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|Title:||دراسة التخطيط الإستراتيجي للموارد البشرية في الجامعات الليبية دراسة ميدانية على جامعتي بنغازي وعمر المختار|
|Authors:||Salem Ali Salem Matoug|
|Publisher:||Universiti Sains Islam Malaysia|
|Abstract:||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.|
|Appears in Collections:||Ph.D|
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