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Strategic Planning of Human Resources to Improve the Institutional Performance of Infrastructure Projects
The Model of The Ministry of Public Works and Housing
Contents
Abstract 2
Introduction 4
Motivation 5
The goals 6
Literature review 7
The results from previous researches 9
Problem statement 11
Methodology 13
Methodology of the study 13
The hypotheses of the study 13
Approach. 14
Reference”””””””””””’. 15
Abstract
Human resources are one of the most important resources responsible for improving institutional performance. These resources must be strategically planned to reach the desired goal.
In this study, I will mention some of the problems that hinder strategic resource planning and the role of this disability in reducing institutional performance. I will conduct a statistical study to address these problems.
This study will be applied to infrastructure projects in the Ministry of Public Works and Housing.
Introduction
Human resources in institutions are the most important resources, they are individuals who plan, innovate and implement. Human resources management in the construction and infrastructure sector plays a key role. Human resources department is the department responsible for identifying the sector's employment needs for its various activities and functions in terms of quantity and type and at all administrative and operational levels. This department also works continuously to improve the performance and development of employees. Modern management depends entirely on a set of principles, which regulates the work of its employees, and the basis for their performance.
Human Resource Management (HRM) has taken recently a great importance. So, Researchers try to enhance the management of Human Resource (HR) to a strategic level through human capital. For a long time, strategies making has been kept away from the HR field, it has a concern in trade, industries, investment or the business in general. Recently we have emphasized that HRM is strategic by nature. Researchers have been interested by SHRM.
In recent years, organizations have urged to adopt a variety of performance-enhancing or progressive human resource practice to improve their competitiveness. Prior research has demonstrated a direct causal relationship between HRM system and firm performance . Strategical Role of Organizational Learning and Knowledge Sharing on Relationship between Human Resource Management System and Performance.
This research feeds both sides; the theoretical side and the practical side. The theoretical side consists of the following:
Scientific importance
1- Enrich the theoretical and scientific knowledge associated with the concept of strategic planning for human resources in public sector institutions and clarify its dimensions and axes and develop scientific indicators and measures to diagnose, measure and evaluate strategic planning processes for human resources.
2- Clarifying the role of strategic planning for human resources in improving the level of institutional performance and revealing the aspects of relations and trends between the two variables.
And the practical side contains that the research is applied to the infrastructure projects within the Ministry of Public Works and Housing where it seeks to be a specialized and reference house for government units through the provision of quality services in the fields of administrative development and personnel.
Motivation
This research aims to:
1. Identify the application and clarity of the concepts and practices of strategic planning for human resources of workers in the Ministry of Public Works and Housing, and to provide scientific and practical recommendations for the formulation and implementation of strategic planning in scientific manner.
2. Diagnose the reality of the institutional performance in the Ministry of Public Works and Housing, and identify weaknesses and strengths in the institutional performance of the ministry. Also, to develop proposals and recommendations to develop and improve it.
3. The benefit of those who are involved in the strategic planning of human resources.
The goals
This study aims to achieve several goals as follows:
1. Identify the important role of strategic planning for human resources in the infrastructure sector.
3- Identify the relationship between the strategic planning of human resources and the institutional performance in the infrastructure sector.
2. Identify the problems and obstacles facing the strategic planning of human resources in the infrastructure sector.
3. Identify the extent to which strategic planning for human resource management activities (recruitment, training and development) in the infrastructure sector is practiced.
4. Show differences in views among researchers on the impact of strategic planning for human resources on improving institutional performance.
Literature review
HRM has grown considerably in the last 15 years. Schuler et al. (2001) described the evolution of SHRM from personnel management in terms of a two-phase transformation, first from personnel management to traditional human resource management (THRM), and then from THRM to SHRM .
1. Thorogood,2005 study under the title of Strategic Planning or Managing Change? (England, Wales)
This study investigated the nature of the general strategy in Wales, England through two dimensions; theoretical and practical, to improve the administrative process in the province. The study found that although theoretical literature contributed to strategic thinking and strategic planning, but this theoretical literature must be linked with knowledge of reality to create a kind of compatibility between what exists and what should be.
2. Singh,2006 study under the title of The Impact of Strategic Planning Process Variation on Superior Organizational Performance in Non-Profit Human Service Organization
This study investigated the impact of strategic planning process variation on superior organizational performance in nonprofit human service organizations. The major finding of this study was that complete strategic planning is highly correlated with superior organizational performance. Also, the results of strategic planning have a positive impact on the administration and the policy of the provided social services especially in the organizations that practice the process of Strategic Planning.
3. Cohen,2006 study under the title of Public Sector Strategic Planning: IS it Really Planning or is it Really Strategy or Is It Nether or Both?
This study was carried out at the level of ministerial departments in the US federal government (civil only), and aimed to answer questions related to the term of strategic planning: Is it really planning? Or is it really a strategy? is it neither? and what is the difference between them? The study found that public sector participants described the strategy as how in the long term the organization could move from A to B. They describe Planning as a short-term, and it is always an action-oriented process focus on more specific things. Based on these findings, strategic planning focuses on their internal and external issues and addresses current and future issues.
4. ”ALI”KAN,2010 study under the title of The Impact OF Strategic Human Resource Management on Organizational Performance
This study aimed to check the relationship between Strategic Human
Resource management and Organizational Performance. The study found that human resources are one of the important sources of competitive advantage for organizations, and generally reported positive statistical relationships between Strategic Human Resource management and organizational performance. Also, the study showed that Strategic Human Resource management enable human resources managers in organizations to design programs that would achieve better results at the level of operations and then achieve high organizational performance. The study found that the way the organization manages its human resources is intrinsically related to its organizational performance.
5. OladipoJimoh A.,2011 study under the title of Strategic Human Resource Management and Organizational Performance in the Nigerian Manufacturing Sector
This study aimed to know the extent to which Strategic HRM is practiced in the Nigerian manufacturing sector as well as its impact on
Organizational Performance. Results showed that strategic HRM was moderately practiced by the companies operating in the Nigerian
manufacturing sector. Results also indicated that selection system, compensation system, regular training, equity, and a robust employee participation in the organizations ‘decisions and actions are the key strategic HR practices that influence organizational performance in the Nigerian.
6. sani,2012study under the title of Strategic Human Resource Management And Organizational Performance in The Nigeria Insurance Industry
This study investigated the impact of strategic HRM practices on organizational performance of insurance companies in Nigeria as well as examining whether the effectiveness of strategic HRM practices on organizational performance is contingent on organizations’ work place climate. Results indicated that career analysis strategies, training, career planning system are the key strategic that influence organizational performance in the Nigerian insurance industry. Results also showed that the relationship between strategic HRM practices and organizational performance in the Nigerian insurance industry is moderately influenced by organizational climate.
The results from previous researches
Identify and analyze previous researches gaps:
– Showing the previous studies gives a clue that there are many Arab and foreign studies which studied the subject of research in different working environments. Also, there are many similarities and differences between the current study and previous studies. The following is the analysis:
– The previous studies found that the lack of human competencies, lack of funding, and information and technology are the most important factors that influence on strategic planning. The values, vision and mission are considered the main elements and indicators of strategic planning existence. Previous studies emphasized the need for continuous review of strategic plans in the light of environmental variables and factors, in addition to the need to develop criteria to assess the extent to which organizations can effectively implement strategic planning processes.
– Most of previous studies indicated to the importance of the relationship between strategic planning and performance, since strategic human resources management represents a key factor in raising the level of performance of human resources and thus improving the performance level of the organization.
– Previous studies found that the strategies of selection, compensation, training, and career analysis are considered one of the most important strategies that influence the organizational performance. Also, the studies found that human recourses are one of the important sources of competitive advantage for organizations
Problem statement
The research gap and what distinguishes this study
This study is considered one of the rare studies that are applied to the infrastructure sector of the ministry of public work and housing
‘ Most of the previous studies dealt with the concept of strategic planning as a function in the senior management and with the participation of certain group of workers in the low levels functions. This study is dealing with the concept of strategic planning as a deep philosophy and must be rooted in all aspects and levels of organization.
‘ Previous studies did not focus enough on identifying the obstacles of effective strategic planning of human resources, whereas this study will pay great attention to this issue, since these obstacles have a negative impact on the institutional performance and on the success of the strategic planning process for human resources.
‘ Most of the previous studies focused their explanation of strategic planning on the implementation phase and overlooked the preparation and evaluation phases. While this study will give great attention to the preparation and evaluation phases, the strategic planning is an integrated system that passes through three basic phases: preparation, implementation and evaluation.
‘ The previous studies investigated the indicators of strategic planning in isolation from the strategic vision and philosophy of the institution, while this study looks to the strategic human resources management as an integrated part with the strategy of the institution as well as, the strategy of employment, compensation, training and development, maintenance and labor relations
‘ Most of the previous studies focused in their interpretation of institutional performance on the individual performance and overall performance, while this study will focus on the performance of organizational and administrative units within the framework of integrated and interrelated performance system that begins with individual performance and passes through the performance of the units and then the performance of the institution. `
‘ Most of the previous studies focused in their interpretation of the performance variable on the market share or profitability variables in the private sector, in addition to the efficiency, and sustainability in the public sector. This study will focus on the achievement of strategic objectives, vision and mission within the frame of key performance indicators of the institution.
‘ To what extent has strategic planning for human resources contributed to improving the level of institutional performance in the infrastructure sector within the Ministry of Work ? The main question is divided to the following questions:
1. What is the actual of strategic planning of human resources in the infrastructure sector in Jordan?
2. Are there any obstacles of effective strategic planning of human resources in the infrastructure sector? What are the nature of these obstacles? And what are the tools and methods to address and overcome them
3. What is the level of institutional performance in the infrastructure sector within the Ministry of Work and Housing?
4. Are there any obstacles to raise the level of institutional performance and increase the efficiency of productivity for employees in the infrastructure sector? What are the nature of these obstacles? What are the methods to overcome them?
5. Is there a statistically significant relationship between the strategic planning of human resources and the institutional performance in the infrastructure sector within the Ministry of Work and Housing? and what is the nature of this relationship in addition to its statistical trends?
6. Is there a statistically significant impact on the role of strategic planning for human resources in the infrastructure sector at the level of institutional performance?
7. Are there statistically significant differences about the role of strategic planning for human resources in improving the level of institutional performance in the infrastructure sector according to the following variables (gender, age, occupation, years of service, qualification)?
Methodology
Methodology of the study
The problem of strategic planning for human resources and its role is in improving the institutional performance in the infrastructure sector. The model of the Ministry of Work and Housing requires relying on several approaches to study any phenomenon in order to allow us to stand on the dimensions of the comprehensive framework. It will rely mainly on the analytical descriptive approach, which depends on the study of the phenomenon as it exists in reality, and describe it carefully in addition to express it in quantitative and qualitative form. Also, this approach care about analysis, linkage and interpretation to reach to theoretical and practical conclusions and recommendations. In addition to the historical approach through which we can review the Arab and foreign scientific studies in the field of strategic planning for human resources and the process of this phenomenon, and historical development. The study will also rely on the statistical approach in the practical aspect. It is worth to mention that the multi-curricular approach contributes and helps clearly to identify the problem to be studied and clarify the dimensions.
The hypotheses of the study
The first hypothesis:
There is a relationship between strategic planning for human resources and institutional performance in the infrastructure sector.
The second hypothesis:
There is a great impact of the strategic planning of human resources on the institutional performance of the infrastructure sector.
The third hypothesis:
There are differences between the responses average of respondents on the role of strategic planning for human resources in improving the level of institutional performance according to the following variables (gender, age, career, years of experience, qualification).
Approach.
This study relies on two main sources of data for data collection and information related to the subject of the study:
1. Secondary sources: The related books and references in both languages Arabic and foreign, periodicals, reports, articles, research and previous studies that dealt with the subject of the study, in addition to read in different Internet sites.
2. Initial Sources: To address the practical and analytical aspects of the subject of the study, initial data will be collected through questionnaire as a main tool for the study and it will be designed specifically for this purpose.
References
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