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  • 563 - الرابع-استقطاب واختيار و تعيين (Compatibility Mode)

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    Amine Mariano
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    The document discusses the recruitment and selection process. It emphasizes the importance of recruitment in finding and attracting distinguished human resources. It also covers the goals of understanding recruitment sources and methods, and building knowledge and skills for selecting human resources. The steps of recruitment and selection are explained, including planning workforce needs, identifying vacancies, recruitment, and selection. The roles of managers, executives and the human resources department in recruitment are outlined. Sources of recruitment discussed include direct applications, promotions, advertisements, employment agencies, schools, unions, and recommendations.

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    563_الرابع-استقطاب واختيار و تعيين [Compatibility Mode]

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    The document discusses the recruitment and selection process. It emphasizes the importance of recruitment in finding and attracting distinguished human resources. It also covers the goals of understanding recruitment sources and methods, and building knowledge and skills for selecting human resources. The steps of recruitment and selection are explained, including planning workforce needs, identifying vacancies, recruitment, and selection. The roles of managers, executives and the human resources department in recruitment are outlined. Sources of recruitment discussed include direct applications, promotions, advertisements, employment agencies, schools, unions, and recommendations.

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    © All Rights Reserved
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    36 views16 pages

    563 - الرابع-استقطاب واختيار و تعيين (Compatibility Mode)

    Uploaded by

    Amine Mariano
    The document discusses the recruitment and selection process. It emphasizes the importance of recruitment in finding and attracting distinguished human resources. It also covers the goals of understanding recruitment sources and methods, and building knowledge and skills for selecting human resources. The steps of recruitment and selection are explained, including planning workforce needs, identifying vacancies, recruitment, and selection. The roles of managers, executives and the human resources department in recruitment are outlined. Sources of recruitment discussed include direct applications, promotions, advertisements, employment agencies, schools, unions, and recommendations.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Flag for inappropriate content
    of 16

    ‫ﺍﻻﺳﺘﻘﻄﺎﺏ ﻭ ﺍﻻﺧﺘﻴﺎﺭ ﻭ ﺍﻟﺘﻌﻴﲔ‬

    ‫ﺍﻟﻔﺼﻞ ﺍﻟﺮﺍﺑﻊ‬

    ‫ ﺧﺎﻟد ﺑن ﺳﺎﻣﻲ ﻣﺣﻣد ﺣﺳﯾن‬.‫د‬

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    ‫ﺍﻷﻫﺪﺍﻑ‬
    ‫• ﺗﺄﻛﻴﺪ ﺃﳘﻴﺔ ﺍﻻﺳﺘﻘﻄﺎﺏ ﻛﻨﺸﺎﻁ ﻫﺎﻡ ﻟﻠﺒﺤﺚ ﻋﻦ ﻭ‬
    ‫ﺟﺬﺏ ﺍﳌﻮﺍﺭﺩ ﺍﻟﺒﺸﺮﻳﺔ ﺍﳌﻤﻴﺰﺓ‬
    ‫• ﺍﻟﺘﻌﺮﻑ ﻋﻠﻰ ﻣﺼﺎﺩﺭ ﺍﻻﺳﺘﻘﻄﺎﺏ ﻭ ﺍﻷﺳﺎﻟﻴﺐ ﺍﳌﺴﺘﺨﺪﻣﺔ‬
    ‫• ﺑﻨﺎﺀ ﺍﳌﻌﺮﻓﺔ ﻭ ﺍﳌﻬﺎﺭﺓ ﰲ ﻛﻴﻔﻴﺔ ﺍﺧﺘﻴﺎﺭ ﺍﳌﻮﺍﺭﺩ ﺍﻟﺒﺸﺮﻳﺔ‬

    ‫د‪ .‬ﺧﺎﻟد ﺑن ﺳﺎﻣﻲ ﻣﺣﻣد ﺣﺳﯾن‬

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    ‫ﻣﺎﻫﻴﺔ ﺍﻻﺳﺘﻘﻄﺎﺏ ﻭ ﺍﻻﺧﺘﻴﺎﺭ‬
    ‫• ﺍﻟﻌﻤﻠﻴﺔ ﺍﻟﱵ ﻳﺘﻢ ﻣﻦ ﺧﻼﳍﺎ‬
    ‫ﺍﻟﺒﺤﺚ ﻋﻦ ﺍﳌﻮﺍﺭﺩ ﺍﻟﺒﺸﺮﻳﺔ ﻭ‬
    ‫اﻻﺳﺗﻘطﺎب‬ ‫ﺟﺬ‪‬ﺎ‬
    ‫• ﺍﻟﻌﻤﻠﻴﺔ ﺍﻟﱵ ﻳﺘﻢ ﻣﻦ ﺧﻼﳍﺎ‬
    ‫اﻻﺧﺗﯾﺎر‬
    ‫ﺍﻟﺘﺄﻛﺪ ﻣﻦ ﻗﺪﺭﺍﺕ ﺍﻷﻓﺮﺍﺩ‬
    ‫ﺍﳌﺘﻘﺪﻣﲔ ﻟﻠﻮﻇﻴﻔﺔ ﻭﺍﺣﺘﻤﺎﻝ‬
    ‫اﻟﺗﻌﯾﯾن‬ ‫ﳒﺎﺣﻬﻢ ﰲ ﺍﻷﻋﻤﺎﻝ ﺍﳌﻄﻠﻮﺑﺔ‬
    ‫ﻣﻨﻬﻢ‬
    ‫• ﺗﺘﻢ ﺍﳌﻘﺎﺭﻧﺔ ﻣﺎ ﺑﲔ‪:‬‬
    ‫– ﻣﻮﺍﺻﻔﺎﺕ ﺍﻟﻔﺮﺩ‬
    ‫– ﻣﻮﺍﺻﻔﺎﺕ ﺍﻟﻮﻇﻴﻔﺔ‬
    ‫د‪ .‬ﺧﺎﻟد ﺑن ﺳﺎﻣﻲ ﻣﺣﻣد ﺣﺳﯾن‬

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    ‫ﺧﻄﻮﺍﺕ ﺍﺳﺘﻘﻄﺎﺏ ﻭ ﺍﺧﺘﻴﺎﺭ ﺍﳌﻮﺍﺭﺩ ﺍﻟﺒﺸﺮﻳﺔ‬

    ‫ﲣﻄﻴﻂ‬
    ‫ﺍﻟﻘﻮﻯ‬
    ‫ﺍﻟﻨﻈﺮ ﰲ ﲢﻠﻴﻞ‬
    ‫ﲢﺪﻳﺪ‬ ‫ﺍﻟﻌﺎﻣﻠﺔ‬
    ‫ﻭ ﻣﺮﺍﺟﻌﺔ‬
    ‫ﺍﻻﺳﺘﻘﻄﺎﺏ‬ ‫ﺍﻟﻮﻇﺎﺋﻒ‬
    ‫ﻣﻮﺍﺻﻔﺎﺕ‬
    ‫ﺍﻟﺸﺎﻏﺮﺓ‬
    ‫ﺷﺎﻏﻠﻲ ﺍﻟﻮﻇﺎﺋﻒ‬ ‫ﻃﻠﺒﺎﺕ‬
    ‫ﺍﻻﺧﺘﻴﺎﺭ‬ ‫ﺍﳌﺪﻳﺮﻳﻦ‬
    ‫ﻣﻦ ﺍﻟﻌﻤﺎﻟﺔ‬

    ‫د‪ .‬ﺧﺎﻟد ﺑن ﺳﺎﻣﻲ ﻣﺣﻣد ﺣﺳﯾن‬

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    ‫ﻣﻦ ﻳﻘﻮﻡ ﺑﺎﻻﺳﺘﻘﻄﺎﺏ؟‬
    ‫ﺍﻟﺘﺨﻄﻴﻂ ﻷﻧﺸﻄﺔ ﺍﻻﺳﺘﻘﻄﺎﺏ‬
    ‫ﻭ ﺍﻟﺒﺤﺚ ﻋﻦ ﻣﺼﺎﺩﺭ‬
    ‫ﺍﳌﺪﻳﺮﻳﻦ‬
    ‫ﻣﺴﺎﻋﺪﺓ ﺇﺩﺍﺭﺓ ﺍﳌﻮﺍﺭﺩ ﺍﻟﺒﺸﺮﻳﺔ‬
    ‫ﺍﻟﻌﻤﻞ ﻛﺄﺧﺼﺎﺋﻴﲔ ﻟﻼﺳﺘﻘﻄﺎﺏ‬
    ‫ﺇﺩﺍﺭﺓ ﺍﳌﻮﺍﺭﺩ‬
    ‫ﺍﺳﺘﺨﺪﺍﻡ ﺃﺳﺎﻟﻴﺐ ﺍﻻﺳﺘﻘﻄﺎﺏ‬
    ‫ﺍﻟﻌﻤﻞ ﻛﺄﺧﺼﺎﺋﻴﲔ ﺍﺳﺘﻘﻄﺎﺏ‬
    ‫ﺍﻟﺘﻨﻔﻴﺬﻳﲔ‬
    ‫ﻣﻘﺎﺑﻠﺔ ﺍﳌﺮﺷﺤﲔ ﺍﳉﺪﺩ‬ ‫ﺍﻟﺒﺸﺮﻳﺔ‬
    ‫ﺍﳌﻘﺎﺑﻠﺔ ﺍﳌﺒﺪﺋﻴﺔ ﻟﻠﻤﺮﺷﺤﲔ ﺍﳉﺪﺩ‬
    ‫ﻣﺘﺎﺑﻌﺔ ﺗﻨﻔﻴﺬ ﺃﻧﺸﻄﺔ ﺍﻻﺳﺘﻘﻄﺎﺏ‬
    ‫ﺗﻘﻴﻴﻢ ﺃﻧﺸﻄﺔ ﺍﻻﺳﺘﻘﻄﺎﺏ‬

    ‫د‪ .‬ﺧﺎﻟد ﺑن ﺳﺎﻣﻲ ﻣﺣﻣد ﺣﺳﯾن‬

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    ‫ﻣﺼﺎﺩﺭ ﺍﻻﺳﺘﻘﻄﺎﺏ‬
    ‫ﺍﻟﺘﻘﺪﻡ ﺍﳌﺒﺎﺷﺮ‬ ‫•‬ ‫ﺍﻟﺘﺮﻗﻴﺎﺕ‬ ‫•‬
    ‫ﺍﻻﻋﻼﻥ‬ ‫•‬ ‫ﺍﻟﻨﻘﻞ ﺍﻟﻮﻇﻴﻔﻲ ﺍﻟﺪﺍﺧﻠﻲ‬ ‫•‬
    ‫ﻣﻜﺎﺗﺐ ﺍﻟﺘﻮﻇﻴﻒ‬ ‫•‬ ‫ﳐﺰﻭﻥ ﺍﳌﻬﺎﺭﺍﺕ‬ ‫•‬
    ‫ﺧﺎﺭﺟﻴﺔ‬
    ‫ﺍﳌﺪﺍﺭﺱ ﻭ ﺍﳌﻌﺎﻫﺪ‬ ‫•‬ ‫ﺩﺍﺧﻠﻴﺔ‬
    ‫ﺍﻻﻋﻼﻥ ﺍﻟﺪﺍﺧﻠﻲ‬ ‫•‬
    ‫ﺍﻟﻨﻘﺎﺑﺎﺕ ﻭ ﺍﳌﻨﻈﻤﺎﺕ‬ ‫•‬ ‫ﻋﻦ ﻃﺮﻳﻖ ﺍﻟﺰﻣﻼﺀ ﻭ‬ ‫•‬
    ‫ﺍﻷﺧﺬ ﺑﺂﺭﺍﺀ ﺍﳋﱪﺍﺀ‬ ‫•‬ ‫ﺍﳌﻌﺎﺭﻑ ﻭ ﺍﻷﺻﺪﻗﺎﺀ‬

    ‫د‪ .‬ﺧﺎﻟد ﺑن ﺳﺎﻣﻲ ﻣﺣﻣد ﺣﺳﯾن‬

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    ‫ﺃﺳﺎﻟﻴﺐ ﺍﻻﺳﺘﻘﻄﺎﺏ‬
    ‫• ﺍﻻﻋﻼﻥ‬
    ‫– ﺩﺍﺧﻠﻴﺔ‬
    ‫– ﺍﻟﺼﺤﻒ ﺍﻟﻴﻮﻣﻴﺔ ﻭ ﺍﻟﺪﻭﺭﻳﺎﺕ‬
    ‫– ﺍﻟﺮﺍﺩﻳﻮ ﻭ ﺍﻟﺘﻠﻔﺰﻳﻮﻥ ‪ /‬ﺍﻻﻧﺘﺮﻧﺖ‬
    ‫ﺍﺳﺘﺨﺪﺍﻡ ﻣﺴﺘﻘﻄﺒﲔ ﳏﺘﺮﻓﲔ‬ ‫•‬
    ‫ﺩﻋﻮﺓ ﺍﳌﺘﻘﺪﻣﲔ ﻟﺰﻳﺎﺭﺓ ﺍﳌﻨﻈﻤﺔ‬ ‫•‬
    ‫ﺍﻟﺘﺪﺭﻳﺐ ﺍﻟﺼﻴﻔﻲ‬ ‫•‬
    ‫ﺯﻳﺎﺭﺓ ﺍﳌﺪﺍﺭﺱ ﻭ ﺍﳉﺎﻣﻌﺎﺕ‬ ‫•‬
    ‫د‪ .‬ﺧﺎﻟد ﺑن ﺳﺎﻣﻲ ﻣﺣﻣد ﺣﺳﯾن‬

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    ‫ﺃﻱ ﺃﺳﺎﻟﻴﺐ ﺍﻻﺳﺘﻘﻄﺎﺏ ﺃﻛﺜﺮ ﻓﺎﻋﻠﻴﺔ‬
    ‫ﻭﻇﺎﺋﻒ ﺍﻟﻮﻇﺎﺋﻒ‬ ‫ﺍﻟﻮﻇﺎﺋﻒ‬ ‫ﺍﻟﻮﻇﺎﺋﻒ‬
    ‫ﺍﻟﺒﻴﻊ ﺍﻟﻜﺘﺎﺑﻴﺔ‬ ‫ﺍﳌﻬﻨﻴﺔ ﻭﺍﻟﻔﻨﻴﺔ‬ ‫ﺍﻹﺩﺍﺭﻳﺔ‬
    ‫ﻭﺍﻟﻘﻴﺎﺩﻳﺔ‬
    ‫ﺇﻋﻼﻧﺎﺕ ﺍﻟﺼﺤﻒ ﻭﺍ‪‬ﻼﺕ‬
    ‫‪%٨٠ %٨٠‬‬ ‫‪%٧٥‬‬ ‫‪%٨٠‬‬ ‫ﺍﳌﺘﺨﺼﺼﺔ‬
    ‫‪-‬‬ ‫‪%٦٥‬‬ ‫‪%٧٠‬‬ ‫‪%٧٠‬‬ ‫ﻣﻜﺎﺗﺐ ﺍﻟﺘﻮﻇﻴﻒ ﺍﳋﺎﺻﺔ‬
    ‫‪%٩٠ %٧٥‬‬ ‫‪-‬‬ ‫‪%٦٥‬‬ ‫ﺗﻮﺻﻴﺎﺕ ﺍﻟﻌﺎﻣﻠﲔ ﺑﺎﳌﻨﻈﻤﺔ‬
    ‫ﺍﻻﺗﺼﺎﻝ ﺑﺎﳌﻌﺎﻫﺪ ﻭﺍﳉﺎﻣﻌﺎﺕ‬
    ‫‪-‬‬ ‫‪-‬‬ ‫‪%٧٥‬‬ ‫‪-‬‬

    ‫‪%٧٠‬‬ ‫‪-‬‬ ‫‪-‬‬ ‫‪-‬‬ ‫ﻣﻜﺎﺗﺐ ﺍﻟﺘﻮﻇﻴﻒ ﺍﳊﻜﻮﻣﻴﺔ‬


    ‫د‪ .‬ﺧﺎﻟد ﺑن ﺳﺎﻣﻲ ﻣﺣﻣد ﺣﺳﯾن‬

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    ‫ﻣﻌﺎﻳﲑ ﺍﻻﺧﺘﻴﺎﺭ‬
    ‫• ﻣﺴﺘﻮﻯ ﺍﻟﺘﻌﻠﻴﻢ‬
    ‫• ﺍﳋﱪﺓ ﺍﻟﺴﺎﺑﻘﺔ‬
    ‫• ﺍﻟﺼﻔﺎﺕ ﺍﻟﺒﺪﻧﻴﺔ‬
    ‫• ﺍﻟﺼﻔﺎﺕ ﺍﻟﺸﺨﺼﻴﺔ‬
    ‫• ﺍﳌﻌﺮﻓﺔ ﺍﻟﺴﺎﺑﻘﺔ ﺑﺎﻟﺸﺨﺺ‬

    ‫د‪ .‬ﺧﺎﻟد ﺑن ﺳﺎﻣﻲ ﻣﺣﻣد ﺣﺳﯾن‬

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    ‫اﺳﺗﻘﺑﺎل اﻟطﻠﺑﺎت‬ ‫ﻛﻴﻒ ﻳﺘﻢ ﺍﻻﺧﺘﻴﺎﺭ؟‬
    ‫اﻟﻔﺣص اﻷوﻟﻲ‬

    ‫اﻻﺧﺗﺑﺎرات‬
    ‫اﻟﺑﯾﺎﻧﺎت اﻟﺷﺧﺻﯾﺔ ﻏﯾر ﻣرﺿﯾﺔ‬

    ‫اﻟﻣﻘﺎﺑﻼت ﻣﻊ ﺧﺑراء اﻟﺗوظﯾف‬


    ‫ﻧﺗﺎﺋﺞ اﻻﺧﺗﺑﺎرات ﻏﯾر ﻣرﺿﯾﺔ‬

    ‫اﻟﺗﺄﺛﯾر اﻟﺷﺧﺻﻲ ﻏﯾر ﻣرﺿﻲ‬

    ‫اﻟﻣﻘﺎﺑﻼت ﻣﻊ ﺟﮭﺎت اﻟﻌﻣل‬


    ‫اﻟﻌرض اﻟﻣﮭﻧﻲ‬
    ‫ﻏﯾر ﻣرﺿﻲ‬

    ‫اﺗﺧﺎذ اﻟﻘرار‬

    ‫ﻗرار ﺑﺎﻟرﻓض‬
    ‫اﻟﻔﺣص اﻟطﺑﻲ‬
    ‫ﻏﯾر ﻻﺋق ﺻﺣﯾﺎً‬

    ‫اﻟﻘﺑول واﻟﺗﻌﯾﯾن‬
    ‫اﻟرﻓض ‪ /‬أو ﺣﺟب اﻟﻘﺑول‬
    ‫د‪ .‬ﺧﺎﻟد ﺑن ﺳﺎﻣﻲ ﻣﺣﻣد ﺣﺳﯾن‬

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    ‫ﺍﻻﺧﺘﺒﺎﺭﺍﺕ‬
    ‫ﺍﻟﻨﻔﺴﻴﺔ ﻭ ﺍﻟﺸﺨﺼﻴﺔ‬

    ‫ﺍﻟﻘﺪﺭﺍﺕ ﺍﻟﺬﻫﻨﻴﺔ‬

    ‫ﺍﻷﺩﺍﺀ‬

    ‫ﺳﺮﻋﺔ ﺍﻻﺳﺘﺠﺎﺑﺔ‬

    ‫ﺍﻟﻘﻴﻢ ﻭ ﺍﻻﲡﺎﻫﺎﺕ‬
    ‫د‪ .‬ﺧﺎﻟد ﺑن ﺳﺎﻣﻲ ﻣﺣﻣد ﺣﺳﯾن‬

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    ‫ﺷﺮﻭﻁ ﺍﻻﺧﺘﺒﺎﺭ ﺍﳉﻴﺪ‬
    ‫ﺍﻟﺘﺄﻛﺪ ﻣﻦ ﺻﺪﻕ‬ ‫ﺍﻟﺘﺄﻛﺪ ﻣﻦ ﺛﺒﺎﺕ‬
    ‫ﺍﻻﺧﺘﺒﺎﺭ ﰲ ﻗﻴﺎﺱ‬ ‫ﺍﻻﺧﺘﺒﺎﺭ ﻭ ﺇﻣﻜﺎﻧﻴﺔ‬
    ‫ﻣﺎ ﻫﻮ ﻣﻄﻠﻮﺏ‬ ‫ﺍﻻﻋﺘﻤﺎﺩ ﻋﻠﻴﻪ‬

    ‫ﺍﻟﺘﺄﻛﺪ ﻣﻦ ﻣﻌﺎﻳﲑ‬
    ‫ﺍﻟﺘﺄﻛﺪ ﻣﻦ ﻋﺪﻡ‬
    ‫ﻗﻴﺎﺱ ﻧﺘﺎﺋﺞ‬
    ‫ﲢﻴﺰ ﺍﻻﺧﺘﺒﺎﺭ‬
    ‫ﺍﻟﻨﺘﺎﺋﺞ‬
    ‫د‪ .‬ﺧﺎﻟد ﺑن ﺳﺎﻣﻲ ﻣﺣﻣد ﺣﺳﯾن‬

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    ‫ﻓردﯾﺔ‬

    ‫ﺟﻣﺎﻋﯾﺔ‬

    ‫ﻣﺧططﺔ‬

    ‫ﻏﯾر ﻣﺧططﺔ‬ ‫ﺍﻧﻮﺍﻉ ﺍﳌﻘﺎﺑﻼﺕ‬


    ‫ﻣﺨﺘﻠﻄﺔ‬

    ‫ﺣل اﻟﻣﺷﺎﻛل‬

    ‫اﻟﻀﻐﻮط‬
    ‫د‪ .‬ﺧﺎﻟد ﺑن ﺳﺎﻣﻲ ﻣﺣﻣد ﺣﺳﯾن‬

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    ‫ﻧﺼﺎﺋﺢ ﳌﻦ ﻳﻘﻮﻡ ﺑﺎﳌﻘﺎﺑﻼﺕ‬
    ‫• ﺃﻛﺜﺮ ﺍﻷﺳﺌﻠﺔ ﺷﻴﻮﻋﺎﹰ ﰲ ﺍﳌﻘﺎﺑﻼﺕ‬
    ‫ﹰ‬
    ‫ﺎ‬ ‫ﻣﺴﺒﻘ‬
    ‫• ﻣﺎ ﻫﻲ ﻧﻘﺎﻁ ﺿﻌﻔﻚ؟‬
    ‫ﺍﻷﺳﺌﻠﺔ‬ ‫ﺇﻋﺪﺍﺩ‬ ‫•‬
    ‫ﺷﺎﻏﻠﻬﺎ‬ ‫ﻣﻮﺍﺻﻔﺎﺕ‬
    ‫ﻧﻮﻇﻔﻚ؟‬ ‫ﺍﻟﻮﻇﻴﻔﺔ ﻭ‬
    ‫ﺍﻟﺬﻱ ﳚﻌﻠﻨﺎ‬ ‫ﻣﻌﺮﻓﺔ • ﻣﺎ‬ ‫•‬
    ‫•‬
    ‫ﺍﻟﺘﺤﻴﺰ ﳌﺎﺫﺍ ﺗﺮﻳﺪ ﺍﻟﻌﻤﻞ ﻣﻌﻨﺎ؟‬ ‫ﻋﺪﻡ‬ ‫•‬
    ‫• ﻣﺎ ﻫﻲ ﺃﻫﺪﺍﻓﻚ ﻭﺧﻄﻄﻚ ﺍﳌﺴﺘﻘﺒﻠﻴﺔ؟‬
    ‫ﻋﺪﻡ ﺍﻻﳔﺪﺍﻉ‬ ‫•‬
    ‫• ﳌﺎﺫﺍ ﺗﺮﻛﺖ ﺃﻭ ﺗﺮﻳﺪ ﺗﺮﻙ ﻋﻤﻠﻚ؟‬
    ‫ﻋﻤﻠﻚ؟ ﻋﻨﻬﺎ ﺧﻼﻝ ﺍﳌﻘﺎﺑﻠﺔ‬
    ‫ﻣﺮﺗﺎﺡ ﰲﺍﻟﻜﺸﻒ‬
    ‫ﳚﻌﻠﻚ ﳝﻜﻦ‬
    ‫ﺍﻟﺼﻔﺎﺕ ﺍﻟﱵ‬
    ‫ﺭﻛﺰ ﻋﻠﻰ• ﻣﺎ ﺍﻟﺬﻱ‬ ‫•‬
    ‫ﺍﻟﻠﻔﻈﻲﻟﻨﺎ ﻭﻏﲑﻙ ﻻ ﻳﺴﺘﻄﻴﻌﻪ؟‬ ‫ﻟﻼﺗﺼﺎﻝﻣﺎ ﻏﲑ‬
    ‫ﺍﻟﺬﻱ ﺳﺘﻘﺪﻣﻪ‬ ‫•‬ ‫ﺍﻧﺘﺒﻪ‬ ‫•‬
    ‫ﻳﺬﻛﺮﻫﺎ ﻋﻨﻚ ﺭﺋﻴﺴﻚ ﺍﻟﺴﺎﺑﻖ؟‬
    ‫ﺍﺳﺘﻤﻊ‬ ‫ﺇﳚﺎﺑﻴﺔﻭﳑﻜﻦ‬ ‫ﺛﻼﺙ ﻧﻘﺎﻁ‬
    ‫ﻟﻠﺤﺪﻳﺚ‬ ‫ﺷﺠﻊ •‬
    ‫ﺍﻟﻄﺮﻑﺃﺫﻛﺮﺍﻵﺧﺮ‬ ‫•‬
    ‫• ﻣﺎ ﺍﻟﺮﺍﺗﺐ ﺍﻟﺬﻱ ﺗﺘﻮﻗﻌﻪ؟‬
    ‫د‪ .‬ﺧﺎﻟد ﺑن ﺳﺎﻣﻲ ﻣﺣﻣد ﺣﺳﯾن‬

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    ‫ ﺧﺎﻟد ﺑن ﺳﺎﻣﻲ ﻣﺣﻣد ﺣﺳﯾن‬.‫د‬

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    ‫ ﺧﺎﻟد ﺑن ﺳﺎﻣﻲ ﻣﺣﻣد ﺣﺳﯾن‬.‫د‬

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