7- ملخص نتائج الدراسة: قام الباحث ب

7- ملخص نتائج الدراسة:
قام الباحث باستخدام الإنحدار البسيط واختبار (ف) (F-Test) لاختبار فروض الدراسة، وقد توصل الباحث من نتائج الاختبارات وتحليلها صحة فروض الدراسة الخمسة الرئيسية وكذلك الفرعية مما يدل على:
1- وجود 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).
2- وجود 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).
3- وجود 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.
4- وجود تأثير موجب جوهري دال إحصائياً للتفاعل المشترك بين أبعاد المتغير المستقل مجتمعة (إدارة الموارد البشرية) على الدرجة الكلية للتميز الإداري.
5- وجود 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.
8- التوصيات
من خلال استعراض الدراسة النظرية اعتماداً على نتائج الدراسة الميدانية، تؤكد الدراسة على التأثير الإيجابي لدور إدارة الموارد البشرية على تحقيق التميز الإداري بالمنظمات بما يحقق أهداف المنظمة وفقاً لاستراتيجياتها وكذلك العاملين بالمنظمة، لذلك لابد تحقيق التميز الإداري بالمنظمات العاملة بشركات البترول لتحقيق أهدافها وأهداف العاملين بها، بما يتماشى مع تطورات العصر.
وفي ضوء هذه النتائج يوصي الباحث القائمين على إدارة قطاع البترول لتحقيق التميز الإداري، وذلك عن طريق الاهتمام بتطبيق وظائف إدارة الموارد البشرية تطبيقاً عملياً، ويمكن للمنظمة تحقيق ذلك .
ويجب تطوير مناهج وطرق التدريب بهدف تنمية عوامل الابتكار والإبداع مع التنسيق بين السياسات التدريبية التكنولوجية لتحديد الاحتياجات التدريبية على المستوى الفردي وعلى المستوى المنظمي.
ويجب عمل نظام متكامل لتقييم الأداء الفردي وأداء مجموعات وفرق العمل ووحدات الأعمال الاستراتيجية والأداء المؤسسي بغرض تقويم الإنجازات بالقياس إلى الأهداف ومعايير الأداء المقررة والتعرف على نقاط القوة والضعف في الأداء والاستعانة بنتائج التقييم لاتخاذ قرارات فيما يتعلق بالمكافآت والتعويض والحوافز.
والاهتمام باختيار القيادات وتحقيق الشفافية وتقدير الرؤساء للأداء المتميز في العمل، والذي يؤدى إلى رفع كفاءة العمل، وتطوير المهارات والخبرات لدى العاملين وضرورة تطبيق أساليب الإدارة الحديثة، كالجودة الشاملة والإبداع والابتكار في المنظمات لضمان تحقيق الأداء الإداري المتميز، وضرورة تحليل نقاط الضعف والقوة فى الأداء، والتعرف على الفرص والمخاطر المتوقعة، وتحديد الفجوات بين الواقع والمستقبل.

النتائج (الإنجليزية) 1:

7. Summary of results of the study: The researcher using simple regression test (p) (F-Test) to test the hypotheses of the study, the researcher concluded from the results of the tests and analyze the health of five main hypotheses of the study as well as subsidiary indicating:1. 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).2. 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 – impact on society – the effectiveness of the Organization).3. 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 for administrative excellence.4. positive impact essential statistically significant interaction between common independent variable dimensions (human resources management) degree College for administrative excellence.5. the existence of 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. 8. recommendationsThrough a review of theoretical study based on the results of the field study, the study confirms the positive impact of the role of human resources management to achieve administrative excellence organizations to achieve the objectives of the Organization in accordance with their strategies, as well as employees of the Organization, so it has to be to achieve administrative excellence organizations working with oil companies to achieve their goals and objectives for staff, in line with modern developments.In light of these findings the researcher recommends that administrators of the petroleum sector to achieve administrative excellence and through attention to the application of human resources management functions practical application, and organization can accomplish this.We must develop curricula and training methods to develop factors of innovation and creativity with coordination between training policies for determining training requirements at the individual level and at almenzmi.It must be the work of an integrated system for assessing individual performance and the performance of groups, teams, and business units of strategy and organizational performance in order to asses the achievements in relation to objectives and performance standards and identify strengths and weaknesses in performance and the use of evaluation results to make decisions regarding bonuses, compensation and incentives.And interest in leadership selection and transparency and appreciation of Presidents for outstanding performance at work, which leads to raise work efficiency, and develop the skills and experience of the employees and the need to apply modern management techniques such as total quality, creativity and innovation in organizations to ensure outstanding performance, and the need to analyse the strengths and weaknesses in performance, identify opportunities and risks, and to identify the gaps between the reality and the future.

النتائج (الإنجليزية) 2:

7. Summary results of the study:
The researcher using simple regression testing (P) (F-Test) to test the hypothesis of the study, and the researcher of the test results and analysis of the health of hypotheses five main study, as well as sub suggesting:
1. there is a substantial positive D effect statistically College of the degree of the role of human resources management (polarization and recruitment - training and development - performance evaluation - compensation - Occupational Health and Safety) on each of the dimensions of the solo variable (driving -alsaasat / strategies - Operations Management - Telecommunications).
2. The existence of significant positive D effect Statistically the total score of the role of human resources management (polarization and recruitment - training and development - Performance - Compensation - occupational health and safety evaluation) on each of the dimensions of the solo variable (financial performance - customer satisfaction - satisfaction of employees - the impact on the community - the effectiveness of the organization.)
3 - The presence of substantial 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.
4. the existence of a substantial positive statistically significant joint interaction between variable dimensions effect Independent combined (Human Resource Management) on the total score of administrative excellence.
5. The existence of significant differences in the relative importance of the impact of the independent variable dimensions differences (Human Resource Management) (polarization and recruitment - Training and Development - Evaluation Aloda- compensation - Occupational Health and Safety) on the pitch College Administrative Excellence.
8. recommendations
through a review of theoretical study based on the results of the field study, the study confirms the positive impact of the role of human resources management to achieve administrative excellence organizations to achieve the objectives of the organization, according to their strategies, as well as in the organization, so we must achieve administrative excellence organizations operating companies oil to achieve its goals and objectives of its employees, in line with modern developments.
In the light of these findings the researcher recommends those in charge of the oil sector management to achieve administrative excellence, and by attention to the application of the functions of human resources management a practical application, and the organization can achieve this.
We must develop curricula and training methods with a view to the development of innovation and creativity with the coordination between training and technological policies to determine training needs at the individual level and on the Organisational-level factors.
We must work an integrated system for assessing individual performance and the performance of groups and task forces and units of strategic business and institutional performance in order to assess achievements in relation to targets and standards of performance and identify strengths and weaknesses in the performance and the use of the results of the evaluation to make decisions with respect to remuneration and compensation and incentives.
and attention to the selection of leaders and achieving transparency and appreciation of Presidents outstanding performance at work, which leads to raise the work efficiency, and develop the skills and expertise of employees and the need to apply modern management techniques, comprehensive Kjawdh, creativity and innovation in organizations to ensure that the administrative outstanding performance, and the need to analyze the strengths and weaknesses in performance, and to identify the opportunities and risks, and identify gaps between reality and the future.

النتائج (الإنجليزية) 3:

7. A summary of the results of the study:
the researcher using the simple regression test (P) (F-Test) to test the hypothesis of the study results, the researcher has found. Analysis of test the validity of the study were also sub indicating:
1. 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, health and safety. Professional) for each dimension of the dependent variable alone.Policy / strategy, operations management, communications).
2. 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, health and safety. Professional) for each dimension of the dependent variable alone.The financial - to customer satisfaction, the satisfaction of employees, impact on society, the effectiveness of the organization.
3. A statistically significant positive effect of intrinsic for each individual dimension of human resources management (polarization and recruitment, training and development, performance appraisal, compensation - occupational health and safety) at the total degree of excellence management. "4. A statistically significant positive effect of intrinsic joint interaction between independent variable combined total score for excellence in management (Human Resource Management). "