productive efficiency and effective organizational performance

Organization

We conclude that productive efficiency and effective organizational performance complement each other, through which any organization is able to achieve satisfaction and happiness among its customers, which

Increases its competitive strength in the market and its ability to survive and continue) 3-challenges facing human resources management there have been a lot of changes in various fields of work nowadays, accompanied by a lot of limitations and obstacles to human resources management, we will mention below some examples of these challenges

1.3 increasing reliance on modern technologies technological developments pose a constraint on human resources management because the noticeable changes in electronic technology lead to drastic changes in types of work and skills and here some activities such as training, development and planning are becoming increasingly important

The future of the career is appropriate to meet the needs of these changes.

2.3 changes in the composition of the workforce it has been noted that there has been a change in the composition of the current workforce in various establishments, including an increase in the percentage of employed women.this may place a new burden on Human Resources Management. the increase in the rates of employed women and participants in the workforce will create new requirements to increase pay equity and impose career advancement in addition to the preparation of policies for women.

3.3 information systems in Human Resources Management in order for Human Resources Management to contribute to the achievement of the objectives of the enterprise in a better way, it

You need modern information systems that include all human resources management data and plans in the form of a specialized department that provides advice to management, and the challenge facing most enterprises nowadays is their ability to provide valuable information to management that helps them make rational decisions about human resources.

4.3 changing values and attitudes values, attitudes and beliefs play an important role for Human Resource Management, it has been observed that there are clear trends among the workforce that have a negative impact on performance

He performs

This activity selects the best job applicants in the organization from those who have been recruited using selection criteria developed by the design and analysis of the work, and assign them to vacancies that meet their specifications(8).

Qualification:

This activity serves to train new human resources that have been selected and assigned preliminary training in order to conduct their business well.

The system of direct financial compensation:

It is a salary and wage structure designed by the human resources department to include criteria on the basis of which human resources salaries and wages are paid based on the results of an evaluation

Jobs.

Performance appraisal system:

It is a set of foundations, rules and controls that are used in order to evaluate the performance and efficiency of human resources at work.

Financial reward system: it is a financial incentive system prepared by the human resources department to reward those who work hard and actively

This system is considered to be supportive of the direct financial compensation system.

The system of additional functional benefits:

It is known as direct compensation, which is a non-financial incentive system in the form of various services that benefit everyone who works in the organization, such as health insurance and Social Security(9).

The following figure summarizes the compensation function :

Source: Omar Wasfi Akili, contemporary human resources management: a strategic dimension, Wael publishing house, first edition, Jordan, 2005, p.16. Compensations 2-1 compensation function

Through this main function, the human resources department designs a number of systems on the basis of which compensation and rewards are developed for Human Resources working in the organization, according to objective and fair bases and rules, and these systems include the following:

Job evaluation system:

It is a process carried out by the human resources department to determine the value and importance of each of the functions of the organization, where on the basis of the results of the division determines the direct financial compensation that each function deserves and that its occupant receives

Examples of such trends include the tendency to evade responsibility, outlook

Anti-change and renewal, the prevalence of the phenomenon of indifference, disloyalty and belonging to work... Etc. All these changes in business values are a challenge for Human Resources Management, as it is the responsibility of the management to face these obstacles and get rid of them or at least reduce their severity.

5-3: return and material compensation for workers economic inflation leads to workers ' demand for higher wages, and the inability of many enterprises to pay higher wages to workers commensurate with the level of this inflation may lead to

Thus, the human resources department finds it difficult because it is not able to pay higher wages to employees and motivate them to make great efforts third: human resources management jobs.

1: functions and tasks

The activity and practice of Human Resource Management in any organization has many functions and tasks, which are as follows:

Staffing of Human Resource 1.1 the function of Human Resource formation is a main activity consisting of integrated and interrelated sub-activities, the sum of which constitutes

A series of works through which the human resources department provides the organization's human resources needs of various types according to specific specifications (skill, experience, ability ... Etc.) to fill the existing positions in the organization and we present the following

Sub-activities: design and analysis of work

This activity analyzes the duties and responsibilities of the functions of the organization, the specifications and conditions that must be met in who will occupy them or be appointed to them.

Human resources planning this activity presents the organization's need for human resources in the future in terms of their numbers, quality and is conducted in the light of the results of the design and analysis of the work.

Attracting human resources

In light of the results of the previous two activities, this activity carries out a process of desiring and attracting human resources from the labor market to apply and apply for employment in the organization.

Selection and appointment of human resources