Abstract
The purpose of this study is to identify the impact of management information systems of human resources on the training needs in Al-Balqa Applied University and to get out practical recommendations to solve them. It also aims to show the possibility of determining the goals of the training programs, and to evaluate and follow-up training programs offered by the Human Resource Management at the university. The Findings indicate that there is statistically significant relationship between management information systems of human resources and identifying training needs and setting of training programs goals in the Al Balqa Applied University. The findings also indicate that there is a statistically significant relationship between management information systems of human resources and evaluation and follow up the effectiveness of training programs at Al Balqa Applied University. The study recommended that there is need to identify of training needs at the university level in the long term, when designing management information systems of human resources. The study recommends that there is need to take into account identifying the individual needs of the management information system of human resources and the management information system of human resources should help in analyzing and treating goals to reach to the quality of the training programs.
Highlights
Business enterprises have many resources that used to improve performance levels and to achieve their goals
The statement No 9 got 2.75 mean less than 3.00, this shows that management information system of human resource helps to analyze and treat goals to reach to the quality of the training programs
Management information system of 2.75 human resource helps to analyze and treat goals to reach to the quality of the training programs
Summary
Business enterprises have many resources that used to improve performance levels and to achieve their goals. The most important and effective resource is the human resources, which is considered first and fundamental wealth to the institution and a key factor for the performance, which allow the institution to stay, continue and grow within an un stable environment and markets and more complex and diverse products, in addition to the difficulty of customer satisfaction and achieve the highest level of productivity and efficiency. This policy (performance improvement) consider as a general policy of the institution, where there is conviction to activate the human resources of the senior leadership to executive levels in all areas. Human resources have become one of the main effective competitive factors in the institution which gave it a strategic dimension in its management, making the human resources turns from function framework to its strategic role because the traditional role of human resource is no longer enough to achieve competitive discrimination in the organization
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