Summary report of the third webinar organised by SIGMA on human resource challenges in the context of coronavirus (COVID-19), taking place on 8 July 2020 (Arabic).

1. 2 Rue André Pascal
75775 Paris Cedex 16
France
mailto:sigmaweb@oecd.org
Tel: +33 (0) 1 45 24 82 00
www.sigmaweb.org
This document has been produced with the financial assistance of the European Union (EU). It should not be reported as representing the
official views of the EU, the OECD or its member countries, or of partners participating in the SIGMA Programme. The opinions expressed
and arguments employed are those of the authors.
This document, as well as any data and any map included herein, are without prejudice to the status of or sovereignty over any territory,
to the delimitation of international frontiers and boundaries and to the name of any territory, city or area.
© OECD 2020 – The use of this material, whether digital or print, is governed by the Terms and Conditions to be found on the OECD website
page .
‫ﻣﻠﺨﺺ‬‫اﻟﻨﺪوة‬
‫ﻓﻲ‬8‫ﯾﻮﻟﯿﻮ‬2020‫ﻧﻈﻤﺖ‬ ،SIGMA‫آﺧﺮ‬ ‫ًﺎ‬‫ﯿ‬‫اﻓﺘﺮاﺿ‬ ‫ﺎ‬ً‫ﻋ‬‫اﺟﺘﻤﺎ‬‫اﻷور‬ ‫اﻟﺠﻮار‬ ‫أﻟﯿﺔ‬ ‫ﺷﺮﻛﺎء‬ ‫ﻣﻊ‬‫و‬‫اﻟﺠﻨﻮﺑﻲ‬ ‫ﺑﻲ‬
‫اﻟﺘﺎﺟﻲ‬ ‫اﻟﻔﯿﺮوس‬ ‫ﺳﯿﺎق‬ ‫ﻓﻲ‬ ‫اﻟﺒﺸﺮﯾﺔ‬ ‫اﻟﻤﻮارد‬ ‫ﺗﺤﺪﯾﺎت‬ ‫ﻟﻤﻌﺎﻟﺠﺔ‬).19-COVID(‫ﻧﺠﺎح‬ ‫أﻋﻘﺎب‬ ‫ﻓﻲ‬ ‫ذﻟﻚ‬ ‫ﺟﺎء‬
‫اﻟﻤﻜﺎﺗﺐ‬ ‫ﻓﺘﺢ‬ ‫إﻋﺎدة‬ ‫ﺣﻮل‬ ‫اﻻﺟﺘﻤﺎع‬‫اﻟﻤﻨﻌﻘﺪ‬‫ﻓﻲ‬10‫ﯾﻮﻧﯿﻮ‬2020‫و‬‫ﺣﻮل‬‫اﻟﻤﻮﻗﻊ‬ ‫ﻓﻲ‬ ‫اﻟﻌﻤﻞ‬ ‫إﻟﻰ‬ ‫اﻟﻌﻮدة‬‫اﻟﺬي‬
‫ﻓﻲ‬ ‫ﻋﻘﺪ‬24‫ﯾﻮﻧﯿﻮ‬2020.‫اﻟﻤﻨﺎﻗﺸﺎت‬ ‫ﻓﻲ‬ ‫ﺷﺎرك‬ ‫وﻗﺪ‬‫ﯾﻘﺮب‬ ‫ﻣﺎ‬ ‫اﻹﻧﺘﺮﻧﺖ‬ ‫ﻋﺒﺮ‬50‫وﻣﺼﺮ‬ ‫اﻟﺠﺰاﺋﺮ‬ ‫ﻣﻦ‬ ‫ﺎ‬ً‫ﻛ‬‫ﻣﺸﺎر‬
‫وﻟﯿﺒ‬ ‫واﻷردن‬‫و‬ ‫واﻟﻤﻐﺮب‬ ‫ﯿﺎ‬‫اﻟﺴﻠﻄﺔ‬‫اﻟﻔﻠﺴﻄﯿﻨﯿ‬‫ﺔ‬1
‫وﻓ‬ ‫ﻣﻦ‬ ‫وﻛﺬﻟﻚ‬ ،‫اﻟﻤﻨﻄﻘﺔ‬ ‫ﻓﻲ‬ ‫اﻷوروﺑﻲ‬ ‫اﻻﺗﺤﺎد‬ ‫ﻮد‬‫و‬‫ﻣﻨﻈﻤﺔ‬ ‫ﻣﻦ‬
‫اﻟﺘﻌﺎون‬‫اﻟﺘﻨﻤﯿﺔ‬ ‫و‬ ‫اﻻﻗﺘﺼﺎدي‬–‫ﺳﯿﺠﻤﺎ‬ ‫ﻣﻦ‬ ‫و‬ ‫إﻓﺮﯾﻘﯿﺎ‬ ‫ﺷﻤﺎل‬ ‫و‬ ‫اﻷوﺳﻂ‬ ‫اﻟﺸﺮق‬SIGMA
‫إﻟﻘﺎء‬ ‫اﻟﻤﺮﺟﻮ‬‫ﻋﻠﻰ‬ ‫ﻧﻈﺮة‬‫اﻟﻨﺪوة‬ ‫ﺑﺮﻧﺎﻣﺞ‬:‫اﻹﻧﺠﻠﯿﺰﯾﺔ‬/‫اﻟﻔﺮﻧﺴﯿﺔ‬/‫اﻟﻌﺮﺑﯿﺔ‬
‫ﻣ‬ ‫وأﻋﻘﺐ‬‫ﻣﻦ‬ ‫اﺳﺘﮭﻼﻟﯿﺔ‬ ‫ﻼﺣﻈﺎت‬Lech Marcinkowski،SIGMA‫ﻣﻦ‬ (‫اﻟﻌﺮﺑﯿﺔ‬ ‫)ﺑﺎﻟﻠﻐﺔ‬ ‫ﻋﺮض‬ ،
Xavier Sisternas،SIGMA‫اﻟﺮﻓﺎھﯿﺔ‬ ‫ﺣﻮل‬ ،/‫ﻣﺮﯾﺤﺔ‬ ‫ظﺮوف‬ ‫ﻓﻲ‬ ‫اﻟﻌﻤﻞ‬‫واﻟ‬ ،‫ﺘ‬‫أﺻﺒﺤ‬ ‫ﻲ‬‫ﺖ‬‫ﺎ‬ً‫ﻋ‬‫ﻣﻮﺿﻮ‬
‫ﻣﻌﺎﻟﺠﺔ‬ ‫أو‬ ‫ﻟﻤﻨﻊ‬ ‫اﺗﺨﺎذھﺎ‬ ‫ﯾﻤﻜﻦ‬ ‫اﻟﺘﻲ‬ ‫اﻟﻤﺤﺪدة‬ ‫اﻹﺟﺮاءات‬ ‫ﻣﻦ‬ ‫اﻟﻌﺪﯾﺪ‬ ‫وﺻﻒ‬ ‫ﺗﻢ‬ .‫ھﺬا‬ ‫اﻷزﻣﺔ‬ ‫وﻗﺖ‬ ‫ﻓﻲ‬ ‫ًﺎ‬‫ﯾ‬‫ﻣﺤﻮر‬
‫اﻟ‬ ‫ﺿﻌﻒ‬‫ﺘﺤﻔﯿﺰ‬‫اﻟﻤﺘﻌﻠﻘﺔ‬ ‫واﻟﺘﺪاﺑﯿﺮ‬ ‫واﻟﻘﯿﺎدة‬ ‫اﻟﺘﻮاﺻﻞ‬ ‫إﻟﻰ‬ ‫اﻟﻮﻋﻲ‬ ‫ﻣﺴﺘﻮى‬ ‫رﻓﻊ‬ ‫ﻣﻦ‬ :‫اﻹرھﺎق‬ ‫أو‬ ‫اﻹﺟﮭﺎد‬ ‫أو‬
‫اﻟﻤﻮظﻔﯿﻦ‬ ‫ﺑﺼﺤﺔ‬.
) ‫اﻻﺳﺘﻄﻼﻋﺎت‬ ‫اﺳﺘﺨﺪام‬ ‫ﯾﻤﻜﻦ‬ ‫ﻛﯿﻒ‬ ، ‫ﺑﻠﺠﯿﻜﺎ‬ ‫ﻣﻦ‬ ، ‫أﻣﯿﺮ‬ ‫آﯾﺖ‬ ‫ﻟﯿﻨﺪا‬ ‫أوﺿﺤﺖ‬‫اﻟﻌﺮﺑﯿﺔ‬ ‫ﺑﺎﻟﻠﻐﺔ‬‫ﻋﻠﻰ‬ ‫ﻟﻠﺘﻌﺮف‬ (
‫اﻟﺮﺋﯿﺴ‬ ‫اﻟﻤﺴﺆوﻟﯿﺎت‬ ‫أﺣﺪ‬ ‫ھﺬا‬ ‫ﯾﺼﺒﺢ‬ ، ‫اﻷزﻣﺎت‬ ‫أوﻗﺎت‬ ‫ﻓﻲ‬ .‫اﻟﻌﻤﻞ‬ ‫ظﺮوف‬ ‫وﺗﺤﺴﯿﻦ‬ ‫اﻟﻤﻮظﻔﯿﻦ‬ ‫رﻓﺎھﯿﺔ‬‫ﻟﻤﺪﯾﺮي‬ ‫ﯿﺔ‬
‫واﻧﺨﻔﺎض‬ ، ‫اﻟﻌﻤﻞ‬ ‫ﻋﻦ‬ ‫ورﺿﺎھﻢ‬ ‫وإﻧﺘﺎﺟﯿﺘﮭﻢ‬ ‫اﻟﻤﻮظﻔﯿﻦ‬ ‫ﺗﺤﻔﯿﺰ‬ ‫ﺣﯿﺚ‬ ‫ﻣﻦ‬ ‫ﻣﻠﻤﻮﺳﺔ‬ ‫ﻧﺘﺎﺋﺞ‬ ‫وﯾﺠﻠﺐ‬ ‫اﻟﺒﺸﺮﯾﺔ‬ ‫اﻟﻤﻮارد‬
) ‫اﻟﻤﻮظﻔﯿﻦ‬ ‫ﺑﯿﻦ‬ ‫اﻻﺳﺘﻄﻼﻋﺎت‬ ‫ﺗﻜﻮن‬ ‫أن‬ ‫ﯾﻤﻜﻦ‬ .‫اﻟﻐﯿﺎب‬ ‫واﻧﺨﻔﺎض‬ ‫اﻟﻀﻐﻂ‬‫اﻹﻧﺘﺮﻧﺖ‬ ‫ﻋﺒﺮ‬ ‫اﻟﻤﺘﺎﺣﺔ‬ ‫اﻷﻣﺜﻠﺔ‬‫أداة‬ (
‫ﺑﯿﻦ‬ ‫واﻟﻌﻼﻗﺎت‬ ‫واﻟﺤﯿﺎة‬ ‫اﻟﻌﻤﻞ‬ ‫ﺑﯿﻦ‬ ‫واﻟﺘﻮازن‬ ‫اﻟﻌﻤﻞ‬ ‫وظﺮوف‬ ‫اﻟﺘﻨﻈﯿﻢ‬ ‫ﻓﻲ‬ ‫اﻟﻤﻮظﻔﯿﻦ‬ ‫رأي‬ ‫ﻟﻤﻌﺮﻓﺔ‬ ‫ﻣﻔﯿﺪة‬
‫اﻷﺷﺨﺎص‬.
‫اﻟﻤﻨﺎﻗﺸﺎت‬ ‫ﻛﺸﻔﺖ‬‫ﺳﯿﻼ‬ ‫رﻟﻰ‬ ‫ادارﺗﮭﺎ‬ ‫اﻟﺘﻲ‬SIGMA -‫اﻟﻤﻔﮭﻮم‬ ‫ھﺬا‬ ‫ﻓﮭﻢ‬ ‫ﯾﺘﻌﯿﻦ‬ ‫ﯾﺰال‬ ‫ﻻ‬ ‫اﻟﺮﻓﺎه‬ ‫ﻣﻔﮭﻮم‬ ‫أن‬ ‫ﻋﻦ‬
‫اﻟﻄﺮﯾﻘﺔ‬ ‫ﺑﻨﻔﺲ‬‫اﺧﺘﻠﻔﺖ‬ ‫ان‬ ‫و‬‫ظﺮوف‬،‫اﻟﻌﻤﻞ‬ ‫ﺷﺮوط‬ ‫و‬‫)دﻓﻌﺖ‬ ‫واﻟﻤﺆﺳﺴﯿﺔ‬ ‫اﻟﺜﻘﺎﻓﯿﺔ‬ ‫اﻟﺨﺼﺎﺋﺺ‬ ‫ﻣﺮاﻋﺎة‬ ‫ﻣﻊ‬
‫ﻟﮫ‬ ‫ﻋﻼﻗﺔ‬ ‫ﻻ‬ ‫واﻟﺬي‬ ، ‫اﻷﻣﺮ‬ ‫ﻓﻲ‬ ‫اﻟﺘﻔﻜﯿﺮ‬ ‫إﻟﻰ‬ ‫اﻟﻤﺸﺎرﻛﯿﻦ‬ ‫اﻹﻧﺘﺮﻧﺖ‬ ‫ﻋﺒﺮ‬ ‫اﻟﻨﺪوة‬ ‫أﺛﻨﺎء‬ ‫اﻟﻤﺴﺘﺨﺪم‬ ‫اﻟﻤﺼﻄﻠﺢ‬ ‫ﺗﺮﺟﻤﺔ‬
.(‫اﻟﻤﺜﺎل‬ ‫ﺳﺒﯿﻞ‬ ‫ﻋﻠﻰ‬ ، ‫اﻟﺪوﻟﯿﺔ‬ ‫اﻟﻌﻤﻞ‬ ‫ﻣﻨﻈﻤﺔ‬ ‫ﺑﻔﮭﻢ‬‫و‬‫أﻧﮫ‬ ‫اﻟﻤﻨﺎﻗﺸﺎت‬ ‫ﻛﺸﻔﺖ‬‫اﻟﺬي‬ ‫اﻟﻮﻗﺖ‬ ‫ﻓﻲ‬‫ﻟﻢ‬‫ﺗﻌﺘﺪ‬‫اﻹدارات‬ ‫ﺟﻤﯿﻊ‬
‫ا‬‫ﻓﻘﺪ‬ ، ‫اﻟﻌﻤﻮﻣﯿﯿﻦ‬ ‫ﻟﻠﻤﻮظﻔﯿﻦ‬ ‫واﻟﺒﺪﻧﯿﺔ‬ ‫اﻟﻌﻘﻠﯿﺔ‬ ‫اﻟﺼﺤﺔ‬ ‫ﻋﻦ‬ ‫ﻟﺤﺪﯾﺚ‬‫ﯾﻨﺒﮫ‬‫ﯾﺠﺐ‬ ‫ﺟﺪﯾﺪة‬ ‫أﺑﻌﺎد‬ ‫ھﻨﺎك‬ ‫أن‬ ‫إﻟﻰ‬ ‫اﻟﻮﺑﺎء‬
.‫اﻟﺸﺄن‬ ‫ھﺬا‬ ‫ﻓﻲ‬ ‫اﻻﻋﺘﺒﺎر‬ ‫ﻓﻲ‬ ‫أﺧﺬھﺎ‬‫و‬‫اﻟﺮﻓﺎھﯿﺔ‬ ‫ﺟﻮاﻧﺐ‬ ‫ﺑﻌﺾ‬ ‫أن‬ ‫اﻟﻤﺸﺎرﻛﻮن‬ ‫ذﻛﺮھﺎ‬ ‫اﻟﺘﻲ‬ ‫اﻷﻣﺜﻠﺔ‬ ‫ﺑﻌﺾ‬ ‫أظﮭﺮت‬
‫ﺧﻼل‬ ‫وﻣﻦ‬ ‫اﻟﻤﻮظﻔﯿﻦ‬ ‫ﺑﯿﻦ‬ ‫اﻻﺟﺘﻤﺎﻋﻲ‬ ‫اﻟﺘﻀﺎﻣﻦ‬ ‫ﺑﺴﺒﺐ‬ ‫وذﻟﻚ‬ ، ‫رﺳﻤﻲ‬ ‫ﻏﯿﺮ‬ ‫ﺑﺸﻜﻞ‬ ‫ﺑﺎﻟﻔﻌﻞ‬ ‫ﺗﻄﺒﯿﻘﮭﺎ‬ ‫ﺗﻢ‬ ‫ﻗﺪ‬
.‫اﻟﻘﺎﻧﻮﻧﻲ‬ ‫اﻹطﺎر‬ ‫أو‬ / ‫و‬ ‫اﻟﻨﻈﻢ‬ ‫ﻓﻲ‬ ‫إرﺳﺎءھﺎ‬ ‫دون‬ ، ‫اﻟﺸﺨﺼﯿﺔ‬ ‫اﻟﻤﺒﺎدرات‬
1.‫ﯾرد‬ ‫و‬ ‫ﻓﻠﺳطﯾن‬ ‫ﺑدوﻟﺔ‬ ‫اﻋﺗراف‬ ‫أﻧﮫ‬ ‫ﻋﻠﻰ‬ ‫اﻟﺗﻌﯾﯾن‬ ‫ھذا‬ ‫ﺗﻔﺳﯾر‬ ‫ﯾﺟوز‬ ‫ﻻ‬ :‫اﻷوروﺑﯾﺔ‬ ‫واﻟﻣﻔوﺿﯾﺔ‬ ‫اﻷوروﺑﻲ‬ ‫اﻟﺧﺎرﺟﻲ‬ ‫اﻟﻌﻣل‬ ‫داﺋرة‬ ‫ﺣﺎﺷﯾﺔ‬
.‫اﻟﻣﺳﺄﻟﺔ‬ ‫ھذه‬ ‫ﺑﺷﺄن‬ ‫اﻷوروﺑﻲ‬ ‫اﻻﺗﺣﺎد‬ ‫ﻓﻲ‬ ‫اﻷﻋﺿﺎء‬ ‫ﻟﻠدول‬ ‫اﻟﻔردﯾﺔ‬ ‫ﺑﺎﻟﻣواﻗف‬ ‫اﻹﺧﻼل‬ ‫دون‬ ‫اﻟﺳﯾﺎق‬ ‫ھذا‬ ‫ﻓﻲ‬

2. 2
‫اﻋﺘﺎدت‬ ‫و‬‫اﻟﻤﻨﻄﻘﺔ‬ ‫ﻓﻲ‬ ‫اﻹدارات‬ ‫ﻣﻦ‬ ‫اﻟﻌﺪﯾﺪ‬‫ا‬‫ﻟ‬‫ﻓﻲ‬ ‫ﻌﻤﻞ‬‫وﻗﺖ‬‫اﻟﺤﻔﺎظ‬ ‫ﻋﻠﻰ‬ ‫أﺳﺎﺳﻲ‬ ‫ﺑﺸﻜﻞ‬ ‫اﻟﺘﺮﻛﯿﺰ‬ ‫ﻣﻊ‬ ، ‫اﻷزﻣﺎت‬
.‫اﻟﺨﺪﻣﺎت‬ ‫ﺗﻮﻓﯿﺮ‬ ‫ﻋﻠﻰ‬‫و‬ ‫اﻟﻘﺎدة‬ ‫ﯾﺤﺎﻓﻆ‬ ‫إذ‬‫اﻟﻌﻤﻞ‬ ‫رؤﺳﺎء‬‫ﻋﻠﻰ‬ ‫ﯾﺘﻢ‬‫اﻟﺘﺤﻔﯿﺰ‬‫ﺣﯿﺚ‬‫ﺑﻤﺴﺆوﻟﯿﺎﺗﮭﻢ‬ ‫اﻟﻤﻮظﻔﯿﻦ‬ ‫ﯾﺬﻛﺮون‬
، ‫اﻟﺼﻌﺒﺔ‬ ‫اﻟﻈﺮوف‬ ‫ﻣﻦ‬ ‫اﻟﺮﻏﻢ‬ ‫ﻋﻠﻰ‬ .‫واﻟﻤﻮاطﻨﯿﻦ‬ ‫اﻟﺒﻼد‬ ‫ﺗﺠﺎه‬‫ﻓﻘﺪ‬ ‫واﻟﻘﻠﻖ‬ ‫اﻟﺨﻮف‬‫اﻟﺴﻠﻄﺔ‬ ‫إدارة‬ ‫ﻣﻮظﻔﻮ‬ ‫ﻛﺎن‬
‫اﻟﻔﻠﺴﻄﯿﻨﯿﺔ‬‫ﻣﺴﺆوﻟﯿﺔ‬ ‫ﯾﺘﺤﻤﻠﻮن‬ ‫واﻟﻤﺪﯾﺮﯾﻦ‬ ‫اﻟﻘﺎدة‬ ‫أن‬ ‫اﻷردن‬ ‫ﻣﻦ‬ ‫اﻟﻤﺸﺎرﻛﻮن‬ ‫وأﻛﺪ‬ .‫اﻟﻌﻤﻞ‬ ‫إﻟﻰ‬ ‫ﻟﻠﺬھﺎب‬ ‫ﯾﺘﻮﻗﻮن‬
.‫اﻷزﻣﺎت‬ ‫أوﻗﺎت‬ ‫ﻓﻲ‬ ‫إﺿﺎﻓﯿﺔ‬‫إذ‬(‫اﻟﻌﺎﺋﻠﻲ‬ ‫اﻟﻮﺿﻊ‬ ، ‫)اﻟﺼﺤﺔ‬ ‫ﻣﻮظﻒ‬ ‫ﻛﻞ‬ ‫وﺿﻊ‬ ‫اﻻﻋﺘﺒﺎر‬ ‫ﺑﻌﯿﻦ‬ ‫ﯾﺄﺧﺬوا‬ ‫أن‬ ‫ﯾﺠﺐ‬
‫ﻗﺪراﺗﮭﻢ‬ ‫ﻣﻊ‬ ‫ﺗﺘﻨﺎﺳﺐ‬ ‫اﻟﺘﻲ‬ ‫ﺑﺎﻟﻤﮭﺎم‬ ‫وﯾﻜﻠﻔﻮﻧﮭﻢ‬.‫ﺗﻢ‬ ، ‫اﻟﺠﺰاﺋﺮ‬ ‫ﻓﻲ‬‫اﻋﺘﺒﺎر‬‫اﻟﺼﺤﻲ‬ ‫اﻟﻮﺿﻊ‬‫ﺎ‬ً‫ﻀ‬‫أﯾ‬ ‫وﻟﻜﻦ‬ ، ‫واﻷﺳﺮي‬
‫ﻓﻲ‬ .‫اﻟﻌﻤﻞ‬ ‫ﻓﻲ‬ ‫ﺳﯿﺴﺘﻤﺮون‬ ‫اﻟﺬﯾﻦ‬ ‫اﻟﻤﻮظﻔﯿﻦ‬ ‫ﺗﺤﺪﯾﺪ‬ ‫اﻟﻤﺪﯾﺮﯾﻦ‬ ‫ﻋﻠﻰ‬ ‫ﻛﺎن‬ ‫ﻋﻨﺪﻣﺎ‬ ، ‫اﻟﻌﻤﻞ‬ ‫إﻟﻰ‬ ‫اﻻﻧﺘﻘﺎل‬ ‫إﻣﻜﺎﻧﯿﺎت‬
‫ﻣﺪار‬ ‫ﻋﻠﻰ‬ ‫اﻻﺟﺘﻤﺎﻋﻲ‬ ‫اﻟﺘﻮاﺻﻞ‬ ‫وﺳﺎﺋﻞ‬ ‫ﻋﺒﺮ‬ ‫اﻟﺘﻮاﺻﻞ‬ ‫ﺧﻼل‬ ‫ﻣﻦ‬ ‫أﻧﮫ‬ ‫اﻟﻤﺪﯾﺮون‬ ‫أدرك‬ ، ‫ﻣﺼﺮ‬‫اﻟﯿﻮم‬‫ﺷﻌﺮ‬ ،
‫اﻹﺟ‬ ‫ﻓﻲ‬ ‫ﺗﺴﺒﺐ‬ ‫ﻣﻤﺎ‬ ، ‫ﺷﺨﺼﻲ‬ ‫وﻗﺖ‬ ‫ﻟﺪﯾﮭﻢ‬ ‫ﻟﯿﺲ‬ ‫أﻧﮫ‬ ‫اﻟﻤﻮظﻔﻮن‬، ‫اﻟﺒﯿﺌﺎت‬ ‫ﺑﻌﺾ‬ ‫ﻓﻲ‬ ، ‫ذﻟﻚ‬ ‫وﻣﻊ‬ .‫واﻹرھﺎق‬ ‫ﮭﺎد‬
‫ﻓﻲ‬ ‫ﺑﺄﺧﺮى‬ ‫أو‬ ‫ﺑﻄﺮﯾﻘﺔ‬ ‫واﻟﺘﻤﺎﺳﻚ‬ ‫واﻟﺘﻀﺎﻣﻦ‬ ‫ﺑﺎﻻﻧﺘﻤﺎء‬ ‫اﻟﺸﻌﻮر‬ ‫ﯾﺴﺎھﻢ‬‫ا‬ ‫ﺧﻠﻖ‬‫ﻟﺮﻓﺎھﯿﺔ‬‫أﻛﺜﺮ‬ ‫و‬.‫ﻗﯿﻞ‬ ‫و‬‫اﻟﺴﻠﻄﺔ‬ ‫إن‬
.‫ﻣﻮظﻔﯿﮭﺎ‬ ‫ﻟﻤﺴﺎﻋﺪة‬ ‫ﺧﺎﺻﺔ‬ ‫ﻧﻔﺴﯿﺔ‬ ‫وﺣﺪة‬ ‫إﻧﺸﺎء‬ ‫ﻓﻲ‬ ‫ﺗﻨﻈﺮ‬ ‫ﻣﺼﺮ‬ ‫ﻓﻲ‬ ‫اﻟﻤﺪﻧﯿﺔ‬ ‫ﻟﻠﺨﺪﻣﺔ‬ ‫اﻟﻤﺮﻛﺰﯾﺔ‬
‫اﺳﺘﻄﻼع‬ ‫ﻓﻲ‬‫اﻟﺮأي‬ ‫أﺻﺤﺎب‬ ‫ﻋﻦ‬ ‫اﻹﻓﺼﺎح‬ ‫دون‬‫و‬ ،، ‫اﻹﻧﺘﺮﻧﺖ‬ ‫ﻋﺒﺮ‬ ‫اﻟﻨﺪوة‬ ‫ﺧﻼل‬ ‫أﺟﺮي‬ ‫اﻟﺬي‬‫ﺻﺮح‬‫ﻣﻦ‬ ‫أﻗﻞ‬
) ‫اﻟﻤﺸﺎرﻛﯿﻦ‬ ‫ﻧﺼﻒ‬40‫أزﻣﺔ‬ ‫ﻗﺒﻞ‬ ‫اﻟﻤﻮظﻔﯿﻦ‬ ‫ﺑﺮﻓﺎھﯿﺔ‬ ‫اھﺘﻤﺖ‬ ‫إدارﺗﮭﻢ‬ ‫أن‬ (٪COVID-19.‫و‬‫اﻋﺘﺮف‬35٪
‫ﺑﺄن‬ ‫اﻟﻤﻨﻄﻘﺔ‬ ‫ﻣﻦ‬ ‫اﻟﻤﺸﺎرﻛﯿﻦ‬ ‫ﻣﻦ‬‫وﺑﺎء‬COVID-19‫أدوات‬ ‫ﻟﺪﯾﮭﺎ‬ ‫ﯾﻜﻦ‬ ‫ﻟﻢ‬ ‫اﻹدارة‬ ‫ﻟﻜﻦ‬ ، ‫اﻟﻤﻮظﻔﯿﻦ‬ ‫ﻗﻠﻖ‬ ‫ﻣﻦ‬ ‫زاد‬
‫ﻟﻠﺘﻌﺎﻣﻞ‬‫ذﻟﻚ‬ ‫ﻣﻊ‬‫اﻟﻤﻔﻀﻠﺔ‬ ‫اﻻﺳﺘﺠﺎﺑﺔ‬ ‫ھﻮ‬ ‫اﻟﻤﻨﺘﻈﻢ‬ ‫اﻟﺘﻮاﺻﻞ‬ ‫أن‬ ‫ﯾﺒﺪو‬ ، ‫ﻟﺬﻟﻚ‬ .‫ﻣﻦ‬ ‫أﻛﺜﺮ‬ ‫ﻟﻠﻮﺿﻌﯿﺔ‬‫اﻟﺼﺤﯿﺔ‬ ‫اﻟﻤﺸﻮرة‬
) ‫اﻟﻤﺤﺪدة‬ ‫اﻟﻨﻔﺴﯿﺔ‬ ‫أو‬25‫أ‬ (٪‫ﺑ‬ ‫اﻟﻤﺘﻌﻠﻘﺔ‬ ‫اﻟﺘﺪرﯾﺒﯿﺔ‬ ‫اﻟﺪورات‬ ‫و‬‫ﻮﺑﺎء‬COVID-19)10٪(
‫أداة‬ ‫ﺑﻌﺪ‬ ‫ﻋﻦ‬ ‫اﻟﻌﻤﻞ‬ ‫أن‬ ‫ﺗﺒﯿﻦ‬‫ا‬‫ﺳﺘﺨﺪﻣ‬‫ﺖ‬‫أﺛﻨﺎء‬ ‫واﺳﻊ‬ ‫ﻧﻄﺎق‬ ‫ﻋﻠﻰ‬‫اﻟﺤﺠﺮ‬ ‫ﻓﺘﺮة‬‫اﺳﺘﻤﺮارﯾﺔ‬ ‫ﺿﻤﻨﺖ‬ ، ‫ﻧﺎﺣﯿﺔ‬ ‫ﻓﻤﻦ‬ .
، ‫أﺧﺮى‬ ‫ﻧﺎﺣﯿﺔ‬ ‫وﻣﻦ‬ ‫اﻟﻤﻨﻄﻘﺔ‬ ‫إدارات‬ ‫ﻟﺠﻤﯿﻊ‬ ‫اﻷﻋﻤﺎل‬‫ﺳﺎھﻤﺖ‬‫رﻛﺰت‬ .‫اﻟﻤﻮظﻔﯿﻦ‬ ‫رﻓﺎه‬ ‫ﻓﻲ‬ ‫إﯾﺠﺎﺑﻲ‬ ‫ﺑﺸﻜﻞ‬
) ‫أﻣﯿﺮ‬ ‫آﯾﺖ‬ ‫ﻟﯿﻨﺪا‬ ‫ﻗﺪﻣﺘﮭﺎ‬ ‫ﻣﺤﺎﺿﺮة‬‫ﺑﺎ‬‫اﻟﻌﺮﺑﯿﺔ‬ ‫ﻟﻠﻐﺔ‬‫اﻟﺤﺠ‬ ‫ﻗﺒﻞ‬ ‫ﺑﻌﺪ‬ ‫ﻋﻦ‬ ‫ﻟﻠﻌﻤﻞ‬ ‫واﻟﺘﻨﻈﯿﻤﻲ‬ ‫اﻟﻘﺎﻧﻮﻧﻲ‬ ‫اﻷﺳﺎس‬ ‫ﻋﻠﻰ‬ (‫ﺮ‬
.‫اﻷزﻣﺔ‬ ‫ﺧﻼل‬ ‫أدﺧﻠﺖ‬ ‫اﻟﺘﻲ‬ ‫واﻟﺘﻐﯿﯿﺮات‬‫ﻛﯿﻒ‬ ‫و‬ ،‫ﺳﯿﺘﻢ‬ ‫اﻟﺬي‬ ‫اﻟﺠﺪﯾﺪ‬ ‫اﻟﻨﻤﻮذج‬ ‫ﻋﻠﻰ‬ ‫اﻟﻤﺴﺘﻔﺎدة‬ ‫اﻟﺪروس‬ ‫ﺳﺘﺆﺛﺮ‬
.‫ًﺎ‬‫ﺒ‬‫ﻗﺮﯾ‬ ‫ﺑﻠﺠﯿﻜﺎ‬ ‫ﻓﻲ‬ ‫ﺗﺒﻨﯿﮫ‬
‫ﻓﻲ‬ .‫اﻵن‬ ‫ﺣﺘﻰ‬ ‫ﻣﻨﺎﺳﺐ‬ ‫ﻗﺎﻧﻮﻧﻲ‬ ‫أﺳﺎس‬ ‫ﺑﻌﺪ‬ ‫ﻋﻦ‬ ‫ﻟﻠﻌﻤﻞ‬ ‫ﻟﯿﺲ‬ ، ‫اﻟﻤﻨﻄﻘﺔ‬ ‫إدارات‬ ‫ﻓﻲ‬‫ﺑﯿﻦ‬ ‫ﻓﺠﻮة‬ ‫ﻟﻮﺣﻈﺖ‬ ، ‫اﻷردن‬
‫اﻟﻤﻌﻠﻮﻣﺎت‬ ‫ﺗﻜﻨﻮﻟﻮﺟﯿﺎ‬ ‫اﺳﺘﺨﺪام‬ ‫ﯾﺠﺐ‬ ‫ﻛﺎن‬ ‫ﻋﻨﺪﻣﺎ‬ ‫اﻟﻤﺘﻮﺳﻂ‬ ‫ﻓﻲ‬ ‫ًا‬‫ﺪ‬‫ﺟﯿ‬ ‫ﺎ‬ً‫ﺜ‬‫ﺣﺪﯾ‬ ‫اﻟﻤﻌﯿﻨﯿﻦ‬ ‫اﻟﻤﻮظﻔﯿﻦ‬ ‫أداء‬ ‫ﻛﺎن‬ :‫اﻷﺟﯿﺎل‬
.‫واﺳﻊ‬ ‫ﻧﻄﺎق‬ ‫ﻋﻠﻰ‬‫ﻣﻤﺎ‬‫ﺗﻀﻤﯿﻦ‬ ‫ﺧﻼل‬ ‫ﻣﻦ‬ ‫اﻟﻜﻔﺎءة‬ ‫ﻧﻤﺎذج‬ ‫ﺗﻐﯿﯿﺮ‬ ‫ﻓﻲ‬ ‫اﻟﻨﻈﺮ‬ ‫إﻟﻰ‬ ‫اﻟﻤﺪﻧﯿﺔ‬ ‫اﻟﺨﺪﻣﺔ‬ ‫ﺳﻠﻄﺎت‬ ‫دﻓﻊ‬
.‫واﻹﺑﺪاع‬ ‫اﻟﺘﻜﯿﻒ‬ ‫ﻋﻠﻰ‬ ‫واﻟﻘﺪرة‬ ‫اﻟﻤﺮوﻧﺔ‬‫و‬‫اﻟﻤﺘﻜﺎﻓﺊ‬ ‫ﻏﯿﺮ‬ ‫اﻻﺳﺘﺨﺪام‬ ‫اﻟﺴﻠﻄﺎت‬ ‫ﻻﺣﻈﺖ‬ ، ‫اﻟﺠﺰاﺋﺮ‬ ‫ﻓﻲ‬‫ﻟﻠ‬‫ﺤﻠﻮل‬
(‫اﻟﺼﻠﺔ‬ ‫ذات‬ ‫واﻟﻘﻮاﻋﺪ‬ ‫)اﻟﻠﻮاﺋﺢ‬ ‫داﺋﻤﺔ‬ ‫ﺗﺪاﺑﯿﺮ‬ ‫إدﺧﺎل‬ ‫ﻓﻲ‬ ‫اﻟﻨﻈﺮ‬ ‫إﻟﻰ‬ ‫دﻓﻌﮭﺎ‬ ‫ﻣﻤﺎ‬ ، ‫اﻹدارات‬ ‫ﺑﯿﻦ‬ ‫واﻟﺘﻮاﺻﻞ‬ ‫اﻟﺮﻗﻤﯿﺔ‬
‫اﻟﻤﺆﺳﺴﺎ‬ ‫ﺑﻌﺾ‬ ‫ﻓﻲ‬ ، ‫ﻣﺼﺮ‬ ‫ﻓﻲ‬ .‫اﻟﺮﻗﻤﻨﺔ‬ ‫ﻋﻦ‬ ‫اﻟﻤﺴﺆول‬ ‫ﺎ‬ً‫ﺜ‬‫ﺣﺪﯾ‬ ‫اﻟﻤﻌﯿﻦ‬ ‫اﻟﻮزﯾﺮ‬ ‫دور‬ ‫ھﺬا‬ ‫ﯾﻜﻮن‬ ‫ﻗﺪ‬ .‫ﺑﻌﺪ‬ ‫ﻋﻦ‬ ‫ﻟﻠﻌﻤﻞ‬‫ت‬
‫ﯾﻌﻤﻞ‬ ،50‫و‬ ‫اﻟﻤﻮﻗﻊ‬ ‫ﻓﻲ‬ ‫اﻟﻤﻮظﻔﯿﻦ‬ ‫ﻣﻦ‬ ٪50‫ﻋﻤﻠﯿﺔ‬ ‫أﻛﺜﺮ‬ ‫ﺑﻌﺪ‬ ‫ﻋﻦ‬ ‫اﻟﻌﻤﻞ‬ ‫ﯾﻜﻮن‬ ‫ﻗﺪ‬ .‫ﺑﻌﺪ‬ ‫ﻋﻦ‬ ‫اﻟﻌﻤﻞ‬ ‫ﯾﻮاﺻﻠﻮن‬ ٪
‫ﻗﺎﻧﻮﻧﻲ‬ ‫إطﺎر‬ ‫ﯾﻮﺟﺪ‬ .‫وأداﺋﮭﺎ‬ ‫اﻟﻔﺮق‬ ‫ﺗﻤﺎﺳﻚ‬ ‫ﯾﻌﺰز‬ ‫ﻟﻠﻤﻮظﻔﯿﻦ‬ ‫اﻟﻤﺎدي‬ ‫اﻻﺗﺼﺎل‬ ‫وﻟﻜﻦ‬ ، ‫اﻟﺘﻜﻠﻔﺔ‬ ‫ﺣﯿﺚ‬ ‫ﻣﻦ‬ ‫وﻓﻌﺎﻟﯿﺔ‬
‫اﻟﻠﻮاﺋﺢ‬ ‫ﺟﺎﻧﺐ‬ ‫إﻟﻰ‬ ‫ﻟﻜﻦ‬ ، ‫اﻟﻤﻐﺮب‬ ‫ﻓﻲ‬ ‫ﺑﻌﺪ‬ ‫ﻋﻦ‬ ‫ﻟﻠﻌﻤﻞ‬ ‫ﺟﺪﯾﺪ‬‫ﯾﺘ‬ ‫اﻟﻘﺎﻧﻮﻧﯿﺔ‬‫ﺗﻐﯿﯿﺮ‬ ‫ﻌﯿﻦ‬، ‫ﻟﯿﺒﯿﺎ‬ ‫ﻓﻲ‬ .‫واﻟﻮﻋﻲ‬ ‫اﻟﺜﻘﺎﻓﺔ‬
‫اﻟﺘﺤﺘﯿﺔ‬ ‫اﻟﺒﻨﯿﺔ‬ ‫ﻧﻘﺺ‬ ‫ﻣﻦ‬ ‫اﻟﻜﺜﯿﺮ‬ ‫ﻋﺎﻧﻰ‬ ‫وﻟﻜﻦ‬ ،‫اﻹدارات‬ ‫ﺑﻌﺾ‬ ‫ﻓﻲ‬ ‫ﺑﻨﺠﺎح‬ ‫ﺑﻌﺪ‬ ‫ﻋﻦ‬ ‫اﻟﻌﻤﻞ‬ ‫اﺳﺘﺨﺪام‬ ‫ﺗﻢ‬‫اﻟﻤﺸﺘﺮﻛﺔ‬
‫ﺑﯿﻦ‬.‫اﻟﻤﻮظﻔﯿﻦ‬
) ‫اﻟﻤﻨﻄﻘﺔ‬ ‫ﻣﻦ‬ ‫اﻟﻤﺸﺎرﻛﯿﻦ‬ ‫ﻏﺎﻟﺒﯿﺔ‬ ‫رأى‬77‫ﻓﺘﺮة‬ ‫أﺛﻨﺎء‬ ‫ﺑﻌﺪ‬ ‫ﻋﻦ‬ ‫اﻟﻌﻤﻞ‬ ‫أن‬ (٪‫اﻟﺤﺠﺮ‬."‫اﻟﻜﻔﺎﯾﺔ‬ ‫ﻓﯿﮫ‬ ‫ﺑﻤﺎ‬ ‫ﺟﯿﺪ‬ ‫"ﻋﻤﻞ‬
، ‫ﻧﻔﺴﮫ‬ ‫اﻟﻮﻗﺖ‬ ‫ﻓﻲ‬‫ﺻﺮح‬38‫إﻋﺪاد‬ ‫ﻋﺪم‬ ‫ﻣﻦ‬ ‫اﻟﺼﻌﻮﺑﺎت‬ ‫ﺗﻨﺒﻊ‬ .‫اﻟﻤﻮﻗﻊ‬ ‫ﻓﻲ‬ ‫اﻟﻌﻤﻞ‬ ‫ﻣﺜﻞ‬ ً‫ﻓﻌﺎﻻ‬ ‫ﻛﺎن‬ ‫أﻧﮫ‬ ‫ﻓﻘﻂ‬ ٪
‫واﻟﻤﺸﺮﻓﯿﻦ‬ ‫اﻟﻤﻮظﻔﯿﻦ‬‫ﻣﻦ‬ ‫أﻛﺜﺮ‬‫ﻋﻦ‬ ‫ﺗﺮﺗﺒﮭﺎ‬‫اﻟﺘﻘﻨﯿﺔ‬ ‫اﻟﻤﺸﺎﻛﻞ‬/‫اﻟﻔﻨﯿﺔ‬‫ﻟﺬﻟﻚ‬ ‫وﻧﺘﯿﺠﺔ‬ .‫زاد‬‫ﺑﻌﺾ‬ ‫ﻋﻠﻰ‬ ‫اﻟﻀﻐﻂ‬
‫ا‬ ‫ﻋﺐء‬ ‫ﻓﻲ‬ ‫اﻟﺘﻮازن‬ ‫ﻋﺪم‬ ‫زﯾﺎدة‬ ‫ﺑﺴﺒﺐ‬ ‫اﻟﻤﻮظﻔﯿﻦ‬.‫ﻟﻌﻤﻞ‬

3. 3
‫ﺧﻼل‬ ‫ﻣﻦ‬ ‫أﻧﮫ‬ ‫اﻟﻤﺸﺎرﻛﯿﻦ‬ ‫ﻣﻦ‬ ‫اﻟﻌﻈﻤﻰ‬ ‫اﻟﻐﺎﻟﺒﯿﺔ‬ ‫أﻛﺪت‬ ، ‫إداراﺗﮭﻢ‬ ‫ﻓﻲ‬ ‫ﺑﻌﺪ‬ ‫ﻋﻦ‬ ‫اﻟﻌﻤﻞ‬ ‫ﻣﺴﺘﻘﺒﻞ‬ ‫ﻋﻦ‬ ‫اﻻﺳﺘﻔﺴﺎر‬ ‫ﻋﻨﺪ‬
‫وﻟﻜﻦ‬ ، ‫ﻛﻔﺎءة‬ ‫أﻛﺜﺮ‬ ‫ﺑﻌﺪ‬ ‫ﻋﻦ‬ ‫اﻟﻌﻤﻞ‬ ‫ﺳﯿﺼﺒﺢ‬ ، ‫واﻟﺘﺪرﯾﺐ‬ ‫اﻟﻤﻌﻠﻮﻣﺎت‬ ‫ﺗﻜﻨﻮﻟﻮﺟﯿﺎ‬ ‫ﺗﻄﻮﯾﺮ‬20‫أن‬ ‫ﯾﻌﺘﻘﺪون‬ ‫ﻓﻘﻂ‬ ٪
‫ﺑﻌﺪ‬ ‫ﻋﻦ‬ ‫اﻟﻌﻤﻞ‬‫ﺑﺸﻜﻞ‬‫ﻟﻤﻌﻈﻢ‬ ‫ا‬ً‫ﺧﯿﺎر‬ ‫ﺳﯿﻈﻞ‬ ‫ﻋﺮﺿﻲ‬‫اﻷطﺮ‬‫اﻹدارﯾ‬‫ﺔ‬.
:‫اﻻﺳﺘﻨﺘﺎﺟﺎت‬
•‫ﺟﺪﯾﺪ‬ ‫ﻣﻔﮭﻮم‬ ‫اﻟﻤﻮظﻔﯿﻦ‬ ‫رﻓﺎه‬ ‫إن‬‫ﺑﺎﻟﻨﺴﺒﺔ‬‫ﻟﺬﻟﻚ‬ ‫اﻟﻀﻮء‬ ‫داﺋﺮة‬ ‫ﻓﻲ‬ ‫وﺿﻌﮫ‬ ‫اﻟﻮﺑﺎء‬ ‫ﻟﻜﻦ‬ ، ‫اﻟﻤﻨﻄﻘﺔ‬ ‫ﻹدارات‬
‫اﻟﻤﻮظﻔﯿﻦ‬ ‫أن‬ ‫ﻓﻲ‬ ‫ﺷﻚ‬ ‫ھﻨﺎك‬ ‫ﻟﯿﺲ‬ .‫ﻟﻤﻨﻈﻤﺎﺗﮭﻢ‬ ‫ﺑﺎﻟﻨﺴﺒﺔ‬ ‫أھﻤﯿﺘﮫ‬ ‫اﻟﻤﺪﯾﺮﯾﻦ‬ ‫ﻣﻦ‬ ‫اﻟﻤﺰﯾﺪ‬ ‫ﯾﻔﮭﻢ‬ ‫أن‬ ‫اﻟﻤﺮﺟﺢ‬ ‫ﻣﻦ‬
.‫أداء‬ ‫أﻓﻀﻞ‬ ‫واﻟﺜﻘﺔ‬ ‫واﻟﺘﻘﺪﯾﺮ‬ ‫ﺑﺎﻷﻣﺎن‬ ‫ﯾﺸﻌﺮون‬ ‫اﻟﺬﯾﻦ‬‫و‬‫اﻟﻘﯿﺎدة‬ ‫ﺗﻠﻌﺐ‬.‫اﻷزﻣﺎت‬ ‫أوﻗﺎت‬ ‫ﻓﻲ‬ ‫ﺎ‬ً‫ﻤ‬‫ﺣﺎﺳ‬ ‫ا‬ً‫دور‬
•‫ﺑﺎﻟﻌﺪوى‬ ‫اﻟﻤﻮظﻔﯿﻦ‬ ‫إﺻﺎﺑﺔ‬ ‫وﻣﻨﻊ‬ ، ‫اﻟﺒﺪﻧﯿﺔ‬ ‫اﻟﺴﻼﻣﺔ‬ ‫ﻟﻀﻤﺎن‬ ‫اﻷوﻟﻰ‬ ‫اﻷوﻟﻮﯾﺔ‬ ‫ظﻠﺖ‬ ، ‫اﻷزﻣﺔ‬ ‫ﺧﻼل‬
‫اﻟﺨﺪﻣﺎت‬ ‫ﺗﻘﺪﯾﻢ‬ ‫ﻓﻲ‬ ‫واﻻﺳﺘﻤﺮار‬‫ھﻨﺎك‬ ‫ﯾﻈﻞ‬ ‫ﻟﻜﻦ‬ .‫ﻓﻘﻂ‬ ‫ﻟﯿﺲ‬ ، ‫اﻟﻤﻮظﻔﯿﻦ‬ ‫رﻓﺎه‬ ‫ﻟﺘﺤﺴﯿﻦ‬ ‫ﻛﺒﯿﺮ‬ ‫ﻣﺠﺎل‬
‫اﻟﻤﻜﺘﺐ‬ ‫ﻓﻲ‬ ‫ﻟﻠﻌﻤﻞ‬ ‫أﯾﻀﺎ‬ ‫وﻟﻜﻦ‬ ‫ﺑﻌﺪ‬ ‫ﻋﻦ‬ ‫ﺑﺎﻟﻌﻤﻞ‬ ‫اﻷﻣﺮ‬ ‫ﯾﺘﻌﻠﻖ‬ ‫ﻋﻨﺪﻣﺎ‬.
•‫اﻹدارات‬ ‫ﻋﻤﻞ‬ ‫طﺮﯾﻘﺔ‬ ‫ﻟﺘﻐﯿﯿﺮ‬ ‫إﻣﻜﺎﻧﯿﺔ‬ ‫ھﻨﺎك‬‫اﻟﻌﺎم‬ ‫اﻟﻘﻄﺎع‬ ‫إدارات‬ /‫اﻟﻌﻤﻮﻣﯿﺔ‬‫إﻟﻰ‬ ‫ﺣﺎﺟﺔ‬ ‫ھﻨﺎك‬ ‫وﻟﻜﻦ‬ ،
‫ﺟﯿﺪة‬ ‫ظﺮوف‬ ‫ﻓﻲ‬ ‫ﯾﺘﻢ‬ ‫ﺑﻌﺪ‬ ‫ﻋﻦ‬ ‫اﻟﻌﻤﻞ‬ ‫أن‬ ‫ﻣﻦ‬ ‫ﻟﻠﺘﺄﻛﺪ‬ ‫ﻣﻌﯿﻨﺔ‬ ‫إﺟﺮاءات‬ ‫ﺗﻨﻔﯿﺬ‬‫واﻟﺘﻨﻈﯿﻤﯿﺔ‬ ‫اﻟﻔﻨﯿﺔ‬ ‫)اﻟﻤﺴﺎﺋﻞ‬
.(‫واﻹدارﯾﺔ‬
•‫وﯾﻤﻜﻦ‬ ، ‫اﻟﻤﺪﯾﺮﯾﻦ‬ ‫أو‬ ‫ﻟﻠﻤﻮظﻔﯿﻦ‬ ‫ﺑﺎﻟﻨﺴﺒﺔ‬ ‫ﺳﻮاء‬ ، ‫ﻣﺤﺪودة‬ ‫ﺑﻌﺪ‬ ‫ﻋﻦ‬ ‫اﻟﻌﻤﻞ‬ ‫إدارة‬ ‫ﺣﻮل‬ ‫اﻟﺘﺪرﯾﺒﺎت‬ ‫ﻛﺎﻧﺖ‬
.‫اﻟﻤﺴﺘﻘﺒﻞ‬ ‫ﻓﻲ‬ ‫ذﻟﻚ‬ ‫ﺗﺤﺴﯿﻦ‬
•‫اﻟﺘﻘﻨﯿﻦ‬‫أﯾﻀﺎ‬ ‫ﻣﻄﻠﻮب‬:
o‫اﻟﻤﺴﺆول‬ ‫ﻣﻦ‬ ‫ﻟﺘﺤﺪﯾﺪ‬‫ﻣﺎذا‬ ‫ﻋﻦ‬‫اﻟﻤﺜﺎل‬ ‫ﺳﺒﯿﻞ‬ ‫ﻋﻠﻰ‬ :،‫ﻋﻦ‬ ‫ﻣﺴﺆول‬ ‫اﻟﻌﻤﻞ‬ ‫ﺻﺎﺣﺐ‬‫اﻟﻤﻌﺪات‬‫اﻟﻀﺮورﯾﺔ‬
‫ﺗﻜﺎﻟﯿﻔ‬ ‫دﻓﻊ‬ ‫وﻋﻠﯿﮫ‬‫ﮭﺎ‬،
o‫ﻓﻲ‬ ‫و‬‫ظﺮوف‬ ‫أي‬‫ﻓﺌﺔ‬ ‫ﻣﻊ‬ ‫و‬‫اﻟﻨﺎس‬ ‫ﻣﻦ‬‫اﻟ‬ ‫ﯾﻜﻮن‬ ‫وظﺎﺋﻒ‬ ‫ﺑﺄي‬ ‫ﻋﻼﻗﺔ‬ ‫أو‬‫ﺑﻌﺪ‬ ‫ﻋﻦ‬ ‫ﻌﻤﻞ‬‫ﻣﻤﻜﻨﺎ‬.
•‫ﯾﻜﻮن‬ ‫أن‬ ‫ﯾﻤﻜﻦ‬‫اﻟﺘﻘﻨﯿﻦ‬‫اﻟﺮﻗﻤﻲ‬ ‫اﻹﺻﻼح‬ ‫ﻣﻦ‬ ‫ا‬ً‫ء‬‫ﺟﺰ‬ ‫ﺑﻌﺪ‬ ‫ﻋﻦ‬ ‫ﻟﻠﻌﻤﻞ‬ ‫اﻟﺼﺤﯿﺢ‬‫أ‬ ‫ﻋﻠﻰ‬‫ﻧﻄﺎق‬ ‫وﺳﻊ‬‫اﻟﺒﻠﺪان‬ ‫ﻓﻲ‬
.‫اﻟﻤﻌﻨﯿﺔ‬