ALRAQABA . ISSUE 16
21
- The increasing development in the scientific
and technical fields create challenges that
face industrial and service establishments to
conduct reformation and organize training
to keep pace with changes in the standards
of skills required for work.
- Moving towards the knowledge
economy and increasing the reliance on
knowledge capital and shifting the focus
in the economic systems from a resource
economy to a knowledge economy.
- The growth of service sectors and the
increase in job opportunities in areas that
do not require excellent capabilities require
superior mental skills.
- High unemployment rates and layoffs for
many unskilled workers, and the spread of
social security nets to reduce the negative
reflections of unemployment.
- The growing role of multinational companies
distinguished by the diversity of their
activities and their global geographical
outreach, whereas these companies control
more than 80% of the global economy.
- Liberalizing the movement of labor between
countries, whereas it is an important factor
in establishing trade. Moreover, the World
Trade Organization plans to offer the
available jobs in all countries of the world
through the Internet, defining the required
conditions to occupy such jobs in any of the
member states. Accordingly, jobs will be
subject to requirements and descriptions
that separate job from citizenship.
Involvement in globalization is now associated
with (modern contemporary). Societies differ in
their degree of preparation and readiness for
such involvement, which requires considering
all factors of the new globalization revolution
to benefit from the provided opportunities to
participate in the modern world and not be
marginalized on the world map.
Management has been one of the most affected
societal phenomena by global variables,
globalization, and scientific revolutions.
Management is mainly a set of concepts and
ideological orientations encapsulated in social
and cultural influences related to the society in
which it is practiced and reflects its advantages
and characteristics. These variables were the
most important reason for the change in the
view of the top management in contemporary
organizations towards human resources, as
well as the beginning of the shift towards
considering them as the primary source of
competitive capabilities and the most essential
and dangerous asset in the organization.
On the other hand, the concepts of strategic
management are widely used in business
organizations and other organizations aiming
to achieve growing results and goals by using
human resources. Accordingly, the merger
between human resources management and
strategic management began. Contemporary
organizations tend to prepare a general strategy
for human resources that includes the main
goals, objectives, policies, and directions
adopted by the administration in the areas of
human resources. Then each organization has
a set of sub-strategies that are stemmed from
the general strategy of the human resources,
each one of them is concerned with one of the
specialized areas of particular importance,
including the strategy for attracting and forming
human resources, strategy for managing human
resources performance, strategy for training
and developing human resources, strategy
for measuring and evaluating human resource
performance, in addition to a strategy for
compensation and reward of human resources.
