HUMAN RESOURCE DEVELOPMENT FACTORS AMONG CIVIL SERVICES EMPLOYEES IN MINISTRY OF HEALTH, GAZA STRIP PALESTINE
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Date
2014-09
Authors
AHMAD SHAQFA, KHALIL MUSTAFA
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Abstract
Human resource development (HRD) can be influenced by many dimensions
aside from those in the definitions of HRD, where common central factors focus on the
skills and abilities of employees. In addition, the activities are aimed at achieving the
organizational goals of increasing productivity. In this study, the external work
(environment) and the internal organization are considered the most critical factors that
affect HRD, employee satisfaction, and organizational development.
In Gaza, civil service employees greatly need significant factors that can
demonstrate their expectations with regard to work, which can help employee
motivation, performance enhancement, and productivity improvement. The majority of
the civil service employees in Gaza are dissatisfied with the organizations they work for,
and these organizations cannot play their expected role in economic development.
This study aims to understand the HRD activities of the civil service in Gaza
especially with regard to the recruitment process currently applied by the General
Personnel Council (GPC). This study targets employees who have been hired in the last
three years. Quantitative and qualitative approaches are used for data collection.
Questionnaire with satisfaction-related items are distributed to 364 employees from the
Ministry of Health (MOH). Employee satisfaction is derived based on the aggregated
response to the items that pertain to the internal and external organizations. The
interviews are conducted with the Minister of Health, the Minister of Labor, the
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Chairman of the GPC, and the HRD department general director in the MOH. Other
interviews are also conducted with the executive managers of the different
specializations in the MOH.
Results show that many factors affect HRD in Gaza. The majority of civil service
employees are dissatisfied because of lack of work opportunities, the prolonged and
complex recruitment process, and inadequate salaries, allowances, and rewards.
Moreover, the other problems are related to the performance appraisal system,
involvement in decision making, lack of identifying the needs and demands of
employees with regard to the specializations and the number of employees, and lack of
cooperation and coordination between the universities and the organizations concerning
HR planning. This dissatisfaction differs according to the gender, age, and educational
level of the respondents.
Therefore, the Gaza government needs to create a long-term HR planning
strategy. The civil service law and the recruitment system need to be prioritized, and the
work conditions in the civil service need to be reformed to achieve economic
development.
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HUMAN RESOURCE DEVELOPMENT FACTORS AMONG CIVIL