‫ﺑﺴﻢ اﷲ اﻟﺮﺣﻤﻦ اﻟﺮﺣﻴﻢ‬

‫َﺴﺎنَ }‪َ {3‬ﻠ ﻤَ ُﻪ اﻟ ْﺒَﯿَﺎنَ }‪{4‬‬ ‫اﻟﺮﲪَﻦُ }‪َ {1‬ﲅ َ اﻟ ْ ﻘ ُْﺮ ٓنَ }َﻠ‪َ{َ 2‬ﻖ ْاﻻ‬
‫ْ‬

‫ﺻدق اﷲ اﻟﻌظﯾم‬
‫ﺳورة اﻟرﺣﻣن اﻵﯾﺎت ) ‪(4-1‬‬

‫أ‬
 ‫إﻫــــــــﺪاء‬

‫اﻟدي‬
‫إﻟﻰ و ّ‬
‫ﻣﺗﻌﻬﻣﺎاﷲ ﺑﺎﻟﺻﺣﺔ واﻟﻌﺎﻓﯾﺔ‬
‫أﻫدي ﻫذا اﻟﺑﺣث‬

‫ب‬
 ‫ﺷﻜـــــﺮ وﺗﻘﺪﻳــﺮ‬

‫اﻟﺷﻛر ﻛﻠﻪ ﷲ اﻟﻌﻠﻲ اﻟﻘدﯾر‪ ،‬إﻧﻪ ﯾﺳﻌدﻧﻲ وﯾﺷرﻓﻲ أن أﻋﺑر ﺑﻛﻠﻣﺔ ﺷﻛر ﻟﻠﻌﻠﻣﺎء‬
‫اﻟذﯾن ﻗدﻣوا ﻟﻲ ﯾد اﻟﻌون ﻓﻲ ﻫذا اﻟﺑﺣث ﺑﺎﻟرﻏم ﻣن ﻣﻬﺎﻣﻬم اﻟﺟﺳﺎم وﻟم ﯾﺑﺧﻠوا‬
‫ﻋﻠﻲ ﺑوﻗﺗﻬم وﺟﻬدﻫم ٕوارﺷﺎدﻫم اﻟﺗﻲ ﻟﻬﺎ أﻛﺑر اﻷﺛر ﻓﻲ ﺗطوﯾر ﻫذا اﻟﺑﺣث‪.‬‬
‫ّ‬
‫ﻓﺄذﻛر ﺑﺎﻟﻔﺧر واﻷﻋزاز اﻷﺳﺗﺎذة اﻟدﻛﺗورة ﻋرﻓﺔ ﺟﺑرﯾل أﺑو ﻧﺻﯾب ﻣوﺳﻰ ﺑﺟﺎﻣﻌﺔ‬
‫ﻋﻠﻰ ﻣن اﻟﻔﺿل واﻟﺟﻬد اﻟﻣﻘدر ﻓﻛﺎن‬
‫اﻟﺳودان ﻟﻠﻌﻠوم واﻟﺗﻛﻧوﻟوﺟﯾﺎ ﺑﻣﺎ أﺳﺑﻐﺗﻪ ّ‬
‫ﻹرﺷﺎداﺗﻬﺎ أﻛﺑر اﻷﺛر ﻓﻲ اﻷﺧذ ﺑﯾدي ﻓﻲ ﻫذا اﻟﺑﺣث ﺣﺗﻰ رأى اﻟﻧور‬
‫وﻛﻣﺎ أﺷﻛر أﺳرة ﺟﺎﻣﻌﺔ اﻟﺳودان ﻟﻠﻌﻠوم واﻟﺗﻛﻧوﻟوﺟﯾﺎ‪ ،‬وأﯾﺿﺎً أﺗﻘدم ﺑﺎﻟﺷﻛر‬
‫واﻟﺗﻘدﯾر إﻟﻰ اﻹﺧوة اﻟﻣوظﻔﯾن واﻟﻣوظﻔﺎت ﺑﺎﻟﺑﻧك اﻟزراﻋﻲ اﻟﺳوداﻧﻲ) اﻟرﺋﺎﺳﺔ( ﻣن‬
‫ﺗﻌﺎون ﺑﺎﻹﺟﺎﺑﺔ ﻋﻠﻰ أﺳﺋﻠﺔ اﻹﺳﺗﺑﺎﻧﺔ‪.‬‬
‫واﻟﺷﻛر أﯾﺿﺎً ﻟﻛل ﻣن ﺳﺎﻫم ﻓﻲ ﻫذا اﻟﺑﺣث ﻓﻠﻬم ﻣﻧﻲ واﻓر اﻟﺷﻛر واﻟﺗﻘدﯾر‪.‬‬

‫ج‬
 ‫ﻣﺳﺗﺧﻠص اﻟرﺳﺎﻟﺔ‬
‫اﻟرﺳﺎﻟﺔ ﺑﻌﻧوان ﺳﯾﺎﺳﺎت اﻹﺧﺗﯾﺎر واﻟﺗﻌﯾﯾن وأﺛرﻫﺎ ﻋﻠﻰ اﻟرﺿﺎ اﻟوظﯾﻔﻲ ﺑﺎﻟﺗطﺑﯾق‬
‫ﻋﻠﻰ اﻟﺑﻧك اﻟزراﻋﻲ اﻟﺳوداﻧﻲ ‪ ،‬وﯾﻬدف ﻫذا اﻟﺑﺣث إﻟﻰ ﺗوﺿﯾﺢ أﺛر ﺳﯾﺎﺳﺎت اﻹﺧﺗﯾﺎر‬
‫واﻟﺗﻌﯾﯾن ﻋن اﻟرﺿﺎ اﻟوظﯾﻔﻲ واﻟوﺻول ﻟﻧﺗﺎﺋﺞ ﻋﻠﻰ ﺿوﺋﻬﺎ ﯾﻣﻛن وﺿﻊ ﺗوﺻﯾﺎت‬
‫وﻣﻘﺗرﺣﺎت ﺗﺳﺎﻫم ﻓﻲ وﺿﻊ ﺳﯾﺎﺳﺎت ﻟﻺﺧﺗﯾﺎر واﻟﺗﻌﯾﯾن ﺗﺣﻘق اﻟرﺿﺎ اﻟوظﯾﻔﻲ ﻟﻠﻌﺎﻣﻠﯾن‬
‫وﺗﺣﻘق أﻫداف اﻟﺑﻧك ﻓﻲ اﻟﻣدى اﻟطوﯾل‪.‬‬
‫ﯾﻌﺎﻟﺞ اﻟﺑﺣث ﻣﺷﻛﻠﺔ ﺗدﻧﻲ اﻟرﺿﺎ اﻟوظﯾﻔﻲ اﻟﻧﺎﺟم ﻋن ﺳﯾﺎﺳﺎت اﻹﺧﺗﯾﺎر واﻟﺗﻌﯾﯾن‬
‫اﻟﻣطﺑﻘﺔ ﻓﻲ اﻟﺑﻧك اﻟزراﻋﻲ اﻟﺳوداﻧﻲ ‪ ،‬ﻟذا ﻛﺎن اﻟﺳؤال اﻟﻣﻌﺑر ﻋن ﻣﺷﻛﻠﺔ اﻟﺑﺣث ﻣﺎﻫو‬
‫ﺗﺄﺛﯾر ﺳﯾﺎﺳﺎت اﻹﺧﺗﯾﺎر واﻟﺗﻌﯾﯾن ﻋﻠﻰ اﻟرﺿﺎ اﻟوظﯾﻔﻲ ﺑﻣﻧظﻣﺎت اﻷﻋﻣﺎل‪ ،‬ﻟﻘد ﺗﺑﻧﻰ‬
‫اﻟﺑﺣث اﻟﻔرﺿﯾﺎت اﻵﺗﯾﺔ‪:‬‬
‫‪ -1‬ﻫﻧﺎك ﻋﻼﻗﺔ إﯾﺟﺎﺑﯾﺔ ﺑﯾن ﺳﯾﺎﺳﺎت اﻹﺧﺗﯾﺎر واﻟﺗﻌﯾﯾن اﻟﻣوﺿوﻋﯾﺔ واﻟرﺿﺎ‬
‫اﻟوظﯾﻔﻲ‪.‬‬
‫‪ -2‬ﻫﻧﺎك ﻋﻼﻗﺔ إﯾﺟﺎﺑﯾﺔ ﺑﯾن اﻟرﺿﺎ اﻟوظﯾﻔﻲ وأداء اﻟﻌﺎﻣﻠﯾن‪.‬‬
‫‪ -3‬ﻫﻧﺎك ﻋﻼﻗﺔ إﯾﺟﺎﺑﯾﺔ ﺑﯾن ﺳﯾﺎﺳﺎت اﻹﺧﺗﯾﺎر واﻟﺗﻌﯾﯾن ﺑﺻورة واﺿﺣﺔ اﻟﻬﺎدﻓﺔ وﻧﻣو‬
‫ٕواﺳﺗﻣ اررﯾﺔ ﻣﻧظﻣﺎت اﻷﻋﻣﺎل ﻓﻲ اﻟﻣدى اﻟطوﯾل‪.‬‬
‫‪ -4‬ﻫﻧﺎك ﻋﻼﻗﺔ إﯾﺟﺎﺑﯾﺔ ﺑﯾن ﺳﯾﺎﺳﺎت اﻹﺧﺗﯾﺎر واﻟﺗﻌﯾﯾن اﻟﺗﻲ ﺗﺗﺿﻣن اﻟﺟواﻧب‬
‫اﻟﻧﻔﺳﯾﺔ واﻹﺟﺗﻣﺎﻋﯾﺔ واﻷﺧﻼﻗﯾﺔ وﺗﺣﻘﯾق اﻷﻣن واﻹﺳﺗﻘرار ﻟﻠﻌﺎﻣﻠﯾن‪.‬‬
‫ﺗم ﺟﻣﻊ اﻟﺑﯾﺎﻧﺎت ﺑﺎﺳﺗﺧدام اﻹﺳﺗﺑﺎﻧﺔ ﺣﯾث ﺗم ﺗوزﯾﻊ )‪ (50‬اﺳﺗﺑﺎﻧﺔ ﻋﻠﻰ ﻣوظﻔﻲ‬
‫وﻣوظﻔﺎت اﻟﺑﻧك اﻟزراﻋﻲ اﻟﺳوداﻧﻲ وﺑذﻟك ﺗم ﺟﻣﻊ اﻟﺑﯾﺎﻧﺎت واﻟﻣﻌﻠوﻣﺎت ﻣن ﻋﯾﻧﺔ اﻟﺑﺣث‪.‬‬
‫اﻟﺑﺣث ﯾﺗﻛون ﻣن أرﺑﻌﺔ ﻓﺻول‪ ،‬اﻷول اﻟﻔﺻل اﻟﺗﻣﻬﯾدي‪ ،‬ﯾﺗﺿﻣن ﻣﻧﻬﺟﯾﺔ اﻟﺑﺣث‬
‫واﻟدراﺳﺎت اﻟﺳﺎﺑﻘﺔ‪ ،‬اﻟﻔﺻل اﻷول ﯾﺗﺿﻣن اﻹطﺎر اﻟﻧظري ‪ ،‬اﻟﻔﺻل اﻟﺛﺎﻧﻲ ﯾﺗﺿﻣن‬
‫اﻟدراﺳﺔ اﻟﺗطﺑﯾﻘﯾﺔ واﻟﻔﺻل اﻟﺛﺎﻟث ﯾﺗﺿﻣن ﺗﺣﻠﯾل اﻟﺑﯾﺎﻧﺎت ٕواﺧﺗﯾﺎر اﻟﻔرﺿﯾﺎت واﻟﻔﺻل‬
‫اﻟراﺑﻊ ﯾﺗﺿﻣن اﻟﻧﺗﺎﺋﺞ واﻟﺗوﺻﯾﺎت‪.‬‬
‫أﻣﺎ اﻟﻣﻧﻬﺞ اﻟﻣﺗﺑﻊ ﻓﻲ ﻫذا اﻟﺑﺣث اﻟﻣﻧﻬﺞ اﻟوﺻﻔﻲ اﻟﺗﺣﻠﯾﻠﻲ وﻣﻧﻬﺞ دراﺳﺔ اﻟﺣﺎﻟﺔ‪،‬‬
‫ﺗوﺻﻠت اﻟدراﺳﺔ إﻟﻰ اﻟﻧﺗﺎﺋﺞ اﻵﺗﯾﺔ‪:‬‬
‫د‬
‫إن اﻟﻣوظﻔﯾن اﻟﻌﺎﻣﻠﯾن ﻓﻲ اﻟﺑﻧك اﻟرزاﻋﻲ اﻟﺳوداﻧﻲ ﻏﯾر راﺿﯾن ﻋﻣوﻣﺎً ﻋن‬
‫اﻟﺳﯾﺎﺳﺎت اﻟﻣطﺑﻘﺔ ﻓﻲ ﻋﻣﻠﯾﺔ اﻹﺧﺗﯾﺎر واﻟﺗﻌﯾﯾن ﻓﻲ اﻟﺑﻧك وأن ﻫﻧﺎك اﻟﻌدﯾد ﻣن اﻟﺳﻠﺑﯾﺎت‬
‫اﻟﻣطﺑﻘﺔ ﻣﺛل ﻋدم اﻟﻌداﻟﺔ ﻓﻲ ﻋﻣﻠﯾﺎت اﻻﺳﺗﻘطﺎب واﻹﺧﺗﯾﺎر واﻟﺗﻌﯾﯾن‪ ،‬وﻋدم وﺟود ﻣﻌﺎﯾﯾر‬
‫ﺛﺎﺑﺗﺔ ﻟﺗﻘدﯾم أداء اﻟﻣوظﻔﯾن ووﺟود ﻋواﻣل ﺷﺧﺻﯾﺔ وأﺳرﯾﺔ ﻓﻲ ﻋﻣﻠﯾﺔ اﻹﺧﺗﯾﺎر واﻟﺗﻌﯾﯾن‪،‬‬
‫وﻋدم ﺗﺧطﯾط اﻟﻘوى اﻟﻌﺎﻣﻠﺔ ﺳوى اﻟﻣوﺟودة ﺣﺎﻟﯾﺎً أو اﻟﺗﻲ ﺳوف ﯾﺗم ﺗﻌﯾﯾﻧﻬﺎ ﻻﺣﻘﺎً ‪ .‬وأن‬
‫ﻫﻧﺎك ﻓﺎﺋض ﻋﻣﺎﻟﺔ ﻣﻣﺎ ﯾؤﺛر ﺳﻠﺑﺎً ﻋﻠﻰ درﺟﺔ اﻟﺗﻌﺎون وزﯾﺎدة ﺣدة اﻟﺻراع داﺧل اﻟﺑﻧك‬
‫وﻋدم ﺗوزﯾﻊ اﻟﻌﻣﺎﻟﺔ ﺑﺻورة ﺗﺣﻘق اﻟﻛﻔﺎءة ﻟﻸﻗﺳﺎم اﻟﻣﺧﺗﻠﻔﺔ ﻣﻣﺎ ﯾؤﺛر ﻋﻠﻰ درﺟﺔ اﺳﺗﻘرار‬
‫اﻟﻌﺎﻣﻠﯾن‪.‬‬
‫أﻣﺎ اﻟﺗوﺻﯾﺎت ﻓﻘد ﺗم ﺗﻘﺳﯾﻣﻬﺎ إﻟﻰ ﺗوﺻﯾﺎت ﺗطﺑﯾﻘﯾﺔ وﺗوﺻﯾﺎت ﻋﻠﻣﯾﺔ‪،‬‬
‫اﻟﺗوﺻﯾﺎت اﻟﺗطﺑﯾﻘﯾﺔ ﻓﻘد ﺗﻣﺛﻠت ﻓﻲ اﻟﺗﻧﺳﯾق ﺑﯾن إدارة اﻷﻓراد وﺑﻘﯾﺔ اﻷﻗﺳﺎم ﻋﻧد طﻠب‬
‫اﻟﺗﻌﯾﯾن رﺑط اﻹﺧﺗﯾﺎر واﻟﺗﻌﯾﯾن ﺑﺳﯾﺎﺳﺎت ﻣوﺿوﻋﯾﺔ‪ ،‬إﺛراء اﻟﻌﻣل اﻟوظﯾﻔﻲ ﻣن ﺧﻼل‬
‫زﯾﺎدة اﻟﻣﺳﺋوﻟﯾﺎت وﺳﻠطﺎت اﻟﻣوظف‪ ،‬اﻹﺳﺗﻔﺎدة ﻣن اﻟطﺎﻗﺎت واﻟﻘدرات واﻟﻣﻬﺎرات اﻟﻛﺎﻣﻧﺔ‬
‫ﻟدى اﻟﻣوظف ‪ٕ ،‬واﺗﺎﺣﺔ اﻟﻔرص ﻟﻠﻣوظﻔﯾن ﺑﺎﻟﻣﺷﺎرﻛﺔ ﻓﻲ وﺿﻊ ﺳﯾﺎﺳﺎت اﻹﺧﺗﯾﺎر‬
‫واﻟﺗﻌﯾﯾن‪ .‬إﺑداء اﻟرأي واﻟﻌﻣل ﻋﻠﻰ ﺗﺿﻣﯾن ﻧظرﯾﺎت اﻟﻌﻠوم اﻹﻧﺳﺎﻧﯾﺔ اﻷﺧرى ذات اﻟﺻﻠﺔ‪.‬‬
‫وﺗﻌرﯾف اﻟﻣوظﻔﯾن ﺑﺄﺳس ﺗﻘﯾﯾم اﻷداء اﻟﻣطﺑﻘﺔ ‪ .‬وﺿرورة رﻓﻊ ﻣﻌﻧوﯾﺎت اﻟﻌﺎﻣﻠﯾن وزﯾﺎدة‬
‫درﺟﺔ اﻟرﺿﺎ اﻟوظﯾﻔﻲ‪ .‬أﻣﺎ اﻟﺗوﺻﯾﺎت اﻟﻌﻠﻣﯾﺔ ﻓﺗﻣﺛﻠت ﻓﻲ ﻣوﺿوع ﺳﯾﺎﺳﺎت اﻹﺧﺗﯾﺎر‬
‫واﻟﺗﻌﯾﯾن ﺗﺗطﻠب اﻟﻣزﯾد ﻣن اﻟﺑﺣوث واﻟدراﺳﺎت ورﺑط ﻫذﻩ اﻟﺳﯾﺎﺳﺎت ﺑﺎﻟﻣﺗﻐﯾرات اﻷﺧرى‬
‫اﻟﺗﻲ ﺗؤﺛر ﻋﻠﻰ اﻟرﺿﺎ اﻟوظﯾﻔﻲ‪ .‬واﻟﻘﯾﺎم ﺑﻌﻣل دراﺳﺎت واﺳﻌﺔ ﻓﻲ ﺑﯾﺋﺎت ﻣﺧﺗﻠﻔﺔ ودراﺳﺎت‬
‫ﻣﻘﺎرﻧﺔ ﺑﯾن اﻟﻘطﺎﻋﯾن اﻟﻌﺎم واﻟﺧﺎص ﻓﻲ ﻣﺟﺎل ﺳﯾﺎﺳﺎت اﻹﺧﺗﯾﺎر واﻟﺗﻌﯾﯾن ٕواﻧﻌﻛﺎﺳﻬﺎ‬
‫ﻋﻠﻰ اﻟرﺿﺎ اﻟوظﯾﻔﻲ‪.‬‬

‫ه‬
 Abstract
The Selection and placement policies and their impact on job
satisfaction. The research aims to explain the impact of the selection
and placement policies on the degree of employees satisfaction so as to
come out with suggestions and recommendations that contribute to
establish selection and placement policies that satisfy the employees at
the Agricultural Bank Of Sudan during 2005-2010.
The major research question for this study , which manifests the
research problem was : What is the impact of selection and placement
policies currently applied at the business organization . To answer these
questions, the research presented the following hypotheses : The First
hypothesis is: There exists a positive relationship between selection
and placement policies and the degree of job satisfaction.
The Second hypothesis is that there is a positive relationship
between job satisfaction and the performance of employees .
The Third hypothesis is that: There is a positive relationship
between selection and placement policies and development in the long
run.
The Fourth hypothesis is that there is appositive relationship
between selection and placement policies and the stability of
employees.
The study used the descriptive analytical method and the case
study as a methodology to tackle the research. The questionnaire
technique is used to collect the data and information for the study. The
research is divided into four chapters . Chapter One is an introductory
chapter. Chapter Two reviewed the relevant literature. Chapter Three
‫و‬
was devoted to the field study. Chapter Four presented the results and
recommendations.
The most important outcome of this research are as follows: the
employees at the Agricultural Bank Of The Sudan are totally
dissatisfied with the existing Systems of selection and placement. Also,
the existence of consensus among employees is that there are numerous
problem associated with the that policies.
The study found out that negatively policies affect the co-
operation between colleagues increase the degree of tension and
conflict at the bank and negatively affected the degree of employees
loyalty. There is also a relationship between staff satisfaction and
performance and in the stability of the employees .
The recommendations are divided into operational and academic
ones . The operation of recommendations are: The Bank administration
should increase the staff satisfaction by increasing the selection and
placement policies , and also to pay attention to job enrichment through
more delegation of authority and responsibility, and also employees
should be acknowledged to performance appraisal methods.
The academic recommendations are to conduct more empirical
and analytical studies that focus on the application of the selection and
placement policies systems, so as to fill the gap in this area. Conducting
more research on selection and placement policies by increasing the
sample size to include different parts and conducting research in the
private sector about this subject and comparing it with the public sector
to discover the strengths and weaknesses an the opportunities of both
sectors .
‫ز‬
 ‫ﻗﺎﺋﻣﺔ اﻟﻣﺣﺗوﯾﺎت‬

‫رﻗم اﻟﺻﻔﺣﺔ‬ ‫ﻋﻧوان اﻟﻣوﺿوع‬

‫أ‬ ‫اﻵﯾﺔ‬
‫ب‬ ‫إﻫداء‬
‫ج‬ ‫ﺷﻛر وﺗﻘدﯾر‬
‫د‬ ‫ﻣﺳﺗﺧﻠص اﻟرﺳﺎﻟﺔ‬
‫و‬ ‫‪Abstract‬‬
‫ح‬ ‫ﻗﺎﺋﻣﺔ اﻟﻣﺣﺗوﯾﺎت‬
‫ل‬ ‫ﻗﺎﺋﻣﺔ اﻟﺟداول‬
‫م‬ ‫ﻗﺎﺋﻣﺔ اﻷﺷﻛﺎل‬
‫اﻟﻔﺻل اﻟﺗﻣﻬﯾدي‬
‫ﻣﻧﻬﺟﯾﺔ اﻟﺑﺣث واﻟدراﺳﺎت اﻟﺳﺎﺑﻘﺔ‬
‫‪1‬‬ ‫ﻣﻧﻬﺟﯾﺔ اﻟﺑﺣث‬
‫‪1‬‬ ‫ﻣﻘدﻣﺔ‬
‫‪1‬‬ ‫ﻣﺷﻛﻠﺔ اﻟﺑﺣث‬
‫‪2‬‬ ‫أﺳﺋﻠﺔ اﻟﺑﺣث‬
‫‪2‬‬ ‫أﻫداف اﻟﺑﺣث‬
‫‪2‬‬ ‫أﻫﻣﯾﺔ اﻟﺑﺣث‬
‫‪3‬‬ ‫ﻓرﺿﯾﺎت اﻟﺑﺣث‬
‫‪3‬‬ ‫ﻣﻧﻬﺞ اﻟﺑﺣث‬
‫‪3‬‬ ‫ﻣﺻﺎدر ﺑﯾﺎﻧﺎت اﻟﺑﺣث‬
‫‪3‬‬ ‫ﺣدود اﻟﺑﺣث‬
‫‪4‬‬ ‫ﻣﺟﺗﻣﻊ اﻟﺑﺣث‬
‫‪4‬‬ ‫ﻋﯾﻧﺔ اﻟﺑﺣث‬
‫‪4‬‬ ‫أدوات ﺟﻣﻊ اﻟﺑﯾﺎﻧﺎت‬
‫‪4‬‬ ‫ﻫﯾﻛل اﻟﺑﺣث‬

‫ح‬
‫‪4‬‬ ‫ﻣﺻطﻠﺣﺎت اﻟﺑﺣث‬
‫‪6‬‬ ‫اﻟدراﺳﺎت اﻟﺳﺎﺑﻘﺔ‬
‫اﻟﻔﺻل اﻷول‬
‫اﻹطﺎر اﻟﻧظري‬
‫‪16‬‬ ‫اﻟﻣﺑﺣث اﻷول‪ 1-1 :‬إدارة اﻷﻓراد‬
‫‪16‬‬ ‫‪ 1-1-1‬ﻣﻔﻬوم إدارة اﻷﻓراد‬
‫‪18‬‬ ‫‪ 2-1-1‬اﻟﻧظرﯾﺎت اﻹدارﯾﺔ‬
‫‪20‬‬ ‫‪ 3-1-1‬ﺗﺧطﯾط اﻟﻘوى اﻟﻌﺎﻣﻠﺔ‬
‫‪23‬‬ ‫‪ 4-1-1‬ﺗﺣﻠﯾل وﺗﺻﻣﯾم اﻟﻌﻣل‬
‫‪24‬‬ ‫‪ 5-1-1‬اﻟﺑﺣث واﻻﺳﺗﻘطﺎب ﻟﻠﻘوى اﻟﻌﺎﻣﻠﺔ اﻟﻣطﻠوﺑﺔ‬
‫‪24‬‬ ‫‪ 6-1-1‬اﻹﺧﺗﯾﺎر واﻟﺗﻌﯾﯾن‬
‫‪25‬‬ ‫‪ 7-1-1‬ﺗﻧظﯾم إدارة اﻷﻓراد‬
‫‪28‬‬ ‫اﻟﻣﺑﺣث اﻟﺛﺎﻧﻲ‪ 2-1 :‬ﺳﯾﺎﺳﺎت اﻹﺧﺗﯾﺎر واﻟﺗﻌﯾﯾن‬
‫‪29‬‬ ‫‪ 2-2-1‬ﺗﺻﻧﯾف اﻟﺳﯾﺎﺳﺎت‬
‫‪29‬‬ ‫‪ 3-2-1‬اﻷﻫﻣﯾﺔ اﻟﻧﺳﺑﯾﺔ ﻟﻠﺳﯾﺎﺳﺎت‬
‫‪30‬‬ ‫‪ 4-2-1‬ﺳﯾﺎﺳﺎت اﻻﻓراد‬
‫‪33‬‬ ‫‪ 5-2-1‬ﺳﯾﺎﺳﺎت اﻹﺧﺗﯾﺎر ﺑﯾن ﻣﺻﺎدر اﻟﻘوى اﻟﻌﺎﻣﻠﺔ‬
‫‪34‬‬ ‫‪ 6-2-1‬ﺳﯾﺎﺳﺎت اﻹﺧﺗﯾﺎر واﻟﺗﻌﯾﯾن‬
‫‪35‬‬ ‫اﻟﻣﺑﺣث اﻟﺛﺎﻟث‪ 3-1 :‬ﻗﯾﺎس وﺗﻘﯾﯾم أداء اﻟﻌﺎﻣﻠﯾن‬
‫‪35‬‬ ‫‪ 1-3-1‬ﻣﻔﻬوم ﺗﻘﯾﯾم اﻷداء‬
‫‪36‬‬ ‫‪ 2-3-1‬أﻫداف وأﻏراض ﺗﻘﯾﯾم أداء اﻟﻌﺎﻣﻠﯾن‬
‫‪37‬‬ ‫‪ 3-3-1‬اﻟﻣﺟﺎﻻت اﻟﺗﻲ ﯾﺳﺗﺧدم ﻓﯾﻬﺎ اﻟﺗﻘﯾﯾم‬
‫‪38‬‬ ‫‪ 4-3-1‬اﻟﺻﻌوﺑﺎت أو اﻷﺧطﺎء ﻓﻲ ﺗﻘﯾﯾم أداء اﻟﻌﺎﻣﻠﯾن‬
‫‪39‬‬ ‫‪ 5-3-1‬ﻣﻌﺎﯾﯾر ﺗﻘﯾﯾم اﻷداء‬
‫‪40‬‬ ‫‪ 6-3-1‬طرق ﺗﻘﯾﯾم اﻷداء‬
‫‪47‬‬ ‫اﻟﻣﺑﺣث اﻟراﺑﻊ‪ 4-1 :‬ﻣﻛوﻧﺎت اﻟﺷﺧﺻﯾﺔ‬
‫‪47‬‬ ‫‪ 1-4-1‬ﻣﻔﻬوم وﺗﻌرﯾف اﻟﺷﺧﺻﯾﺔ‬
‫ط‬
‫‪47‬‬ ‫‪ 2-4-1‬ﻣﻛوﻧﺎت وﺟواﻧب اﻟﺷﺧﺻﯾﺔ‬
‫‪48‬‬ ‫‪ 3-4-1‬ﻣﻔﻬوم اﻟﻘﯾم‬
‫‪48‬‬ ‫‪ 4-4-1‬اﻟﻘﯾم ﻛﻌﺎﻣل وﺳﯾط ﺑﯾن ﻣﺗﻐﯾري اﻟرﺿﺎ اﻟوظﯾﻔﻲ واﻷداء‬
‫‪49‬‬ ‫‪ 5-4-1‬اﻟﻘﯾم ﻛﻌﺎﻣل وﺳﯾط ﺑﯾن اﻟرﺿﺎ واﻷداء‬
‫‪50‬‬ ‫‪ 6-4-1‬ﻧواﺗﺞ اﻟرﺿﺎ ﻋن اﻟﻌﻣل‬
‫‪50‬‬ ‫‪ 7-4-1‬اﻹﺗﺟﺎﻫﺎت اﻟﻧﻔﺳﯾﺔ‬
‫‪51‬‬ ‫‪ 8-4-1‬أﻧواع اﻹﺧﺗﺑﺎرات‬
‫‪52‬‬ ‫اﻟﻣﺑﺣث اﻟﺧﺎﻣس‪ 5-1 :‬اﻟرﺿﺎ اﻟوظﯾﻔﻲ‬
‫‪52‬‬ ‫‪ 1-5-1‬ﻣﻔﻬوم اﻟرﺿﺎ اﻟوظﯾﻔﻲ‬
‫‪53‬‬ ‫‪ 2-5-1‬ﻣﻌﻧوﯾﺎت اﻟﻌﺎﻣﻠﯾن‬
‫‪54‬‬ ‫‪ 3-5-1‬اﻟرﺿﺎ ﻋن اﻟﻌﻣل‬

‫اﻟﻔﺻل اﻟﺛﺎﻧﻲ‬
‫اﻟدراﺳﺔ اﻟﺗطﺑﯾﻘﯾﺔ‬
‫‪57‬‬ ‫اﻟﻣﺑﺣث اﻷول‪ 1-2 :‬دراﺳﺔ ﺣﺎﻟﺔ اﻟﺑﻧك اﻟزراﻋﻲ اﻟﺳوداﻧﻲ‬
‫‪57‬‬ ‫‪ 1-1-2‬اﻟﻬﯾﻛل اﻟﺗﻧظﯾﻣﻲ واﻟوظﯾﻔﻲ ﻟﻠﺑﻧك اﻟزراﻋﻲ اﻟﺳوداﻧﻲ‬
‫‪72‬‬ ‫اﻟﻣﺑﺣث اﻟﺛﺎﻧﻲ‪ 2-2 :‬ﺳﯾﺎﺳﺎت اﻹﺧﺗﯾﺎر واﻟﺗﻌﯾﯾن وﻗﯾﺎس وﺗﻘﯾﯾم اﻷداء ﻓﻲ‬
‫اﻟﺑﻧك اﻟزراﻋﻲ اﻟﺳوداﻧﻲ‬
‫‪72‬‬ ‫‪ 1-2-2‬ﺳﯾﺎﺳﺎت اﻹﺧﺗﯾﺎر واﻟﺗﻌﯾﯾن ﻓﻲ اﻟﺑﻧك اﻟرزاﻋﻲ اﻟﺳوداﻧﻲ‬
‫‪74‬‬ ‫‪ 2-2-2‬ﻗﯾﺎس وﺗﻘﯾﯾم اﻷداء ﻓﻲ اﻟﺑﻧك اﻟزراﻋﻲ اﻟﺳوداﻧﻲ‬

‫اﻟﻔﺻل اﻟﺛﺎﻟث‬
‫ﺗﺣﻠﯾل اﻟﺑﯾﺎﻧﺎت ٕواﺧﺗﺑﺎر اﻟﻔرﺿﯾﺎت‬
‫‪78‬‬ ‫اﻟﻣﺑﺣث اﻷول‪ 1-3 :‬ﺗﺣﻠﯾل اﻟﺑﯾﺎﻧﺎت‬
‫‪87‬‬ ‫‪ 1-1-3‬إﺟراءات اﻟدراﺳﺔ اﻟﻣﯾداﻧﯾﺔ‬
‫‪84‬‬ ‫‪ 2-1-3‬اﻟﺑﯾﺎﻧﺎت اﻟﻣﺗﻌﻠﻘﺔ ﺑﺈﺟراءات اﻟﺗﻌﯾﯾن‬
‫‪93‬‬ ‫‪ 3-1-3‬ﻋﺑﺎرات اﻟﻔرﺿﯾﺔ اﻷوﻟﻰ‬
‫‪95‬‬ ‫‪ 4-1-3‬ﻋﺑﺎرات اﻟﻔرﺿﯾﺔ اﻟﺛﺎﻧﯾﺔ‬
‫ي‬
‫‪96‬‬ ‫‪ 5-1-3‬ﻋﺑﺎرات اﻟﻔرﺿﯾﺔ اﻟﺛﺎﻟﺛﺔ‬
‫‪98‬‬ ‫‪ 6-1-3‬ﻋﺑﺎرات اﻟﻔرﺿﯾﺔ اﻟراﺑﻌﺔ‬
‫‪100‬‬ ‫اﻟﻣﺑﺣث اﻟﺛﺎﻧﻲ‪ 2-3 :‬إﺧﺗﺑﺎر اﻟﻔرﺿﯾﺎت‬
‫‪100‬‬ ‫‪ 1-2-3‬إﺧﺗﺑﺎر اﻟﻔرﺿﯾﺔ اﻷوﻟﻰ‬
‫‪102‬‬ ‫‪ 2-2-3‬إﺧﺗﺑﺎر اﻟﻔرﺿﯾﺔ اﻟﺛﺎﻧﯾﺔ‬
‫‪103‬‬ ‫‪ 3-2-3‬إﺧﺗﺑﺎر اﻟﻔرﺿﯾﺔ اﻟﺛﺎﻟﺛﺔ‬
‫‪105‬‬ ‫‪ 4-2-3‬إﺧﺗﺑﺎر اﻟﻔرﺿﯾﺔ اﻟراﺑﻌﺔ‬

‫اﻟﻔﺻل اﻟراﺑﻊ‬
‫اﻟﻧﺗﺎﺋﺞ واﻟﺗوﺻﯾﺎت‬
‫‪107‬‬ ‫‪ 1-4‬اﻟﻧﺗﺎﺋﺞ‬
‫‪109‬‬ ‫‪ 2-4‬اﻟﺗوﺻﯾﺎت‬
‫‪111‬‬ ‫اﻟﻣراﺟﻊ‬
‫‪114‬‬ ‫اﻟﻣﻼﺣق‬

‫ك‬
 ‫ﻗﺎﺋﻣﺔ اﻟﺟداول‬

‫رﻗم‬ ‫ﻋﻧوان اﻟﺟدول‬ ‫رﻗم‬

‫اﻟﺻﻔﺣﺔ‬ ‫اﻟﺟدول‬
‫‪65‬‬ ‫اﻟﻬﯾﻛل اﻟوظﯾﻔﻲ ﻟﻠﻔروع‬ ‫‪1/2‬‬
‫‪79‬‬ ‫اﻟﺗوزﯾﻊ اﻟﺗﻛراري ﻷﻓراد ﻋﯾﻧﺔ اﻟدراﺳﺔ ﺣﺳب اﻟﻧوع‬ ‫‪2/3‬‬
‫‪80‬‬ ‫اﻟﺗوزﯾﻊ اﻟﺗﻛراري ﻷﻓراد ﻋﯾﻧﺔ اﻟدراﺳﺔ ﺣﺳب اﻟﻌﻣر‬ ‫‪3/3‬‬
‫‪81‬‬ ‫اﻟﺗوزﯾﻊ اﻟﺗﻛراري ﻷﻓراد ﻋﯾﻧﺔ اﻟدراﺳﺔ ﺣﺳب اﻟﻣؤﻫل اﻟﻌﻠﻣﻲ‬ ‫‪4/3‬‬
‫‪82‬‬ ‫اﻟﺗوزﯾﻊ اﻟﺗﻛراري ﻷﻓراد ﻋﯾﻧﺔ اﻟدراﺳﺔ ﺣﺳب اﻟﺣﺎﻟﺔ اﻹﺟﺗﻣﺎﻋﯾﺔ‬ ‫‪5/3‬‬
‫‪83‬‬ ‫اﻟﺗوزﯾﻊ اﻟﺗﻛراري ﻷﻓراد ﻋﯾﻧﺔ اﻟدراﺳﺔ ﺣﺳب ﺳﻧوات اﻟﺧﺑرة‬ ‫‪6/3‬‬
‫‪84‬‬ ‫اﻟﻌﺑﺎرات اﻟﻣﺗﻌﻠﻘﺔ ﺑﺈﺟراءات اﻟﺗﻌﯾﯾن‬ ‫‪7/3‬‬
‫‪86‬‬ ‫ﻧوع اﻷﺳﺋﻠﺔ اﻟواردة ﻓﻲ اﻹﺧﺗﺑﺎر اﻟﺗﺣرﯾري واﻟﺷﻔوي‬ ‫‪8/3‬‬
‫‪86‬‬ ‫اﻟﺗﻌﯾﯾن ﻟﺷﻐل اﻟوظﯾﻔﺔ اﻟﺣﺎﻟﯾﺔ‬ ‫‪9/3‬‬
‫‪90‬‬ ‫أﺳﻣﺎء وﻋﻧﺎوﯾن ﻣﺣﻛﻣﯾﻲ إداة اﻟدراﺳﺔ‬ ‫‪10/3‬‬
‫‪92‬‬ ‫ﻧﺗﯾﺟﺔ إﺧﺗﺑﺎر اﻟﻣﺻداﻗﯾﺔ ﻟﻔرﺿﯾﺎت اﻟدراﺳﺔ‬ ‫‪11/3‬‬
‫‪93‬‬ ‫اﻟﺗوزﯾﻊ اﻟﻧﺳﺑﻲ ﻟﻠﻣﺑﺣوﺛﯾن ﻟﻌﺑﺎرات اﻟﻔرﺿﯾﺔ اﻷوﻟﻰ‬ ‫‪12/3‬‬
‫‪95‬‬ ‫اﻟﺗوزﯾﻊ اﻟﻧﺳﺑﻲ ﻟﻠﻣﺑﺣوﺛﯾن ﻟﻌﺑﺎرات اﻟﻔرﺿﯾﺔ اﻟﺛﺎﻧﯾﺔ‬ ‫‪13/3‬‬
‫‪96‬‬ ‫اﻟﺗوزﯾﻊ اﻟﻧﺳﺑﻲ ﻟﻠﻣﺑﺣوﺛﯾن ﻟﻌﺑﺎرات اﻟﻔرﺿﯾﺔ اﻟﺛﺎﻟﺛﺔ‬ ‫‪14/3‬‬
‫‪98‬‬ ‫اﻟﺗوزﯾﻊ اﻟﻧﺳﺑﻲ ﻟﻠﻣﺑﺣوﺛﯾن ﻟﻌﺑﺎرات اﻟﻔرﺿﯾﺔ اﻟراﺑﻌﺔ‬ ‫‪15/3‬‬
‫‪100‬‬ ‫ﻧﺗﺎﺋﺞ إﺧﺗﯾﺎر ﻟﻸوﺳﺎط اﻟﺣﺳﺎﺑﯾﺔ ﻟﻌﺑﺎرات اﻟﻔرﺿﯾﺔ اﻷوﻟﻰ‬ ‫‪16/3‬‬
‫‪102‬‬ ‫ﻧﺗﺎﺋﺞ إﺧﺗﯾﺎر ﻟﻸوﺳﺎط اﻟﺣﺳﺎﺑﯾﺔ ﻟﻌﺑﺎرات اﻟﻔرﺿﯾﺔ اﻟﺛﺎﻧﯾﺔ‬ ‫‪17/3‬‬
‫‪103‬‬ ‫ﻧﺗﺎﺋﺞ إﺧﺗﯾﺎر ﻟﻸوﺳﺎط اﻟﺣﺳﺎﺑﯾﺔ ﻟﻌﺑﺎرات اﻟﻔرﺿﯾﺔ اﻟﺛﺎﻟﺛﺔ‬ ‫‪18/3‬‬
‫‪105‬‬ ‫ﻧﺗﺎﺋﺞ إﺧﺗﯾﺎر ﻟﻸوﺳﺎط اﻟﺣﺳﺎﺑﯾﺔ ﻟﻌﺑﺎرات اﻟﻔرﺿﯾﺔ اﻟراﺑﻌﺔ‬ ‫‪19/3‬‬

‫ل‬
 ‫ﻗﺎﺋﻣﺔ اﻷﺷﻛﺎل‬

‫رﻗم‬ ‫ﻋﻧوان اﻟﺷﻛل‬ ‫رﻗم‬

‫اﻟﺻﻔﺣﺔ‬ ‫اﻟﺷﻛل‬
‫‪55‬‬ ‫ﻧظرﯾﺔ ذات اﻟﻌﺎﻣﻠﯾن‬ ‫‪1/1‬‬
‫‪66‬‬ ‫ﻫﯾﻛل اﻟﻔرع اﻟﻧﻣوذﺟﻲ ‪.‬‬ ‫‪2/2‬‬
‫‪67‬‬ ‫ﻫﯾﻛل ﻓروع اﻟدرﺟﺔ )أ( ‪.‬‬ ‫‪3/2‬‬
‫‪68‬‬ ‫ﻫﯾﻛل ﻓروع اﻟدرﺟﺔ )ب(‬ ‫‪4/2‬‬
‫‪69‬‬ ‫ﻫﯾﻛل ﻓروع اﻟدرﺟﺔ )ج(‬ ‫‪5/2‬‬
‫‪70‬‬ ‫اﻟﻬﯾﻛل اﻟﻣﻘﺗرح ﻹدارة اﻟﻣوارد اﻟﺑﺷرﯾﺔ‬ ‫‪6/2‬‬
‫‪71‬‬ ‫ﻫﯾﻛل اﻟﺗﻧظﯾﻣﻲ ﻟﻠﺑﻧك اﻟزراﻋﻲ اﻟﺳوداﻧﻲ‬ ‫‪7/2‬‬
‫‪79‬‬ ‫اﻟﺗوزﯾﻊ اﻟﺗﻛراري ﻷﻓراد ﻋﯾﻧﺔ اﻟدراﺳﺔ ﺣﺳب اﻟﻧوع‬ ‫‪8/3‬‬
‫‪80‬‬ ‫اﻟﺗوزﯾﻊ اﻟﺗﻛراري ﻷﻓراد ﻋﯾﻧﺔ اﻟدراﺳﺔ ﺣﺳب اﻟﻌﻣر‬ ‫‪9/3‬‬
‫‪81‬‬ ‫اﻟﺗوزﯾﻊ اﻟﺗﻛراري ﻷﻓراد ﻋﯾﻧﺔ اﻟدراﺳﺔ ﺣﺳب اﻟﻣؤﻫل اﻟﻌﻠﻣﻲ‬ ‫‪10/3‬‬
‫‪82‬‬ ‫اﻟﺗوزﯾﻊ اﻟﺗﻛراري ﻷﻓراد ﻋﯾﻧﺔ اﻟدراﺳﺔ ﺣﺳب اﻟﺣﺎﻟﺔ اﻹﺟﺗﻣﺎﻋﯾﺔ‬ ‫‪11/3‬‬
‫‪83‬‬ ‫اﻟﺗوزﯾﻊ اﻟﺗﻛراري ﻷﻓراد ﻋﯾﻧﺔ اﻟدراﺳﺔ ﺣﺳب ﺳﻧوات اﻟﺧﺑرة‬ ‫‪12/3‬‬

‫م‬
 ‫ﺑﺴﻢ اﷲ اﻟﺮﺣﻤﻦ اﻟﺮﺣﻴﻢ‬

‫ﺟﺎﻣﻌﺔ اﻟﺴﻮدان ﻟﻠﻌﻠﻮم واﻟﺘﻜﻨﻮﻟﻮﺟﻴﺎ‬

‫ﻛﻠﻴﺔ اﻟﺪراﺳﺎت اﻟﻌﻠﻴﺎ‬

‫ﺳﯿﺎﺳﺎت اﻹﺧﺘﯿﺎر واﻟﺘﻌﯿﯿﻦ وأﺛﺮھﺎ ﻋﻠﻰ اﻟﺮﺿﺎ اﻟﻮظﯿﻔﻲ‪ .‬دراﺳﺔ ﺣﺎﻟﺔ‪ :‬اﻟﺒﻨﻚ‬
‫اﻟﺰراﻋﻲ اﻟﺴﻮداﻧﻲ ﺧﻼل اﻟﻔﺘﺮة ‪2010-2005‬‬
‫‪Selection and Placement Policies and their Impact on the‬‬
‫‪Job Satisfaction. A Case Study of The Agricultural Bank of‬‬
‫‪Sudan During the Period 2005-2010.‬‬

‫ﺑﺤﺚ ﺗﻜﻤﻴﻠﻲ ﻟﻨﻴﻞ درﺟﺔ ﻣﺎﺟﺴﺘﻴﺮ اﻟﻌﻠﻮم ﻓﻲ إدارة اﻷﻋﻤﺎل‬

‫إﻋداد اﻟطﺎﻟب‪:‬‬
‫اﻟﺑﺎﻗر إﺳﻣﺎﻋﯾل ﯾﺣﯾﻰ ﻣﺻطﻔﻰ‬
‫إﺷراف‪:‬‬
‫د‪ .‬ﻋرﻓﺔ ﺟﺑرﯾل أﺑو ﻧﺻﯾب ﻣوﺳﻰ‬

‫‪1431‬ﻫـ‪2010 -‬م‬

‫ن‬
e
‫س‬
 ‫اﻟﻔﺻل اﻟﺗﻣﻬﯾدي‬
‫ﻣﻧﻬﺟﯾﺔ اﻟﺑﺣث واﻟدراﺳﺎت اﻟﺳﺎﺑﻘﺔ‬
‫‪ ‬ﻣﻧﻬﺟﯾﺔ اﻟﺑﺣث‬
‫‪ ‬اﻟدراﺳﺎت اﻟﺳﺎﺑﻘﺔ‬

‫ع‬
 ‫اﻟﻔﺻــل اﻷول‬
‫اﻹطـــﺎر اﻟﻧظــري ﻟﻠدراﺳﺔ‬

‫اﻟﻣﺑﺣث اﻷول‪ :‬إدارة اﻷﻓراد‬

‫اﻟﻣﺑﺣث اﻟﺛﺎﻧﻲ‪ :‬ﺳﯾﺎﺳﺎت اﻻﺧﺗﯾﺎر واﻟﺗﻌﯾﯾن‬
‫اﻟﻣﺑﺣث اﻟﺛﺎﻟث‪ :‬ﻗﯾﺎس ﺗﻘﯾﯾم أداء اﻟﻌﺎﻣﻠﯾن‬
‫اﻟﻣﺑﺣث اﻟراﺑﻊ‪ :‬ﻣﻛوﻧﺎت اﻟﺷﺧﺻﯾﺔ‬
‫اﻟﻣﺑﺣث اﻟﺧﺎﻣس‪ :‬اﻟرﺿﺎ اﻟوظﯾﻔﻲ‬

‫ف‬
 ‫اﻟﻔﺻل اﻟﺛﺎﻧﻲ‬
‫اﻟدراﺳﺔ اﻟﺗطﺑﯾﻘﯾﺔ‬
‫اﻟﻣﺑﺣث اﻷول‪ :‬ﺣﺎﻟﺔ اﻟﺑﻧك اﻟزراﻋﻲ اﻟﺳوداﻧﻲ‬
‫اﻟﻣﺑﺣث اﻟﺛﺎﻧﻲ‪ :‬ﺳﯾﺎﺳﺎت اﻹﺧﺗﯾﺎر واﻟﺗﻌﯾﯾن وﻗﯾﺎس وﺗﻘﯾﯾم‬
‫اﻷداء ﻓﻲ اﻟﺑﻧك اﻟزراﻋﻲ اﻟﺳوداﻧﻲ‪.‬‬

‫ص‬
 ‫اﻟﻔﺻل اﻟﺛﺎﻟث‬
‫ﺗﺣﻠﯾل اﻟﺑﯾﺎﻧﺎت ٕواﺧﺗﺑﺎر اﻟﻔرﺿﯾﺎت‬
‫اﻟﻣﺑﺣث اﻷول‪ :‬ﺗﺣﻠﯾل اﻟﺑﯾﺎﻧﺎت‬
‫اﻟﻣﺑﺣث اﻟﺛﺎﻧﻲ‪ :‬إﺧﺗﺑﺎر اﻟﻔرﺿﯾﺎت‬

‫ق‬
 ‫اﻟﻔﺻل اﻟﺛﺎﻟث‬
‫ﺗﺣﻠﯾل اﻟﺑﯾﺎﻧﺎت ٕواﺧﺗﺑﺎر اﻟﻔرﺿﯾﺎت‬
‫اﻟﻣﺑﺣث اﻷول‪ :‬ﺗﺣﻠﯾل اﻟﺑﯾﺎﻧﺎت‬
‫اﻟﻣﺑﺣث اﻟﺛﺎﻧﻲ‪ :‬إﺧﺗﺑﺎر اﻟﻔرﺿﯾﺎت‬

‫ر‬
‫اﻟﻔﺻل اﻟراﺑﻊ‬
‫‪ ‬اﻟﻧﺗﺎﺋﺞ‬
‫‪ ‬اﻟﺗوﺻﯾﺎت‬

‫ش‬
‫اﻟﻣـﻼﺣـق‬

‫ت‬