اسم المؤلف:
هديل علي عبد مهدي التميمي
اسم المشرف:
غني دحام تناي الزبيدي
المستخلص:
تهدف هذه الدراسة الى تحديد دور نظام معلومات الموارد البشرية في بناء نظام تقييم اداء العاملين في وزارة التعليم العالي والبحث العلمي/مركز الوزارة، من خلال قياس كفاءة نظام معلومات الموارد البشرية وتاثيرها على عملية تقييم الاداء، فقد لمست الباحثة حاجة الوزارة | This study aims to determine the role of Human Resources Information System in building performance assessment system working in the Ministry of Higher Education and Scientific Research / Center for the ministry, by measuring the efficiency of the HR information system and its impact on the performance appraisal process, it has touched the researcher need the ministry to devise methods that employ outputs Human Resources Information System in the organization surveyed for the development of methods and levels of the process of assessing the performance of its employees, in order to decide whether the role played by human resources information system in the process of assessing the performance of employees, we raised the question of President the following : (To what extent the efficiency of human resources information system? And what effect that in the process of appraisal the performance of workers?)In order to achieve the goal of the study, and answer questions about the problem reached a researcher through thought and theoretical studies related to the building scheme supposedly shows the relationship between the variables of the study, as it consisted of Human Resources Information System as an independent variable included six dimensions of the sub (the accuracy of information, speed information, relevance of information, quality information, quality system, the use of the system), and the system of evaluating the performance of employees as a variable supported include six dimensions of the sub (functional analysis, performance evaluation criteria, methods of performance evaluation, feedback, training resident, quality system evaluation) have interacted these variables to form the framework around which the study. The study population consisted of academics and administrators owners of management positions within the level of middle management personnel in the Ministry of Higher Education and Scientific Research / Center for the ministry, as was the use of the style of comprehensive inventory so that study was applied to all members of the community, which included all heads of departments in the departments of the Ministry who was number (42), head, and the response rate (100%).And used the questionnaire as an essential tool in the collection of data and information, as it consisted of three parts, attached to the first part to personal data of the sample surveyed, and the second part was devoted to measure the efficiency of the HR information system and included (30) a paragraph, and either the third part was devoted to measure the process of evaluating the performance of employees, which included (35) a paragraph, and data analysis program was used (SPSS), through which were obtained percentages and frequencies, and the Cronbach alpha test, and Spearman correlation coefficient and other analyzes that have been used to test the hypotheses of the study.The study results showed that the Ministry of Higher Education and Scientific Research employs human resources information systems in making decisions on personnel matters, and pay attention to the quality of HR information system, as well as its updated and data processing system on an ongoing basis, but that the ministry does not inform the workers on the results of evaluating the performance of which indicates a defect in the evaluation system used in the ministry.The results of the analysis reflected the weakness of the adoption of managers in the Ministry of Education and Human Resources Information System in the process of assessing the performance of employees, which requires the ministry to increase reliance on information systems, thereby increasing the accuracy and effectiveness of decisions taken for the process of appraisal the performance of its staff.And exited the study a set of recommendations based on the conclusions reached by including the need to take over the ministry interested in more information systems and rely on their output in the process of assessing the performance of employees, to gain practical accuracy and objectivity in the evaluation results, in addition to the development of performance criteria used in assessing the performance so as to be able to Measuring the performance of employees and do not lead to the intervention of personal factors. and the need for a feedback system follows the performance appraisal process, which can be employed to identify the results of their assessment and to identify weaknesses and avoid them as well as identify the strengths and strengthened.
