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إدارة الموارد البشرية في المجال الرياضي
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إدارة الموارد البشرية في المجال الرياضي
إدارة الموارد البشرية في المجال الرياضي
Uploaded by
Noor AliCopyright:
Available Formats
–
اﻟط ﻌﺔ اﻷوﻟﻰ
م2014
00201001293233
002035404480
1
2
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Human Development
2007
2000
7
( Sam , K. 1987)
( UNDP, 1994)
1990
2003
-
-
-
8
2003
-
-
-
-
2010
-
-
-
-
9
2009
10
11
2004
2 1
3
4
5
7 6
1995
2005
12
(Evan & Lindsay, 1996)
2008
13
2003
1985
Beer et - at
Walton1985
Commitment
Loyalty
14
Armstrong
: David Guest 71
1987
1991–
15
:Karen Legge82
1989
Armstrong1995Storey
Armstrong
Mutuality
Walton 1985 -
. Armstrong .p . 6
–
16
.Walton P.10
Bayars and Rue
65
(Sikula , A. 1976 )
(Martin ,J . 1977 )
17
18
Employment Relationship
Stakeholders
19
Mutuality and partner -
ships at work
20
THE BUSINESS PLAN
Change makers
More Employable
2009
21
1986
1989
22
20012009
2010
Byars and Rue, 1991
Gordon, 1986
2003
23
2010
24
19982011
Denisi and Griffin, 2001
2011
1
25
2
3
4
5
6
26
200520031999
(Certo , 1997 ) 2006
2010
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2004
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2004
2003
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Denisi and Griffin, 2001
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1
2
3
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3
1
2
3
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1
33
34
35
1993
2002
1996
36
Edwards, 1982;
Ivancevich, 1992.
1996
-
-
-
-
-
-
1989
37
( Thomes , H. 1989)
Chew and Chong,1999
2000
2010
38
Richard and
Johnsos, 2001
–
––
2002
1
2
3
39
1
2
3
2000
1996
40
Denisi and
Griffin
41
Internal Sources
External Sources
1999
42
Mathis and Jackson, 1988
Feranndez – Araoz, (1999)
43
1987
44
(Review)RAP
Rock, PlanAnalyze
1996
1994
2010
1
2
3
45
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5
6
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8
2010
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5
6
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-
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Line
Managers
50
2
:اﻷﻫداف اﻟﻌﺎﻣﺔ : اﻷﻫداف اﻟﻣﻧظﻣﺔ
:اﻷﻫداف اﻟﺧﺎﺻﺔ
اﻟ ﻘﺎء اﻹﻧﺗﺎﺟ ﺔ
اﻟﺟﻧب
اﻟﺗﻧﺎﻓﺳ ﺔ ﺗﺣﺳﯾن ﺣ ﺎة اﻟﻌﻣﻞ
اﻻﺣﺗﻔﺎ ﻧﺷﺎطﺎت ادارة
اﻟﻧﻣو اﻹذﻋﺎن اﻟﻘﺎﻧوﻧﻲ اﻟﻣوارد اﻟ ﺷر ﺔ
اﻟداﻓﻌ ﺔ
اﻟرﺣ ﺔ اﻟﻣﯾزة اﻟﺗﻧﺎﻓﺳ ﺔ
اﻟﺗدرب
اﻟﻣروﻧﺔ ﺗﻛ ﻔ ﺔ ﻗوة اﻟﻌﻣﻞ
2
Schuler, R. S. (1995) "managing Human Resources", 5th
ed., P.9.
51
1
2
3
4
5
6
1
52
2
3
53
(John, B.& Jeffrey, G.1999) STAKE HOLDERS
ﻣﺻﺎﻟﺢ أﺻﺣﺎب اﻟﻣﺻﻠﺣﺔ :
-اﻟﻣﺳﺎﻫﻣون .
-اﻹدارة .
-ﻣﺟﻣوﻋﺔ اﻟﻌﺎﻣﻠﯾن .
-اﻟﺣ وﻣﺔ .
-اﻟﻣﺟﺗﻣﻊ .
-اﻻﺗﺟﺎﻫﺎت /اﻟﻧﻘﺎ ﺎت
SLTUAT IONAL FACTORS
ﻧﺗﺎﺋﺞ ﻋﻠﻰ اﻟﻣد
ﻧﺗﺎﺋﺞ اﻟﻣوارد
اﻟ ﻌﯾد: ﺳ ﺎﺳﺔ إدارة اﻟﻣوارد
اﻟ ﺷر ﺔ ) اﻟﻌﺎﺋد ( :
-رﻓﺎﻫ ﺔ ﻟﻠﻔرد واﻟﻌﻧﺎ ﺔ ﻪ . اﻟ ﺷر ﺔ :
-اﻻﻟﺗزام .
-ﻓﻌﺎﻟ ﺔ اﻟﻣﻧظﻣﺔ . -اﻟﺧ ﺎرات .
-اﻟﻘدرات .
-اﻟرﻓﺎﻫ ﺔ واﻟﻌﻧﺎ ﺔ -ﺗﺄﺛﯾر اﻟﻌﺎﻣﻠﯾن .
-اﻟﺗطﺎﺑ .
اﻻﺟﺗﻣﺎﻋ ﺔ . -ﺗدﻓ اﻟﻣوارد اﻟ ﺷرﺔ
-ﻓﻌﺎﻟ ﺔ اﻟﺗﻛﻠﻔﺔ
-ﻧظم اﻟﻣ ﺎﻓﺂت .
-ﻧظم اﻟﻌﻣﻞ
ﻋﻮاﻣﻞ ﻓﻲ ﻣﻮﻗﻊ اﻟﻌﻤﻞ :
-ﺧﺼﺎﺋﺺ اﻟﻘﻮى اﻟﻌﺎﻣﻠﺔ .
-إﺳﺘﺮاﺗﻴﺠﺔ وﻇﺮوف اﻟﻌﻤﻞ
اﻟﺘﺠﺎري .
-ﻓﻠﺴﻔﺔ اﻹدارة .
-ﺳﻮق اﻟﻌﻤﻞ .
-اﻻﺗﺤﺎدات /اﻟﻨﻘﺎﺑﺎت
-ﺗﻘﻨﻴﺔ اﻟﻤﻬﺎم .
-اﻟﻘﻮاﻧﯿﻦ واﻷﻋﺮاف
54
5
6
7
– 1
2
55
3
4
5
6
رﺳﺎﻟﺔ اﻟﻤﻨﻈﻤﺔ
اﻷھﺪاف واﻟﻐﺎﯾﺎت
اﻹﺳﺘﺮاﺗﯿﺠﯿﺔ
اﻟﮭﯿﻜﻞ
اﻟﻤﻮارد
4
56
5
ﺗﺤﺪﯾﺪ رﺳﺎﻟﺔ اﻟﻤﻨﻈﻤﺔ
وﺿﻊ اﻷھﺪاف واﻟﻐﺎﯾﺎت
ﺗﺤﻠﯿﻞ ﺗﻘﯿﯿﻢ اﻟﻤﻨﺎخ ﻣﻦ
اﻟﻌﻤﻞ اﻟﻤﻮارد اﻟﺒﺸﺮﯾﺔ
ﻣﻘﺎرﻧﺔ اﻟﻌﺮض واﻟﻄﻠﺐ ﻋﻠﻰ ﺗﺤﺪﯾﺪ
ﺗﺤﺪﯾﺪ اﻟﻤﻮارد اﻟﺒﺸﺮﯾﺔ اﻟﻄﻠﺐ
اﻟﻌﺮض
زﯾﺎدة اﻟﻌﺮض ﻋﻠﻰ اﻟﻄﻠﺐ اﻟﻄﻠﺐ ﻋﻠﻰ اﻟﻌﺮض زﯾﺎدة
اﻟﺘﻘﻠﯿﺺ اﻟﺘﻮظﯿﻒ
5
57
Employees Performance Appraisal :
58
2010
2002
(Invancevich ,1995)
59
Success Key
1988
60
61
62
Performance Assessments, Performance Evaluation,
Appraisal.
1
Measurement
2
Assessment
63
3
Evaluation
Appraisal
Performance Appraisal
Performance Appraisal : Concepts and importance
64
1
2
3
4
65
1
2
3
66
Attraction 1
Motivation 2
Retaining 3
Criteria of Performance Appraisal
Performance Standards
67
1
2
68
validity 1
-
-
1
2
69
3
4
5
6
7
2000
1
2
3
-
-
-
4
5
6
7
70
8
2002
1
2
71
3
4
5
6
7
72
73
1
2
3
4
5
(Edward , E. 1971)
1
2
3
4
74
5
6
7
3
2011 1404
75
-
-
-
–
1
76
2
3
4
1
2
3
4
5
6
77
2011
-
-
-
-
-
-
-
-
-
-
-
-
-
-
78
-
-
-
-
-
-
1997 1
1980 2
79
2001 3
80
HUNGER . 1995
Aktouf (1996)
VISION
OF THE FUTURE
(W. Glueck and L . Jauch,1984)
(W. Zimmerman and B. Tregoe, 1980 )
81
1998
82
BUSINESS STRATEGY
83
the firms competitive Strategy
84
1
2
2002
85
––
Strategic Plan
86
1
2
3
4
5
2000
1
2
87
3
4
2001
88
( De Cieri &Dowling P.J.,1998 )
89
Global
Competition
Corporate Reorganization
Slower Growth in Markets
90
2001
91
Cost Leadership :
Differentiation
92
93
2004
––
2000
94
1
2
95
3
4
5
6
7
1999
1
2
3
4
5
96
(Thomas, M. 1996 )2009
:
(Anthony, W. D et al ,1999 )
97
1
اﻟﺒﻴﺌﺔ اﻟﺨﺎرﺟﻴﺔ اﻟﻤﺆﺛﺮة وﺗﺸﻤﻞ :
) أ ( اﻟﺒﻴﺌﺔ اﻟﻌﺎﻣﺔ ﻣﺜﻞ :
واﻟﻌﻮاﻣﻞ اﻷﻗﺘﺼﺎدﻳﺔ - .اﻟﺼﻨﺎﻋﺔ ودرﺟﺔ اﻟﻤﻨﺎﻓﺴﺔ . اﻟﻌﻤﻞ
-ﺳﻮق
-اﻟﻤﺘﻐﻴﺮات اﻟﺪوﻟﻴﺔ . -اﻟﻌﻮاﻣﻞ اﻟﺴﻴﺎﺳﻴﺔ واﻟﻘﺎﻧﻮﻧﻴﺔ .
اﻟﺘﻜﻨﻠﻮﺟﻴﺎ اﻟﻤﺴﺘﺨﺪﻣﺔ .
-ﻧﻮع
) ب( اﻟﺒﻴﺌﺔ اﻟﺨﺎﺻﺔ ﻣﺜﻞ اﻟﻤﻨﺎﻓﺴﻴﻦ واﻟﻌﻤﻼء .
اﻟﺒﻴﺌﺔ اﻟﺪاﺧﻠﻴﺔ ) ﻧﻘﺎط اﻟﻘﻮة واﻟﻀﻌﻒ (
-اﻟﺮؤﻳﺔ - .اﻟﺮﺳﺎﻟﺔ.
-اﻷﻫﺪاف
اﻹﺳﺘﺮاﺗﯿﺠﯿﺔ اﻟﻌﺎﻣﺔ ﻟﻠﻤﻨﻈﻤﺔ
اﺳﺘﺮاﺗﯿﺠﯿﺎت رﺋﯿﺴﺔ .
اﺳﺘﺮاﺗﯿﺠﯿﺎت ﺗﻜﯿﻒ اﻷﻋﻤﺎل .
إﺳﺘﺮاﺗﯿﺠﯿﺎت ﺗﻨﺎﻓﺴﯿﺔ اﻷﻋﻤﺎل
.
اﻹﺳﺘﺮاﺗﯿﺠﯿﺎت اﻟﻮظﯿﻔﯿﺔ إﺳﺘﺮاﺗﯿﺠﯿﺔ اﻟﻤﻮارد اﻹﺳﺘﺮاﺗﯿﺠﯿﺎت اﻷﺧﺮى
اﻷﺧﺮى ) اﻟﺘﺴﻮﯾﻖ ، اﻟﺒﺸﺮﯾﺔ. ﺑﺎﻟﻤﻨﻈﻤﺔ ) ﺣﺴﺐ اﻟﻤﻨﺘﺞ،
اﻹﻧﺘﺎج ،اﻟﺘﻤﻮﯾﻞ (.... اﻟﺠﻐﺮاﻓﯿﺔ (
اﻟﻤﻨﻄﻘﺔ
إﺳﺘﺮاﺗﯿﺠﯿﺎت إﺳﺘﺮاﺗﯿﺠﯿﺎت اﻟﺘﺤﻔﯿﺰ
اﻹﺳﺘﺮاﺗﯿﺠﯿﺎت
اﻻﺳﺘﻐﻨﺎء ﻋﻦ ،وﺻﯿﺎﻧﺔ واﻻﺣﺘﻔﺎظ اﻟﺴﺎﺑﻘﺔ واﻟﻤﺼﺎﺣﺒﺔ
اﻟﻤﻮارد اﻟﺒﺸﺮﯾﺔ . ﺑﺎﻟﻤﻮارد اﻟﺒﺸﺮﯾﺔ ﻟﻌﻤﻠﯿﺔ
اﻟﺘﻌﯿﯿﻦ .
-اﻟﻔﺼﻞ . -اﻟﺘﻬﻴﺌﺔ واﻟﺘﻄﻮﻳﻊ -ﺗﺨﻄﻴﻂ اﻟﻤﻮارد اﻟﺒﺸﺮﻳﺔ .
-إﻧﻬﺎء اﻟﺨﺪﻣﺔ . -اﻟﺘﺪرﻳﺐ اﻻﺳﺘﻘﻄﺎب
-اﻷﺟﻮر واﻟﻤﻜﺎﻓﺂت -اﻟﺘﻘﺎﻋﺪ اﻟﻤﺒﻜﺮ . اﻻﺧﺘﻴﺎر
-اﻟﻤﺰاﻳﺎ واﻟﺨﺪﻣﺎت اﻟﺘﺴﻜﻴﻦ
اﻟﺘﻐﺬﯾﺔ اﻟﻤﺮﺗﺪة
98
1999
Vision 1
99
Mission 2
100
3
( Becker, B. & Garhart , B. 1996)
Market Standing 1
Innovation 2
Productivity 3
101
Physical and 4
Financial Resources
Profitability 5
6
7
8
Stakeholders
102
1999
1
2
3
4
5
6
7
–
Measurable–
Achievable Specific
Flexible AcceptedWritten
ComprehensivePrioritized
Time Bound coordinated
103
(Schein ,1983 )
1
2
3
4
5
6
7
2001
1
2
104
3
4
5
6
7
8
9
10
105
11
1
2
CORPORATE STRATEGY
3
4
1
106
2
3
4
( STAKEHOLDERS
107
108
mentoring
–
1
2
3
4
5
109
110
Job Oriented ((vs)) Employee
ORIENTED
–
111
–
–
–
112
–
–
1
– 2
113
1
(PROFESSIONALLSM
–
2
–
3
–
4
–– 5
–
–
114
–
115
Business plan
116
1
2
3
4
5
Merit Concepts
117
Procedural Fairness
118
2010
2004
1
2
3
119
4
1
2
3
120
4
Change Makers
5
121
Stoner& Freeman(1994)
Mcshane &Von Glinow (2005 )
2009
( Performance Culture)
(Relationship Culture )
122
( Control Culture )
(Responsive Culture )
2006
1
2
123
3
4
5
6
2004
CULTURE ORGNIZATIONAL
124
1996
125
126
EMPLOYABILITY
2007
-
-
-
-
-
-
-
-
-
-
127
-
-
-
-
-
-
-
-
-
-
-
128
CHRISTOPHER POLLITT
ORGANIZATIONAL AND INFORMATION
THCHNOLOGIES
PRODUCTIVE EFFICIENCY
129
1999
1
2
3
4
5
JOB SATISFACTION
130
HINIMAN
1
2
3
MSQ
131
BERMAN ET - AL
132
133
14
COMPASSIONATE
134
SWOT
ﺗﻘﻮﯾﻢ وﺗﺤﻠﯿﻞ اﻟﺸﺮﻛﺔ ﻣﻦ اﻟﺪاﺧﻞ
ﻣﺎ ﻣﻮﻃﻦ اﻟﻀﻌﻒ؟ ﺗﺤﻠﻴ ﻞ اﻟﻮﺿ ﻊ اﻟ ﺮاﻫﻦ ﻣﺎ ﻣﻮﻃﻦ اﻟﻘﻮة ؟
-ﻣﺒ ﺎن ﺑﺤﺎﺟ ﺔ اﻟ ﻰ وﻳﺘﻀﻤﻦ : -ﺟ ﻮدة اﻟﻤﻨﺘﺠ ﺎت
ﺗﻐﻴﻴ ﺮ وﻛ ﺬا اﻻﺛ ﺎث أ -ﻣ ﺎ ﺣﺠ ﻢ وﻧ ﻮع اﻟﻌﻤ ﻞ واﻟﺨ ﺪﻣﺎت ﺣﺴ ﺐ
اﻟﻤﻜﺘﺒﻲ . اﻟﺤﺎﻟﻲ؟ ﻣﻘ ﺎﻳﻴﺲ اﻟﺠ ﻮدة
-ﻣﻮﻗ ﻊ ﺟﻐﺮاﻓ ﻲ ب -ﻣﺎ اﻟﻤﻄﻠﻮب أداؤه ؟ اﻟﺴﻌﻮدﻳﺔ .
ﻳﺼ ﻌﺐ اﻟﻮﺻ ﻮل ج -اﻟﻔﺘﺮة اﻟﺰﻣﻨﻴﺔ ﻟﻠﺘﻨﻔﻴﺬ . -ﺣﺼ ﺔ ﻛﺒﻴ ﺮة ﻓ ﻲ
إﻟﻴﺔ . د -اﻟﺘﻌﺮف ﻋﻠﻰ اﻟﺘﻨﻈﻴﻢ وﻣ ﺎ اﻟﺴ ﻮق اﻟﻤﺤﻠﻴ ﺔ
-إدارة ﻣﺴ ﺘﻮدﻋﺎت ﺳﻴﻜﻮن ﻋﻠﻴﺔ ﺑﻨﻬﺎﻳﺔ اﻟﺨﻄﺔ . اﻟﺨﻠﻴﺠﻴﺔ.
ﺿﻌﻴﻔﺔ . ﻫ ـ -ﻣ ﺎ أﺛ ﺮ اﻟﻐﻴ ﺎب -ﺳ ﻤﻌﺔ ﺗﺠﺎرﻳ ﺔ
-رواﺗ ﺐ وﻣﻜﺎﻓ ﺂت واﻹﺟﺎزات وﺧﺎرج اﻟﺪوام وإﻗﻠﻴﻤﻴﺔ ﺟﺎذﺑﺔ .
ﺑﺤﺎﺟ ﺔ إﻟ ﻰ و -اﻟﻤﻬ ﺎرات وﻣﺴ ﺘﻮﻳﺎﺗﻬﺎ -ﺳﻴﺎﺳ ﺔ ﻣﺮﻧ ﺔ ﻓ ﻲ
ﺗﻌﺪﻳﻼت ﻃﻔﻴﻔﺔ . اﻟﻼزﻣﺔ ﻟﻠﻤﺸﺮوﻋﺎت . اﻟﺘﺪرﻳﺐ .
ز -ﻫﻞ ﻳﻤﻜﻦ اﻟﺘﻨﺒﺆ ﺑﻤﺸ ﻜﻼت
اﻟﻤﺴﺘﻘﺒﻞ ؟
ﻣﺎ اﻟﺘﻬﺪﻳﺪات /اﻟﻤﺨﺎﻃﺮ ؟ ﻣﺎ اﻟﻔﺮص اﻟﻤﺘﻮاﻓﺮة ؟
-ﻋﺪم ﺗﻤﻜﻦ اﻟﺘﻌﻠﻴﻢ ﻣﻦ ﺗﺄﻫﻴﻞ اﻷﻋ ﺪاد -دﺧﻮل اﻟﻤﺮأة ﺳﻮق اﻟﻌﻤﻞ وﻛ ﺬا
اﻟﺘﻲ ﺳﻴﺤﺘﺎج إﻟﻴﻬﺎ اﻟﻤﺠﺘﻤﻊ . ذوو اﻻﺣﺘﻴﺎﺟﺎت اﻟﺨﺎﺻﺔ .
-ﻣﻨﺎﻓﺴ ﺔ أﺟﺎﻧ ﺐ ﻧﺘﻴﺠ ﺔ ﻟﻘ ﺎﻧﻮن -أﺳ ﻮاق ﺟﺪﻳ ﺪة ﻓ ﻲ ﻣﺨﺘﻠ ﻒ
اﻻﺳﺘﺜﻤﺎر اﻟﺠﺪﻳﺪ . اﻟﻤﻨﺎﻃﻖ.
-ﺗﻐﻴﻴﺮ ﻓﻲ ﺗﻘﻨﻴﺎت اﻟﺼﻨﺎﻋﺔ ﺑﺎﻟﻤﻤﻠﻜﺔ
-دﻫ ﻢ ﺣﻜ ﻮﻣﻲ ﻻ ﻣﺤ ﺪود ﻓ ﻲ
-ﻣﻨﺘﺠ ﺎت ﺑﺪﻳﻠ ﺔ أو ﺗﻐﻴﻴ ﺮ ﻧﺸ ﺎط
اﻟﺸﺮﻛﺔ . ﺣ ﺪود اﻟﻘ ﺎﻧﻮن اﻟﺘﺠ ﺎري
-ﺻﻌﻮﺑﺔ اﺳﺘﻴﺮاد اﻟﻤﻮاد اﻟﺨﺎم . واﻻﺳﺘﺜﻤﺎري .
-ﺑﻨ ﺎء ﻣﺼ ﺎﻧﻊ وﻓ ﺮوع ﺑﺤﺎﺟ ﺔ إﻟ ﻰ -اﻧﻌﺪام اﻟﻤﻨﺎﻓﺴﺔ اﻷﺟﻨﺒﻴﺔ اﻟﻘﻮﻳﺔ.
ﻛﺜﺎﻓ ﺔ ﺳ ﻜﺎﻧﻴﺔ ﺳ ﻴﻄﻮل أﻣ ﺪ اﻟﺤﺼ ﻮل -ارﺗﻔ ﺎع وﻋ ﻲ اﻟﻌﻤ ﻼء ﺑﺠ ﻮدة
ﻋﻠﻴﻬﺎ . ﻣﻨﺘﺠﺎت اﻟﺸﺮﻛﺔ .
ﺗﻘﻮﯾﻢ وﺗﺤﻠﯿﻞ اﻟﺒﯿﺌﺔ اﻟﺨﺎرﺟﯿﺔ
اﻟﺘﺪرﻳﺐ وﺗﻄﻮﻳﺮ اﻟﻤﻮﻇﻔﻴﻦ ﻣﻬﺎرات
135
1999(Goldstein,1991)
40
1999
136
1988
20012002
2008
2000
1 1
2 2
137
3
4
5
2005
-
-
-
-
-
-
-
-
138
1993
2003
1
2
139
3
4
5
(Armstong .1995)
1
2
140
3
-
-
-
-
-
-
-
-
2001
5
6
141
7
(Al-Assaf,1999)
1999
‘
1
142
BYARS AND RUE 2
KSA ABILITIES KNOWLEDGE , SKILLS
3
4
1
2
3
4
143
5
MORE EMPLOYABLE
6
7
8
1
2
1
2
APPRENTICESHIP)
144
Induction Programme 1
Orientation 2
Training Within Industry
Preservice Training
In-Service training
job succession plan
1
145
2
3
146
147
COASHES
148
ﻋﻨﻮان اﻟﺒﺮﻧﺎﻣﺞ ..................... :ﻣﻜﺎن ﺗﻨﻔﻴﺬه ..................... :
ﺟﻬﺔ اﻟﺘﻨﻔﻴﺬ ................ :ﺗﺎرﻳﺦ اﻟﺘﻨﻔﻴﺬ وﻣﺪﺗﺔ ........................... :
اﺳﻢ اﻟﻤﺘﺪرب ) اﺧﺘﻴﺎري ( ................................................... :
ﻣﺴﻤﻰ وﻇﻴﻔﺔ اﻟﻤﺘﺪرب ....................................................... :
ﻻ ﻧﻌﻢ
-1ﻫﻞ ﻛﺎن ﻟﻤﻮﺿﻮع اﻟﺒﺮﻧﺎﻣﺞ ﺻﻠﺔ ﻣﺒﺎﺷﺮة ﺑﻌﻤﻠﻚ ؟
( ) ( ) -2ﻫﻞ أﺳﻬﻢ اﻟﺒﺮﻧﺎﻣﺞ ﻓﻲ ﺗﻠﺒﻴﺔ اﺣﺘﻴﺎﺟﻚ اﻟﺘﺪرﻳﺐ ؟
( ) ( ) -3ﻫﻞ ﺗﺤﻘﻘﺖ أﻫﺪاف اﻟﺒﺮﻧﺎﻣﺞ ؟
( ) ( )
-4ﻫﻞ ﻛﺎن ﻣﺤﺘﻮى اﻟﻤﺎدة اﻟﺘﺪرﻳﺒﻴﺔ ﺑﺸﻜﻞ ﺟﻴﺪ ؟
( ) ( )
( ) ( ) -5ﻫﻞ ﻛﺎن ﺗﻨﻈﻴﻢ اﻟﻤﺎدة اﻟﺘﺪرﻳﺒﻴﺔ ﺑﺸﻜﻞ ﺟﻴﺪ ؟
( ) ( ) -6ﻫﻞ ﻛﺎن ﺷﺮح واﺟﺒﺎت اﻟﻤﺪرب واﺿﺤﺔ وﻛﺎﻓﻴﺔ ؟
( ) ( ) -7ﻫﻞ ﺣﺪث ﺗﻔﺎﻋﻞ إﻳﺠﺎﺑﻲ ﺑﻴﻦ اﻟﻤﺘﺪرﺑﻴﻦ واﻟﻤﺪرب ﻣﻤﺎ
أﺿﻔﻰ ﻋﻠﻰ اﻟﺒﺮﻧﺎﻣﺞ ﺟﻮاً ﻣﻦ اﻟﺤﻴﻮﻳﺔ واﻟﻤﻮدة ؟
) ( ) ( -8ﻫﻞ ﻛﺎﻧﺖ اﻟﻤﺬﻛﺮات واﻟﻘﺮاءات اﻟﺨﺎرﺟﻴﺔ ﺑﻤﺴﺘﻮى ﻋﺎل
وﺷﻤﻮﻟﻲ ؟
) ( ) ( -9ﻫﻞ ﺗﻌﺘﻘﺪ أن اﻟﺤﺎﻻت اﻟﺪراﺳﻴﺔ واﻟﺘﻤﺎرﻳﻦ اﻟﻌﻤﻠﻴﺔ ذات
ﻗﻴﻤﺔ ﺑﺎﻟﻨﺴﺒﺔ ﻟﻮﻇﻴﻔﺘﻚ ؟
) ( ) ( -10ﻫﻞ ﻛﺎن اﺳﺘﺨﺪام اﻟﻮﺳﺎﺋﻞ اﻟﺴﻤﻌﻴﺔ واﻟﺒﺼﺮﻳﺔ ﺑﺸﻜﻞ
ﻣﺘﻤﻴﺰ وﻳﺴﺎﻋﺪ ﻋﻠﻰ اﻹدراك ؟
) ( ) ( وﻣﺤﻔﺰة ﻣﺮﻳﺤﺔ اﻟﺘﺪرﻳﺐ -11ﻫﻞ ﻛﺎﻧﺖ ﻗﺎﻋﺎت وﻏﺮف
ﻟﻠﺘﻔﺎﻋﻞ؟
) ( ) ( -12ﻫﻞ ﻛﺎن اﻟﻤﺪرب ﻣﻮﻓﻘﺎً ﻓﻲ ﺗﻮزﻳﻊ ﻓﺮص اﻻﺳﺌﻠﺔ
واﻟﻨﻘﺎش؟
) ( ) ( -13ﻫﻞ ﺗﻌﺘﻘﺪ أن اﻟﺒﺮﻧﺎﻣﺞ ﺑﺤﺎﺟﺔ اﻟﻰ زﻳﺎرات ﻣﻴﺪاﻧﻴﺔ ؟
) ( ) ( -14ﻫﻞ ﻛﺎن اﻟﺒﺮﻧﺎﻣﺞ ﺑﺸﻜﻞ ﻋﺎم ﻓﻲ اﻟﻤﺴﺘﻮى اﻟﺬي ﻛﻨﺖ
ﺗﺘﻮﻗﻌﺔ ؟
ﺗﻌﻠﻴﻖ ﻋﺎم :اذﻛﺮ ﻣﻘﺘﺮﺣﺎﺗﻚ وﻣﻼﺣﻈﺎﺗﻚ اﻟﻌﺎﻣ ﺔ ﺣ ﻮل اﻟﺒﺮﻧ ﺎﻣﺞ ﻣ ﻊ
ﺗﺮﻛﻴﺰ ﻋﻠﻰ اﻟﺠﻮاﻧﺐ اﻟﺘﻲ ﺗﻘﺘﺮح ﺗﺤﺴﻴﻨﻬﺎ ﻟﺘﻄﻮﻳﺮ اﻟﺒﺮﻧﺎﻣﺞ .
....................................................................................
....................................................................................
ﺷﻜﺮاً ﻋﻠﻰ ﺗﻌﺎوﻧﻜﻢ
اﻟﻤﺨﻠﺺ /ﻣﺪﻳﺮ إدارة اﻟﺘﺪرﻳﺐ
149
( Empowerment)
(Sundbo, 1996 )
(Besterfield,2003 )
(Brown &Harvey,2006)
150
(Oahland,2003)
151
( Sundbo ,1999 )
McGoldrick 1994Lay and
152
153
20062004
2012
154
2004
155
2005
2005
156
( Sehcter , )
1998
( Jablonski , 1991)
2000
T Q M ( Slack . et .al, 1998 )
1
2
157
3
4
5
6
158
2000
1996
1
2
3
4
5
2004
159
1995
2002
1
2
3
4
5
6
7
8
9
160
10
2009
1
2
3
4
161
5
6
7
8
–
2004–
162
––
1
2
3
163
4
5
1
2
3
4
5
164
2004
165
2010
166
1
2
3
4
5
6
7
8
9
10
11
12
13
14
167
168
2004
1
2
3
4
5
169
6
7
8
1
2
170
3
2010
1
2
171
3
4
5
(Guion ,1973)
2010
172
(Sharplin , 1985 )
(H P and Sims , L. 1975)
173
––
1
2
3
2004
2004
174
1
2
3
4
5
6
7
8
9
10
175
11
12
13
2001
176
177
1 2 3
1
2
3
4
5
6
7
178
1 2 3
8
9
10
11
12
13
179
1 2 3
1
2
3
4
5
6
7
8
9
10
11
180
1 2 3
12
13
14
15
16
17
18
19
20
21
22
181
1 2 3
23
24
25
26
27
28
29
30
31
182
1 2 3
32
33
34
1 2 3 4 5
1
2
3
4
5
6
7
183
1 2 3 4 5
8
9
10
11
12
13
14
15
16
17
––
184
1 2 3 4 5
18
19
20
21
22
23
24
25
26
27
185
1 2 3 4 5
28
29
30
31
32
33
34
35
36
37
186
1 2 3 4 5
38
39
40
41
42
43
44
45
46
47
187
1 2 3 4 5
48
49
50
51
52
53
54
55
56
57
–
58
188
1 2 3 4 5
59
60
61
62
63
64
65
66
67
68
189
1 2 3 4 5
69
70
71
72
73
74
75
76
77
190
1 2 3 4 5
78
5 1
5 2
10 3
5 4
7 5
5 6
5 7
5 8
8 9
191
5 10
5 11
5 12
5 13
5 14
5 15
5 16
5 17
5 18
100
192
1 2 3 4 5
1
2
3
4
5
193
1 2 3 4 5
6
7
8
9
10
194
1 2 3 4 5
11
12
1 2 3 4 5
1
2
195
1 2 3 4 5
3
4
5
6
196
1 2 3 4 5
7
8
9
10
197
1 2 3 4 5
11
198
1 2 3 4 5
12
13
14
199
1 2 3 4 5
15
16
17
18
200
1 2 3 4 5
19
20
21
201
1 2 3 4 5
22
23
24
202
1 2 3 4 5
25
26
27
28
203
1 2 3 4 5
29
1
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204
7
8
9
10
11
12
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14
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16
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205
18
19
20
21
22
23
24
25
26
27
28
206
29
30
31
1
2
3
4
207
5
6
7
8
9
10
208
11
12
13
14
15
16
17
209
18
19
20
21
22
23
210
24
1
211
2
3
4
5
6
212
7
8
9
–
10
11
213
12
13
14
15
16
214
17
18
19
20
215
1 2 3
1
2
3
4
5
6
7
8
9
10
11
12
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14
15
216
1 2 3
16
17
18
19
20
217
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65
49
218
2002
1930
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219
(Pfifiner ,et al 1980
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220
221
222
Druker 1974
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223
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224
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226
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227
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229
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239
4 98 6 4 94 61 10
4
20021999Walker 19 80
20062005
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240
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241
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0.997 63 0.004 0.89 2.65 0.78 2.65
0.771 63 0.292 0.69 2.87 0.69 2.82
0.734 63 0.341 0.84 2.74 0.81 2.67
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250
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252
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21
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Chapter .
257
258
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12
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2009 -
2010 -
2002 -
2010 -
266
2009 -
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1999 -
17
2009 2008 -
2003 -
2010 -
50
4
2006 -
2000 -
267
2005 -
1999 -
1999 -
2009 -
2
1988 -
2001 -
2001 -
21997 -
2004 -
1998 -
268
2002 -
1990 -
2001 -
2001 -
2009 -
1999 -
2
1989 -
2000 -
–2000 -
–2010 -
–
269
2010 -
2010 -
1998 -
1 2007 -
1998 -
276
1996 -
2010 -
270
1989 -
2004 -
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2002 -
2003 -
2003 -
1995 -
ISO 9000
–
2007 -
271
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2005 -
2002 -
2011 -
–
2010 -
2000 -
2005 -
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