مستوى فعالية إدارة الموارد البشرية في وزارة التعليم العالي في المملكة العربية السعودية من وجهة نظر القادة الإداريين
The study aimed at identifying the level of effectiveness of human resources management in the Ministry of Higher Education in Saudi Arabia as perceived by administrative leaders. Furthermore, it aimed at identifying major obstacles obstructing the functioning of human resources management in the Saudi Ministry of Higher Education. To achieve the objectives of this study, a questionnaire schedule covering five areas related to human resources management, and the obstacles obstructing this management was developed by the author. The questionnaire validity and reliability were checked and expounded. The questionnaire was distributed to the entire population 118 administrative leaders in Ministry of higher education. To carry out the statistical analysis needed for this study, percentages, mean averages, standard deviation, One Way analysis of variance and other techniques were utilized via using SPSS Package. The results of the study were as follows: 1) There is a medium level of effectiveness for each of the five areas of human resource management and for all areas combined. 2) There were significant statistical differences at the level of α ≤ 0.05 according to respondents’ academic qualification in all areas except for planning of human resources and training and developing. Differences were in favor of respondents holding master degree and above. 3) There were significant statistical differences at the level of α ≤ 0.05 according to job title in each of the five areas of the human resources management and all areas combined. Differences were in favor of ministry deputy, deputy assistant and general manager. 4) There is a high level of obstruction to Human resources management manifested by factors related to; inadequate decentralization, Weak employees’ participation in decision making, number of specialists in planning human resources, inadequate weak incentives and rewards as well as the interference of personal relations in employment, employees’ performance evaluation and promotion. 5) There were significant statistical differences at the level of α ≤ 0.05 in respondents’ assessments of the outstanding obstacles facing human resources management according to academic qualifications, experience, and job title. Based on the findings of the study it has been recommended that Higher Management in the Saudi Ministry of Higher Education increases its interest in the functions and activities of human resources and connects rewards and incentives to performance evaluation of employees. (Author’s abstract)