دراسة التخطيط الإستراتيجي للموارد البشرية في الجامعات الليبية "دراسة ميدانية على جامعتي بنغازي وعمر المختار
The study aims to analyse the interaction between independent variables and its impact on related results of the strategic planning, and related results of the strategic management field of human resources, according to the theory of Pfieffer. It is also aimed at demonstrating the relations between...
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| id |
my-usim-ddms-12901 |
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| record_format |
uketd_dc |
| institution |
Universiti Sains Islam Malaysia |
| collection |
USIM Institutional Repository |
| language |
other |
| topic |
Strategic planning Personnel management |
| spellingShingle |
Strategic planning Personnel management Salim Ali Salim Ma'tuq سالم على سالم معتوق دراسة التخطيط الإستراتيجي للموارد البشرية في الجامعات الليبية "دراسة ميدانية على جامعتي بنغازي وعمر المختار |
| description |
The study aims to analyse the interaction between independent variables and its impact on related results of the strategic planning, and related results of the strategic management field of human resources, according to the theory of Pfieffer. It is also aimed at demonstrating the relations between gender, job level on one side and the dependent variables on the other side. Investigation is made into the significant differences between responses of the respondents about the strategic planning of human resources in Libyan universities from the view of staff, due to the name of the university variable. The researcher used the descriptive method and in order to achieve the objectives of the study, measurement was designed and formed by (39) paragraphs, and the sample size (10%) of the employees of the University of Benghazi and Omar al-Mukhtar was drawn randomly. The result of the study revealed that there is no difference in staff response and the dependent variable of strategic planning practices, and between the independent variable marital status and the name of the university. The results showed no differences in staff responses, and the dependent variable of strategic planning practices, and between the academic level for the employees who have education levels of Master and more. There is significant differences in years of experience for the employees who have experience for (11 years) and more. There are differences in the employment level for the general manager. The results of MANOVA analysis showed a significant statistical interaction between years of experience and the name of the university, interaction of the employment level with the name of the university, interaction of marital status and job level with the name of the university, interaction of marital status, academic level, years of experience, interaction of marital status, years of experience and the name of the university, and the interaction of academic and employment level and the name of the university. The study showed that there is a significant difference between the practices of the human strategic resource and years of the experience for employees that have more than one year of experience, while, there is no significant difference between the employee’s responses and other independent variables, and there is no significance attributed to the sex and job level. The results of the T-test showed no differences in employee’s responses to the strategic planning of human resources due to the name of the university. Recommendations of the study are: supplying the Libyan universities with a range of specialists in strategic planning and human resources management as well as raising the level of current staff, private collectors who have university qualification or less, and who have little experience in the academic work by holding courses and workshops in the field of strategic planning. The researcher recommends drawing up a strategy to build a plan for the human resource in terms of quality and quantity at the level of the Ministry of Higher Education. |
| format |
Thesis |
| author |
Salim Ali Salim Ma'tuq سالم على سالم معتوق |
| author_facet |
Salim Ali Salim Ma'tuq سالم على سالم معتوق |
| author_sort |
Salim Ali Salim Ma'tuq |
| title |
دراسة التخطيط الإستراتيجي للموارد البشرية في الجامعات الليبية "دراسة ميدانية على جامعتي بنغازي وعمر المختار |
| title_short |
دراسة التخطيط الإستراتيجي للموارد البشرية في الجامعات الليبية "دراسة ميدانية على جامعتي بنغازي وعمر المختار |
| title_full |
دراسة التخطيط الإستراتيجي للموارد البشرية في الجامعات الليبية "دراسة ميدانية على جامعتي بنغازي وعمر المختار |
| title_fullStr |
دراسة التخطيط الإستراتيجي للموارد البشرية في الجامعات الليبية "دراسة ميدانية على جامعتي بنغازي وعمر المختار |
| title_full_unstemmed |
دراسة التخطيط الإستراتيجي للموارد البشرية في الجامعات الليبية "دراسة ميدانية على جامعتي بنغازي وعمر المختار |
| title_sort |
دراسة التخطيط الإستراتيجي للموارد البشرية في الجامعات الليبية "دراسة ميدانية على جامعتي بنغازي وعمر المختار |
| granting_institution |
Universiti Sains Islam Malaysia |
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1812444733011656704 |
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my-usim-ddms-129012024-05-29T18:48:03Z دراسة التخطيط الإستراتيجي للموارد البشرية في الجامعات الليبية "دراسة ميدانية على جامعتي بنغازي وعمر المختار Dirasat al-takhtit al-istiratiji lil-mawarid al-basyariyyah fi al-jami'at al-libiyyah "dirasah midaniyyah 'ala jami'ati Benghazi wa-'Umar al-Mukhtar Salim Ali Salim Ma'tuq سالم على سالم معتوق The study aims to analyse the interaction between independent variables and its impact on related results of the strategic planning, and related results of the strategic management field of human resources, according to the theory of Pfieffer. It is also aimed at demonstrating the relations between gender, job level on one side and the dependent variables on the other side. Investigation is made into the significant differences between responses of the respondents about the strategic planning of human resources in Libyan universities from the view of staff, due to the name of the university variable. The researcher used the descriptive method and in order to achieve the objectives of the study, measurement was designed and formed by (39) paragraphs, and the sample size (10%) of the employees of the University of Benghazi and Omar al-Mukhtar was drawn randomly. The result of the study revealed that there is no difference in staff response and the dependent variable of strategic planning practices, and between the independent variable marital status and the name of the university. The results showed no differences in staff responses, and the dependent variable of strategic planning practices, and between the academic level for the employees who have education levels of Master and more. There is significant differences in years of experience for the employees who have experience for (11 years) and more. There are differences in the employment level for the general manager. The results of MANOVA analysis showed a significant statistical interaction between years of experience and the name of the university, interaction of the employment level with the name of the university, interaction of marital status and job level with the name of the university, interaction of marital status, academic level, years of experience, interaction of marital status, years of experience and the name of the university, and the interaction of academic and employment level and the name of the university. The study showed that there is a significant difference between the practices of the human strategic resource and years of the experience for employees that have more than one year of experience, while, there is no significant difference between the employee’s responses and other independent variables, and there is no significance attributed to the sex and job level. The results of the T-test showed no differences in employee’s responses to the strategic planning of human resources due to the name of the university. Recommendations of the study are: supplying the Libyan universities with a range of specialists in strategic planning and human resources management as well as raising the level of current staff, private collectors who have university qualification or less, and who have little experience in the academic work by holding courses and workshops in the field of strategic planning. The researcher recommends drawing up a strategy to build a plan for the human resource in terms of quality and quantity at the level of the Ministry of Higher Education. Universiti Sains Islam Malaysia 2017-01 Thesis other https://oarep.usim.edu.my/handle/123456789/12901 https://oarep.usim.edu.my/bitstreams/71180f31-1915-44bf-b0e9-c3e689113200/download 8a4605be74aa9ea9d79846c1fba20a33 https://oarep.usim.edu.my/bitstreams/d1c06c61-749d-4b80-9e06-4e46f6299c64/download feef63296e72d872e38fbc8a2b6a108d https://oarep.usim.edu.my/bitstreams/0e4b1490-1f81-44a4-bb45-3346a37d573e/download 1b1023971218d0152f982a508e52714a https://oarep.usim.edu.my/bitstreams/5c087d57-b45a-4a5c-a897-e2089df5951c/download a5d5c92bf5aea22d4450a82fbae769a8 https://oarep.usim.edu.my/bitstreams/cd638dce-fc48-4394-ad8a-7b0b5d57663c/download 7d56be35cb0e573bb18a09ceec6a8808 https://oarep.usim.edu.my/bitstreams/5bbbb1e1-abdc-4096-b2d3-269c002b243a/download 2c1e0dfbe775d786fa4cfc63b998bcd3 https://oarep.usim.edu.my/bitstreams/0e4acb2e-76d8-42e8-bc3f-b12fa270555a/download 185c3a4ff8fa20f3b31dfaa803fe082d https://oarep.usim.edu.my/bitstreams/8130c246-d4bf-4899-9cec-5f97726765be/download 0f511547937cc0b01b4d9a66eb5b930b https://oarep.usim.edu.my/bitstreams/3e6bf48b-f703-4078-bc1e-a08f6113772b/download b40637f8d908a1ca5d5b6f1e9d0a0dae https://oarep.usim.edu.my/bitstreams/c5b80623-f8e0-47e1-b105-85969daa96e9/download 25fdc7c0e7e132391caabfd2c7cba320 https://oarep.usim.edu.my/bitstreams/1fa7e477-1b67-469e-98f2-e930abdef90e/download 68b329da9893e34099c7d8ad5cb9c940 https://oarep.usim.edu.my/bitstreams/e8e712a5-3e0a-4862-9d89-02c3f63a1570/download 95b6009c9022a3bb286094d378509154 https://oarep.usim.edu.my/bitstreams/b416f25b-d195-4de3-9ccd-3e78242d6a3f/download b7ac7fecdb615b21b605f2ea26c19fc1 https://oarep.usim.edu.my/bitstreams/e71e1ada-553a-4c30-be07-08071c9bef51/download 877b696147f60ef9725f5d059c216348 https://oarep.usim.edu.my/bitstreams/01fc6307-0bb5-43eb-a725-26319e583d2e/download 02f0ccf6f8018a53caf3907f48e91348 https://oarep.usim.edu.my/bitstreams/37fae283-1e9e-48e2-8c01-a45a8c83104f/download fff0df9bb3beae9a888e2a732c863136 https://oarep.usim.edu.my/bitstreams/dabef41b-10a6-4f74-97c1-4a8053fcd7d7/download eea5ab57a39157c34bc0493b725ce9b3 https://oarep.usim.edu.my/bitstreams/16e9192e-dfc0-4639-8cdd-90701600f711/download 7a732bc3432fbfe3f1aa3e1dfc604b93 https://oarep.usim.edu.my/bitstreams/d9069878-e2b8-4e91-bba6-66ad1e7a0a67/download 37a925a830e78d2648d728c039423500 Strategic planning Personnel management |