Research submitted to the Council of the College of Administration and Economics – University of Karbala

It is part of the requirements for obtaining the Higher Diploma in Quality Management – Department of Business Administration before student

Mahdi Hassan Jaber

Supervised by

Professor Dr Riyad Hussein Abis

This research addresses the topic of the impact of human resource recruitment on high performance, studying its application in Imam Zain al-Abidin Hospital (peace be upon him) affiliated with the General Secretariat of the Hussaini Holy Shrine. The research aims to shed light on the concept of the impact of human resource recruitment and its applicability in the hospital sector, as it discusses the topic in the healthcare sector, how recruitment is conducted, and its impact on high performance. Whereas the top management’s priorities include how to attract human resources and focus on the essential aspects of implementing the recruitment system and applying it to all aspects related to the hospital environment, the research summarized its problem with the following question: – Is it possible to develop an executable model for the recruitment assurance system in the General Secretariat of the Hussainiya Shrine, specifically the Zain al-Abidin Hospital (peace be upon him)? And to what extent does it affect the improvement of high performance of the hospital’s human resources?The samples were focused on Al-Zain Al-Abidin Hospital (AS) / the General Secretariat of the Hussaini Holy Shrine. The research provided a theoretical framework for the research variables based on what the researcher has presented in this field, and an analytical practical framework for the opinions of the sample, which included a group of the hospital’s working staff, consisting of a select group of unit and department heads of the hospital, serving as the practical field for the current study with a total of 73 respondents. The questionnaire was also used as the primary measurement tool for data collection, utilizing several statistical programs such as SPSS and Excel, and employing various statistical methods like the normal distribution test (Kolmogorov-Smirnov), standard deviation, mean, and relative importance to interpret the mean values. The conclusions were confirmed, and among the most important was the existence of a significant relationship between the impact of attracting human resources and high performance.That is, the more the hospital adopts recruitment practices in its operations by moving toward the commitment of senior management to apply recruitment principles to achieve a competitive advantage, and the teamwork of human resources between the hospital owners and nurses is considered essential. Focusing on nurses, enhancing their satisfaction, managing the process correctly, updating the recruitment database, and supporting the hospital staff are also crucial. In light of the conclusions reached, a set of recommendations has been made, the most important of which is the necessity to enhance recruitment practices in the hospital and work on strengthening these practices. This includes focusing on analyzing the internal and external environment of the hospital in its various departments to identify the most significant changes and challenges facing the hospital now and in the future.

Research submitted to the Council of the College of Administration and Economics – University of Karbala

It is part of the requirements for obtaining the Higher Diploma in Quality Management – Department of Business Administration before student

Mahdi Hassan Jaber

Supervised by

Professor Dr Riyad Hussein Abis

This research addresses the topic of the impact of human resource recruitment on high performance, studying its application in Imam Zain al-Abidin Hospital (peace be upon him) affiliated with the General Secretariat of the Hussaini Holy Shrine. The research aims to shed light on the concept of the impact of human resource recruitment and its applicability in the hospital sector, as it discusses the topic in the healthcare sector, how recruitment is conducted, and its impact on high performance. Whereas the top management’s priorities include how to attract human resources and focus on the essential aspects of implementing the recruitment system and applying it to all aspects related to the hospital environment, the research summarized its problem with the following question: – Is it possible to develop an executable model for the recruitment assurance system in the General Secretariat of the Hussainiya Shrine, specifically the Zain al-Abidin Hospital (peace be upon him)? And to what extent does it affect the improvement of high performance of the hospital’s human resources?The samples were focused on Al-Zain Al-Abidin Hospital (AS) / the General Secretariat of the Hussaini Holy Shrine. The research provided a theoretical framework for the research variables based on what the researcher has presented in this field, and an analytical practical framework for the opinions of the sample, which included a group of the hospital’s working staff, consisting of a select group of unit and department heads of the hospital, serving as the practical field for the current study with a total of 73 respondents. The questionnaire was also used as the primary measurement tool for data collection, utilizing several statistical programs such as SPSS and Excel, and employing various statistical methods like the normal distribution test (Kolmogorov-Smirnov), standard deviation, mean, and relative importance to interpret the mean values. The conclusions were confirmed, and among the most important was the existence of a significant relationship between the impact of attracting human resources and high performance.That is, the more the hospital adopts recruitment practices in its operations by moving toward the commitment of senior management to apply recruitment principles to achieve a competitive advantage, and the teamwork of human resources between the hospital owners and nurses is considered essential. Focusing on nurses, enhancing their satisfaction, managing the process correctly, updating the recruitment database, and supporting the hospital staff are also crucial. In light of the conclusions reached, a set of recommendations has been made, the most important of which is the necessity to enhance recruitment practices in the hospital and work on strengthening these practices. This includes focusing on analyzing the internal and external environment of the hospital in its various departments to identify the most significant changes and challenges facing the hospital now and in the future.