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Register a new userThe Role of Training Strategy in Planning for Career Path "Survey Study on Workers in Lattakia Textile Company"
دور استراتيجية التدريب في التخطيط للمسار الوظيفي "دراسة ميدانية على العاملين في شركة نسيج اللاذقية"
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يهدف البحث إلى التعرف على دور استراتيجية التدريب بوصفها وظيفة أساسية من وظائف إدارة الموارد البشرية في تخطيط المسار الوظيفي للعاملين في شركة نسيج اللاذقية, نظراً لأهمية تخطيط المسار الوظيفي و تنميته للعاملين في القطاع الحكومي في زيادة كفاءة أداء العاملين وكفاءة المنظمة.
The research aims at identifying the role of training strategy -as an essential function of human resources management- in career planning for the employees in Latakia Textile Company.Due to the importance of planning and career development for employees in the public sector and its role in increasing the efficiency of employees performance and thus organization efficiency.
Artificial intelligence review:
Research summary
تهدف الدراسة إلى استكشاف دور استراتيجية التدريب كوظيفة أساسية من وظائف إدارة الموارد البشرية في تخطيط المسار الوظيفي للعاملين في شركة نسيج اللاذقية. نظراً لأهمية تخطيط المسار الوظيفي في زيادة كفاءة أداء العاملين وكفاءة المنظمة، يجب أن تترافق كل خطة لتطوير المسار الوظيفي مع الخطة الشاملة للموارد البشرية. استخدمت الباحثة استبانة وزعتها على عينة عشوائية من العاملين في الشركة، وتم تحليل البيانات باستخدام برنامج SPSS. توصلت الدراسة إلى أن هناك وضوحاً كبيراً لمفهوم تخطيط المسار الوظيفي في الشركة، وأن مستوى العلاقة بين استراتيجية التدريب وتخطيط المسار الوظيفي هو مستوى مقبول. كما تبين وجود معوقات متعددة لتخطيط المسار الوظيفي، منها عدم قناعة إدارة الشركة بأهمية استراتيجية التدريب، وتأخر الترقيات، وعمليات النقل الوظيفي، وتأثير التكنولوجيا والمتغيرات المرتبطة بها بشكل سلبي على تخطيط المسار الوظيفي.
Critical review
دراسة نقدية: تعتبر الدراسة خطوة مهمة نحو فهم العلاقة بين استراتيجية التدريب وتخطيط المسار الوظيفي في القطاع الحكومي السوري، إلا أنها تفتقر إلى بعض الجوانب التي يمكن أن تعزز من مصداقيتها. على سبيل المثال، كان من الممكن توسيع نطاق العينة لتشمل شركات أخرى في نفس القطاع لمقارنة النتائج. كما أن الدراسة لم تتناول بشكل كافٍ تأثير العوامل الثقافية والاجتماعية على فعالية استراتيجيات التدريب. بالإضافة إلى ذلك، كان من الممكن تقديم توصيات أكثر تفصيلاً وقابلة للتنفيذ لتحسين استراتيجيات التدريب وتخطيط المسار الوظيفي.
Questions related to the research
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ما هو الهدف الرئيسي من الدراسة؟
الهدف الرئيسي من الدراسة هو التعرف على دور استراتيجية التدريب كوظيفة أساسية من وظائف إدارة الموارد البشرية في تخطيط المسار الوظيفي للعاملين في شركة نسيج اللاذقية.
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ما هي المعوقات التي تواجه تخطيط المسار الوظيفي في الشركة المدروسة؟
تشمل المعوقات عدم قناعة إدارة الشركة بأهمية استراتيجية التدريب، وتأخر الترقيات، وعمليات النقل الوظيفي، وتأثير التكنولوجيا والمتغيرات المرتبطة بها بشكل سلبي.
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ما هي النتائج الرئيسية التي توصلت إليها الدراسة؟
توصلت الدراسة إلى أن هناك وضوحاً كبيراً لمفهوم تخطيط المسار الوظيفي في الشركة، وأن مستوى العلاقة بين استراتيجية التدريب وتخطيط المسار الوظيفي هو مستوى مقبول، بالإضافة إلى وجود معوقات متعددة لتخطيط المسار الوظيفي.
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ما هي التوصيات التي قدمتها الدراسة لتحسين تخطيط المسار الوظيفي؟
أوصت الدراسة بتهيئة البيئة التنظيمية الملائمة، تكثيف الدورات التدريبية، إضافة برامج تدريبية متخصصة، إجراء تعديلات في الهيكل التنظيمي، وتحليل العمل بشكل دقيق لتحديد مسؤوليات وواجبات كل وظيفة.
References used
Maureen E, McLean., "Effective Career Planning for The Future Benefits Both Employees and Employers". Unpublished masters dissertion, State University of New York, 2007
Matisa, Sandra., "Career Paths for HR professionals within the shared service model-Acomparative study of two cases" .University of Gothenburg, 2012
Armstrong. M., "A Handbook of Human resource Management Practice". Published by Kogan, London, 1999, 190
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