‫ﻋﻤﻠﻴﺔ إدارة اﻟﻤﻮارد اﻟﺒﺸﺮﻳﺔ‬
‫ﻟﻐﻴﺮ اﻟﻤﺨﺘﺼﻴـﻦ ﺑﺎﻟﻤﻮارد اﻟﺒﺸﺮﻳــﺔ‬
‫اﻟﻴﻮم اﻷول‬
Human Resources Management
For Non-Human Resources Professionals
Day One
All Rights Reserved 2003 ©
‫ﻗﻮاﻋــــﺪ ﻋﺎﻣﺔ‬
Rules of the Game
Take notes
Keep your time
‫اآــﺘﺐ اﻟﻨﻘﺎط اﻟﻬﺎﻣﺔ‬
‫ﻻ ﺗﻀﻴـﻊ اﻟﻮﻗﺖ‬
Workshop Rules
‫ﻗﻮاﻋﺪ ورﺷﺔ اﻟﻌﻤﻞ‬
Stay involved
Turn off your mobile phone
‫اﺳﺘﻤﺮ ﻓﻰ اﻟﻤﺸﺎرآﺔ‬
‫ﻗﻢ ﺑﺈﻳﻘـﺎف اﻟﻤﺤﻤﻮل اﻟﺨﺎص ﺑﻚ‬
2
All Rights Reserved 2003 ©
1
‫ﻣﺤﺘـﻮﻳﺎت اﻟﺪورة‬
Content Overview
Day 1
Morning
{ Opening and
Introductions
{ Human Resource
Strategy & Management
{ Performance
Management
{ Training & Development
Afternoon
{ Job Analysis
{ Job Description
3
‫اﻟﻴﻮم اﻷول‬
‫ﺻﺒﺎﺣﺎ‬
‫{ اﻓﺘـﺘﺎح وﺗﻘﺪﻳــﻢ‬
‫{ اﺳﺘﺮاﺗﻴﺠﻴﺔ وإدارة اﻟﻤﻮارد‬
‫اﻟﺒﺸﺮﻳﺔ‬
‫{ إدارة اﻷداء‬
‫{ اﻟﺘﺪرﻳﺐ واﻟﺘﻨﻤﻴـﺔ‬
‫ﺑﻌـﺪ اﻟﻈﻬــﺮ‬
‫{ ﺗﺤﻠﻴـﻞ اﻟﻮﻇﺎﺋﻒ‬
‫{ وﺻﻒ اﻟﻮﻇﺎﺋﻒ‬
All Rights Reserved 2003 ©
‫ﻣﺤﺘـﻮﻳﺎت اﻟﺪورة‬
Content Overview
Day Two
Morning
{ Rrecruiting
{ Interviewing Simulation
‫اﻟﻴﻮم اﻟﺜﺎﻧﻰ‬
‫ﺻﺒﺎﺣﺎ‬
‫{ اﻟﺘﻮﻇﻴﻒ‬
‫{ ﻣﺤﺎآﺎة ﻣﻘﺎﺑﻠـﺔ اﻟﺘﻮﻇﻴﻒ‬
Afternoon
{ Compensation and
Benefits
{ Put it Together
{ Review and Closing
‫ﺑﻌﺾ اﻟﻈﻬﺮ‬
‫{ اﻷﺟـﻮر واﻟﻤﺰاﻳﺎ‬
‫{ ﺗﺠﻤﻴﻌﻬـﺎ ﻣﻌـﺎ‬
‫{ اﻟﻤﺮاﺟﻌﺔ واﻟﺨﺘـﺎم‬
4
All Rights Reserved 2003 ©
2
‫أهـﺪاف اﻟﺘﻌﻠـﻢ‬
Learning Objectives
Describe what you expect
from this workshop
‫ﻣـﺎذا ﺗﺘﻮﻗــﻊ ﻣﻦ هـﺬﻩ اﻟﺪورة؟‬
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All Rights Reserved 2003 ©
‫ﻣﺤﺼـﻼت اﻟﺘﻌﻠﻢ‬
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
:‫ﻋﻨﺪ ﻧﻬﺎﻳﺔ هﺬﻩ اﻟﺪورة ﺳﺘﻜﻮن ﻗﺎدرا ﻋﻠﻰ‬
‫ ﺗﻌﺮﻳﻒ وﺗﻨﻈﻴﻢ ﻋﻤﻠﻴﺔ إدارة اﻟﻤﻮارد‬o
‫اﻟﺒﺸﺮﻳﺔ‬
‫ إﻋـﺪاد اﺳﺘﺮاﺗﻴﺠﻴﺔ اﻟﻤﻮارد اﻟﺒﺸﺮﻳﺔ‬o
‫ إﺟﺮاء ﺗﺤﻠﻴﻼ ﻟﻠﻮﻇﺎﺋﻒ‬o
‫ ﺗﻄﻮﻳﺮ ﻣﻠﻔـﺎت ﻟﻠﻮﻇﺎﺋﻒ‬o
‫ اﺳﺘﻘﻄﺎب وﺗﺼﻔﻴـﺔ واﺧﺘﻴﺎر أﻓﻀﻠﻬﻢ‬o
‫ﻟﻠﺘﻌﻴــﻴﻦ‬
‫ ﺗﻌﺮﻳﻒ وإﻋﺪاد وﺗﻘﻴـﻴﻢ ﻧﻈـﻢ ﻟﻸﺟﻮر‬o
6
All Rights Reserved 2003 ©
3
‫ﺟـﺪول اﻟﻴـﻮم‬
Today’s Agenda
‫اﻟﻴﻮم اﻷول‬
Day 1
Morning
{ Human Resource
Strategy & Management
{ Performance
Management
{ Training & Development
Afternoon
{ Job Analysis
{ Job Description
‫ﺻﺒﺎﺣﺎ‬
‫اﺳﺘﺮاﺗﻴﺠﻴﺔ وإدارة اﻟﻤﻮارد‬
‫اﻟﺒﺸﺮﻳﺔ‬
‫إدارة اﻷداء‬
‫اﻟﺘﺪرﻳﺐ واﻟﺘﻨﻤﻴـﺔ‬
{
{
{
‫ﺑﻌـﺪ اﻟﻈﻬــﺮ‬
‫ﺗﺤﻠﻴـﻞ اﻟﻮﻇﺎﺋﻒ‬
‫وﺻﻒ اﻟﻮﻇﺎﺋﻒ‬
7
{
{
All Rights Reserved 2003 ©
‫أﺟﻨــﺪة‬
Agenda
{
HR Strategy and Management
‫اﺳﺘﺮاﺗﻴﺠﻴﺔ وإدارة اﻟﻤﻮارد اﻟﺒﺸﺮﻳــﺔ‬
{
Performance Management
‫إدارة اﻷداء‬
{
Training and Development
‫اﻟﺘﺪرﻳــــﺐ واﻟﺘﻨﻤﻴـــﺔ‬
{
Job Analysis and Job Description
‫ﺗﺤﻠﻴـﻞ اﻟﻮﻇﺎﺋﻒ ووﺻﻒ اﻟﻮﻇﺎﺋﻒ‬
{
Recruitment
‫اﻟﺘﻮﻇﻴــﻒ‬
{
Compensation and Benefits
‫اﻷﺟـــﻮر واﻟﻤﺰاﻳﺎ‬
8
All Rights Reserved 2003 ©
4
‫ﻣﺎ اﻟﻤﻘﺼﻮد ﺑﺈدارة اﻟﻤﻮارد اﻟﺒﺸﺮﻳﺔ‬
What is HR Management
{
{
{
{
Right Number of
Right People at
Right Positions at
Right Time
‫اﻟﻌـﺪد اﻟﻤﻨﺎﺳﺐ ﻣﻦ‬
‫اﻷﺷﺨــﺎص اﻟﻤﻨﺎﺳﺒﻴـﻦ ﻓﻰ‬
‫اﻟﻮﻇﺎﺋﻒ اﻟﻤﻨﺎﺳﺒـﺔ ﻓﻰ‬
‫اﻟﻮﻗـﺖ اﻟﻤﻨﺎﺳﺐ‬
9
{
{
{
{
All Rights Reserved 2003 ©
‫ﻣﻦ اﻟﻤﺴﺌﻮل ﻋﻦ اﻟﻤﻮارد اﻟﺒﺸﺮﻳﺔ‬
Who is Responsible for HR
{
YOU
‫أﻧــــﺖ‬
{
Every Manager in the
Enterprise has
responsibility for HR
management
‫آﻞ ﻣﺪﻳﺮ ﻓﻰ اﻟﺸﺮآﺔ ﻳﺘﺤﻤﻞ ﺑﻌﺾ‬
‫ﻣﻦ ﻣﺴﺌﻮﻟﻴﺎت إدارة اﻟﻤﻮارد‬
‫اﻟﺒﺸﺮﻳﺔ‬
10
All Rights Reserved 2003 ©
5
‫ﻧﻈﻢ ﻓﺮﻋﻴﺔ ﻓﻰ ﻧﻈﺎم إدارة اﻟﻤﻮارد اﻟﺒﺸﺮﻳﺔ‬
Sub-systems in the HR Management
System
‫ﻣﺮﺗﻔﻊ‬
‫ﻣﺘﻜﺮر‬
F
r
e
e
q
u
e
n
c
y
H
i
g
h
HR
HR Planning
Planning
‫اﻟﺒﺸﺮﻳﺔ‬
‫اﻟﻤﻮارد اﻟﺒﺸﺮﻳﺔ‬
‫ﺗﺨﻄﻴﻂ اﻟﻤﻮارد‬
‫ﺗﺨﻄﻴﻂ‬
Performance
Performance
Management
Management
‫اﻷداء‬
‫إدارة اﻷداء‬
‫إدارة‬
Daily
Daily Routines
Routines
‫اﻟﻮﻳﻤﻰ‬
‫اﻟﺮوﺗﻴـﻦ اﻟﻮﻳﻤﻰ‬
‫اﻟﺮوﺗﻴـﻦ‬
Organizational
Organizational
Structure
Structure
‫ﺗﻨﻈﻴﻤﻰ‬
‫هﻴﻜﻞ ﺗﻨﻈﻴﻤﻰ‬
‫هﻴﻜﻞ‬
L
o
w
Strategic
‫اﻻﺳﺘﺮاﺗﻴﺠﻴﺔ‬
Operational
‫اﻟﺘﺸﻐﻴﻞ‬
11
All Rights Reserved 2003 ©
‫ﻧﻤﻮذج ﺗﻨﻤﻴﺔ اﻟﻤﻮارد اﻟﺒﺸﺮﻳﺔ‬
HR Development Model
Business Strategy
‫اﺳﺘﺮاﺗﻴﺠﻴــــﺔ اﻷﻋﻤــﺎل‬
HR
Management
‫ﻋﻤﻠﻴﺔ إدارة اﻟﻤﻮارد‬
‫اﻟﺒﺸﺮﻳﺔ‬
Recruiting
Recruiting
‫اﻻﺳﺘﻘﻄﺎب‬
‫اﻻﺳﺘﻘﻄﺎب‬
Motivation
Motivation
‫اﻟﺤﻔـــﺰ‬
‫اﻟﺤﻔـــﺰ‬
Leaving
Leaving
‫اﻟﺘﺮك‬
‫اﻟﺘﺮك‬
Retention
Retention
‫اﻟﺤﻔﺎظ‬
‫اﻟﺤﻔﺎظ‬
Management and Support
‫اﻹدارة واﻟﺪﻋـــﻢ‬
12
All Rights Reserved 2003 ©
6
‫ﺗﻤﺮﻳــــﻦ‬
‫‪Exercise‬‬
‫{‬
‫‪As the‬‬
‫‪owner/manager of‬‬
‫‪an SME, list HR‬‬
‫‪tasks and‬‬
‫‪responsibilities you‬‬
‫‪think HR managers‬‬
‫‪and line manager‬‬
‫‪should have.‬‬
‫آﺼﺎﺣﺐ ﻋﻤﻞ وﻣﺪﻳﺮ‬
‫ﻟﻤﺸﺮوع ﻣﺘﻮﺳﻂ او ﺻﻐﻴﺮ‪،‬‬
‫اذآـﺮ ﻣﻬﺎم وﻣﺴﺌﻮﻟﻴﺎت‬
‫اﻟﻤﻮارد اﻟﺒﺸﺮﻳﺔ اﻟﺘﻰ ﺗﻌﺘﻘﺪ‬
‫ان ﻣﺪﻳﺮ اﻟﻤﻮارد اﻟﺒﺸﺮﻳﺔ‬
‫واﻟﻤﺪﻳﺮ اﻟﺘﻨﻔﻴﺬى ﻳﺠﺐ ان‬
‫ﻳﻘﻮم ﺑﻬﺎ‪.‬‬
‫‪13‬‬
‫© ‪All Rights Reserved 2003‬‬
‫وﻇﺎﺋﻒ ﻋﻤﻠﻴﺔ إدارة اﻟﻤﻮارد اﻟﺒﺸﺮﻳﺔ – ﺟﻤﻴﻊ اﻟﻤﺪﻳﺮﻳﻦ‬
‫‪HRM Function –all managers‬‬
‫ﺍﻟﺘﺩﺭﻴﺏ‬
‫اﻟﺘﺨﻄﻴﻂ‬
‫وﺗﻮﻓﻴﺮ‬
‫اﻟﻌﻤﺎﻟﺔ‬
‫ﻭﺍﻟﺘﻨﻤﻴﺔ‬
‫ﺍﻻﺤﺘﻔﺎﻅ‬
‫ﺒﺎﻟﻌﺎﻤﻠﻴﻥ‬
‫ﻭﺇﺩﺍﺭﺓ‬
‫ﺸﺌﻭﻨﻬﻡ‬
‫© ‪All Rights Reserved 2003‬‬
‫‪7‬‬
‫‪14‬‬
‫ﺨﺩﻤﺎﺕ ﻭ‬
‫ﻤﻌﻠﻭﻤﺎﺕ‬
‫اﻟﺘﺨﻄﻴﻂ وﺗﻮﻓﻴﺮ اﻟﻌﻤﺎﻟﺔ‬
Planning and Procurement
{
{
Planning
z Who
z When
z What skills
Procurement
z Internal vs. external
z Procedures
z Self or outsourced
15
‫اﻟﺘﺨﻄﻴﻂ‬
‫ ﻣـــﻦ‬z
‫ ﻣﺘــﻰ‬z
‫ اﻟﻤﻬــﺎرات‬z
‫ﺗﻮﻓﻴـﺮ اﻟﻌﻤـﺎﻟﺔ‬
‫ ﻣﻦ اﻟﺨﺎرج‬/ ‫ ﻣﻦ اﻟﺪاﺧﻞ‬z
‫ اﻹﺟـــﺮاءات‬z
‫ ﺗﻨﻔﻴﺬ داﺧﻠﻰ أو ﻋﻦ ﻃﺮﻳﻖ‬z
‫ﺗﻌﺎﻗﺪ‬
{
{
All Rights Reserved 2003 ©
‫اﻟﺘﺪرﻳــﺐ واﻟﺘﻨﻤﻴـﺔ‬
Training and Development
{
{
{
{
Workshops
On the Job Training
Supervision
Coaching
16
‫ورش ﻋﻤﻞ‬
‫ﺗﺪرﻳﺐ ﻋﻤﻠﻰ‬
‫اﺷﺮاف‬
‫ﺗﻮﺟﻴـﻪ‬
{
{
{
{
All Rights Reserved 2003 ©
8
‫اﻻﺣﺘﻔﺎظ ﺑﺎﻟﻌﺎﻣﻠﻴﻦ وإدارة ﺷﺌﻮﻧﻬﻢ‬
Retention And Management
{
{
{
{
{
{
Placement, orientation,
transfer, and promotion
Performance rating and
management
Counseling
Rewards
Organized exit, planned
reductions, and
retirement
Building culture and
teams
17
Ref: War for Talent Case
،‫ اﻟﻨﻘﻞ‬،‫ اﻟﺘﻌﺮﻳﻒ‬،‫اﻟﺘﺴﻜﻴﻦ‬
‫اﻟﺘﺮﻗﻴـﺔ‬
{
‫ﻗﻴﺎس اﻷداء واﻟﺘﺤﻜﻢ ﻓﻴﻪ‬
{
‫اﻟﻤﺸﻮرة واﻟﻨﺼـﺢ‬
{
‫ ﺗﺨﻔﻴﺾ‬،‫ﺗﺮك اﻟﻌﻤﻞ ﻣﻨﻈﻢ‬
‫ﻋﻤﺎﻟﺔ وﺗﻘﺎﻋـﺪ ﻣﺨﻄﻂ‬
{
‫ﺑﻨـﺎء ﺛﻘﺎﻓـﺔ وﻓـﺮق‬
{
All Rights Reserved 2003 ©
‫ﺧﺪﻣﺎت وأﻧﻈﻤﻪ ﻣﻌﻠﻮﻣﺎت اﻟﻤﻮارد اﻟﺒﺸﺮﻳﺔ‬
HR Information Systems and Services
{
HR Information
Systems
{
Employee Relations
{
Employment Standards
{
Workplace Health and
Safety
{
Employee Services
18
‫ﻧﻈﻢ ﻣﻌﻠﻮﻣﺎت اﻟﻤﻮارد‬
‫اﻟﺒﺸﺮﻳﺔ‬
{
‫ﻋﻼﻗﺎت اﻟﻌﺎﻣﻠﻴـﻦ‬
‫ﻣﻌﺎﻳﻴﺮ اﻟﺘﻮﻇﻴﻒ‬
{
‫اﻟﺼﺤﺔ واﻟﺴﻼﻣﺔ ﻓﻲ ﻣﻘﺮ اﻟﻌﻤﻞ‬
‫ﺧــﺪﻣــﺎت اﻟﻌﺎﻣﻠﻴــﻦ‬
{
{
{
All Rights Reserved 2003 ©
9
‫اﺳﺘﺮاﺗﻴﺠﻴﺔ وإدارة اﻟﻤﻮارد اﻟﺒﺸﺮﻳﺔ‬
HR Strategy and Management
{
{
{
{
{
{
Recognize the importance
of HR Strategy and ownermanager 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
19
‫ﻣﺎ أهﻤﻴﺔ اﺳﺘﺮاﺗﻴﺠﻴﺔ اﻟﻤﻮارد اﻟﺒﺸﺮﻳﺔ‬
‫اﻟﻤﺪﻳﺮ؟‬/‫وﻣﺎ هﻮ دور ﺻﺎﺣﺐ اﻟﻌﻤﻞ‬
‫ﻗﻢ ﺑﻮﺻﻒ هﺪف وﻋﻨﺎﺻﺮ ﻋﻤﻠﻴﺔ إدارة‬
‫اﻟﻤﻮارد اﻟﺒﺸﺮﻳﺔ‬
‫ﻧﺎﻗﺶ ﻓﻮاﺋﺪ اﺳﺘﺨﺪام ﻣﻤﺎرﺳﺎت ﻋﻤﻠﻴﺔ‬
‫إدارة اﻟﻤﻮارد اﻟﺒﺸﺮﻳﺔ‬
‫ﺣﺪد اﺧﺘﺼﺎﺻﺎت وﻣﺴﺌﻮﻟﻴﺎت ﻣﺪﻳﺮ‬
‫اﻟﻤﻮارد اﻟﺒﺸﺮﻳﺔ‬
‫اذآﺮ ﻣﻌﺮﻓﺔ وﻣﻬﺎرات وﻗﺪرات ﻣﺪﻳﺮ‬
‫اﻟﻤﻮارد اﻟﺒﺸﺮﻳﺔ‬
‫ﺗﻌﺮف ﻋﻠﻰ ﻓﺮوق اﻟﻤﻤﺎرﺳﺎت اﻟﺘﻘﻠﻴﺪﻳﺔ‬
‫واﻟﺤﺪﻳﺜﺔ ﻓﻰ ﺗﻄﺒﻴﻖ إدارة اﻟﻤﻮارد‬
‫اﻟﺒﺸﺮﻳﺔ‬
{
{
{
{
{
{
All Rights Reserved 2003 ©
‫دور اﻟﻤﺪﻳﺮﻳﻦ اﻟﺘﻨﻔﻴﺬﻳﻴﻦ وﻣﺪﻳﺮى اﻟﻤﻮارد اﻟﺒﺸﺮﻳﺔ‬
‫ﻓﻰ ﻋﻤﻠﻴﺔ إدارة اﻟﻤﻮارد اﻟﺒﺸﺮﻳﺔ‬
Line Managers and HR Managers in HRM
Line Manager
z
z
z
z
z
z
‫اﻟﻤﺪﻳﺮ اﻟﺘﻨﻔﻴﺬى‬
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
20
‫اﺧﺘﻴﺎر اﻷﺷﺨـﺎص اﻟﻤﻨﺎﺳﺒﻴﻦ‬
‫ واﻟﻤﻌﺎﻳﻴﺮ‬،‫ واﻷهﺪاف‬،‫إﻋﺪاد اﻟﺘﻮﻗﻌﺎت‬
o
‫ وﻣﺮاﻗﺒﺔ اﻷداء‬،‫ واﻟﻤﺘﺎﺑﻌﺔ‬،‫اﻟﻤﻼﺣﻈﺔ‬
o
،‫ واﻹرﺷﺎد‬،‫ﺗﻮﻓﻴﺮ اﻟﺘﻐﺬﻳﺔ اﻟﻤﺮﺗﺪة‬
‫واﻟﺘﻮﺟﻴﻪ ﻟﻠﺘﺤﺴﻴـﻦ اﻷداء‬
o
‫إﻋﺪاد وإﺟﺮاء ﺗﻘﻴـﻴﻢ اﻷداء‬
o
‫ اﻟﻔﺼﻞ ﻋﻨﺪ‬،‫اﻟﺤﻔﺎظ ﻋﻠﻰ اﻟﻀﺒﻂ‬
‫اﻟﻀﺮورة‬
o
o
All Rights Reserved 2003 ©
10
‫دور اﻟﻤﺪﻳﺮﻳﻦ اﻟﺘﻨﻔﻴﺬﻳﻴﻦ وﻣﺪﻳﺮى اﻟﻤﻮارد اﻟﺒﺸﺮﻳﺔ‬
‫ﻓﻰ ﻋﻤﻠﻴﺔ إدارة اﻟﻤﻮارد اﻟﺒﺸﺮﻳﺔ‬
‫‪Line Managers and HR Managers in HRM‬‬
‫‪HR Manager‬‬
‫ﻣﺪﻳﺮ اﻟﻤﻮارد اﻟﺒﺸﺮﻳﺔ‬
‫‪z Plan and design HR strategy‬‬
‫• ﺗﺨﻄﻴﻂ وﺗﺼﻤﻴﻢ اﺳﺘﺮاﺗﻴﺠﻴﺔ وﻧﻈﻢ‬
‫‪and system‬‬
‫اﻟﻤﻮارد اﻟﺒﺸﺮﻳﺔ‬
‫‪z Help line manager find right‬‬
‫‪people‬‬
‫• ﻣﺴﺎﻋﺪة اﻟﻤﺪﻳﺮ اﻟﺘﻨﻔﻴﺬى ﻓﻰ اﻟﻌﺜﻮر ﻋﻠﻰ‬
‫‪z Develop policies and‬‬
‫اﻷﺷﺨﺎص اﻟﻤﻨﺎﺳﺒﻴﻦ‪.‬‬
‫‪procedures‬‬
‫‪z Develop training to‬‬
‫• إﻋﺪاد اﻟﺴﻴﺎﺳﺎت واﻹﺟﺮاءات‬
‫‪communicate and‬‬
‫• ﺗﻄﻮﻳﺮ ﺑﺮاﻣﺞ ﻹﻳﺼﺎل اﻟﺴﻴﺎﺳﺎت‬
‫‪implement policies and‬‬
‫‪procedures‬‬
‫واﻹﺟﺮاءات ﻟﺠﻤﻴﻊ اﻟﻤﺴﺘﻮﻳﺎت واﻟﻌﻤﻞ ﻋﻠﻰ‬
‫‪z Make sure the organization‬‬
‫ﺗﻨﻔﻴﺬهﺎ‬
‫‪has a fair and sound‬‬
‫• اﻟﺘﺄآﺪ ﻣﻦ وﺟﻮد ﻧﻈﺎم ﺗﻘﻴﻴﻢ أداء ﻋﺎدل‬
‫‪performance evaluation‬‬
‫‪system‬‬
‫وﺳﻠﻴﻢ‬
‫‪z Help line manager to‬‬
‫• ﻣﺴﺎﻋﺪة اﻟﻤﺪﻳﺮ اﻟﺘﻨﻔﻴﺬى ﻋﻠﻰ اﻟﺤﻔﺎظ‬
‫‪discipline and fire‬‬
‫ﻋﻠﻰ اﻻﻧﻀﺒﺎط واﻟﻔﺼﻞ‬
‫© ‪All Rights Reserved 2003‬‬
‫‪21‬‬
‫ﺟﻮهﺮ ﻋﻤﻠﻴﺔ إدارة اﻟﻤﻮارد اﻟﺒﺸﺮﻳﺔ – اﻻﺗﺼﺎل‬
‫‪Core of HRM – Communication‬‬
‫ﺍﻟﺘﺄﻜﺩ ﻤﻥ ﺍﻥ ﺍﻟﺭﺴﺎﻟﺔ‬
‫ﻴﻤﻜﻥ ﻓﻬﻤﻬﺎ‪ .‬ﺍﻜﺘﺒﻬـﺎ‬
‫ﺒﺤﻴﺙ ﻴﺘﻤﻜﻥ ﺍﻟﻤﺘﻠﻘﻰ‬
‫ﻤﻥ ﻓﻬﻤﻬﺎ‬
‫ﺩﻋـﻡ ﺍﻻﺘﺼﺎل ﻤﻥ ﺨﻼل‬
‫ﺍﻟﻤﻭﺍﺭﺩ ﺍﻟﺒﺸﺭﻴﺔ‬
‫اﻟﻤﺴﺘﻠــﻢ‬
‫ﺍﻟﺭﺍﺴل‬
‫ﺍﻟﺘﺄﻜﺩ ﻤﻥ ﻓﻬﻡ ﺍﻟﻤﺘﻠﻘـﻰ‬
‫ﻟﻠﺭﺴﺎﻟﺔ‬
‫© ‪All Rights Reserved 2003‬‬
‫‪11‬‬
‫ﻤﺴﺎﻋﺩﺓ ﺍﻟﺭﺍﺴل ﻋﻠﻰ ﺍﻋﺩﺍﺩ‬
‫ﺍﻟﺭﺴﺎﻟﺔ ﺍﻟﺼﺤﻴﺤﺔ ﻭﻋﻠﻰ‬
‫ﻓﻬﻡ ﺍﻟـﺭﺩ‬
‫ﺘﺠﻤﻴﻊ ﻭﺘﺤﻠﻴل ﺍﻻﺴﺘﺠﺎﺒﺎﺕ‬
‫ﻭﺘﻘﺩﻴﻤﻬﺎ ﻟﻠﻤﺭﺴل‬
‫‪22‬‬
‫اﻻﺧﺘـﻼﻓﺎت ﻓﻰ ﻣﻤﺎرﺳﺎت ﻋﻤﻠﻴﺔ اﻟﻤﻮارد اﻟﺒﺸﺮﻳﺔ‬
Differences in HRM Practices
Traditional Technique
Modern Technique
‫اﻷﺳﻠﻮب اﻟﺤﺪﻳﺚ‬
‫اﻻﺳﻠﻮب اﻟﺘﻘﻠﻴﺪى‬
‫ اﻟﻨﺘﻴــــﺠﺔ‬/ ‫آﻴـــــﻒ‬
How / Results
o Planning & Procurement
‫ اﻟﺘﺨﻄﻴﻂ وﺗﻮﻓﻴﺮ اﻟﻌﻤﺎﻟﺔ‬o
o Training & Development
‫ اﻟﺘﺪرﻳــﺐ واﻟﺘﻨﻤﻴـﺔ‬o
o Retention & Management
‫ اﻻﺣﺘﻔﺎظ ﺑﺎﻟﻌﺎﻣﻠﻴﻦ وإدارة‬o
‫ﺷﺌﻮﻧﻬﻢ‬
o HR Information Systems
& Services
‫ ﺧﺪﻣﺎت وأﻧﻈﻤﺔ ﻣﻌﻠﻮﻣﺎت‬o
‫اﻟﻤﻮارد اﻟﺒﺸﺮﻳﺔ‬
23
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‫اﻻﺗﺠﺎهﺎت اﻟﺠﺪﻳﺪة ﻓﻰ ﻋﻤﻠﻴﺔ إدارة اﻟﻤﻮارد اﻟﺒﺸﺮﻳﺔ‬
New Trends in HRM
{
{
{
Strategic Planning
Developing the
Company
A Resource to the
Company
24
‫اﻟﺘﺨﻄﻴﻂ اﻻﺳﺘﺮاﺗﻴﺠﻰ‬
{
‫ﺗﻄﻮﻳـﺮ اﻟﺸﺮآﺔ‬
{
‫ﻣـﻮرد ﻟﻠﺸﺮآﺔ‬
{
All Rights Reserved 2003 ©
12
‫دراﺳـﺔ ﺣﺎﻟـﺔ‬
Case Study
25
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‫اﻷﺟﻨﺪة‬
Agenda
{
HR Strategy and Management
‫اﺳﺘﺮاﺗﻴﺠﻴﺔ وإدارة اﻟﻤﻮارد اﻟﺒﺸﺮﻳــﺔ‬
{
Performance Management
‫إدارة اﻷداء‬
{
Training and Development
‫اﻟﺘﺪرﻳــــﺐ واﻟﺘﻨﻤﻴـــﺔ‬
{
Job Analysis and Job Description
‫ﺗﺤﻠﻴـﻞ اﻟﻮﻇﺎﺋﻒ ووﺻﻒ اﻟﻮﻇﺎﺋﻒ‬
{
Recruitment
‫اﻟﺘﻮﻇﻴــﻒ‬
{
Compensation and Benefits
‫اﻷﺟـــﻮر واﻟﻤﺰاﻳﺎ‬
26
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13
{
What are the most immediate issues you
have to address for your performance
management now?
{
‫ﻣﺎ هﻰ اﻟﻤﻮﺿﻮﻋﺎت اﻟﺘـﻰ ﻳﺠﺐ ان ﺗﻌﺎﻟﺠﻬـﺎ ﻗﺒﻞ‬
‫ﻏﻴﺮهﺎ ﻓﻰ ﻋﻤﻠﻴـﺔ إدارة أداء اﻟﻌﺎﻣﻠﻴـﻦ ﻓﻰ ﺷﺮآﺘـﻚ؟‬
27
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‫ﺗﺤﺪﻳﺎت إدارة اﻷداء ﻓﻰ اﻟﻤﺸﺮوﻋﺎت اﻟﺼﻐﻴﺮ واﻟﻤﺘﻮﺳﻄﺔ‬
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…
28
‫ﻣﻌـﺎﻳﻴﺮ اﻷداء ﻏﻴﺮ ﺻﺤﻴﺤﺔ‬
‫ﺗﺄﺧــﺮ أو ﺗﺠﺎهـﻞ اﻟﺘﻐﺬﻳﺔ‬
‫اﻟﻤﺮﺗﺪة‬
‫اﻟﺘﺮآﻴـﺰ ﻋﻠﻰ اﻟﻨﻤﺎذج‬
‫اﻟﺨﺎرﺟﻴـﺔ‬
‫رﺑﻂ ﺗﻘﻴـﻴﻢ اﻷداء ﺑﺈدارة اﻷداء‬
‫اﻟــﺦ‬
{
{
{
{
{
All Rights Reserved 2003 ©
14
‫أهﻤﻴـﺔ إدارة اﻷداء‬
Importance of Performance Management
And it helps an organization achieve the
following goals:
‫ﺗﺴــﺎﻋﺪ اﻟﺸﺮآﺔ ﻋﻠﻰ ﺗﺤﻘﻴﻖ اﻷهﺪاف اﻟﺘﺎﻟﻴـﺔ‬
Definition of
Performance
Management
‫ﺗﻌﺮﻳﻒ إدارة اﻷداء‬
Performance
Management
is:
.1
.2
.3
.4
:‫إدارة اﻷداء هﻰ‬
...
29
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‫ﻣﺒﺎدئ إدارة اﻷداء‬
Principles of Performance Management
„
Relate to strategy
„
Maintain a balance
in various aspects
of performance
„
Focus on KPIs
„
Involve staff in
developing
performance
indicators
‫اﻻرﺗﺒﺎط ﺑﺎﻻﺳﺘﺮاﺗﻴﺠﻴــﺔ‬
„
‫اﻟﺘـﻮازن ﺑﻴـﻦ اﻟﺠﻮاﻧﺐ اﻟﻤﺨﺘﻠﻔﺔ‬
‫ﻟﻸداء‬
„
‫اﻟﺘﺮآﻴﺰ ﻋﻠﻰ اﻟﻤﺆﺷﺮات اﻟﺮﺋﻴﺴﻴﺔ‬
‫ﻟﻸداء‬
„
‫اﺷـﺮاك اﻟﻌﺎﻣﻠﻴـﻦ ﻓﻰ ﺗﻄﻮﻳﺮ‬
‫ﻣﺆﺷـﺮات اﻷداء‬
„
30
All Rights Reserved 2003 ©
15
‫ﻃﺮﻳﻘﺔ إﻋﺪاد ﻧﻈﺎم إدارة اﻷداء‬
How to Create a Performance Management
System
Project
Management
Communication
and Training
‫إدارة اﻟﻤﺸـﺮوع‬
‫اﻻﺗﺼﺎل واﻟﺘﺪرﻳﺐ‬
Implementation of
Performance Management
Systems
‫ﺗﻨﻔﻴﺬ ﻧﻈﻢ إدارة اﻷداء‬
Support
‫اﻟﺪﻋـــــﻢ‬
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‫ﻋﻤﻠﻴـﺔ إدارة اﻷداء‬
Performance Management Process
Strategy
‫اﺳﺘﺮاﺗﻴﺠﻴﺔ‬
Set Indicators
and Targets
‫إﻋﺪاد اﻟﻤﺆﺷﺮات واﻷهﺪاف‬
Collect and Communicate
Data
‫ﺟﻤـﻊ واﻹﺑﻼغ اﻟﺒﻴﺎﻧﺎت‬
Evaluate and
Communicate
Performance
‫ﺗﻘﻴﻴﻢ واﻹﺑﻼغ ﻋﻦ اﻷداء‬
Compensation
‫اﻷﺟـــﺮ‬
Budget
’‫اﻟﻤﻴــﺰاﻧﻲ‬
Input
‫اﻟﻤﺨﻼت‬
Operations
‫اﻟﺘﺸﻐﻴـــﻞ‬
32
Output
‫اﻟﻤﺨﺮﺟﺎت‬
All Rights Reserved 2003 ©
16
‫ﻣﺒﺎدئ إﻋﺪاد ﻣﻌﺎﻳـﻴﺮ اﻷداء‬
Principles for Setting Performance Standards
ƒ Managers’ KPIs (Key
‫ƒ اﻟﻤﺆﺷﺮات اﻟﺮﺋﻴﺴﻴﺔ ﻷداء اﻟﻤﺪﻳﺮﻳﻦ‬
performance Indicators) are
‫هﻰ اﻟﻤﺆﺷﺮات اﻟﺮﺋﻴﺴﻴـﺔ ﻟﻺدارة‬
department KPIs
،‫ƒ دﻣـﺞ ﻣﻨـﺎﻇﻴﺮ ﻣﺨﺘﻠﻔﺔ )ﻣﺎﻟﻴـﺔ‬
ƒ Incorporate different
(‫ ﺗﻌﻠﻢ وﻧﻤـﻮ‬،‫ ﺗﺸﻐﻴﻞ‬،‫ﻋﻤﻼء‬
perspectives (financial,
customer, process, learning
10 ‫ إﻟﻰ‬6 ‫ƒ ﻋﺪد اﻟﻤﺆﺷﺮات ﻣـﻦ‬
and growth)
ƒ Keep number of KPIs to 6-10
‫ƒ ﻳﺠﺐ ان ﺗﺴﺎهﻢ ﻣﺆﺷﺮات اﻟﺘﻘﺎرﻳﺮ‬
ƒ KPIs for direct reports should
‫اﻟﻤﺒﺎﺷﺮة ﻓﻰ ﺗﺤﻘﻴﻖ أهﺪاف‬
contribute to the achievement
‫ﻣﺪﻳﺮﻳﻬﺎ‬
of targets for their managers
33
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‫ﻣﺒﺎدئ إﻋﺪاد ﻣﻌﺎﻳـﻴﺮ اﻷداء‬
Principles for Setting Performance Standards
ƒ Scorecard should include both result
indicators and performance driver
indicators
ƒ Manager performance scorecard should
include at least one indicator that
shows coordination and collaboration
‫ƒ ﻳﺘﻀﻤﻦ آﺎرت اﻟﺪرﺟﺎت ﻣﺆﺷﺮات‬
‫اﻟﻨﺘﻴﺠﺔ وﻣﺆﺷﺮات ﺣﻮاﻓﺰ اﻷداء‬
‫ƒ ﻳﺘﻀﻤﻦ آﺎرت درﺟﺎت اﻟﻤﺪﻳﺮﻳﻦ ﻣﺆﺷﺮًا‬
‫واﺣﺪًا ﻋﻠﻰ اﻷﻗﻞ ﻳﻮﺿﺢ اﻟﺘﻨﺎﺳﻖ‬
‫واﻟﺘﻌﺎون ﻣﻊ اﻹدارات اﻷﺧﺮى‬
‫ƒ ﻳﺘﻀﻤﻦ آﺎرت درﺟﺎت اﻷﻓﺮاد ﻣﺆﺷﺮًا‬
with other departments
ƒ Individuals performance scorecard
should include at least one indicator
related to learning and development
‫واﺣﺪًا ﻋﻠﻰ اﻷﻗﻞ ﻣﺮﺗﺒﻂ ﺑﺎﻟﺘﻌﻠﻢ واﻟﺘﻄﻮر‬
‫ƒ ﻳﺠﺐ ان ﻳﻮاﻓﻖ اﻟﻤﺪﻳﺮون واﻟﻌﺎﻣﻠﻮن‬
‫ﻋﻠﻰ أى ﺗﻐﻴﻴﺮ‬
ƒ Any change should be agreed upon by
manager and employee
34
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17
‫ﺧﻤﺴﺔ ﺧﻄﻮات ﻓﻰ ﻋﻤﻠﻴﺔ ﺗﻘﻴﻴﻢ اﻷداء‬
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
‫وﺿـﺢ اﻷهـﺪاف واﻟﺘﺮآﻴــﺰ‬
.1
‫اﺟﻌﻞ اﻟﻤﻮﻇﻒ ﻳﺘﻜﻠﻢ ﻋﻦ أداﺋﻪ‬
.2
‫ﺗﻜﻠﻢ ﻋﻦ ﻧﻈﺮﺗﻚ ﻟﻸداء‬
.3
‫ﻧﺎﻗﺶ اﻷهﺪاف اﻟﺤﺎﻟﻴـﺔ ﻟﻠﻮﻇﻴﻔﺔ‬
.4
‫وﺿﻊ ﺧﻄﺔ اﻟﻌﻤﻞ واﻟﺨﻄﺔ اﻹدارﻳﺔ‬
.5
5: Action and management
planning
35
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‫ﻣﻘﺎﺑﻠـــﺔ اﻟﺘﻘﻴـﻴﻢ‬
Appraisal Interview
‫ﺗﺪرﻳﺐ ﻋﻤﻠﻰ ﻋﻠﻰ إﺟﺮاء‬
‫ﻣﻘﺎﺑﻠـﺔ أداء ﺑﻴـﻦ آﻞ اﺛﻨـﻴﻦ ﻣﻦ اﻟﻤﺘﺪرﺑﻴـــﻦ‬
Role play a performance interview with your partner
36
All Rights Reserved 2003 ©
18
‫أﺟﻨــﺪة‬
Agenda
{
HR Strategy and Management
‫اﺳﺘﺮاﺗﻴﺠﻴﺔ وإدارة اﻟﻤﻮارد اﻟﺒﺸﺮﻳــﺔ‬
{
Performance Management
‫إدارة اﻷداء‬
{
Training and Development
‫اﻟﺘﺪرﻳــــﺐ واﻟﺘﻨﻤﻴـــﺔ‬
{
Job Analysis and Job Description
‫ﺗﺤﻠﻴـﻞ اﻟﻮﻇﺎﺋﻒ ووﺻﻒ اﻟﻮﻇﺎﺋﻒ‬
{
Recruitment
‫اﻟﺘﻮﻇﻴــﻒ‬
{
Compensation and Benefits
‫اﻟﺘﻌﻮﻳﻀــﺎت واﻟﻤﺰاﻳﺎ‬
37
All Rights Reserved 2003 ©
‫اﻟﺘﺪرﻳﺐ واﻟﺘﻨﻤﻴـﺔ‬
Training & Development
{
{
{
{
{
‫ﻟﻤـــﺎذا‬
‫ﻣـــــﻦ‬
‫ﻣﺘـــــﻰ‬
‫أﻳــــﻦ‬
‫آﻴـــــﻒ‬
Why
Who
When
Where
How
38
{
{
{
{
{
All Rights Reserved 2003 ©
19
‫ﻋﻨﺎﺻﺮ ﻧﻈﺎم اﻟﺘﺪرﻳﺐ‬
Training System Components
Objectives
‫اهﺪاف‬
Methods
Learners
‫ﻣﺘﺪرﺑﻴــﻦ‬
‫ﻣﻨﻬﺎج‬
Evaluation
‫ﺗﻘﻴـــﻴﻢ‬
39
All Rights Reserved 2003 ©
‫أﺳﺒـــﺎب ﻣﺸﺎآﻞ اﻷداء‬
Causes of Performance Problems
{
{
{
{
{
Lack of knowledge or
skills
Lack of motivation or
incentive
Environmental factors
Management factors
Interpersonal relations
40
‫ﺍﻻﻓﺘﻘـﺎﺭ ﺍﻟﻰ ﺍﻟﻤﻌﺭﻓﺔ‬
‫ﻭﺍﻟﻤﻬﺎﺭﺍﺕ‬
{
‫اﻻﻓﺘﻘﺎر اﻟﻰ اﻟﺘﺤﻔﻴﺰ واﻟﺤﻮاﻓﺰ‬
‫ﻋﻮاﻣﻞ ﺑﻴﺌﻴــﺔ‬
‫ﻋﻮاﻣﻞ إدارﻳﺔ‬
‫اﻟﻌﻼﻗـــﺎت ﺑﻴـﻦ اﻷﻓــﺮاد‬
{
{
{
{
All Rights Reserved 2003 ©
20
‫ﻧﻤﻮذج ﺗﺪرﻳﺐ‬
Training Model
{
{
{
{
{
Training needs
assessment
Instructional Design
Instructional
Development
Training Delivery
Training Evaluation &
Feedback
‫ﺗﻘــﺪﻳﺮ اﺣﺘﻴـﺎﺟﺎت اﻟﺘﺪرﻳﺐ‬
‫ﺗﺼﻤــﻴﻢ اﻟﻤﺎدة اﻟﺘﻌﻠﻴﻤﻴـﺔ‬
‫ﺗﻄـﻮﻳﺮ اﻟﻤﺎدة اﻟﺘﻌﻠﻴﻤﻴـﺔ‬
‫ﺗﻨﻔﻴــﺬ اﻟﺘﺪرﻳـﺐ‬
‫ﺗﻘﻴـﻴﻢ اﻟﺘﺪرﻳﺐ واﻟﺘﻐﺬﻳﺔ‬
‫اﻟﻤﺮﺗﺪة‬
41
{
{
{
{
{
All Rights Reserved 2003 ©
‫ﺧﻄﻮﺗـﻚ اﻟﺘﺎﻟﻴـﺔ‬
Your Next Steps
{
{
{
{
Make learning your
policy
Establish a training
function
Monitor job
performance
Plan, design, develop
and evaluate training
42
‫اﺟﻌـﻞ اﻟﺘﻌﻠـﻢ ﺳﻴﺎﺳﺘـﻚ‬
{
‫اﻧﺸﺊ وﻇﻴﻔـــﺔ اﻟﺘﺪرﻳــﺐ‬
{
‫راﻗــﺐ اﻷداء اﻟﻮﻇﻴﻔﻰ‬
{
‫ﺧﻄﻂ وﺻﻤﻢ وﻃﻮر وﻗﻴـﻢ‬
‫اﻟﺘﺪرﻳﺐ‬
{
All Rights Reserved 2003 ©
21
Lunch Break
午餐时间
43
All Rights Reserved 2003 ©
‫أﺟﻨــﺪة‬
Agenda
{
HR Strategy and Management
‫اﺳﺘﺮاﺗﻴﺠﻴﺔ وإدارة اﻟﻤﻮارد اﻟﺒﺸﺮﻳــﺔ‬
{
Performance Management
‫إدارة اﻷداء‬
{
Training and Development
‫اﻟﺘﺪرﻳــــﺐ واﻟﺘﻨﻤﻴـــﺔ‬
{
Job Analysis and Job Description
‫ﺗﺤﻠﻴـﻞ اﻟﻮﻇﺎﺋﻒ ووﺻﻒ اﻟﻮﻇﺎﺋﻒ‬
{
Recruitment
‫اﻟﺘﻮﻇﻴــﻒ‬
{
Compensation and Benefits
‫اﻟﺘﻌﻮﻳﻀــﺎت واﻟﻤﺰاﻳﺎ‬
44
All Rights Reserved 2003 ©
22
‫أهــﺪاف اﻟﺘﻌــﻠﻢ‬
Learning Objectives
After this module, you
should be able to:
{ Describe uses of job
analysis
{ Complete a job analysis
on any position
45
‫ﺑﻌﺪ اﺗﻤـﺎم هﺬا اﻟﺠـﺰ ﺳﺘﻜﻮن ﻗﺎدرا‬
:‫ﻋﻠﻰ‬
‫{ وﺻﻒ اﺳﺘﺨﺪاﻣﺎت ﺗﺤﻠﻴﻞ‬
‫اﻟﻮﻇﺎﺋﻒ‬
‫{ إﺟﺮاء ﺗﺤﻠﻴﻞ وﻇﺎﺋﻒ ﻷى‬
‫ﻣﻨﺼـﺐ‬
All Rights Reserved 2003 ©
‫ﻣﺎ اﻟﻤﻘﺼﻮد ﺑﻮﺻﻒ اﻟﻮﻇﺎﺋﻒ‬
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.
46
‫اﻟﺠﻤـﻊ اﻟﻤﻨﻈﻢ ﻟﻠﻤﻌﻠﻮﻣﺎت‬
‫اﻟﺨﺎﺻـﺔ ﺑﺎﻟﻮﻇﺎﺋﻒ اﻟﻤﺨﺘﻠﻔـﺔ‬
{
‫ﺗﺤﺪﻳﺪ اﻟﻤﻬﺎم اﻟﺘﻰ ﺗﺘﻀﻤﻨﻬﺎ‬
‫آﻞ وﻇﻴﻔﺔ واﻟﻤﻬﺎرات‬
‫واﻟﻘﺪرات واﻟﻤﺴﺌﻮﻟﻴـﺎت‬
‫اﻟﻤﻄﻠﻮﺑﺔ ﻹﺗﻤﺎم اﻟﻮﻇﺎﺋﻒ‬
.‫اﻟﻤﺨﺘﻠﻔﺔ ﺑﻨﺠﺎح‬
{
All Rights Reserved 2003 ©
23
‫ﻣﻬﺎم ﺗﺤﻠﻴﻞ اﻟﻮﻇﺎﺋﻒ‬
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.
47
‫اﻟﺘﻌﺮﻳﻒ اﻟﺸﺎﻣـﻞ واﻟﺪﻗﻴﻖ‬
‫ﻟﻠﻮﻇﻴﻔـﺔ‬
،‫ واﻟﻤﺴﺌﻮﻟﻴـﺎت‬،‫وﺻﻒ اﻟﻤﻬﺎم‬
‫وﻣﻌﺎﻳﻴﺮ اﻷداء اﻟﺨﺎﺻﺔ‬
‫ﺑﺎﻟﻮﻇﻴﻔﺔ‬
‫ﺗﻮﺿﻴﺢ اﻟﻤﺘﻄﻠﺒـﺎت اﻟﺘﻰ ﻳﺠﺐ‬
‫ﺗﻮاﻓﺮهﺎ ﻓﻰ ﺷﺎﻏﻞ اﻟﻮﻇﻴﻔﺔ‬
‫ﻟﻴﺆدﻳﻬـﺎ ﺑﻨﺠﺎح‬
{
{
{
All Rights Reserved 2003 ©
‫ﺗﻤﺮﻳـــﻦ‬
Exercise
Please take a job to explain
Essential tasks of job
analysis.
48
‫اﺧﺘــﺎر وﻇﻴﻔـﺔ ﻟﺸﺮح‬
‫اﻟﻤﻬﺎم اﻷﺳﺎﺳﻴﺔ ﻟﻌﻤﻠﻴـﺔ‬
‫ﺗﺤﻠﻴﻞ اﻟﻮﻇﺎﺋﻒ‬
{
All Rights Reserved 2003 ©
24
‫ﻟﻤﺎذا ﻧﻘﻮم ﺑﺘﺤﻠﻴﻞ اﻟﻮﻇﺎﺋﻒ؟‬
Why Job Analysis?
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
:‫اﻟﻐﺮض ﻣﻦ ﻣﻌﻠﻮﻣﺎت ﺗﺤﻠﻴﻞ اﻟﻮﻇﺎﺋﻒ هﻮ‬
‫ﺗﻮﺟﻴـﻪ ﻋﻤﻠﻴـﺔ اﻻﺳﺘﻘﻄﺎب واﻻﺧﺘﻴﺎر‬
.‫وﺗﺤﺴﻴـﻦ أوﺿﺎع اﻟﻌﺎﻣﻠﻴـﻦ‬
{
.‫ﺗﺨﻄﻴﻂ ﺗﺮﻗﻴـﺔ وﻧﻘـﻞ اﻟﻌﺎﻣﻠﻴﻦ‬
{
‫إﻋﺪاد ﺗﻘﻴـﻴﻢ اﻟﻮﻇﺎﺋﻒ وﺗﺴﻜﻴﻦ اﻟﻮﻇﺎﺋﻒ‬
.‫ﻋﻠﻰ درﺟﺎت وإﻋﺪاد ﻧﻈﻢ اﻷﺟﻮر‬
{
‫ﺗﺤﺪﻳﺪ إﺟﺮاءات ﺗﺼﺤﻴﺤﻴﺔ‬
{
‫ﺗﺨﻄﻴﻂ وﺗﺼﻤﻴﻢ وﺗﻄﻮﻳﺮ ﺑﺮاﻣﺞ ﺗﺪرﻳﺒﻴﺔ‬
{
49
All Rights Reserved 2003 ©
‫ﺗﻤﺮﻳـــﻦ‬
Exercise
{
Define job analysis in
your own words.
{
List three purposes of
conducting job analysis:
________.
________.
________.
{
{
{
‫ﻗﻢ ﺑﺘﻌﺮﻳـﻒ وﺻﻒ اﻟﻮﻇﺎﺋﻒ‬
‫ﻣﺴﺘﺨﺪﻣﺎ ﺗﻌﺒﻴﺮاﺗﻚ اﻟﺨﺎﺻﺔ‬
‫اذآﺮ ﺛﻼث اهﺪاف ﻹﺟﺮاء ﺗﺤﻠﻴﻞ‬
:‫اﻟﻮﻇﺎﺋﻒ‬
_______.
_______.
_______.
50
{
{
{
{
{
All Rights Reserved 2003 ©
25
‫إﻋﺪاد ﺗﺤﻠﻴﻞ وﻇﺎﺋﻒ‬
‫‪Preparing a Job Analysis‬‬
‫‪Before job analysis:‬‬
‫ﻗﺒﻞ إﺟﺮاء ﺗﺤﻠﻴﻞ اﻟﻮﻇﺎﺋﻒ‪:‬‬
‫{ اﻓﻬﻢ ﻓﻠﺴﻔـﺔ وﺳﻴﺎﺳﺔ ﺷﺮآﺘﻚ‬
‫اﻟﺨﺎﺻﺔ ﺑﺎﻟﻤﻮارد اﻟﺒﺸﺮﻳﺔ‬
‫{ ﺣــﺪد أوﻟﻮﻳﺎت اﺣﺘﻴﺎﺟﺎﺗﻚ ﻣﻦ‬
‫اﻟﻤﻮارد اﻟﺒﺸﺮﻳﺔ‬
‫{ ﻗﻢ ﺑﺈﻋﺪاد ﺧﺮﻳﻄـﺔ ﺗﻨﻈﻴﻤﻴـﺔ‬
‫ﻟﺸﺮآﺘﻚ‬
‫‪Understand your‬‬
‫‪organization’s human‬‬
‫‪resource philosophy‬‬
‫‪and policies‬‬
‫‪Prioritize your HR‬‬
‫‪needs‬‬
‫‪Develop and an‬‬
‫‪organizational chart‬‬
‫{‬
‫{‬
‫{‬
‫‪51‬‬
‫© ‪All Rights Reserved 2003‬‬
‫إﻋﺪاد ﺧﺮﻳﻄﺔ ﺗﻨﻈﻴﻤﻴـﺔ‬
‫‪Create an Organizational Chart‬‬
‫{‬
‫{‬
‫{‬
‫ﻗﻢ ﺑﺈﻋﺪاد ﻗﺎﺋﻤـﺔ ﺑﺠﻤﻴـﻊ اﻟﻮﻇﺎﺋﻒ‬
‫اﻟﻤﻮﺟﻮدة ﻓﻰ ﺷﺮآﺘﻚ‪.‬‬
‫ﺟﻤـﻊ اﻟﻮﻇﺎﺋﻒ ذات اﻟﻤﻬﺎم اﻟﻤﺘﺸﺎﺑﻬـﺔ‬
‫ﻓﻰ ﻣﺠﻤﻮﻋﺎت ﻣﻜﻮﻧـ ًﺎ "ﻋﺎﺋﻼت"‬
‫وﻇﻴﻔﻴـﺔ‬
‫ارﺳﻢ ﺧﻄﻮط ﻣﻦ هﺬﻩ اﻟﻤﺠﻤﻮﻋﺎت‬
‫ﻟﺘﻮﺿﺢ اﻟﺘﺒﻌﻴـﺔ اﻹدارﻳﺔ ﻟﻜﻞ ﻣﺠﻤﻮﻋﺔ‬
‫‪List all the positions‬‬
‫‪Group positions with the‬‬
‫‪same tasks into‬‬
‫”‪occupational “families.‬‬
‫‪Draw lines from the‬‬
‫‪groupings to indicate‬‬
‫‪where each group reports.‬‬
‫رﺋﻴــﺲ اﻟﺸﺮآـﺔ‬
‫ﻧﺎﺋﺐ اﻟﺮﺋﻴﺲ‬
‫ﻟﻠﺸﺌﻮن اﻟﻤﺎﻟﻴـﺔ‬
‫© ‪All Rights Reserved 2003‬‬
‫‪26‬‬
‫ﻧﺎﺋﺐ اﻟﺮﺋﻴﺲ‬
‫ﻟﻠﺘﺴﻮﻳﻖ‬
‫ﻧﺎﺋﺐ اﻟﺮﺋﻴﺲ‬
‫ﻟﻺﻧﺘﺎج‬
‫‪52‬‬
‫ﻧﺎﺋﺐ اﻟﺮﺋﻴﺲ‬
‫ﻟﻠﺒﺤﻮث واﻟﺘﻄﻮﻳﺮ‬
‫{‬
‫{‬
‫{‬
‫ﺗﻤﺮﻳــــﻦ‬
Exercise
{
Please draw a rough
organizational chart of
the organization you work
in using the steps laid out
previously.
53
‫ارﺳـﻢ ﺧﺮﻳﻄـﺔ ﺗﻨﻈﻴﻤﻴـﺔ ﻟﻠﺸﺮآـﺔ‬
‫اﻟﺘـﻰ ﺗﻌﻤﻞ ﺑﻬـﺎ ﻣﺴﺘﺨﺪﻣـ ًﺎ‬
‫اﻟﺨﻄﻮات اﻟﻤﺬآـﻮرة ﺳﺎﺑﻘــًﺎ‬
{
All Rights Reserved 2003 ©
‫ﺧﻄﻮات إﺟﺮاء ﺗﺤﻠﻴﻞ وﻇﺎﺋﻒ‬
Steps in Doing a Job Analysis
{
{
{
Decide job analysis tool
‫ﺣﺪد أداة ﺗﺤﻠﻴﻞ اﻟﻮﻇﺎﺋﻒ اﻟﺘﻰ‬
‫ﺳﺘﺴﺘﺨﺪﻣﻬﺎ‬
z Job Analysis
Worksheet
‫ ورﻗـﺔ ﻋﻤﻞ ﺗﺤﻠﻴﻞ اﻟﻮﻇﺎﺋﻒ‬z
z Job Analysis
‫ اﺳﺘﻘﺼﺎء ﺗﺤﻠﻴﻞ اﻟﻮﻇﺎﺋﻒ‬z
Questionnaire
‫ﺧﻄﻂ ﻟﻌﻤﻠﻴـﺔ ﺟﻤـﻊ اﻟﺒﻴﺎﻧﺎت‬
Plan data collection
‫ ﻣــــﻦ‬z
z Who
‫ آﻴــــﻒ‬z
z How
Implement date collection ‫اﻋﻤﻞ ﻋﻠﻰ ﺗﻨﻔﻴﺬ ﻋﻤﻠﻴﺔ ﺟﻤـﻊ اﻟﺒﻴﺎﻧﺎت‬
‫ ﺟﻤـﻊ اﻟﻤﻌﻠﻮﻣﺎت‬z
z Gather information
z Review results.
‫ ﻣﺮاﺟﻌﺔ اﻟﻨﺘﺎﺋﺞ‬z
54
{
{
{
All Rights Reserved 2003 ©
27
‫أدوات ﺗﺤﻠﻴﻞ اﻟﻮﻇﺎﺋﻒ‬
Job Analysis Tools
{
{
Job Analysis Worksheet:
:‫{ ورﻗﺔ ﻋﻤﻞ ﺗﺤﻠﻴﻞ اﻟﻮﻇﺎﺋﻒ‬
z list job responsibilities,
‫ ﺗﺴﺠﻴﻞ ﻣﺴﺌﻮﻟﻴﺎت وﻣﻮاﺻﻔﺎت‬z
specifications,
‫ ﺗﺴﺠﻴﻞ ﻣﻌﺎﻳﻴﺮ أداء اﻟﻮﻇﻴﻔﺔ‬z
z list performance
standards.
:‫{ اﺳﺘﻘﺼــﺎء ﺗﺤﻠﻴﻞ اﻟﻮﻇﺎﺋﻒ‬
Job Analysis
‫ ﺟﻤﻊ اﻟﻤﻌﻠﻮﻣﺎت اﻟﺨﺎﺻﺔ‬z
Questionnaire:
‫ﺑﺎﻟﻮاﺟﺒﺎت اﻟﻤﺤﺪدة ﻟﻜﻞ وﻇﻴﻔﺔ‬
z gather information on
the specific job duties.
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‫اﺳﺘﺨﺪام أدوات ﺗﺤﻠﻴﻞ اﻟﻮﻇﺎﺋﻒ‬
Job Analysis Tools- when
{
{
Use Job Analysis Worksheet
:‫اﺳﺘﺨﺪم ورﻗﺔ ﻋﻤﻞ ﺗﺤﻠﻴﻞ اﻟﻮﻇﺎﺋﻒ إذا‬
When:
‫ آﻨﺖ ﻣﺪﻳﺮًا ﺻﺎﺣﺐ ﻋﻤﻞ ﺗﺆدى‬z
z owner-manager currently
‫ﺣﺎﻟﻴ ًﺎ اﻟﻤﻬﺎم اﻟﺨﺎﺻﺔ ﺑﺈدارة‬
performing the HRM function.
‫اﻟﻤﻮارد اﻟﺒﺸﺮﻳﺔ‬
z limited resources
‫ آﺎﻧﺖ ﻣﻮارد ﻣﺤﺪودة‬z
z The functions are broad and
‫ آﺎﻧﺖ اﻟﻮﻇﺎﺋﻒ ﻓﻰ ﺷﺮآﺘﻚ واﺳﻌﺔ‬z
standardized
‫اﻟﻤﺪى وﻣﺘﺸﺎﺑﻬﺔ‬
Use Job Analysis Questionnaire
:‫اﺳﺘﺨﺪم اﺳﺘﻘﺼﺎء ﺗﺤﻠﻴﻞ اﻟﻮﻇﺎﺋﻒ إذا‬
When:
‫ آﺎن ﻣﺠﺎل وﻣﻬﺎم اﻟﻮﻇﺎﺋﻒ ﻓﻰ‬z
z Positions are specific in
‫ﺷﺮآﺘـﻚ دﻗﻴـﻘ ًﺎ ﺟﺪًا‬
scope and function.
‫ﺷﻤﻮﻻ‬
‫أآﺜﺮ‬
‫ﺗﺤﻠﻴﻞ‬
‫ آﻨﺖ ﺗﺤﺘـﺎج إﻟﻰ‬z
z More in-depth analysis
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{
{
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28
‫ﻃﺮﻳﻘـﺔ إﻋﺪاد ورﻗﺔ اﻟﻌﻤﻞ‬
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.
‫اﺟﻤﻊ ﺧﺮﻳﻄﺔ اﻟﺸﺮآﺔ اﻟﺘﻨﻈﻴﻤـﻴﺔ‬
‫وﻗﺎﺋﻤـﺔ ﺑﺎﻟﻤﺴﻤﻴﺎت اﻟﻮﻇﻴﻔﻴﺔ ﻓﻴﻬﺎ‬
‫ﺟﻤﻊ ﻣﻌﻠﻮﻣﺎت ﻋﻦ ﻣﺴﺌﻮﻟﻴﺎت‬
‫اﻟﻮﻇﺎﺋﻒ‬
‫اﺧﺘـﺎر اﻟﻮﻇﺎﺋﻒ اﻟﺘـﻰ ﺗﺤﺘـﺎج ﻟﺘﺤﻠﻴـﻞ‬
‫ﻋﺎﺟﻞ‬
‫ﻗـﻢ ﺑﺈﻋﺪاد ورﻗـﺔ ﻋﻤﻞ ﻟﻜﻞ ﻣﻦ هﺬﻩ‬
‫اﻟﻮﻇﺎﺋﻒ‬
‫اﻃـﻠﺐ ﻣﻦ ﺷﺨﺺ ذى ﻣﻌﺮﻓـﺔ أن‬
‫ﻳﺮاﺟﻊ أوراق اﻟﻌﻤﻞ ﻟﻠﺘﺄآﺪ ﻣﻦ ﺻﺤﺔ‬
‫اﻟﻤﻌﻠﻮﻣﺎت‬
‫و‬/‫ﻗـﻢ ﺑﺘﺄآﻴﺪ ﻣﻌﻠﻮﻣﺎت ﺑﺎﻟﻤﻘﺎﺑﻼت أو‬
.‫ﻋﻦ ﻃﺮﻳﻖ اﻟﻤﻼﺣﻈﺔ‬
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{
{
{
{
{
{
All Rights Reserved 2003 ©
‫ﺗﻤﺮﻳــــﻦ‬
Exercise
{
‫اﺧﺘـﺮ وﻇﻴﻔـﺔ ﻓﻰ ﺷﺮآﺘﻚ‬
‫وﻗﻢ ﺑﺘﻌﺒﺌﺔ ورﻗﺔ ﻋﻤﻞ ﺗﺤﻠﻴﻞ‬
‫وﻇﺎﺋﻒ ﻟﻬﺎ )اﺳﺘﺨﺪم ﻧﻤﻮذج‬
‫ورﻗﺔ اﻟﻌﻤﻞ اﻟﻤﺪرج ﻓﻰ آﺘﺎب‬
(‫اﻟﺘﻄﺒﻴﻘﺎت‬
Select one position in
your company and fill
in Job Analysis
Worksheet. (Use the
example worksheet
provided in the
workbook as a template)
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{
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29
‫اﺳﺘﻘﺼﺎء ﺗﺤﻠﻴﻞ اﻟﻮﻇﺎﺋﻒ‬
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
‫ﻣﻌﻠﻮﻣﺎت ﻋﺎﻣـﺔ ﻋﻦ اﻟﻮﻇﻴﻔﺔ‬
‫اﻹﺷﺮاف اﻟﺬى ﻳﻌﻄﻴﻪ واﻹﺷﺮاف اﻟﺬى ﻳﺘﻠﻘﺎﻩ‬
‫ﻣﺠﺎﻻت اﻟﻤﻌﺮﻓﺔ واﻟﻤﻬﺎرات اﻟﻤﻬﻨﻴـﺔ‬
{
‫اﺳﺘﺨﺪام اﻟﻠﻐﺔ‬
‫اﺳﺘﺨﺪام اﻟﺒﺼﺮ واﻟﺤﻮاس اﻷﺧﺮى‬
‫ﻗﺮارات إدارﻳﺔ وﺗﺠﺎرﻳـﺔ‬
‫ﻣﻦ ﻳﺘﺼﻞ ﺑﻬﻢ ﻣﻦ اﻟﺪاﺧﻞ واﻟﺨﺎرج‬
‫اﺟﺘﻤﺎﻋﺎت ﺗﺤﻀﺮهﺎ أو ﺗﺮأﺳﻬﺎ أو ﺗﺪﻋﻮ ﻟﻬﺎ‬
{
{
{
{
{
{
{
‫{ اﻻﻧﺸﻄﺔ اﻟﺒﺪﻧﻴﺔ‬
‫{ اﺳﺘﺨﺪام اﻷﺟﻬﺰة واﻵﻻت واﻷدوات‬
‫{ اﻟﻈﺮوف اﻟﺒﻴﺌﻴﺔ‬
‫{ ﺧﻮاص أﺧﺮى ﻟﻠﻮﻇﻴﻔﺔ‬
Physical Activities
Equipment, Machine, and Tool
Use
Environnemental Conditions
Other Job Characteristics
59
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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.
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‫ﻧﺸــﺎط ﻣﺠﻤﻮﻋﺎت‬
‫آﻮﻧــﻮا ﻣﺠﻤﻮﻋﺎت ﻟﻠﻘﻴـﺎم ﺑﻬﺬا‬
.‫اﻟﻨﺸﺎط‬
‫ﻋﻠﻰ آﻞ ﻣﺠﻤﻮﻋﺔ اﺧﺘﻴـﺎر وﻇﻴﻔﺔ‬
‫وﺗﻘﻮم ﺑﺈﻋﺪاد اﻷرﺑﻌـﺔ ﻋﺸﺮ‬
‫ﺟﺰءا ﻣﻦ اﺳﺘﻘﺼﺎء ﺗﺤﻠﻴﻞ‬
.‫اﻟﻮﻇﺎﺋﻒ‬
‫ﺗﺴﺘﻌـﺪ آﻞ ﻣﺠﻤﻮﻋﺔ ﻟﺸﺮح ﻋﻤﻠﻬﺎ‬
All Rights Reserved 2003 ©
30
‫اﻟﺨﻄــﻮة اﻟﺘﺎﻟﻴـﺔ – ﻣﺴﺘﻨﺪات اﻟﻮﻇﺎﺋﻒ‬
Job Documents-Next Steps
{
{
{
Job Description
Job Specifications
Job Performance
Standards
‫وﺻـﻒ اﻟﻮﻇﺎﺋﻒ‬
‫ﻣﻮاﺻﻔﺎت اﻟﻮﻇﺎﺋﻒ‬
‫ﻣﻌﺎﻳﻴﺮ أداء اﻟﻮﻇﺎﺋﻒ‬
61
{
{
{
All Rights Reserved 2003 ©
Break
‫اﺳﺘﺮاﺣﺔ‬
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31
‫أهـﺪاف ﻣﺴﺘﻨﺪات اﻟﻮﻇﺎﺋﻒ‬
Objectives of Job Documents
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
‫ﺗﻮﻓـﺮ ﻣﺮﺟﻊ ﺗﺤﺮﻳﺮى واﺿﺢ‬
:‫ﻹﻇﻬﺎر‬
‫ﺳـﺒﺐ وﺟﻮد اﻟﻮﻇﻴﻔﺔ‬
63
{
‫ﻣﺎ هﻰ ﻣﺴﺌﻮﻟﻴـﺎت ﺷﺎﻏﻞ‬
‫اﻟﻮﻇﻴﻔﺔ‬
{
‫ﻣﺎ هﻮ اﻟﻤﻄﻠﻮب ﻟﻴﺘﻤﻜﻦ‬
‫ﻣﻦ ﺗﺤﻘﻴﻖ اﻷداء اﻟﻔﻌﺎل‬
‫ﻟﻠﻮﻇﻴﻔﺔ‬
{
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‫أﻧـﻮاع ﻣﺴﺘﻨﺪات اﻟﻮﻇﺎﺋﻒ‬
Job Documents Types
Three Types of Job
Documents:
{ Job description
{ Job specification
{ Job performance
standards
‫ﺛـــﻼث اﻧﻮاع ﻣﻦ ﻣﺴﺘﻨﺪات‬
‫اﻟﻮﻇﺎﺋﻒ‬
‫{ وﺻــﻒ اﻟﻮﻇﺎﺋﻒ‬
‫{ ﻣﻮاﺻﻔﺎت اﻟﻮﻇﺎﺋﻒ‬
‫{ ﻣﻌﺎﻳـﻴﺮ أداء اﻟﻮﻇﺎﺋﻒ‬
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32
ABCD ‫ﻣﺴﺘﻨﺪات اﻟﻮﻇﺎﺋﻒ‬
Job Documents ABCD
Describe
{ A: Audience (for whom)
{ B: Behavior (what?)
{ C: Condition (how?)
{ D: Degree (how well,
how much?)
65
(‫ اﻟﺠﻤﻬﻮر )ﻟﻤــــﻦ؟‬: A
{
(‫ اﻟﺴﻠــــﻮك )ﻣـــﺎذا؟‬: B
{
(‫ اﻟﺸــﺮوط )آﻴــﻒ؟‬: C
{
‫ اﻟﺪرﺟــــﺔ )درﺟﺔ‬: D
(‫ اﻟﻜﻤﻴﺔ؟‬،‫اﻟﺠﻮدة‬
{
All Rights Reserved 2003 ©
‫إﻋــﺪاد ﻣﺴﺘﻨﺪات اﻟﻮﻇﺎﺋﻒ‬
Create Job Documents
Maintain job information
‫ﺻﻴﺎﻧـــﺔ ﻣﻌﻠﻮﻣـﺎت اﻟﻮﻇﺎﺋﻒ‬
Develop job documents
‫إﻋــﺪاد ﻣﺴﺘﻨﺪات اﻟﻮﻇﺎﺋﻒ‬
Conduct a job analysis
‫إﺟــﺮاء ﺗﺤﻠﻴــﻞ وﻇﺎﺋﻒ‬
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33
‫إﻋــﺪاد وﺻﻒ وﻇﻴﻔﺔ‬
Develop Job Description
:‫ﻳﺘﻀﻤـــﻦ وﺻــﻒ اﻟﻮﻇﺎﺋﻒ‬
Job Descriptions includes:
{ Identification
{ General Summary
{ Essential Functions and
Duties
{ Relationships
‫اﻟﺘﻌﺮﻳـــﻒ‬
{
‫ﻣﻠﺨــﺺ ﻋﺎم‬
{
‫اﻻﺧﺘﺼﺎﺻﺎت واﻟﻮاﺟﺒﺎت اﻷﺳﺎﺳﻴـﺔ‬
{
‫اﻟﻌـــﻼﻗﺎت‬
{
67
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‫إﻋﺪاد ﻣﻮاﺻﻔﺎت اﻟﻮﻇﺎﺋﻒ‬
Develop the Job Specifications
Job Specifications include:
z Education requirements
z License requirements
z Experience and/or training
requirements
z Knowledge requirements
z Skills requirements
z Attitude/habit requirements
z Hazards
68
‫ﻣﻮاﺻﻔﺎت اﻟﻮﻇﺎﺋﻒ ﺗﺘﻀﻤــﻦ‬
:‫اﻟﻤﺘﻄﻠﺒﺎت اﻟﺘﺎﻟﻴــــﺔ‬
‫{ اﻟﺘﻌﻠﻴــﻢ اﻟﺘﺮاﺧﻴﺺ‬
‫أو اﻟﺘﺪرﻳﺐ‬/‫{ اﻟﺨﺒﺮة و‬
‫{ اﻟﻤﻌﺮﻓــﺔ‬
‫{ اﻟﻤﻬﺎرات‬
‫{ اﻟﺴﻠﻮك واﻟﻌﺎدات‬
‫{ اﻟﻤﺨﺎﻃــﺮ‬
All Rights Reserved 2003 ©
34
‫ﻣﻌﺎﻳﻴـﺮ أداء اﻟﻮﻇﺎﺋﻒ‬
Job Performance Standards
{
{
{
What are job
performance standards?
z Quality
z Quantity or
productivity
z Timeliness
Why need job
performance standards?
How to get job
performance standards?
z Measurable job tasks
z Performance
standards
‫ﻣﺎ هـﻰ ﻣﻌﺎﻳﻴـﺮ أداء اﻟﻮﻇﺎﺋﻒ؟‬
‫ اﻟﺠـــﻮدة‬z
‫ اﻟﻜﻤﻴـﺔ او اﻻﻧﺘـﺎﺟﻴـﺔ‬z
‫ اﻟﺘﻮﻗﻴـــﺖ اﻟﺼﺤﻴﺢ‬z
‫ﻟﻤـﺎذا ﻧﺤﺘـﺎج ﻟﻤﻌﺎﻳـﻴﺮ أداء‬
‫اﻟﻮﻇﺎﺋﻒ؟‬
‫آﻴﻒ ﻧﺤﺼﻞ ﻋﻠﻰ ﻣﻌﺎﻳﻴﺮ أداء‬
‫اﻟﻮﻇﺎﺋﻒ؟‬
‫ ﻣﻬﺎم اﻟﻮﻇﻴﻔـﺔ اﻟﺘﻰ ﻳﻤﻜﻦ‬z
‫ﻗﻴﺎﺳﻬـﺎ‬
‫ ﻣﻌﺎﻳـﻴﺮ اﻷداء‬z
{
{
{
http://management.about.com/bcs/generalmanagement/a/heyferfindic.htm)
69
All Rights Reserved 2003 ©
‫اﻟﺘﺤﻘـﻖ ﻣﻦ اﻟﻤﻌﻠﻮﻣـﺎت‬
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
70
‫ﻳﺠﺐ أن ﻳﺮاﺟﻊ ﻣﺴﺘﻨـﺪات‬
‫اﻟﻮﻇﺎﺋﻒ اﻷﺷﺨـﺎص اﻟﺬﻳـﻦ‬
‫ﺳﻴﻘـﻮﻣﻮن ﺑﺘﻘﻴـﻴﻢ اﻷداء‬
‫ﻣﻨﺎﻗﺸﺔ ﻣﻌﻠﻮﻣﺎت اﻟﻮﻇﺎﺋﻒ ﻣﻊ‬
‫اﻟﻌﺎﻣﻠﻴـﻦ‬
‫إﺑﻼغ اﻟﺘﻮﻗﻌـﺎت ﺑﻮﺿﻮح‬
‫واﻟﺘﺄآﺪ ﻣﻦ أﻧﻬﺎ ﻣﻔﻬﻮﻣﺔ‬
{
{
{
All Rights Reserved 2003 ©
35
‫ﺻﻴﺎﻧﺔ ﻣﻌﻠﻮﻣﺎت اﻟﻮﻇﺎﺋﻒ‬
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
‫ﻣﺘـﻰ ﻳﺠﺐ ﻋﻠﻴـﻚ ﻣﺮاﺟﻌﺔ ﻣﺴﺘﻨﺪات‬
‫وﻇﺎﺋﻒ ﺷﺮآﺘﻚ‬
71
‫ﻓﻰ أى وﻗﺖ ﻳﺤﺪث ﻓﻴـﻪ ﺗﻐﻴﻴـﺮ‬
‫ﻓﻰ اﺧﺘﺼﺎﺻﺎت وﻇﻴﻔـﺔ ﻣﺎ‬
{
‫ﻋﻨﺪ ادﺧـﺎل أﺳﺎﻟﻴﺐ أو‬
‫ﻣﻤـﺎرﺳﺎت ﺟﺪﻳﺪة ﻓﻰ اﻟﺸﺮآﺔ‬
{
‫أﺛﻨـﺎء إﺟـﺮاء ﺗﻘﻴـﻴﻢ اﻷداء‬
‫اﻟﻤﺤﺪد ﻟﻪ ﻣﻮﻋﺪ ﻣﻦ ﻗﺒـﻞ‬
{
All Rights Reserved 2003 ©
‫اﺑﻼغ ﻣﺤﺘﻮﻳﺎت ﻣﺴﺘﻨﺪات اﻟﻮﻇﺎﺋﻒ‬
Communicate Job Documents
:‫ﺗﺘﻀﻤــﻦ اﻷﺳﺎﻟﻴﺐ‬
‫{ ﻣﺸــﺎرآﺔ اﻟﻌﺎﻣﻠﻴــﻦ‬
‫{ دﻟﻴــﻞ اﻟﻌﺎﻣﻠﻴــﻦ‬
‫{ ﻟﻮﺣﺔ اﻹﻋﻼﻧﺎت‬
‫{ اﻟﻨﺸــﺮة اﻹﺧﺒﺎرﻳـﺔ‬
‫{ ﺑﺮﻧﺎﻣﺞ اﻟﺘﻌﺮﻳﻒ ﺑﺎﻟﺸﺮآﺔ‬
Techniques include:
{ Employee involvement
{ Handbook
{ Bulletin board
{ Newsletter
{ Orientation program
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36
‫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.
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:‫دراﺳــﺔ ﺣﺎﻟـﺔ ﻟﻠﻤﺠﻤﻮﻋـﺔ‬
‫ﻗﻮﻣﻮا آﻤﺠﻤﻮﻋﺔ ﺑﻤﻨﺎﻗﺸـﺔ‬
‫ واﻹﺟﺎﺑﺔ ﻋﻠﻰ‬1 ‫اﻟﺤﺎﻟـﺔ رﻗﻢ‬
‫ آﻮﻧﻮا‬.‫اﺳﺌﻠـﺔ ﺗﺤﻠﻴﻞ اﻟﺤﺎﻟـﺔ‬
‫ﻣﺴﺘﻌﺪﻳﻦ ﻟﻠﻤﻨﺎﻗﺸـﺔ ﻣﻊ‬
‫اﻟﺰﻣﻼء اﻟﺤﺎﺿﺮﻳﻦ‬
All Rights Reserved 2003 ©
‫ﻧﻘــﺎط اﻟﺘﻌﻠـــﻢ اﻟﺮﺋﻴﺴﻴــﺔ‬
Key Learning Points
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37
End of Day One
第一日结束
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