The effect of organizational learning on the effectiveness of human resource performance

An analytical study of the opinions of a sample of workers in the General Directorate of Human Resources Management in the Ministry of Interior

It is part of the requirements for obtaining a higher diploma equivalent to a master’s degree in strategic security planning

by

Hossam Adnan Ahmed

Supervised

Prof. Dr Abdel Fattah Jassem

Abstract

The interest in studying organizational learning has increased more effectively and efficiently based on that basis, and as we mentioned above that organizational learning is the process through which knowledge, information and skills are expanded among individuals working in the organization at various organizational levels, and to enhance the process of organizational learning within the organization among employees, There is a set of capabilities that facilitate organizational learning or a set of factors that help organizations in how to make learning a reality in organizations, and it is represented in a set of dimensions (experimentation and openness, sharing and transfer of knowledge, dialogue, and interaction with the external environment), and in the form that can be Reflected on their performance at work and thus the performance of the organization as a whole, and the research problem stems from the study sample’s lack of interest in the role and impact of organizational learning on the performance of human resources working in the Directorate of Human Resources Management in the Ministry of Interior, and accordingly the research aims to identify the level of availability of organizational learning mechanisms in the Directorate of Human Resources Management in the Iraqi Ministry of Interior, either the importance of research to the fact that it studies two very important fields of business administration They are (organization theory and human resource management), as the intellectual cross-fertilization and logical interaction between the variables of the study and the harmony and compatibility of its sub-dimensions gave it a great cognitive importance that enhances the conceptual models presented by theorists regarding the variables investigated, and the dimensions of the effectiveness of human resources performance were adopted (organizational knowledge, team work) , personal effectiveness) based on ready-made measures, and the study population reached (765) employees, and (150) questionnaires were distributed and retrieved (142) valid for statistical analysis, that is, with a recovery rate of (94.66%). The use of a number of statistical methods represented by (arithmetic mean, simple regression coefficient, multiple regression coefficient, exploratory factor analysis, Cronbach’s alpha scale, percentages, coefficient of variation and coefficient of determination, as well as standard deviation), the data were analyzed through two programs (AMOS V). 23 & SPSS V.23), the study reached a number of conclusions, the most important of which is that the directorate is interested in encouraging employees and affiliates to present new ideas without restrictions, as the higher management provides them with a high level of The freedom to present their suggestions for work, and this in turn is reflected in the satisfaction and harmony of workers towards their work, and accordingly the study recommends a set of recommendations, the most important of which is that training courses increase the capabilities of workers and raise their levels of organizational learning, so the researcher recommends the surveyed directorate to hold training courses for managers and workers on Both.