There are substantial positive effect statistically significant for performance evaluation, (one of the dimensions of human resources management) degree College for administrative excellence.4. There is substantial positive effect statistically significant compensation, (one of the dimensions of human resources management) degree College for administrative excellence.5. There is a positive impact essential statistically significant occupational safety and health, (one of the dimensions of human resources management) degree College for administrative excellence. The main assumption four:There is a positive effect statistically significant substantive interaction among the common dimensions of the independent variable (human resources management) degree College for administrative excellence.The main assumption five:There are significant differences in the relative importance of the effect of the independent variable dimensions (human resource management) (polarization and recruitment – training and development – PAS – compensation – occupational health and safety) the College class for administrative excellence.

النتائج (الإنجليزية) 2:

3-study problem
is the phenomena of the study the problem of the decline in the ability of organizations that study was carried out by the competition in the era of globalization and build competitiveness and achieve the objectives of the organization and enable them to achieve a competitive advantage, and this is due to several factors, the most important role of human resources management, and from this standpoint, The current study focused on studying the role of human resources management in achieving management excellence.
and so is study the problem in the palaces of human resources management in organizations, it is difficult for these organizations to achieve competitive advantage, enabling it to lack of administrative excellence, it can be illustrated study the problem through the following question: Is human resources and management variables affect the administrative excellence variables?
Through the objectives of the study and the study hypotheses can solve the problem of the study. 4. Objectives of the study 1. The study aims to reveal the nature of the impact of the joint and the relative importance of interaction between the independent variables (the role of human resources management dimensions), and the total score of administrative excellence. 2. The development of a theoretical framework to identify the concept of human resources management and the concept of administrative excellence, as well as to identify the impact of human resource management at the administrative dimensions of excellence. 3. The study aims to provide management with a set of recommendations and proposals in the light of the results of the study and to be able to treat obstacles excellence and activating the role of human resources management to achieve administrative excellence. 5. variables of the study divided the study variables to the independent variable fork to the number of variables (elements) subsidiary, and the dependent variable also fork to the set of variables (elements) Sub: 1. independent variable, a human resources, and elements of management (polarization, recruitment, training and development, performance appraisal, compensation, and occupational health and safety), it has been identified for these variables Given the importance of these variables and their positive impact on the the performance of human resources. 2. The dependent variable, the administrative excellence, and its components (leadership, policy / strategy, operations management, communications, financial performance, customer satisfaction, employee satisfaction, impact on society, the effectiveness of the organization), have been identified for these variables because of its importance in achieving the competitiveness of the organization. 6. study hypotheses first major hypothesis: There is no significant positive statistically significant for the total score of the role of human resources management effect (polarization and recruitment - training and development - performance evaluation - compensation - Occupational Health and Safety) on each of the dimensions of the solo variable (Leadership -alsaasat / strategies - Operations Management - Telecom) and branches of this hypothesis several hypotheses subset: 1. There is no significant positive statistically significant for the total score of the role of human resources management on the steering effect (one administrative excellence dimensions). 2. There is no significant positive D effect statistically significant degree College of the role of human resources management policies / strategies (one administrative excellence dimensions). 3. There is no significant positive D effect statistically significant for the total score of the role of human resources management at the Department of Operations (one administrative excellence dimensions). 4. There is no significant positive D effect statistically the degree college the role of human resources management to communications (one administrative excellence dimensions). The main hypothesis II: There is no significant positive statistically significant for the total score of the role of human resources management effect (polarization and recruitment - training and development - performance evaluation - compensation - Occupational Health and Safety) on each of the dimensions the solo variable (financial performance - customer satisfaction - satisfaction of employees - the impact on the community - the effectiveness of the organization), and the ramifications of this hypothesis several sub-hypotheses: 1. There is no significant positive effect statistically D of the total score of the role of human resources management at financial performance (one administrative excellence dimensions). 2. There is no significant positive effect statistically D of the total score of the role of human resources management on customer satisfaction (one administrative excellence dimensions). 3. There is no significant positive effect statistically D of the total score of the role of human resources management on employee satisfaction (one administrative excellence dimensions). 4 for sale. There is no significant positive effect statistically D of the total score of the role of human resources management on the results of the impact on society (one administrative excellence dimensions).. 5. There is no significant positive D effect statistically significant for the total score of the role of human resources management on the effectiveness of the organization (a managerial excellence dimensions). The main hypothesis III: There is no significant positive D effect statistically each after solo of human resources management dimensions (polarization and recruitment - training and development - Performance - Evaluation Compensation - Occupational Health and Safety) on the total score of administrative excellence, and branches of this hypothesis several hypotheses subset: 1. There is no significant positive statistically significant polarization and recruitment effect, (a human resources management dimensions) on a total score of administrative excellence. 2. There is no significant positive effect statistically significant for Training and Development, (a human resources management dimensions) on a total score of administrative excellence. 3. There is no significant positive statistically significant for assessing the performance impact, (a human resources management dimensions) on a total score of administrative excellence. 4. There is no significant positive D effect statistically Compensation, (a human resources management dimensions) on a total score of administrative excellence. 5. There is no significant positive statistically significant for occupational health and safety impact, (a human resources management dimensions) on a total score of administrative excellence. The main fourth hypothesis: There is no significant positive statistically significant effect Joint interaction between the independent variable dimensions combined (Human Resource Management) on the total score of administrative excellence. The main hypothesis V: no statistically significant differences in the relative importance of the impact of the independent variable dimensions differences (Human Resource Management) (polarization and recruitment - training and development - Performance - Compensation evaluation - occupational health and safety) on a total score of administrative excellence.
 

النتائج (الإنجليزية) 3:

3. The problem of the
The phenomena. The study is to lower the capacity of organizations that study had been carried out on competition in the era of globalization and competitiveness and achieve organizational goals and achieve advantage the competitive, due to several factors, the most importantHuman resources management, therefore, the present study focused on examining the role of human resources management to achieve the management excellence.
This is the problem of the study on the shortcomings of human resources management in organizations, it is difficult for these organizations to achieve competitive advantage which can not achieve excellence management, study problem can be illustrated by the following question:Do you have human resources management variables to variables of managerial excellence?
and the objectives of the study, supervised assignments study can solve the problem of the study.

4 The aim of the study
1.The aim of this study was to explore the nature of the influence of the interaction and the relative importance of independent variables (dimensions of the role of human resources management), and the overall degree of managerial excellence. "2.A theoretical framework for human resources management concept, concept of management excellence, and investigate the influence of human resource management of administrative excellence.
3.The aim of this study was to provide a set of recommendations and proposals in the light of the results of the obstacles to treatment of excellence and promoting the role of human resources management to achieve excellence in management. Study variables

5.The study variables are divided into independent variable is divided by the number of variables (factors), and continued the consists of a set of variables (components):
1. The independent variable is the human resources management, and polarization, recruitment, training and development, performance appraisal, compensation, occupational health and safety) these variables were identified and given the importance of these variables and their positive impact.The human resources performance.
2 dependent variable, management excellence, and its leadership, policies / strategies, communication, operations management, financial performance, customer satisfaction, satisfaction factors affecting the community, organizational effectiveness, these variables were identified.They are essential for the competitiveness of the organization.6. The main study
.
first
.There is a statistically significant positive effect of intrinsic for the total score of the role of human resources management (polarization and recruitment, training and development, performance appraisal, compensation, occupational health and safety) for each dimension of the dependent variable alone.Policy / strategy, operations management communications), and is divided in several sub hypothesis: this hypothesis
1. There is a statistically significant positive effect of intrinsic for the total score of the role of human resources management on Leadership (Management) of excellence. "2 - there is a statistically significant positive effect of intrinsic for the total score of the role of human resources management policies / strategies of management excellence. "3 - there is a statistically significant positive effect of intrinsic for the total score of the role of human resources management to operations management (Management) of excellence. "4 - there is a statistically significant positive effect of intrinsic connections for the total score of the role of human resources management (a dimension of management excellence).
second key assumption:
There is a statistically significant positive effect of intrinsic for the total score of the role of human resources management (polarization and recruitment, training and development, performance appraisal, compensation, occupational health and safety) for each dimension of the dependent variable alone.The financial, customer satisfaction, the satisfaction of employees, impact on society, organizational effectiveness, and the ramifications of this hypothesis and several sub hypothesis.
1. There is a statistically significant positive effect of intrinsic for the total score of the role of human resources management on the financial performance of managerial excellence).
2.There is a statistically significant positive effect of intrinsic for the total score of the role of human resources management for the customer satisfaction dimensions of management excellence (a)
3.There is a statistically significant positive effect of intrinsic for the total score of the role of human resources management to the satisfaction of employees (a dimension of management excellence).
4.There is a statistically significant positive effect essential for the total score of the role of human resources management on the results of the impact to the community of managerial excellence).
5.There is a statistically significant positive effect of intrinsic for the total score of the role of human resource management on organizational effectiveness (the excellence of management). The main third:

.There is a statistically significant positive effect of intrinsic for each individual dimension of human resources management (polarization and recruitment, training and development, performance appraisal, compensation, health and safety. The total score for excellence management professional), subSeveral sub hypothesis: hypothesis
1. There is a statistically significant positive effect of intrinsic polarization and dimensions of human resources management (one) the total degree of managerial excellence. "2 - there is a statistically significant positive effect of intrinsic to training and development, one of the dimensions of human resource management on the total score of excellence management. "3 - there is a statistically significant positive effect of intrinsic performance evaluation, one of the dimensions of human resource management on the total score of excellence management. "4 - there is a statistically significant positive effect of intrinsic compensation, one of the dimensions of human resources management (Management) on the total score for excellence. "5 - there are statistically significant positive effect of intrinsic safety and health, one of the dimensions of human resource management on the total score of excellence management. The fourth key assumption:

There is a statistically significant positive effect of intrinsic joint interaction between independent variable combination total score for excellence in management (Human Resource Management).
fifth key.:
There were no significant differences in the relative importance of the dimensions of the independent variable (Human Resource Management) (polarization and recruitment, training and development, performance appraisal, compensation - occupational health and safety) at the total degree of excellence