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\pard\sb0\sl-240{\bkmkstart Pg1}{\bkmkend Pg1}\par\pard\ql \li6398\sb0\sl-200\sl
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-200\slmult0\tx7528 \up0 \expndtw0\charscalex103 \ul0\nosupersub\cf1\f2\fs18 Int
ernational Business Research; Vol. 7, No. 4; 2014 \line\tab \up0 \expndtw0\chars
calex104 ISSN 1913-9004 E-ISSN 1913-9012 \par\pard\ql \li6425\sb2\sl-198\slmul
t0 \up0 \expndtw-2\charscalex100 Published by Canadian Center of Science and Edu
cation \par\pard\ql \li3105\sb262\sl-368\slmult0 \up0 \expndtw0\charscalex97 \ul
0\nosupersub\cf2\f3\fs32 The Role of Human Resources Management \par\pard\qj \li
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esented by Employee\u8217?s Recruitment and Training and \line\tab \up0 \expndtw
0\charscalex97 Motivating in Realization Competitive Advantage \par\pard\ql \li5
220\sb221\sl-230\slmult0 \up0 \expndtw-3\charscalex100 \ul0\nosupersub\cf3\f4\fs
20 Marwan M. Shammot\ul0\super\cf4\f5\fs19 1 \par\pard\ql \li1418\sb90\sl-230\sl
mult0 \up0 \expndtw-3\charscalex100 1 \ul0\nosupersub\cf3\f4\fs20 King Saud Univ

ersity, Kingdom of Saudi Arabia \par\pard\qj \li1418\ri1213\sb82\sl-240\slmult0
\up0 \expndtw-3\charscalex100 Correspondence: Marwan M. Shammot, Associate Profe
ssor, Faculty of Administrative & Humanities Sciences, \up0 \expndtw-2\charscale
x100 (Human ) College of Applied Studies & Community Services, King Saud Univers
ity, P. O. Box 28095, Kingdom \up0 \expndtw-3\charscalex100 of Saudi Arabia. Tel
: 966-5585-14191. E-mail: drmarwan965@yahoo.com \par\pard\li1418\sb0\sl-230\slmu
lt0\par\pard\li1418\sb181\sl-230\slmult0\fi0\tx4438\tx7664 \up0 \expndtw-3\chars
calex100 Received: January 6, 2014\tab \up0 \expndtw-3\charscalex100 Accepted: F
ebruary 11, 2014\tab \up0 \expndtw-3\charscalex100 Online Published: March 26, 2
014\par\pard\li1418\sb91\sl-230\slmult0\fi0\tx4447 \up0 \expndtw-3\charscalex100
doi: 10.5539/ibr.v7n4p55\tab \up0 \expndtw-3\charscalex100 URL: {\field{\*\fldi
nst {HYPERLINK "http://dx.doi.org/10.5539/ibr.v7n4p55/" }}{\fldrslt {\ul0\nosupe
rsub\cf3\f4\fs20 http://dx.doi.org/10.5539/ibr.v7n4p55}}}\par\pard\ql \li1418\sb
0\sl-230\slmult0 \par\pard\ql\li1418\sb177\sl-230\slmult0 \up0 \expndtw-3\charsc
alex100 \ul0\nosupersub\cf5\f6\fs20 Abstract \par\pard\qj \li1418\ri1222\sb82\sl
-240\slmult0 \up0 \expndtw0\charscalex104 \ul0\nosupersub\cf3\f4\fs20 The presen
t study identified role of human resource management in the realization of compe
titiveness in \line \up0 \expndtw0\charscalex106 Industrial Organizations and ha
s focused primarily on some important issues related to human resource \line \up
0 \expndtw0\charscalex100 management selection, training, motivating, attracting
, employing, evaluating employees, and the setting of \line \up0 \expndtw-1\char
scalex100 salaries, fees and rewards and the realization of competitiveness amon
g business organizations. This paper has \line \up0 \expndtw0\charscalex100 unde
rgone for the evolution of HRM from past to present will be discussed in a theor
etical concept. Then the \line \up0 \expndtw-3\charscalex100 role of human resou
rces for organizations to gain competitive advantage and the innovations in HRM
in the 21st \line \up0 \expndtw0\charscalex107 century will be analyzed in a str
ategic view. Data was drawn from a sample of two industrial business \line \up0
\expndtw-1\charscalex100 organizations in the city of Amman. The study results s
howed that there is a significance relationship between \line \up0 \expndtw-2\ch
arscalex100 the factors such as; raining, motivating, attracting, employing, eva
luating employees, and the setting of salaries, \line \up0 \expndtw0\charscalex1
00 fees and rewards of employees and workers and the realization of competitiven
ess among industrial business \line \up0 \expndtw-2\charscalex100 organizations.
And this result is consistent with the outcome of previous studies. \par\pard\q
l \li1418\sb89\sl-230\slmult0 \up0 \expndtw-2\charscalex100 \ul0\nosupersub\cf5\
f6\fs20 Keywords:\ul0\nosupersub\cf3\f4\fs20 employees\u8217? recruitment, trai
ning, competitive advantage, industrial organizations, Jordan \par\pard\ql \li14
18\sb90\sl-230\slmult0 \up0 \expndtw-3\charscalex100 \ul0\nosupersub\cf5\f6\fs20
1. Introduction \par\pard\qj \li1418\ri1241\sb82\sl-240\slmult0 \up0 \expndtw-2
\charscalex100 \ul0\nosupersub\cf3\f4\fs20 Since entering the new millennium, th
e world in general and the business world in particular became subjected \line \
up0 \expndtw-3\charscalex100 to a spiral events and changes. Globalization and i
ts related consequences of economic and cultural openness has \line \up0 \expndt
w-1\charscalex100 imposed new burdens and challenges on business organizations,
where businesses found themselves forced to \line \up0 \expndtw0\charscalex100 a
dopt to these events and changes. Competition for example, became no longer loca
l, and social mindedness \line \up0 \expndtw0\charscalex100 shifted to become gl
obal mindedness, where the customer now wants to obtain the similarities of inno
vation \line \up0 \expndtw-2\charscalex100 between the domestic and foreign prod
ucts (Nijssen et al., 2006), and this clearly means that competition became \lin
e \up0 \expndtw-2\charscalex100 global and financial, causing organizations to s
earch for what distinguishes it from others. In order to create and \line \up0 \
expndtw0\charscalex106 promote differences in organizational performance, who is
difficult to be achieved by rivals, where the \line \up0 \expndtw0\charscalex10
0 organizational strategy of the organization as a whole which consists of sub-s
trategies such as production and \line \up0 \expndtw-2\charscalex100 marketing s
trategy, HRM strategy must be interrelated with the general goals of the organiz
ation. In this regard, \line \up0 \expndtw0\charscalex100 many researchers point
ed out that organizations can gain competitive advantage by improving their reso
urces \line \up0 \expndtw-1\charscalex100 from others. Hatch and Dyer (2004) rep
orted that the resource-based view of the firm is more likely to explain \line \
up0 \expndtw-1\charscalex100 sustained differences in firm performance by identi
fying differences in firm resources, their philosophy in this \line \up0 \expndt
w0\charscalex105 regard relies on, that organizations with valuable and rare res
ources may benefit in building competitive \line \up0 \expndtw0\charscalex100 ad
vantage. And, because the human capital is one of the organizational resources,
this paper will focus on the \line \up0 \expndtw-2\charscalex100 role of human r
esources management practices in the fields of recruitment, training and motivat
ion in achieving \line \up0 \expndtw-3\charscalex100 competitive advantage in Jo
rdanian industrial organizations. \par\pard\ql \li1418\sb89\sl-230\slmult0 \up0
\expndtw-3\charscalex100 \ul0\nosupersub\cf6\f7\fs20 1.1 Problem Statement and Q
uestions \par\pard\qj \li1418\ri1246\sb82\sl-240\slmult0\fi0 \up0 \expndtw-2\cha
rscalex100 \ul0\nosupersub\cf3\f4\fs20 The problem of this study can be formulat
ed according to the following statement \u8220?Industrial organizations are \up0
\expndtw0\charscalex100 able to acquire human capital, which has the talent; th
e ability and appropriate qualification are best placed to \up0 \expndtw0\charsc
alex103 gain a competitive advantage in a time of fierce competition\u8221?. Thi
s problem will be discussed through the \up0 \expndtw-3\charscalex100 following
questions: \par\pard\ql \li5863\sb0\sl-207\slmult0 \par\pard\ql\li5863\sb141\sl207\slmult0 \up0 \expndtw-2\charscalex100 \ul0\nosupersub\cf1\f2\fs18 55 \par\pa
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4799\tx9118 \up0 \expndtw-3\charscalex100 {\field{\*\fldinst {HYPERLINK "http://
www.ccsenet.org/ibr/" }}{\fldrslt {\ul0\nosupersub\cf1\f2\fs18 www.ccsenet.org/i
br}}}\tab \up0 \expndtw-3\charscalex100 \ul0\nosupersub\cf1\f2\fs18 Internationa
l Business Research\tab \up0 \expndtw-3\charscalex100 Vol. 7, No. 4; 2014\par\pa
rd\ql \li1778\sb0\sl-230\slmult0 \par\pard\ql\li1778\sb183\sl-230\slmult0 \up0 \
expndtw-3\charscalex100 \ul0\nosupersub\cf7\f8\fs20 1)\ul0\nosupersub\cf8\f9\fs2
0 \ul0\nosupersub\cf7\f8\fs20 What is the role of recruitment strategy in ide
ntifying recruitment methods and sources? \par\pard\qj \li1778\ri1240\sb82\sl-24
0\slmult0\tx2138 \up0 \expndtw0\charscalex102 2)\ul0\nosupersub\cf8\f9\fs20 \ul
0\nosupersub\cf7\f8\fs20 How HR department can exploit the recruit practice to
attract the best applicants in terms of talent, \line\tab \up0 \expndtw-3\chars
calex100 competencies and qualifications to enhance the competitive advantage? \
par\pard\qj \li1778\ri1248\sb80\sl-240\slmult0\tx2138 \up0 \expndtw-2\charscalex
100 3)\ul0\nosupersub\cf8\f9\fs20 \ul0\nosupersub\cf7\f8\fs20 How can trainin
g programs and methods, to contribute to the achievement of competitive advantag
e in \line\tab \up0 \expndtw-3\charscalex100 industrial organizations? \par\pard
\qj \li1778\ri1249\sb80\sl-240\slmult0\tx2138 \up0 \expndtw-1\charscalex100 4)\u
l0\nosupersub\cf8\f9\fs20 \ul0\nosupersub\cf7\f8\fs20 To what extent the flow
of innovative ideas to build a competitive advantage influenced by the system \
line\tab \up0 \expndtw-2\charscalex100 of incentives? \par\pard\ql \li1418\sb89\
sl-230\slmult0 \up0 \expndtw-3\charscalex100 \ul0\nosupersub\cf9\f10\fs20 1.2 Th
e Study Importance \par\pard\qj \li1418\ri1235\sb82\sl-240\slmult0 \up0 \expndtw
0\charscalex100 \ul0\nosupersub\cf7\f8\fs20 As mentioned in the introduction, or
ganizations can make differences in their performance according to the \line \up
0 \expndtw0\charscalex100 differences in their sources from other organizations.
This debate leads us to recognize the human capital as a \line \up0 \expndtw0\c
harscalex106 valuable asset which can help organizations to achieve their goals
including competitive advantage and \line \up0 \expndtw-2\charscalex100 superior
ity over competitors. The importance of this study lies in exploring methods tha
t can help organizations \line \up0 \expndtw-2\charscalex100 to achieve their st

rategic goals. Where the greatest challenge facing organizations now in order to
achieve their \line \up0 \expndtw-2\charscalex100 goals and maintain survival a
nd continuity in a sharp competitive environment is the possession of human capi
tal \line \up0 \expndtw-1\charscalex100 who has the ability and willingness to w
ork in effective manner and who can provide innovative ideas to keep \line \up0
\expndtw-2\charscalex100 the organization safe from competitors. Hence, business
world is witnessing now a race between organizations, \line \up0 \expndtw0\char
scalex102 whether local or global, to acquire the talent, skills, and distinctiv
e competencies required from the human \line \up0 \expndtw-3\charscalex100 resou
rce departments in various sectors to search seriously for such people. A variet
y of different sources can be \line \up0 \expndtw-2\charscalex100 used to attrac
t personnel to work in a particular organization and to develop their skills, kn
owledge and abilities \line \up0 \expndtw-1\charscalex100 to contribute effectiv
ely towards achieving organizational goals (Huselid & Becker, 2011), and in enco
uraging \line \up0 \expndtw-2\charscalex100 them to stay and work in the organiz
ation (Lockwood, 2007). \par\pard\qj \li1418\ri1244\sb80\sl-240\slmult0 \up0 \ex
pndtw-2\charscalex100 Also, this study meets a demand by research and academic i
nstitutions not only in Jordan, but also in the whole \up0 \expndtw-3\charscalex
100 Arab World to enrich the Arabic library with recent studies on human capital
and its value for both the employer \up0 \expndtw-3\charscalex100 and the custo
mer. The main benefit of this research will help the Arab administration in the
process of transition \up0 \expndtw-3\charscalex100 form a traditional and narro
w view, which views the employees as a mere cost, to more comprehensive strategi
c \up0 \expndtw-3\charscalex100 horizon that views human capital as a precious a
sset. \par\pard\ql \li1418\sb89\sl-230\slmult0 \up0 \expndtw-3\charscalex100 \ul
0\nosupersub\cf9\f10\fs20 1.3 The Study Objectives \par\pard\ql \li1418\sb90\sl230\slmult0 \up0 \expndtw-3\charscalex100 \ul0\nosupersub\cf7\f8\fs20 This study
aims to achieve the following objectives: \par\pard\qj \li1778\ri1247\sb82\sl-2
40\slmult0\tx2138 \up0 \expndtw-2\charscalex100 1)\ul0\nosupersub\cf8\f9\fs20 \
ul0\nosupersub\cf7\f8\fs20 To discern the methods and sources of employees rec
ruitment and the advantages and disadvantages of \line\tab \up0 \expndtw-3\chars
calex100 each method and source. \par\pard\qj \li1778\ri1250\sb80\sl-240\slmult0
\tx2138 \up0 \expndtw-1\charscalex100 2)\ul0\nosupersub\cf8\f9\fs20 \ul0\nosupe
rsub\cf7\f8\fs20 Identify the obstacles and challenges that are facing human r
esource management when recruiting the \line\tab \up0 \expndtw-2\charscalex100 b
est applicants. \par\pard\qj \li1778\ri1245\sb80\sl-240\slmult0\tx2138 \up0 \exp
ndtw-3\charscalex100 3)\ul0\nosupersub\cf8\f9\fs20 \ul0\nosupersub\cf7\f8\fs20
To illustrate the role of training methods in the development of employees per
formance and behavior to \line\tab \up0 \expndtw-3\charscalex100 realize comptit
ve advantage. (competitive) \par\pard\qj \li1778\ri1243\sb80\sl-240\slmult0\tx21
38 \up0 \expndtw0\charscalex105 4)\ul0\nosupersub\cf8\f9\fs20 \ul0\nosupersub\c
f7\f8\fs20 Come up with recommendations for the Jordanian industrial companies
to help them to achieve \line\tab \up0 \expndtw-3\charscalex100 competitive adv
antage through their human capital. \par\pard\ql \li1778\ri1244\sb80\sl-240\slmu
lt0\tx2138\tx2138 \up0 \expndtw0\charscalex100 5)\ul0\nosupersub\cf8\f9\fs20 \u
l0\nosupersub\cf7\f8\fs20 Explore if there is a linear relationship between th
e methods used to recruit staff in the study sample \line\tab \up0 \expndtw0\cha
rscalex100 companies, and the training provided to the staff, and the system of
incentives on the one hand, and \line\tab \up0 \expndtw-3\charscalex100 achieve
competitive advantage on the other. \par\pard\ql \li1418\sb89\sl-230\slmult0 \up
0 \expndtw-3\charscalex100 \ul0\nosupersub\cf10\f11\fs20 2. Methodology \par\par
d\ql \li1418\sb90\sl-230\slmult0 \up0 \expndtw-3\charscalex100 \ul0\nosupersub\c
f9\f10\fs20 2.1 Type of the Study \par\pard\ql \li1418\sb90\sl-230\slmult0 \up0
\expndtw-2\charscalex100 \ul0\nosupersub\cf7\f8\fs20 The descriptive analytical
approach was used to conduct this study, according to the quantitative paradigm.
\par\pard\ql \li1418\sb90\sl-230\slmult0 \up0 \expndtw-3\charscalex100 \ul0\nos
upersub\cf9\f10\fs20 2.2 The Study Population and Sample \par\pard\qj \li1418\ri
1236\sb82\sl-240\slmult0 \up0 \expndtw0\charscalex100 \ul0\nosupersub\cf7\f8\fs2
0 The study population consists of the Jordanian pharmaceutical industrial compa
nies, while the study sample \line \up0 \expndtw0\charscalex103 consists of 100
employees working in the two companies; Al Hikma Pharmaceutical Company and ICCB
\line \up0 \expndtw-4\charscalex100 Company. \par\pard\ql \li1418\sb89\sl-230\s
lmult0 \up0 \expndtw-3\charscalex100 \ul0\nosupersub\cf9\f10\fs20 2.3 Data Colle
ction Methods \par\pard\qj \li1418\ri1250\sb82\sl-240\slmult0 \up0 \expndtw-2\ch
arscalex100 \ul0\nosupersub\cf7\f8\fs20 Secondary data was collected from books
and researches and related previous studies by using Google Scholar, \line \up0
\expndtw-3\charscalex100 while primary data was collected through the distributi
on of a questionnaire to one hundred respondents who are \line \up0 \expndtw-3\c
harscalex100 working in the two companies in various levels; senior management,
middle management and executive \par\pard\ql \li5863\sb0\sl-207\slmult0 \par\par
d\ql\li5863\sb21\sl-207\slmult0 \up0 \expndtw-2\charscalex100 \ul0\nosupersub\cf
1\f2\fs18 56 \par\pard\sect\sectd\fs24\paperw11900\paperh16160{\shp
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17fe8ecbf680ff00c273f658ff00e868a28a003fe14d7c45ff00a3b2fda03ff09cfd963ffa1a28ff
008535f117fe8ecbf680ff00c273f658ff00e868a28a003fe14d7c45ff00a3b2fda03ff09cfd963f
fa1a28ff008535f117fe8ecbf680ff00c273f658ff00e868a28a003fe14d7c45ff00a3b2fda03ff0
9cfd963ffa1a28ff008535f117fe8ecbf680ff00c273f658ff00e868a28a003fe14d7c45ff00a3b2
fda03ff09cfd963ffa1a28ff008535f117fe8ecbf680ff00c273f658ff00e868a28a003fe14d7c45
ff00a3b2fda03ff09cfd963ffa1a28ff008535f117fe8ecbf680ff00c273f658ff00e868a28a003f
e14d7c45ff00a3b2fda03ff09cfd963ffa1a28ff008535f117fe8ecbf680ff00c273f658ff00e868
a28a003fe14d7c45ff00a3b2fda03ff09cfd963ffa1a28ff008535f117fe8ecbf680ff00c273f658
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ff00a3b2fda03ff09cfd963ffa1a28ff008535f117fe8ecbf680ff00c273f658ff00e868a28a00cd
d4bf67cf107885b4383c5bfb487c73f16689a278cfc07e386f0e6a7a4feceda7697abea9f0e7c6de
1ff1ff0087ed354bbf0bfc00f0ff0088134c6f10786b4b6d422d275bd2af2e6cd26b68efadfce2e3
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}}}
{\shp
ffd8ffe000104a46494600010101006000600000ffdb004300010101010101010101010101010101
01010101010101010101010101010101010101010101010101010101010101010101010101010101
010101010101010101ffdb0043010101010101010101010101010101010101010101010101010101
0101010101010101010101010101010101010101010101010101010101010101010101010101ffc0
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0101010101010101010000000000000102030405060708090a0bffc400b511000201020404030407
05040400010277000102031104052131061241510761711322328108144291a1b1c109233352f015
6272d10a162434e125f11718191a262728292a35363738393a434445464748494a53545556575859
5a636465666768696a737475767778797a82838485868788898a92939495969798999aa2a3a4a5a6
rd\ql \li1418\sb0\sl-230\slmult0 \par\pard\ql\li1418\sb183\sl-230\slmult0 \up0 \
expndtw-3\charscalex100 \ul0\nosupersub\cf7\f8\fs20 management in headquarters o
f the companies in Amman city. \par\pard\ql \li1418\sb90\sl-230\slmult0 \up0 \ex
pndtw-3\charscalex100 \ul0\nosupersub\cf10\f11\fs20 3. Hypotheses \par\pard\qj \
li1778\ri1245\sb82\sl-240\slmult0\tx2138 \up0 \expndtw0\charscalex103 \ul0\nosup
ersub\cf7\f8\fs20 1)\ul0\nosupersub\cf8\f9\fs20 \ul0\nosupersub\cf7\f8\fs20 T
he first main hypothesis: \ul0\nosupersub\cf10\f11\fs20 HA\ul0\sub\cf11\f12\fs19
1\ul0\nosupersub\cf7\f8\fs20 : There is statistically significant relationship
between recruitment \line\tab \up0 \expndtw-3\charscalex100 strategy and attract
ing best applicants. \par\pard\ql \li1778\ri1248\sb80\sl-240\slmult0\tx2138\tx21
38 \up0 \expndtw-3\charscalex100 2)\ul0\nosupersub\cf8\f9\fs20 \ul0\nosupersub\
cf7\f8\fs20 The second main hypothesis: \ul0\nosupersub\cf10\f11\fs20 HA\ul0\s
ub\cf11\f12\fs19 2\ul0\nosupersub\cf7\f8\fs20 : There is statistically significa
nt relationship between the availability \line\tab \up0 \expndtw0\charscalex105
of talent, competencies and qualifications in the recruited employees and achiev
ing competitive \line\tab \up0 \expndtw-3\charscalex100 advantage. \par\pard\qj
\li1778\ri1240\sb80\sl-240\slmult0\tx2138 \up0 \expndtw0\charscalex106 3)\ul0\no
supersub\cf8\f9\fs20 \ul0\nosupersub\cf7\f8\fs20 The third main hypothesis: \
ul0\nosupersub\cf10\f11\fs20 HA\ul0\sub\cf11\f12\fs19 3\ul0\nosupersub\cf7\f8\fs
20 : There is statistically significant relationship between training \line\tab
\up0 \expndtw-2\charscalex100 programs and methods, and employee\u8217?s develop
ment to create competitive advantage. \par\pard\qj \li1778\ri1239\sb80\sl-240\sl
mult0\tx2138 \up0 \expndtw-1\charscalex100 4)\ul0\nosupersub\cf8\f9\fs20 \ul0\n
osupersub\cf7\f8\fs20 The fourth main hypothesis: \ul0\nosupersub\cf10\f11\fs2
0 HA\ul0\sub\cf11\f12\fs19 4\ul0\nosupersub\cf7\f8\fs20 : There is statistically
significant relationship between the incentives \line\tab \up0 \expndtw-1\chars

calex100 system in the company and the flow of innovative ideas to build a compe
titive advantage. \par\pard\ql \li1418\sb89\sl-230\slmult0 \up0 \expndtw-3\chars
calex100 \ul0\nosupersub\cf9\f10\fs20 3.1 The Study Model \par\pard\li2114\sb0\s
l-230\slmult0\par\pard\li2114\sb200\sl-230\slmult0\fi534\tx8096 \up0 \expndtw-2\
charscalex100 \ul0\nosupersub\cf10\f11\fs20 Independent Variables\tab \up0 \expn
dtw-2\charscalex100 Median Variables\par\pard\li2114\sb100\sl-230\slmult0\fi0\tx
7641 \up0 \expndtw-2\charscalex100 \ul0\nosupersub\cf7\f8\fs20 \u-3913?\ul0\nosu
persub\cf8\f9\fs20 \ul0\nosupersub\cf7\f8\fs20 Recruitment strategy.\tab \up0 \
expndtw-2\charscalex100 \u-3913?\ul0\nosupersub\cf8\f9\fs20 \ul0\nosupersub\cf7
\f8\fs20 Attracting best applicants.\par\pard\li2114\sb91\sl-230\slmult0\fi179\
tx7641 \up0 \expndtw-2\charscalex100 \ul0\nosupersub\cf10\f11\fs20 -\ul0\nosuper
sub\cf12\f13\fs20 \ul0\nosupersub\cf7\f8\fs20 Recruitment methods.\tab \up0 \ex
pndtw-2\charscalex100 \u-3913?\ul0\nosupersub\cf8\f9\fs20 \ul0\nosupersub\cf7\f
8\fs20 Employee\u8217?s development.\par\pard\li2114\sb90\sl-230\slmult0\fi179\
tx7641 \up0 \expndtw-2\charscalex100 \ul0\nosupersub\cf10\f11\fs20 -\ul0\nosuper
sub\cf12\f13\fs20 \ul0\nosupersub\cf7\f8\fs20 Recruitment sources.\tab \up0 \ex
pndtw-2\charscalex100 \u-3913?\ul0\nosupersub\cf8\f9\fs20 \ul0\nosupersub\cf7\f
8\fs20 Flow of innovative ideas.\par\pard\qj \li2114\ri6441\sb71\sl-240\slmult0
\up0 \expndtw-2\charscalex100 \u-3913?\ul0\nosupersub\cf8\f9\fs20 \ul0\nosuper
sub\cf7\f8\fs20 Availability of talent compentencies \up0 \expndtw-2\charscalex1
00 and qualifications. \par\pard\qj \li2114\ri6799\sb14\sl-320\slmult0 \up0 \exp
ndtw-3\charscalex100 \u-3913?\ul0\nosupersub\cf8\f9\fs20 \ul0\nosupersub\cf7\f8
\fs20 Training programs and methods. \up0 \expndtw-3\charscalex100 \u-3913?\ul0\
nosupersub\cf8\f9\fs20 \ul0\nosupersub\cf7\f8\fs20 Incentives system. \par\pard
\ql \li5093\sb0\sl-230\slmult0 \par\pard\ql\li5093\sb0\sl-230\slmult0 \par\pard\
ql\li5093\sb0\sl-230\slmult0 \par\pard\ql\li5093\sb45\sl-230\slmult0 \up0 \expnd
tw-3\charscalex100 \ul0\nosupersub\cf10\f11\fs20 Dependent Variable \par\pard\ql
\li3883\sb110\sl-230\slmult0 \up0 \expndtw-3\charscalex100 \ul0\nosupersub\cf7\
f8\fs20 \u-3913?\ul0\nosupersub\cf8\f9\fs20 \ul0\nosupersub\cf7\f8\fs20 Achievi
ng competivive advantage \par\pard\ql \li1418\sb0\sl-230\slmult0 \par\pard\ql\li
1418\sb180\sl-230\slmult0 \up0 \expndtw-3\charscalex100 \ul0\nosupersub\cf10\f11
\fs20 4. Procedural Definitions \par\pard\ql \li1418\sb90\sl-230\slmult0 \up0 \e
xpndtw-3\charscalex100 \ul0\nosupersub\cf9\f10\fs20 Competitive Advantage \par\p
ard\qj \li1418\ri1226\sb82\sl-240\slmult0 \up0 \expndtw0\charscalex100 \ul0\nosu
persub\cf7\f8\fs20 From the perspective of human resource management: The resour
ce-based view of organizations provides an \line \up0 \expndtw0\charscalex100 ec
onomic foundation for examining the role of HR in firm competitive advantage. Ba
rney and Wright (1997) \line \up0 \expndtw-1\charscalex100 pointed out that ther
e are three basic types of resources can provide competitive advantage, one of t
hem is the \line \up0 \expndtw-2\charscalex100 human capital resources include t
hings as the skills, judgment and intelligence of the firm\u8217?s employees. \p
ar\pard\ql \li1418\sb89\sl-230\slmult0 \up0 \expndtw-2\charscalex100 \ul0\nosupe
rsub\cf9\f10\fs20 Talent: \ul0\nosupersub\cf7\f8\fs20 A person with special know
ledge or ability who performs skillfully (vocabulary.com). \par\pard\qj \li1418\
ri1246\sb82\sl-240\slmult0 \up0 \expndtw0\charscalex107 \ul0\nosupersub\cf9\f10\
fs20 Recruitment Strategy:\ul0\nosupersub\cf7\f8\fs20 is the important document
, which drives all recruitment related processes in the \up0 \expndtw-3\charscal
ex100 organization. \par\pard\qj \li1418\ri1243\sb80\sl-240\slmult0 \up0 \expndt
w-3\charscalex100 The effective recruitment strategy includes practices and acti
vities aiming to employ the best candidates in terms \up0 \expndtw-4\charscalex1
00 of high behaviors and appropriate competences (Breaugh, 2008). \par\pard\ql \
li1418\sb89\sl-230\slmult0 \up0 \expndtw-3\charscalex100 \ul0\nosupersub\cf10\f1
1\fs20 5. Theoretical Background and Literature Review \par\pard\ql \li1418\sb90
\sl-230\slmult0 \up0 \expndtw-3\charscalex100 -Employees recruitment: \par\pard\
qj \li1418\ri1232\sb82\sl-240\slmult0 \up0 \expndtw-3\charscalex100 \ul0\nosuper
sub\cf7\f8\fs20 Many organizations fail to achieve their goals despite the posse
ssion of material resources, technology and other \line \up0 \expndtw0\charscale
x100 devices, such as equipment and financing. The reason for this failure in ma
ny cases may be due to the lack in \line \up0 \expndtw0\charscalex102 such an or
ganization of a human element which is capable of managing and investing these r

esources in an \line \up0 \expndtw-1\charscalex100 effective manner to achieve t
he goals of the organization. This is especially so in the creation of a competi
tive \line \up0 \expndtw-1\charscalex100 advantage for the organization which di
stinguishes it from others and preserves its existence and continuation. \line \
up0 \expndtw-1\charscalex100 There are many studies in the literature that tackl
ing the recruitment process from several view points. \par\pard\ql \li5863\sb0\s
l-207\slmult0 \par\pard\ql\li5863\sb0\sl-207\slmult0 \par\pard\ql\li5863\sb0\sl207\slmult0 \par\pard\ql\li5863\sb107\sl-207\slmult0 \up0 \expndtw-2\charscalex1
00 \ul0\nosupersub\cf1\f2\fs18 57 \par\pard\sect\sectd\fs24\paperw11900\paperh16
160{\shp
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0101010101010101010000000000000102030405060708090a0bffc400b511000201020404030407
05040400010277000102031104052131061241510761711322328108144291a1b1c109233352f015
6272d10a162434e125f11718191a262728292a35363738393a434445464748494a53545556575859
5a636465666768696a737475767778797a82838485868788898a92939495969798999aa2a3a4a5a6
rd\qj \li1418\sb0\sl-240\slmult0 \par\pard\qj\li1418\ri1243\sb165\sl-240\slmult0
\up0 \expndtw0\charscalex105 \ul0\nosupersub\cf7\f8\fs20 Historically, it could
be argued that organizations believed that the most important goal of the recru
itment \line \up0 \expndtw-1\charscalex100 process was to mobilize the largest p
ossible number of employment seekers, which these organizations justified \line
\up0 \expndtw0\charscalex102 under the pretext of reducing the cost of recruitme
nt (Wanous, 1992). Others, including Morse and Popovich \line \up0 \expndtw0\cha
rscalex102 (2009), saw that the traditional philosophy of recruitment was no mor
e than the selling of the organization to \line \up0 \expndtw-1\charscalex100 ou
tsiders. According to some researchers (Singh & Finn, 2003), organizations have
relied on traditional methods \line \up0 \expndtw-1\charscalex100 of recruiting
employees, such as newspaper advertisements and employee referrals, which were b
ased on the use \line \up0 \expndtw-2\charscalex100 of relatively low-tech appro
aches. \par\pard\qj \li1418\ri1229\sb80\sl-240\slmult0 \up0 \expndtw0\charscalex
103 Today\u8217?s business environment has forced organizations to change their
perspectives about the recruitment \up0 \expndtw-2\charscalex100 process because
of the influence of a number of constraints on recruitment activities. Accordin
g to one piece of \up0 \expndtw-1\charscalex100 research (Cascio, 2003), reducti
ons in the labor pool brought recruitment the greatest organizational attention.
\up0 \expndtw0\charscalex100 Another suggested reason (Thompson & Aspinwall, 20
09) is that the supply of qualified workers will never \up0 \expndtw0\charscalex
106 match the demand in the labor market. Moreover, it could be argued that this
is especially true in some \up0 \expndtw0\charscalex104 professions and discipl
ines, such as nursing, brokering in the financial markets, banking, certified pu
blic \up0 \expndtw-3\charscalex100 accounting, and education (Alhusary, 2006). \
par\pard\qj \li1418\ri1247\sb80\sl-240\slmult0 \up0 \expndtw-3\charscalex100 Som
e authors also pointed to a critical issue, which is the compatibility between t
he expectations of the applicant \line \up0 \expndtw-2\charscalex100 to occupy t
he post, in terms of the benefits that will be obtained by accepting the role, a
nd what will actually be \line \up0 \expndtw-1\charscalex100 presented by the or
ganization (Noe et al., 2008). It has also been highlighted that employees\u8217
? requirements are \line \up0 \expndtw-3\charscalex100 changing: \u8220?Today\u8
217?s employees are becoming increasingly concerned with balancing their work an
d family lives, \line \up0 \expndtw-1\charscalex100 and they are said to highly
value organizations that help them achieve this balance\u8221? (Thompson & Aspin
wall, \line \up0 \expndtw-3\charscalex100 2009, p. 196). \par\pard\qj \li1418\ri
1242\sb80\sl-240\slmult0 \up0 \expndtw-1\charscalex100 These challenges and othe
rs have developed the concept of the recruitment process to one of an organizati

onal \up0 \expndtw-3\charscalex100 strategy that includes those practices and ac
tivities carried out by the organization with the essential objective of \up0 \e
xpndtw0\charscalex100 describing the employees needed based on their skills, qua
lifications and abilities, and then attracting them in \up0 \expndtw-3\charscale
x100 order to hire some of them (Breaugh & Starke, 2000). \par\pard\qj \li1418\r
i1235\sb80\sl-240\slmult0 \up0 \expndtw-2\charscalex100 The most important chara
cteristic of the recruitment process in this current era is that it has come to
be aimed at \up0 \expndtw0\charscalex104 putting the right person in the right p
lace (Knowles et al., 2002). This goal was emphasized in the human \up0 \expndtw
-2\charscalex100 resource literature. According to Croy and Duggan (2005), a com
pany\u8217?s most valued asset is its human capital, \up0 \expndtw0\charscalex10
3 as it makes the difference between success and failure (Croy & Duggan, 2005).
Therefore, the recruitment \up0 \expndtw0\charscalex100 process should be carrie
d out using a systematic approach to achieve the recruitment goals successfully.
The \up0 \expndtw-3\charscalex100 figure below shows a model for the organizati
onal recruitment process: \par\pard\ql \li1418\sb89\sl-230\slmult0 \up0 \expndtw
-3\charscalex100 \ul0\nosupersub\cf10\f11\fs20 -A model of the organizational re
cruitment process: \par\pard\qj \li1418\ri1181\sb82\sl-240\slmult0\fi0 \up0 \exp
ndtw-3\charscalex100 \ul0\nosupersub\cf7\f8\fs20 The figure shows that the first
stage of the recruitment process is to identify targets. This stage is very imp
ortant \line \up0 \expndtw-3\charscalex100 because without specifying clear obje
ctives, the recruitment strategy will become meaningless (Rynes & Barber, \line
\up0 \expndtw-3\charscalex100 1990). Some authors have indicated that recruitmen
t must be managed through a systems approach (Carroll et al., \line \up0 \expndt
w0\charscalex106 1999), and that the systematic procedure of recruitment can be
performed in four stages, each of which \line \up0 \expndtw-1\charscalex100 cons
titutes a sub-system which interacts with the other three, and all interact with
the recruitment process as a \line \up0 \expndtw-2\charscalex100 whole (Lewis e
t al., 1997). These stages have been defined as follows: an evaluation of the va
cancy in terms of \line \up0 \expndtw-2\charscalex100 its need to be filled or n
ot; the strategy development of whom, where and when to recruit; the preparation
of the \line \up0 \expndtw-2\charscalex100 job's analysis; and the listing of t
he person specification (Carroll et al., 1999). The most important aspect in thi
s \line \up0 \expndtw-1\charscalex100 phase, as stated in the human resource man
agement literature, is that there must be a broad consensus between \line \up0 \
expndtw-1\charscalex100 the HR strategy and the organizational strategy (Sheehan
& Scafidi, 2005). In spite of the integration of HRM \line \up0 \expndtw0\chars
calex104 activities within the organizational strategy, there is recognition tha
t the strategic role of human resource \line \up0 \expndtw0\charscalex103 manage
ment is still in the process of verification (Michelson & Kramar, 2003). However
, human resource \line \up0 \expndtw-1\charscalex100 management can impose a str
ategic role by harnessing its activities and practices to supporting the philoso
phy \line \up0 \expndtw-3\charscalex100 and strategy of the organization (Mayer,
2008). \par\pard\ql \li5863\sb0\sl-207\slmult0 \par\pard\ql\li5863\sb0\sl-207\s
lmult0 \par\pard\ql\li5863\sb0\sl-207\slmult0 \par\pard\ql\li5863\sb0\sl-207\slm
ult0 \par\pard\ql\li5863\sb0\sl-207\slmult0 \par\pard\ql\li5863\sb0\sl-207\slmul
t0 \par\pard\ql\li5863\sb0\sl-207\slmult0 \par\pard\ql\li5863\sb0\sl-207\slmult0
\par\pard\ql\li5863\sb0\sl-207\slmult0 \par\pard\ql\li5863\sb0\sl-207\slmult0 \
par\pard\ql\li5863\sb0\sl-207\slmult0 \par\pard\ql\li5863\sb0\sl-207\slmult0 \pa
r\pard\ql\li5863\sb64\sl-207\slmult0 \up0 \expndtw-2\charscalex100 \ul0\nosupers
ub\cf1\f2\fs18 58 \par\pard\sect\sectd\fs24\paperw11900\paperh16160{\shp
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rd\li1301\sb0\sl-207\slmult0\par\pard\li1301\sb0\sl-207\slmult0\par\pard\li1301\
sb0\sl-207\slmult0\par\pard\li1301\sb0\sl-207\slmult0\par\pard\li1301\sb142\sl-2
07\slmult0\fi270\tx4420\tx7005\tx9433 \up0 \expndtw-2\charscalex100 \ul0\nosuper
sub\cf20\f21\fs18\ul Recruitment Objectives\ul0\tab \up0 \expndtw-2\charscalex10
0 \ul0\nosupersub\cf20\f21\fs18\ul Strategy Development\ul0\tab \up0 \expndtw-3\
charscalex100 \ul0\nosupersub\cf20\f21\fs18\ul Recruitment Activities\ul0\tab \u
p0 \expndtw-2\charscalex100 \ul0\nosupersub\cf20\f21\fs18\ul Recruitment Results
\par\pard\li1301\sb118\sl-184\slmult0\fi0\tx4052\tx6878\tx9232 \up0 \expndtw-3\c
harscalex100 \ul0\nosupersub\cf14\f15\fs16 \ul0\nosupersub\cf13\f14\fs16 Filling
\u8220?X\u8221? number of positions.\tab \up0 \expndtw-4\charscalex100 \ul0\nos
upersub\cf14\f15\fs16 \ul0\nosupersub\cf13\f14\fs16 Whom recruit?\tab \up0 \expn
dtw-4\charscalex100 \ul0\nosupersub\cf14\f15\fs16 \ul0\nosupersub\cf13\f14\fs16
Recruitment methods used.\tab \up0 \expndtw-2\charscalex100 See Recruitment Obje
ctives.\par\pard\li1301\sb128\sl-184\slmult0\fi0\tx4052\tx6878 \up0 \expndtw-4\c
harscalex100 \ul0\nosupersub\cf14\f15\fs16 \ul0\nosupersub\cf13\f14\fs16 Type of
Applicants sought:\tab \up0 \expndtw-4\charscalex100 \ul0\nosupersub\cf14\f15\f
s16 \ul0\nosupersub\cf13\f14\fs16 Where to recruit?\tab \up0 \expndtw-3\charscal
ex100 \ul0\nosupersub\cf14\f15\fs16 \ul0\nosupersub\cf13\f14\fs16 Information co
nveyed.\par\pard\li1301\sb127\sl-184\slmult0\fi159\tx4052\tx6878 \up0 \expndtw-2
\charscalex100 -Education.\tab \up0 \expndtw-3\charscalex100 \ul0\nosupersub\cf1
4\f15\fs16 \ul0\nosupersub\cf13\f14\fs16 Timing of recruitment activities?\tab \
up0 \expndtw-4\charscalex100 \ul0\nosupersub\cf14\f15\fs16 \ul0\nosupersub\cf13\f
14\fs16 Recruiters used.\par\pard\li1301\sb128\sl-184\slmult0\fi159\tx4052\tx68
78 \up0 \expndtw-2\charscalex100 -knowledge, skills, ability.\tab \dn2 \expndtw4\charscalex100 \ul0\nosupersub\cf14\f15\fs16 \ul0\nosupersub\cf13\f14\fs16 How
to reach targeted individuals?\tab \dn2 \expndtw-3\charscalex100 \ul0\nosupersub
\cf14\f15\fs16 \ul0\nosupersub\cf13\f14\fs16 Hosting the site visit.\par\pard\li
1301\sb128\sl-184\slmult0\fi159\tx4052\tx6878 \up0 \expndtw-2\charscalex100 -wor
k experience.\tab \up0 \expndtw-3\charscalex100 \ul0\nosupersub\cf14\f15\fs16 \ul
0\nosupersub\cf13\f14\fs16 What message to communicate?\tab \up0 \expndtw-4\cha
rscalex100 \ul0\nosupersub\cf14\f15\fs16 \ul0\nosupersub\cf13\f14\fs16 Extending
the job offer.\par\pard\li1301\sb128\sl-184\slmult0\fi159\tx4052 \up0 \expndtw2\charscalex100 -Interests.\tab \up0 \expndtw-3\charscalex100 \ul0\nosupersub\cf
14\f15\fs16 \ul0\nosupersub\cf13\f14\fs16 Whom to use as recruiters\ul0\nosupers
ub\cf14\f15\fs16 \u-225?\par\pard\li1301\sb128\sl-184\slmult0\fi159\tx4052\tx807
3 \up0 \expndtw-3\charscalex100 \ul0\nosupersub\cf13\f14\fs16 -diversity.\tab \u
p0 \expndtw-4\charscalex100 \ul0\nosupersub\cf14\f15\fs16 \ul0\nosupersub\cf13\f1
4\fs16 Nature of site visit?\tab \dn3 \expndtw-3\charscalex100 \ul0\nosupersub\
cf20\f21\fs18\ul Interviewing Job Applicant\par\pard\li1301\sb129\sl-184\slmult0
\fi0\tx4052\tx8717 \up0 \expndtw-3\charscalex100 \ul0\nosupersub\cf14\f15\fs16 \u
l0\nosupersub\cf13\f14\fs16 Time frame for filling positions.\tab \up0 \expndtw

-4\charscalex100 \ul0\nosupersub\cf14\f15\fs16 \ul0\nosupersub\cf13\f14\fs16 Nat
ure of job offer?\tab \dn3 \expndtw-4\charscalex100 \ul0\nosupersub\cf20\f21\fs1
8\ul Variables\par\pard\li1301\sb128\sl-184\slmult0\fi0\tx4052\tx7845 \up0 \expn
dtw-3\charscalex100 \ul0\nosupersub\cf14\f15\fs16 \ul0\nosupersub\cf13\f14\fs16
Number if applicants.\tab \up0 \expndtw-3\charscalex100 \ul0\nosupersub\cf14\f15
\fs16 \ul0\nosupersub\cf13\f14\fs16 Budget consideration?\tab \dn3 \expndtw-3\ch
arscalex100 \ul0\nosupersub\cf14\f15\fs16 \ul0\nosupersub\cf13\f14\fs16 Applican
t attention.\par\pard\li1301\sb128\sl-184\slmult0\fi0\tx7845 \up0 \expndtw-3\cha
rscalex100 \ul0\nosupersub\cf14\f15\fs16 \ul0\nosupersub\cf13\f14\fs16 Job perfo
rmance of new hires.\tab \dn3 \expndtw-4\charscalex100 \ul0\nosupersub\cf14\f15\
fs16 \ul0\nosupersub\cf13\f14\fs16 Message Credibility.\par\pard\li1301\sb128\sl
-184\slmult0\fi0\tx7845 \up0 \expndtw-3\charscalex100 \ul0\nosupersub\cf14\f15\f
s16 \ul0\nosupersub\cf13\f14\fs16 New hire retention rate.\tab \dn2 \expndtw-4\c
harscalex100 \ul0\nosupersub\cf14\f15\fs16 \ul0\nosupersub\cf13\f14\fs16 Applica
nt interest:\par\pard\li1301\sb127\sl-184\slmult0\fi0\tx8005 \up0 \expndtw-3\cha
rscalex100 \ul0\nosupersub\cf14\f15\fs16 \ul0\nosupersub\cf13\f14\fs16 Job satis
faction of new hire.\tab \dn3 \expndtw-2\charscalex100 -Position Attractiveness.
\par\pard\ql \li8005\sb161\sl-184\slmult0 \up0 \expndtw-2\charscalex100 -Expecta
ncy of job offer. \par\pard\ql \li8005\sb136\sl-184\slmult0 \up0 \expndtw-2\char
scalex100 -Alternative opportunities. \par\pard\ql \li8005\sb116\sl-184\slmult0
\up0 \expndtw-3\charscalex100 -Person-job/Organization fit. \par\pard\qj \li7845
\ri1511\sb41\sl-300\slmult0 \up0 \expndtw0\charscalex101 \ul0\nosupersub\cf14\f1
5\fs16 \ul0\nosupersub\cf13\f14\fs16 Accuracy of applicant\u8217?s position \lin
e \up0 \expndtw-3\charscalex100 executions. \par\pard\ql \li7845\sb116\sl-184\sl
mult0 \up0 \expndtw-3\charscalex100 \ul0\nosupersub\cf14\f15\fs16 \ul0\nosupersub
\cf13\f14\fs16 applicant self-insight. \par\pard\ql \li7845\sb136\sl-184\slmult
0 \up0 \expndtw-3\charscalex100 \ul0\nosupersub\cf14\f15\fs16 \ul0\nosupersub\cf1
3\f14\fs16 applicant decision-making process. \par\pard\ql \li3553\sb0\sl-230\s
lmult0 \par\pard\ql\li3553\sb148\sl-230\slmult0 \up0 \expndtw-3\charscalex100 \u
l0\nosupersub\cf7\f8\fs20 Figure 1. A model of the organizatonal recruitment pro
ccess \par\pard\ql \li1418\sb148\sl-184\slmult0 \up0 \expndtw-3\charscalex100 \u
l0\nosupersub\cf13\f14\fs16 Source: Breaugh ( 2008, p. 408) \par\pard\ql \li1418
\sb0\sl-230\slmult0 \par\pard\ql\li1418\sb188\sl-230\slmult0 \up0 \expndtw-3\cha
rscalex100 \ul0\nosupersub\cf9\f10\fs20 5.1 Best Practice in Employees\u8217? Re
cruitment \par\pard\qj \li1418\ri1199\sb105\sl-237\slmult0 \up0 \expndtw-3\chars
calex100 \ul0\nosupersub\cf7\f8\fs20 In order to enhance its strategic role in o
rganizational success, HRM must design the recruitment plan after close \line \u
p0 \expndtw-2\charscalex100 coordination with the other departments within the o
rganization (Mayer, 2008). In this regard, some researchers \line \up0 \expndtw1\charscalex100 have suggested that the plan should hold answers for questions s
uch as: when to begin recruiting? What is the \line \up0 \expndtw-3\charscalex10
0 most appropriate text of the message to be delivered to the targeted applicant
s? Who are the recruiters? (Breaugh, \line \up0 \expndtw-2\charscalex100 2008).
Several studies are unanimous in including at this stage a focus on the targeted
person, referred to by the \line \up0 \expndtw-1\charscalex100 term \u8220?Pers
on Centred\u8221? (Alvesson & Willmott, 2002). In this approach, the recruitment
plan should align some \line \up0 \expndtw0\charscalex102 key questions with th
e recruitment goals, most of these questions taking account of the intangible qu
alities \line \up0 \expndtw0\charscalex100 within a person, such as values and a
ttitudes, and whether they match the organization\u8217?s beliefs (Townsend, \li
ne \up0 \expndtw-3\charscalex100 2007). \par\pard\qj \li1418\ri1232\sb103\sl-237
\slmult0\fi0 \up0 \expndtw-1\charscalex100 The most critical issue which should
be taken into account is the cost of attracting and training new candidates \lin
e \up0 \expndtw-2\charscalex100 (Zottoli & Wanous, 2000). Therefore, in some cas
es, the recruitment allocation should be one of the largest items \line \up0 \ex
pndtw0\charscalex106 in the whole budget, especially if inexpensive resources, s
uch as employee referrals, are not sufficient. \line \up0 \expndtw0\charscalex10
3 Organizations incur considerable costs in recruiting and training new employee
s. Recruiting costs include \line \up0 \expndtw0\charscalex104 advertising expen
ses, expenses connected with liaising with universities and other sources of pro
spective \line \up0 \expndtw0\charscalex100 employees, the cost of the analysis
of the applications to ensure that the qualifications and skills required are \l
ine \up0 \expndtw-3\charscalex100 available, and then the salaries of those who
are employed (Ehrenberg & Smith, 2002). Thus, organizations must \line \up0 \exp
ndtw-4\charscalex100 bear the following in mind: \par\pard\qj \li1985\ri1642\sb1
07\sl-233\slmult0 \up0 \expndtw-2\charscalex100 \ul0\nosupersub\cf9\f10\fs20 Bec
ause of the cost of recruiting and training workers, employers must decide on an
overall hiring \up0 \expndtw-2\charscalex100 strategy. Firms choosing a high wa
ge strategy generate many applicants for each opening and can \up0 \expndtw-3\ch
arscalex100 be selective, taking only trained, experienced workers. By paying hi
gh wages they avoid explicit and \up0 \expndtw-3\charscalex100 implicit costs of
hiring the inexperience (Ehrenberg & Smith, 2002, p. 99). \par\pard\ql \li5863\
sb0\sl-207\slmult0 \par\pard\ql\li5863\sb22\sl-207\slmult0 \up0 \expndtw-2\chars
calex100 \ul0\nosupersub\cf1\f2\fs18 59 \par\pard\sect\sectd\fs24\paperw11900\pa
perh16160{\shp
ffd8ffe000104a46494600010101006000600000ffdb004300010101010101010101010101010101
01010101010101010101010101010101010101010101010101010101010101010101010101010101
010101010101010101ffdb0043010101010101010101010101010101010101010101010101010101
0101010101010101010101010101010101010101010101010101010101010101010101010101ffc0
001108000a023e03012200021101031101ffc4001f00000105010101010101000000000000000001
02030405060708090a0bffc400b5100002010303020403050504040000017d010203000411051221
31410613516107227114328191a1082342b1c11552d1f02433627282090a161718191a2526272829
2a3435363738393a434445464748494a535455565758595a636465666768696a737475767778797a
0101010101010101010000000000000102030405060708090a0bffc400b511000201020404030407
05040400010277000102031104052131061241510761711322328108144291a1b1c109233352f015
6272d10a162434e125f11718191a262728292a35363738393a434445464748494a53545556575859
5a636465666768696a737475767778797a82838485868788898a92939495969798999aa2a3a4a5a6
\up0 \expndtw0\charscalex100 \ul0\nosupersub\cf7\f8\fs20 It must be noted here
that HR managers can reduce the cost of screening job applicants and, at the sam
e time, \line \up0 \expndtw0\charscalex107 acquire the best applicants. This is
achieved as soon as they understand that there is a large gap between \line \up0
\expndtw0\charscalex100 knowledge and practice (Ryan & Tippins, 2004). This res
ults in an understanding that performance indicators \line \up0 \expndtw0\charsc
alex104 measure and compare what has been achieved as a result of the diligence
of the individual, not the level of \line \up0 \expndtw0\charscalex104 intellige
nce of that individual. Therefore, those organizations which screen job applican
ts for values have a \line \up0 \expndtw-2\charscalex100 higher employee perform
ance than those which simply screen for intelligence (Delaney & Huselid, 1996).
\par\pard\qj \li1418\ri1248\sb80\sl-240\slmult0 \up0 \expndtw0\charscalex100 Goo
d practice in recruitment requires HR managers to know that the use of certain r
ecruitment tools can affect \up0 \expndtw0\charscalex103 employee effectiveness
and diversity. Employee referrals, for example, affect workforce diversity adver
sely \up0 \expndtw0\charscalex100 (Sackett et al., 2001). Good practice in recru
itment also requires knowledge of how technology can facilitate a \up0 \expndtw3\charscalex100 task and reduce its cost. \par\pard\ql \li1418\sb89\sl-230\slmul
t0 \up0 \expndtw-3\charscalex100 \ul0\nosupersub\cf9\f10\fs20 5.2 Recruitment So
urces and Methods \par\pard\qj \li1418\ri1216\sb82\sl-240\slmult0 \up0 \expndtw0
\charscalex104 \ul0\nosupersub\cf7\f8\fs20 Before moving to discuss recruitment
resources and how to use them, and examining the advantages and \line \up0 \expn
dtw0\charscalex102 disadvantages of each, it should be noted that relatively rec
ently literature has raised a very important topic \line \up0 \expndtw-1\charsca
lex100 which can be adopted by organizations in the process of attracting the be
st applicants. According to one study, \line \up0 \expndtw0\charscalex100 organi
zations are tending now to publish their names, their philosophies and their att
ributes in order to attract \line \up0 \expndtw-1\charscalex100 recruits through
a technique termed \u8220?Employer Branding\u8221? (Backhaus & Tikoo, 2004). Em
ployer branding was \line \up0 \expndtw-3\charscalex100 defined by Sullivan (200
4) as a long-term strategy to make the organization the focus of employees and p
otential \line \up0 \expndtw-2\charscalex100 employees, and other relevant stake

holders (Sullivan, 2004). Employer branding contributes to the formation of \lin
e \up0 \expndtw0\charscalex100 a positive mental image for potential employees,
and even on the level of society as a whole. This drives job \line \up0 \expndtw
-3\charscalex100 seekers to work in a particular organization because they will
reap a number of benefits in terms of a high salary \line \up0 \expndtw-3\charsc
alex100 and leave allowances, as well as social respect. Other researchers have
defined the term \u8220?Employer Branding\u8221? as \line \up0 \expndtw-3\charsc
alex100 the total of an organization\u8217?s efforts to communicate with current
and potential employees (Lloyds, 2002). \par\pard\qj \li1418\ri1249\sb80\sl-240
\slmult0 \up0 \expndtw-1\charscalex100 In research aimed at developing and valid
ating a scale to assess employer attractiveness (Berthon et al., 2005), \line \u
p0 \expndtw0\charscalex103 the study population involved students at a large Aus
tralian university. The study sample consisted of 683 \line \up0 \expndtw-1\char
scalex100 students divided into two samples, the first including 340, the second
343. The researchers used five factors to \line \up0 \expndtw0\charscalex104 de
scribe the underlying structure of employer attractiveness. Factor no. \up0 \exp
ndtw-4\charscalex100 1, \up0 \expndtw0\charscalex102 \u8220?Interest value\u8221
?, evaluates the \par\pard\qj \li1418\ri1240\sb0\sl-240\slmult0 \up0 \expndtw-1\
charscalex100 individual level of attraction to working in an organization becau
se of the benefits and inducements offered by \up0 \expndtw-1\charscalex100 the
organization, such as an exciting work environment, advanced work practices, and
what employees would \up0 \expndtw-3\charscalex100 call their creations by prod
ucing innovative products and services. \par\pard\qj \li1418\ri1229\sb80\sl-240\
slmult0 \up0 \expndtw-2\charscalex100 Factor no. 2, \u8220?Social value\u8221?,
assesses the impact of a fun working environment, good relationships with peers
in \up0 \expndtw-2\charscalex100 the workplace, and working as a team on employe
r attractiveness. Factor no. 3, \u8220?Economic value\u8221?, assesses the \up0
\expndtw0\charscalex100 extent to which an individual is attracted to an employe
r that pays a good salary. Factor no. 4, \u8220?Development \up0 \expndtw0\chars
calex104 value\u8221?, assesses the impact of recognition, self-worth, confidenc
e, and the career development programs \up0 \expndtw0\charscalex105 provided by
the employer on its attractiveness. Factor no. 5, \u8220?Application value\u8221
?, assesses the impact of \up0 \expndtw0\charscalex107 providing an opportunity
to employees to apply what they have learned in the workplace on employer \up0 \
expndtw0\charscalex102 attractiveness. The research findings indicated that 153
of the respondents stated that all five factors have a \up0 \expndtw0\charscalex
102 significant impact on employer attractiveness, ranked by the importance of e
ach factor as follows, the most \up0 \expndtw-2\charscalex100 important listed f
irst: Economic, Social, Development, Interest and Application. \par\pard\qj \li1
418\ri1245\sb80\sl-240\slmult0 \up0 \expndtw0\charscalex105 The importance of th
is research lies in its being considered as an intermediate between two stages o
f the \line \up0 \expndtw0\charscalex107 recruitment process; designing the plan
and choosing the recruitment source, because it means that an \line \up0 \expnd
tw0\charscalex103 organization that aims to recruit the best applicants must pub
lish factual and honest information about the \line \up0 \expndtw0\charscalex100
working conditions and benefits granted to employees, together with other infor
mation designed to attract the \line \up0 \expndtw-3\charscalex100 required comp
etences. \par\pard\qj \li1418\ri1245\sb80\sl-240\slmult0\fi0 \up0 \expndtw0\char
scalex102 The extent of the impact of the recruitment process on an organization
differs according to the recruitment \line \up0 \expndtw0\charscalex103 resourc
es used. Some researchers consider that there are three recruitment resources: i
nternal recruitment, \line \up0 \expndtw0\charscalex102 external recruitment, an
d walk-in (Wanous, 1992), while other researchers (Hunter & Schmidt, 1990) have
\line \up0 \expndtw0\charscalex105 described how the recruitment resources thems
elves may be formal or informal. Whatever the source of \line \up0 \expndtw-2\ch
arscalex100 recruitment, the goal is to increase the attractiveness of the organ
ization as an employer by communicating with \line \up0 \expndtw-3\charscalex100
potential applicants through the message reaching them from a particular source
and an effective communication \line \up0 \expndtw-4\charscalex100 channel (Bar
ber, 1998). \par\pard\ql \li1418\sb89\sl-230\slmult0 \up0 \expndtw-3\charscalex1

00 \ul0\nosupersub\cf9\f10\fs20 5.3 Internal Sources \par\pard\qj \li1418\ri1250
\sb82\sl-240\slmult0 \up0 \expndtw0\charscalex104 \ul0\nosupersub\cf7\f8\fs20 In
ternal recruitment resources are preferred by organizations because they allow t
he organization to fill a \line \up0 \expndtw0\charscalex102 vacancy from a know
n pool of employees and because these resources are under the organization\u8217
?s control \par\pard\ql \li5863\sb0\sl-207\slmult0 \par\pard\ql\li5863\sb181\sl207\slmult0 \up0 \expndtw-2\charscalex100 \ul0\nosupersub\cf1\f2\fs18 60 \par\pa
rd\sect\sectd\fs24\paperw11900\paperh16160{\shp
ffd8ffe000104a46494600010101006000600000ffdb004300010101010101010101010101010101
01010101010101010101010101010101010101010101010101010101010101010101010101010101
010101010101010101ffdb0043010101010101010101010101010101010101010101010101010101
0101010101010101010101010101010101010101010101010101010101010101010101010101ffc0
001108000a023e03012200021101031101ffc4001f00000105010101010101000000000000000001
02030405060708090a0bffc400b5100002010303020403050504040000017d010203000411051221
31410613516107227114328191a1082342b1c11552d1f02433627282090a161718191a2526272829
2a3435363738393a434445464748494a535455565758595a636465666768696a737475767778797a
0101010101010101010000000000000102030405060708090a0bffc400b511000201020404030407
05040400010277000102031104052131061241510761711322328108144291a1b1c109233352f015
6272d10a162434e125f11718191a262728292a35363738393a434445464748494a53545556575859
5a636465666768696a737475767778797a82838485868788898a92939495969798999aa2a3a4a5a6
\fi0 \up0 \expndtw0\charscalex106 \ul0\nosupersub\cf7\f8\fs20 (Hoye & Lievens, 2
005). One of the internal recruitment resources is job postings, a form of recru
itment \up0 \expndtw0\charscalex105 advertising (Kotler & Keller, 2000) that can
be defined as any internal announcement by an organization. \up0 \expndtw0\char
scalex104 Employees are considered as a wide pool for job vacancies in an organi
zation. Internal job postings require \up0 \expndtw-1\charscalex100 issuing a ci
rcular regarding these vacancies for all employees in the organization, which pr
ovides an opportunity \up0 \expndtw0\charscalex104 for employees who have the ne
cessary efficiency, capabilities, and competences to apply for the vacancies \up
0 \expndtw-3\charscalex100 (Haroon, 2010; Torrington et al., 2009). \par\pard\qj
\li1418\ri1241\sb80\sl-240\slmult0 \up0 \expndtw0\charscalex103 Employee referr
als are an internal channel for recruiting highly-skilled employees. Large organ
izations now \up0 \expndtw0\charscalex100 depend increasingly on their employees
to recruit specific candidates for job openings. Employee referrals are \up0 \e
xpndtw0\charscalex102 also the easiest source of recruitment because they do not
require rigor on the part of the organization and the \up0 \expndtw-3\charscale
x100 onus is on relatives and friends (Kugler, 1997). \par\pard\qj \li1418\ri124
5\sb80\sl-240\slmult0\fi0 \up0 \expndtw-1\charscalex100 According to Nicu and St
urz (2008) and Noe et al. (2008), the personal recruitment inside organizations
offers a \up0 \expndtw-2\charscalex100 number of advantages, such as the followi
ng: \par\pard\ql \li1778\ri1239\sb80\sl-240\slmult0\tx2138\tx2138\tx2138 \up0 \e
xpndtw0\charscalex102 \u-3913?\ul0\nosupersub\cf8\f9\fs20 \ul0\nosupersub\cf7\f
8\fs20 The organization has complete information about candidates, which enabl
es HR to assess each one \line\tab \up0 \expndtw-1\charscalex100 based on his or
her strengths and weaknesses. The advantage of this format is that it can belon
g to the \line\tab \up0 \expndtw0\charscalex106 activity of recruitment and of s
election, according to the current researcher\u8217?s belief. Its greatest \line
\tab \up0 \expndtw-2\charscalex100 advantage is that the applicants are well kno
wn to the organization (Noe et al., 2008). \par\pard\ql \li1778\ri1238\sb80\sl-2
40\slmult0\tx2138\tx2138\tx2138\tx2138 \up0 \expndtw0\charscalex100 \u-3913?\ul0
\nosupersub\cf8\f9\fs20 \ul0\nosupersub\cf7\f8\fs20 It is easier to attract c
andidates because they are better known. However, this mixes HRM activities \lin
e\tab \up0 \expndtw0\charscalex100 when proposing advantages for using internal
recruitment resources because better known candidate \line\tab \up0 \expndtw-2\c
harscalex100 can be target by external sources (Nicu & Sturz, 2008). However, ot
her authors are more specific when \line\tab \up0 \expndtw0\charscalex100 addres
sing the advantages of internal recruitment resources for the recruitment proces
s itself. In this \line\tab \up0 \expndtw-2\charscalex100 regard, the following
have been added to the previous advantages (Noe et al., 2008). \par\pard\ql \li1
778\sb89\sl-230\slmult0 \up0 \expndtw-3\charscalex100 \u-3913?\ul0\nosupersub\cf
8\f9\fs20 \ul0\nosupersub\cf7\f8\fs20 The applicants are relatively knowledge
able about the organization\u8217?s vacancies. \par\pard\ql \li1778\ri1197\sb82\
sl-240\slmult0\tx2138\tx2138\tx2138 \up0 \expndtw-3\charscalex100 \u-3913?\ul0\n
osupersub\cf8\f9\fs20 \ul0\nosupersub\cf7\f8\fs20 Using internal resources to
fill vacancies is cheaper and faster than using external resources. Meanwhile,
\line\tab \up0 \expndtw-2\charscalex100 it has been pointed out that the main ad
vantage of using employee referrals is that an existing employee, \line\tab \up0
\expndtw0\charscalex103 through providing knowledge about the organization to t
he targeted person, could attract a strong \line\tab \up0 \expndtw-3\charscalex1
00 candidate (Robbins & Coulter, 2005). \par\pard\qj \li1418\ri1228\sb80\sl-240\
slmult0 \up0 \expndtw-1\charscalex100 At the same time, using internal recruitme
nt resources as a policy could result in the following disadvantages: \up0 \expn
dtw-3\charscalex100 recruiting from inside an organization stops the infusion of
new blood and limits the number of new applications \up0 \expndtw0\charscalex10
0 (Linnehan & Blau, 2003). This could also lead to a reduction in new ideas from
outside the business and may \up0 \expndtw-3\charscalex100 decrease the diversi
ty of employees (Tipper, 2004). \par\pard\ql \li1418\sb89\sl-230\slmult0 \up0 \e
xpndtw-3\charscalex100 \ul0\nosupersub\cf9\f10\fs20 5.4 External Sources of Recr
uitment \par\pard\qj \li1418\ri1235\sb82\sl-240\slmult0 \up0 \expndtw0\charscale
x100 \ul0\nosupersub\cf7\f8\fs20 According to one study (Fisher et al., 1993), t
he formal methods of external recruitment include newspaper, \line \up0 \expndtw
-1\charscalex100 magazine and journal advertising, in addition to using employme
nt agencies and, in the current era, job/career \line \up0 \expndtw-3\charscalex
100 fairs and e-recruitment. External recruitment sources are not under the cont
rol of the organization, as job seekers \line \up0 \expndtw0\charscalex100 can o
btain information from external sources, such as word of mouth, and publicity. P
ublicity is an external \line \up0 \expndtw-2\charscalex100 source of informatio
n related to the recruitment process (Collins & Steven, 2002), while Van Hoye an
d Lievens \line \up0 \expndtw-3\charscalex100 (2006) define word of mouth as the
exchange of information through conversation between friends and relatives \lin
e \up0 \expndtw-3\charscalex100 or from college instructors, although such infor
mation may include negative and positive aspects. \par\pard\qj \li1418\ri1224\sb
80\sl-240\slmult0 \up0 \expndtw0\charscalex102 Regardless of which resource is u
sed, in many situations there is a good case for using different methods in \lin
e \up0 \expndtw-3\charscalex100 combination when looking to fill the same vacanc
y (Torrington et al., 2009). Research conducted to measure the \line \up0 \expnd
tw-1\charscalex100 relationship between the different sources of recruitment and
the innovative abilities of employees at work by \line \up0 \expndtw-1\charscal
ex100 Conrad and Ashworth (1986) reported the survival rates in jobs arranged by
the recruitment sources used with \line \up0 \expndtw-2\charscalex100 the follo
wing results: employee referrals (61.25%), employment agencies (48.4%), advertis
ements (44.8%), and \line \up0 \expndtw-1\charscalex100 walk-ins (58.4%). Anothe
r research has reached to the following results in terms of survival rates in jo
bs were \line \up0 \expndtw-3\charscalex100 that referrals are more effective th
an advertisements, referrals are better than agencies, referrals and walk-ins ar
e \line \up0 \expndtw-3\charscalex100 of equal reliability, walk-ins are better
than advertisements, and walk-ins are also better than agencies. \par\pard\ql \l
i1418\sb89\sl-230\slmult0 \up0 \expndtw-3\charscalex100 \ul0\nosupersub\cf9\f10\
fs20 5.5 Employees Training and Development \par\pard\qj \li1418\ri1231\sb82\sl240\slmult0 \up0 \expndtw0\charscalex100 \ul0\nosupersub\cf7\f8\fs20 This resear
ch has taken training and development as a part of HR practices by discussing th
ose two practices \line \up0 \expndtw0\charscalex100 broadly. On the other hand,
the research will measure the effect of training on the organization. The resea
rch \line \up0 \expndtw-2\charscalex100 tackles the industrial organizations in
Jordan and how they apply training methods as significant activity in HR. \par\p
ard\qj \li1418\ri1250\sb80\sl-240\slmult0 \up0 \expndtw-2\charscalex100 Today bu
siness organizations are working within a dynamic and turbulent environment, whi
ch characterized by \line \up0 \expndtw-2\charscalex100 globalization, open mark
ets, huge information loads and easy communication. These characteristics make i
t a \par\pard\ql \li5863\sb0\sl-207\slmult0 \par\pard\ql\li5863\sb101\sl-207\slm
ult0 \up0 \expndtw-2\charscalex100 \ul0\nosupersub\cf1\f2\fs18 61 \par\pard\sect
\sectd\fs24\paperw11900\paperh16160{\shp
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010101010101010101ffdb0043010101010101010101010101010101010101010101010101010101
0101010101010101010101010101010101010101010101010101010101010101010101010101ffc0
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0101010101010101010000000000000102030405060708090a0bffc400b511000201020404030407
05040400010277000102031104052131061241510761711322328108144291a1b1c109233352f015
6272d10a162434e125f11718191a262728292a35363738393a434445464748494a53545556575859
5a636465666768696a737475767778797a82838485868788898a92939495969798999aa2a3a4a5a6
\up0 \expndtw0\charscalex100 \ul0\nosupersub\cf7\f8\fs20 \u8216?heavier\u8217?
competitive business environment that requires organizations to compete effectiv
ely in the market \up0 \expndtw-1\charscalex100 place. Such purpose leads the or
ganizations to think deeply in creating a systematic approach which enables it \
up0 \expndtw-1\charscalex100 accomplish its strategic objectives. To help the ma
nagers in designing the business strategy, questions such as \up0 \expndtw-3\cha
rscalex100 the following have to be answered: \par\pard\li1778\sb99\sl-230\slmul
t0\fi0\tx2138 \up0 \expndtw-3\charscalex100 \ul0\nosupersub\cf10\f11\fs20 -\tab
\up0 \expndtw-3\charscalex100 \ul0\nosupersub\cf7\f8\fs20 How do we compete in t
he market place?\par\pard\li1778\sb91\sl-230\slmult0\fi0\tx2138 \up0 \expndtw-3\
charscalex100 \ul0\nosupersub\cf10\f11\fs20 -\tab \up0 \expndtw-3\charscalex100
\ul0\nosupersub\cf7\f8\fs20 What do we need to differentiate our organization fr
om others?\par\pard\li1778\sb90\sl-230\slmult0\fi0\tx2138 \up0 \expndtw-3\charsc
alex100 \ul0\nosupersub\cf10\f11\fs20 -\tab \up0 \expndtw-2\charscalex100 \ul0\n
osupersub\cf7\f8\fs20 What abilities and capabilities are required to achieve ou
r organizational goals?\par\pard\qj \li1418\ri1245\sb71\sl-240\slmult0 \up0 \exp
ndtw-2\charscalex100 For the purposes of this study, focusing on inculcating a c
ulture of customer focus in the hearts of employees of \up0 \expndtw0\charscalex
106 Jordanian industrial organizations as a result of training that will be repr
esented by achieving customer \up0 \expndtw-3\charscalex100 satisfaction through
the employees. \par\pard\qj \li1418\ri1246\sb80\sl-240\slmult0\fi0 \up0 \expndt
w0\charscalex100 Employees training and development are from the human resource
management activities, which, if they are \line \up0 \expndtw0\charscalex106 lin
ked to the strategic objectives of the organization, contribute effectively to t
he achievement of these \line \up0 \expndtw-1\charscalex100 objectives. In this
regard, the literature indicated that, convinced of the director, that the worke
rs have a larger \line \up0 \expndtw0\charscalex103 role in achieving the goals
of the organization and this conviction must be translated to plans, policies an
d \line \up0 \expndtw-1\charscalex100 practices (Holbeche & Park, 2009). Such pl
ans and policies would include: the quality of the employees to be \line \up0 \e
xpndtw-1\charscalex100 hired, and how to strengthen their capacities and compete
ncies through training and motivating them to work. \line \up0 \expndtw0\charsca
lex106 When this happens, it will meet with more dedication to work by employees
to achieve the goals of the \line \up0 \expndtw-3\charscalex100 organization, t
hrough which the employees\u8217? personal goals are achieved. Furthermore, moti
vated employees will \line \up0 \expndtw-3\charscalex100 realize that customer s
ervice is the reason for their presence in the organization. Goal such, customer
focus is the \line \up0 \expndtw0\charscalex102 point d\u8217?appui for other s
trategic organizational activities such as; quality control, pricing, human reso
urces \line \up0 \expndtw-2\charscalex100 management, and production management
and etc. to accomplish total quality management (TQM). \par\pard\ql \li1418\sb89
\sl-230\slmult0 \up0 \expndtw-3\charscalex100 \ul0\nosupersub\cf10\f11\fs20 6. L
iterature Review \par\pard\ql \li1418\sb90\sl-230\slmult0 \up0 \expndtw-3\charsc
alex100 \ul0\nosupersub\cf9\f10\fs20 6.1 Study by (Al Hamed, 2002) \par\pard\qj

\li1418\ri1253\sb82\sl-240\slmult0 \up0 \expndtw-3\charscalex100 \ul0\nosupersub
\cf7\f8\fs20 \u8220?The impact of incentives on the enhancements of the performa
nce of employees in Jordanian public and private \up0 \expndtw-4\charscalex100 h
ospitals\u8221? \par\pard\qj \li1418\ri1237\sb80\sl-240\slmult0 \up0 \expndtw0\c
harscalex100 The study aimed to evaluate the impact of incentives on enhancing t
he performance in Jordanian public and \line \up0 \expndtw0\charscalex110 privat
e hospitals in the middle region through the ideal employment of the concept by
the hospitals' \line \up0 \expndtw0\charscalex100 administration. The study samp
le comprised four public hospitals, and five private hospitals, and the sample \
line \up0 \expndtw0\charscalex103 included 430 individuals, about 14% of the num
ber of workers working in the private and public hospitals \line \up0 \expndtw-2
\charscalex100 sectors in the middle region of Jordan. When distributing the sam
ple all the various professions in these hospitals \line \up0 \expndtw0\charscal
ex100 were taken into consideration, as per statistical rules. This study conclu
ded the following: There are several \line \up0 \expndtw-2\charscalex100 differe
nces in the way incentives affected the enhancement of performance among workers
in Jordanian public \line \up0 \expndtw0\charscalex103 and private hospitals, a
nd disparity in the degree of impact of the how many people the incentives syste
m \line \up0 \expndtw-3\charscalex100 includes on the performance of workers in
public and private hospitals in Jordan. There are several differences in \line \
up0 \expndtw0\charscalex100 the way incentives affected the enhancement of perfo
rmance among workers in Jordanian public and private \line \up0 \expndtw-1\chars
calex100 hospitals. The results of the study also indicated that individual fina
ncial and moral incentives have a positive \line \up0 \expndtw-2\charscalex100 i
mpact on the performance of workers in public and private hospitals in the middl
e region of Jordan. \par\pard\ql \li1418\sb89\sl-230\slmult0 \up0 \expndtw-3\cha
rscalex100 \ul0\nosupersub\cf9\f10\fs20 6.2 Study by (Al Shidi, 2001) \par\pard\
qj \li1418\ri1218\sb82\sl-240\slmult0 \up0 \expndtw-2\charscalex100 \ul0\nosuper
sub\cf7\f8\fs20 \u8220?The Impact of Incentive of Job Satisfaction\u8212?A Study
on the tendency of employees in the Administrative Units \up0 \expndtw-3\charsc
alex100 in the Sultanate of Oman\u8221? \par\pard\qj \li1418\ri1221\sb80\sl-240\
slmult0 \up0 \expndtw0\charscalex104 The study aimed to identify the incentive s
ystem currently employed in the Sultanate of Oman, and their \up0 \expndtw0\char
scalex100 consistency with the job status, and study it, and identifying the oth
er incentives that the employees wish to \up0 \expndtw0\charscalex102 obtain, an
d the various technologies for all administrative levels, by studying the theore
tical and applicable \up0 \expndtw0\charscalex100 aspects of the incentives. The
study community included all the employees in the administrative units in the \
up0 \expndtw-3\charscalex100 Sultanate of Oman, and a sample was chosen for the
study from the employees at various job levels stipulated in \up0 \expndtw-4\cha
rscalex100 the Service Law. The study concluded that the major outcomes were: \p
ar\pard\qj \li1418\ri1237\sb80\sl-240\slmult0 \up0 \expndtw-3\charscalex100 Ther
e is a medium level of disparity regarding the financial incentives in the Publi
c Service Law. There is a high \up0 \expndtw-3\charscalex100 degree of satisfact
ion regarding the moral incentives. The study recommends the following: \par\par
d\ql \li5863\sb0\sl-207\slmult0 \par\pard\ql\li5863\sb0\sl-207\slmult0 \par\pard
\ql\li5863\sb0\sl-207\slmult0 \par\pard\ql\li5863\sb0\sl-207\slmult0 \par\pard\q
l\li5863\sb0\sl-207\slmult0 \par\pard\ql\li5863\sb0\sl-207\slmult0 \par\pard\ql\
li5863\sb26\sl-207\slmult0 \up0 \expndtw-2\charscalex100 \ul0\nosupersub\cf1\f2\
fs18 62 \par\pard\sect\sectd\fs24\paperw11900\paperh16160{\shp
ffd8ffe000104a46494600010101006000600000ffdb004300010101010101010101010101010101
01010101010101010101010101010101010101010101010101010101010101010101010101010101
010101010101010101ffdb0043010101010101010101010101010101010101010101010101010101
0101010101010101010101010101010101010101010101010101010101010101010101010101ffc0
001108000a023e03012200021101031101ffc4001f00000105010101010101000000000000000001
02030405060708090a0bffc400b5100002010303020403050504040000017d010203000411051221
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0101010101010101010000000000000102030405060708090a0bffc400b511000201020404030407
05040400010277000102031104052131061241510761711322328108144291a1b1c109233352f015
6272d10a162434e125f11718191a262728292a35363738393a434445464748494a53545556575859
5a636465666768696a737475767778797a82838485868788898a92939495969798999aa2a3a4a5a6

rd\li1418\sb0\sl-230\slmult0\par\pard\li1418\sb194\sl-230\slmult0\fi360\tx2138 \
up0 \expndtw-2\charscalex100 \ul0\nosupersub\cf7\f8\fs20 -\tab \up0 \expndtw-2\c
harscalex100 The importance of reconsidering the incentives relevant to the sala
ries of government employees.\par\pard\li1418\sb91\sl-230\slmult0\fi360 \up0 \ex
pndtw0\charscalex109 - Work on undertaking various training courses and linking
their outcomes with the relevant\par\pard\li1418\sb8\sl-230\slmult0\fi719 \up0
\expndtw-3\charscalex100 incentives scales.\par\pard\li1418\sb91\sl-230\slmult0\
fi360\tx2137 \up0 \expndtw-2\charscalex100 -\tab \up0 \expndtw-3\charscalex100 W
ork on sustaining incentives.\par\pard\li1418\sb90\sl-230\slmult0\fi360\tx2138 \
up0 \expndtw-2\charscalex100 -\tab \up0 \expndtw-3\charscalex100 Identify the in
dividual and group incentives on job satisfaction.\par\pard\ql \li1418\sb79\sl-2
30\slmult0 \up0 \expndtw-3\charscalex100 \ul0\nosupersub\cf9\f10\fs20 6.3 A Stud
y by (Al Suheimat, 2002) \par\pard\qj \li1418\ri1251\sb82\sl-240\slmult0 \up0 \e
xpndtw-2\charscalex100 \ul0\nosupersub\cf7\f8\fs20 \u8220?The Efficiency of the
Incentives System of the Government and Private Sectors in Jordan, the status of
several \up0 \expndtw-3\charscalex100 Government and Private organizations in t
he Governorate of Karak for the period 1990-2002\u8221? \par\pard\qj \li1418\ri1
247\sb80\sl-240\slmult0 \up0 \expndtw-3\charscalex100 The study aimed of to iden
tify the weaknesses and shortcomings of the incentives systems applied in the va
rious \up0 \expndtw-2\charscalex100 administrations in Jordan, and how efficient
they are, and how they affect performance and the enhancement of \up0 \expndtw3\charscalex100 productivity. The results were as follows: \par\pard\qj \li1418\
ri1250\sb80\sl-240\slmult0 \up0 \expndtw-3\charscalex100 \ul0\nosupersub\cf10\f1
1\fs20 First: \ul0\nosupersub\cf7\f8\fs20 There are differences of statistical s
ignificance in the prioritizing the weakness of the work incentives and \line \u
p0 \expndtw-1\charscalex100 the degree of job satisfaction among the study sampl
e toward this, as was previously mentioned in descending \line \up0 \expndtw-2\c
harscalex100 order: \par\pard\li1778\sb100\sl-230\slmult0\fi0\tx2137 \up0 \expnd
tw-2\charscalex100 -\tab \up0 \expndtw-1\charscalex100 Financial and moral incen
tives, the degree of satisfaction about these were from medium to weak.\par\pard
\li1778\sb90\sl-230\slmult0\fi0\tx2137 \up0 \expndtw-2\charscalex100 -\tab \up0
\expndtw-1\charscalex100 Job relation incentives, the degree of satisfaction abo
ut them was from medium to weak.\par\pard\li1778\sb91\sl-230\slmult0\fi0\tx2138
\up0 \expndtw-2\charscalex100 -\tab \up0 \expndtw-1\charscalex100 Administrative
and location work environment incentives, the degree of satisfaction about them
\par\pard\ql \li2138\sb0\sl-228\slmult0 \up0 \expndtw-3\charscalex100 was from m
edium to weak. \par\pard\qj \li1418\ri1249\sb83\sl-240\slmult0 \up0 \expndtw-2\c
harscalex100 Whereas the degree of satisfaction regarding incentives relevant to
the nature of the work, and its contents, was \line \up0 \expndtw-3\charscalex1
00 high. \par\pard\qj \li1418\ri1235\sb80\sl-240\slmult0\fi0 \up0 \expndtw-3\cha
rscalex100 \ul0\nosupersub\cf10\f11\fs20 Second:\ul0\nosupersub\cf15\f16\fs20 \
ul0\nosupersub\cf7\f8\fs20 There are statistically significant differences in th
e replies of the study sample regarding the dimensions \line \up0 \expndtw-2\cha
rscalex100 of the incentives and their efficiency are attributed to the work sec
tor variable (government, public organizations, \line \up0 \expndtw-1\charscalex
100 private organization), compared to each other, whereby the advantages were f
or the government sector. Third: \line \up0 \expndtw-2\charscalex100 there is a
positive relationship between the interests of the sample in financial incentive
s, and the increase in the \line \up0 \expndtw-3\charscalex100 growth and develo
pment of society. The relationship was obvious from the status of the financial
incentives that \line \up0 \expndtw-3\charscalex100 came in first place. \par\pa
rd\qj \li1418\ri1241\sb80\sl-240\slmult0 \up0 \expndtw-2\charscalex100 The study
recommended the following: set a unified comprehensive salary system for worker
s in all private and \up0 \expndtw-2\charscalex100 public sectors consistent wit
h the requirements of ensuring a dignified life. \par\pard\qj \li1418\ri1249\sb8
0\sl-240\slmult0 \up0 \expndtw0\charscalex100 - Enhance the umbrella of the Civ
il Service Bureau to include all the various work sectors in the public and \lin
e \up0 \expndtw0\charscalex100 private sector, to include a flexible and compreh

ensive incentives system that includes all kinds of incentives \line \up0 \expnd
tw0\charscalex100 based on clear and accurate criteria and basics through which
the incentives are granted objectively based on \line \up0 \expndtw-3\charscalex
100 performance. \par\pard\ql \li1418\sb89\sl-230\slmult0 \up0 \expndtw-3\charsc
alex100 \ul0\nosupersub\cf9\f10\fs20 6.4 A Study by (Halaseh, 2006) \par\pard\qj
\li1418\ri1250\sb82\sl-240\slmult0 \up0 \expndtw0\charscalex100 \ul0\nosupersub
\cf7\f8\fs20 \u8220?The tendency of managers towards effective leadership traini
ng programs in Jordanian ministries during the \up0 \expndtw-4\charscalex100 per
iod (2004-2005): Analytical Study\u8221? \par\pard\qj \li1418\ri1240\sb80\sl-240
\slmult0 \up0 \expndtw-2\charscalex100 This study aimed to identify the managers
\u8217? tendencies towards the efficacy of leadership programs in Jordanian \up0
\expndtw-3\charscalex100 ministries. The study reached the following results: \
par\pard\qj \li1418\ri1247\sb80\sl-240\slmult0\fi0 \up0 \expndtw-1\charscalex100
There is a statistically significant relationship between the components of tra
ining program and the efficacy of \line \up0 \expndtw0\charscalex104 these progr
ams. There is a difference in the tendency of managers towards training program
based on the \line \up0 \expndtw0\charscalex100 variables of age, educational qu
alification, the administrative level, and the number of years of professional \
line \up0 \expndtw-3\charscalex100 experience. \par\pard\ql \li5863\sb0\sl-207\s
lmult0 \par\pard\ql\li5863\sb0\sl-207\slmult0 \par\pard\ql\li5863\sb0\sl-207\slm
ult0 \par\pard\ql\li5863\sb0\sl-207\slmult0 \par\pard\ql\li5863\sb0\sl-207\slmul
t0 \par\pard\ql\li5863\sb0\sl-207\slmult0 \par\pard\ql\li5863\sb0\sl-207\slmult0
\par\pard\ql\li5863\sb0\sl-207\slmult0 \par\pard\ql\li5863\sb0\sl-207\slmult0 \
par\pard\ql\li5863\sb0\sl-207\slmult0 \par\pard\ql\li5863\sb0\sl-207\slmult0 \pa
r\pard\ql\li5863\sb0\sl-207\slmult0 \par\pard\ql\li5863\sb64\sl-207\slmult0 \up0
\expndtw-2\charscalex100 \ul0\nosupersub\cf1\f2\fs18 63 \par\pard\sect\sectd\fs
24\paperw11900\paperh16160{\shp
{\*\shpinst\shpleft1200\shptop14820\shpright10660\shpbottom14980\shpwr3\shpfblwt
xt0\shpbxpage\shpbypage\shpz281\shplid9
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\pard\sb0\sl-240{\bkmkstart Pg10}{\bkmkend Pg10}\par\pard\li1418\sb0\sl-207\slmu
lt0\par\pard\li1418\sb0\sl-207\slmult0\par\pard\li1418\sb135\sl-207\slmult0\fi0\
tx4799\tx9118 \up0 \expndtw-3\charscalex100 {\field{\*\fldinst {HYPERLINK "http:
//www.ccsenet.org/ibr/" }}{\fldrslt {\ul0\nosupersub\cf1\f2\fs18 www.ccsenet.org
/ibr}}}\tab \up0 \expndtw-3\charscalex100 \ul0\nosupersub\cf1\f2\fs18 Internatio
nal Business Research\tab \up0 \expndtw-3\charscalex100 Vol. 7, No. 4; 2014\par\

pard\ql \li1418\sb0\sl-230\slmult0 \par\pard\ql\li1418\sb183\sl-230\slmult0 \up0
\expndtw-3\charscalex100 \ul0\nosupersub\cf10\f11\fs20 7. Statistical Analysis
\par\pard\ql \li1418\sb90\sl-230\slmult0 \up0 \expndtw-4\charscalex100 \ul0\nosu
persub\cf9\f10\fs20 7.1 Sample\u8217?s Characteristics \par\pard\ql \li1418\sb90
\sl-230\slmult0 \up0 \expndtw-3\charscalex100 \ul0\nosupersub\cf7\f8\fs20 1) Gen
der \par\pard\ql \li1418\sb0\sl-230\slmult0 \par\pard\ql\li1418\sb180\sl-230\slm
ult0 \up0 \expndtw-2\charscalex100 Table 1. Results of the sample\u8217?s indivi
duals\u8217? distribution according to the gender variable \par\pard\li1418\sb14
8\sl-184\slmult0\fi1398\tx5616\tx8680 \up0 \expndtw-2\charscalex100 \ul0\nosuper
sub\cf16\f17\fs16 Gender\tab \up0 \expndtw-2\charscalex100 Frequency\tab \up0 \e
xpndtw-2\charscalex100 Percentage\par\pard\li1418\sb146\sl-184\slmult0\fi1578\tx
5900\tx8830 \up0 \expndtw-2\charscalex100 \ul0\nosupersub\cf13\f14\fs16 Male\tab
\up0 \expndtw-2\charscalex100 78\tab \up0 \expndtw-2\charscalex100 78.0 %\par\p
ard\li1418\sb137\sl-184\slmult0\fi1507\tx5900\tx8851 \up0 \expndtw-2\charscalex1
00 Female\tab \up0 \expndtw-2\charscalex100 22\tab \up0 \expndtw-2\charscalex100
22.0%\par\pard\li1418\sb136\sl-184\slmult0\fi1574\tx5862\tx8811 \up0 \expndtw-2
\charscalex100 Total\tab \up0 \expndtw-2\charscalex100 100\tab \up0 \expndtw-2\c
harscalex100 100.0%\par\pard\li1418\sb0\sl-230\slmult0\par\pard\li1418\sb197\sl230\slmult0\fi0 \up0 \expndtw-3\charscalex100 \ul0\nosupersub\cf7\f8\fs20 We not
ice the 78% of the sample are males.\par\pard\li1418\sb91\sl-230\slmult0\fi0 \up
0 \expndtw-4\charscalex100 2) Age\par\pard\li1418\sb0\sl-230\slmult0\par\pard\li
1418\sb179\sl-230\slmult0\fi0 \up0 \expndtw-2\charscalex100 Table 2. Result of t
he sample\u8217?s individuals\u8217? distribution according to the age variable\
par\pard\li1418\sb138\sl-184\slmult0\fi1692\tx5574\tx8665 \up0 \expndtw-2\charsc
alex100 \ul0\nosupersub\cf16\f17\fs16 Age\tab \up0 \expndtw-2\charscalex100 Freq
uency\tab \up0 \expndtw-2\charscalex100 Percentage\par\pard\li1418\sb146\sl-184\
slmult0\fi1099\tx5860\tx8897 \up0 \expndtw-2\charscalex100 \ul0\nosupersub\cf13\
f14\fs16 Less than 25 years\tab \up0 \expndtw-2\charscalex100 39\tab \up0 \expnd
tw-2\charscalex100 39%\par\pard\li1418\sb137\sl-184\slmult0\fi1338\tx5859\tx8896
\up0 \expndtw-2\charscalex100 25- 34 years\tab \up0 \expndtw-2\charscalex100 41
\tab \up0 \expndtw-2\charscalex100 41%\par\pard\li1418\sb136\sl-184\slmult0\fi13
04\tx5860\tx8897 \up0 \expndtw0\charscalex100 35 - 44 years\tab \up0 \expndtw-2\
charscalex100 10\tab \up0 \expndtw-2\charscalex100 10%\par\pard\li1418\sb135\sl184\slmult0\fi1144\tx5860\tx8897 \up0 \expndtw-2\charscalex100 45 years and more
\tab \up0 \expndtw-2\charscalex100 10\tab \up0 \expndtw-2\charscalex100 10%\par\
pard\li1418\sb137\sl-184\slmult0\fi1603\tx5820\tx8843 \up0 \expndtw-2\charscalex
100 \ul0\nosupersub\cf16\f17\fs16 Total\tab \up0 \expndtw-2\charscalex100 100\ta
b \up0 \expndtw-2\charscalex100 100%\par\pard\li1418\sb0\sl-230\slmult0\par\pard
\li1418\sb198\sl-230\slmult0\fi0 \up0 \expndtw-2\charscalex100 \ul0\nosupersub\c
f7\f8\fs20 We notice that 41 % of the sample is of age 25-31 and 39% are under 2
5 years old. The rest are over 35\par\pard\li1418\sb89\sl-230\slmult0\fi0 \up0 \
expndtw-3\charscalex100 3) Educational Qualification\par\pard\li1418\sb0\sl-230\
slmult0\par\pard\li1418\sb181\sl-230\slmult0\fi0 \up0 \expndtw-2\charscalex100 T
able 3. Results of the sample\u8217?s individual\u8217?s distribution according
to the educational qualification variable\par\pard\li1418\sb138\sl-184\slmult0\f
i687\tx5606\tx8676 \up0 \expndtw-2\charscalex100 \ul0\nosupersub\cf16\f17\fs16 E
ducational Qualification\tab \up0 \expndtw-2\charscalex100 Frequency\tab \up0 \e
xpndtw-2\charscalex100 Percentage\par\pard\li1418\sb146\sl-184\slmult0\fi964\tx5
945\tx9028 \up0 \expndtw-2\charscalex100 \ul0\nosupersub\cf13\f14\fs16 High Scho
ol or less\tab \up0 \expndtw-2\charscalex100 -\tab \up0 \expndtw-2\charscalex100
-\par\pard\li1418\sb135\sl-184\slmult0\fi1081\tx5891\tx8848 \up0 \expndtw-2\cha
rscalex100 Middle diploma\tab \up0 \expndtw-2\charscalex100 21\tab \up0 \expndtw
-2\charscalex100 21.0%\par\pard\li1418\sb137\sl-184\slmult0\fi1274\tx5892\tx8849
\up0 \expndtw-2\charscalex100 Bachelors\tab \up0 \expndtw-2\charscalex100 76\ta
b \up0 \expndtw-2\charscalex100 76.0%\par\pard\li1418\sb136\sl-184\slmult0\fi102
7\tx5931\tx8888 \up0 \expndtw-2\charscalex100 Higher Education\tab \up0 \expndtw
-2\charscalex100 3\tab \up0 \expndtw-2\charscalex100 3.0%\par\pard\li1418\sb135\
sl-184\slmult0\fi1425\tx5852\tx8807 \up0 \expndtw-2\charscalex100 Total\tab \up0
\expndtw-2\charscalex100 100\tab \up0 \expndtw-2\charscalex100 100.0%\par\pard\
qj \li1418\sb0\sl-240\slmult0 \par\pard\qj\li1418\ri1241\sb180\sl-240\slmult0 \u
p0 \expndtw0\charscalex100 \ul0\nosupersub\cf7\f8\fs20 We notice that 76% carry
a bachelor\u8217?s degree, followed by the middle diploma carriers which show th
at the \up0 \expndtw-3\charscalex100 highest percentage of the sample are univer
sity degrees carriers. \par\pard\ql \li1418\sb89\sl-230\slmult0 \up0 \expndtw-3\
charscalex100 4) Management Level \par\pard\ql \li1418\sb0\sl-230\slmult0 \par\p
ard\ql\li1418\sb180\sl-230\slmult0 \up0 \expndtw-2\charscalex100 Table 4. Result
s of the distribution of the sample individuals based on management level variab
le \par\pard\li2104\sb139\sl-184\slmult0\fi390\tx5595\tx8672 \up0 \expndtw-2\cha
rscalex100 \ul0\nosupersub\cf16\f17\fs16 Career Level\tab \up0 \expndtw-2\charsc
alex100 Frequency\tab \up0 \expndtw-2\charscalex100 Percentage\par\pard\li2104\s
b146\sl-184\slmult0\fi0\tx5880\tx8904 \up0 \expndtw-2\charscalex100 \ul0\nosuper
sub\cf13\f14\fs16 Executive Management\tab \up0 \expndtw-2\charscalex100 58\tab
\up0 \expndtw-2\charscalex100 58%\par\pard\li2104\sb136\sl-184\slmult0\fi88\tx58
80\tx8904 \up0 \expndtw-2\charscalex100 Middle Management\tab \up0 \expndtw-2\ch
arscalex100 35\tab \up0 \expndtw-2\charscalex100 35%\par\pard\li2104\sb135\sl-18
4\slmult0\fi98\tx5920\tx8944 \up0 \expndtw-2\charscalex100 Higher Management\tab
\up0 \expndtw-2\charscalex100 7\tab \up0 \expndtw-2\charscalex100 7%\par\pard\l
i2104\sb137\sl-184\slmult0\fi632\tx5839\tx8850 \up0 \expndtw-2\charscalex100 \ul
0\nosupersub\cf16\f17\fs16 Total\tab \up0 \expndtw-2\charscalex100 100\tab \up0
\expndtw-2\charscalex100 100%\par\pard\ql \li5863\sb0\sl-207\slmult0 \par\pard\q
l\li5863\sb0\sl-207\slmult0 \par\pard\ql\li5863\sb22\sl-207\slmult0 \up0 \expndt
w-2\charscalex100 \ul0\nosupersub\cf1\f2\fs18 64 \par\pard\sect\sectd\fs24\paper
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05040400010277000102031104052131061241510761711322328108144291a1b1c109233352f015
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5a636465666768696a737475767778797a82838485868788898a92939495969798999aa2a3a4a5a6
pard\qj \li1418\sb0\sl-240\slmult0 \par\pard\qj\li1418\ri1246\sb165\sl-240\slmul
t0 \up0 \expndtw0\charscalex110 \ul0\nosupersub\cf7\f8\fs20 We have noted that 5
8% of the sample is of the executive management level, followed by the middle \u
p0 \expndtw-3\charscalex100 management and then the higher one. \par\pard\ql \li
1418\sb89\sl-230\slmult0 \up0 \expndtw-3\charscalex100 5) Professional Experienc
e \par\pard\ql \li1418\sb0\sl-230\slmult0 \par\pard\ql\li1418\sb180\sl-230\slmul
t0 \up0 \expndtw-2\charscalex100 Table 5. Results of the sample distribution acc
ording to the experience variable \par\pard\li2288\sb149\sl-184\slmult0\fi213\tx
5638\tx8809 \up0 \expndtw-1\charscalex100 \ul0\nosupersub\cf16\f17\fs16 Experien
ce\tab \up0 \expndtw-1\charscalex100 Frequency\tab \up0 \expndtw-1\charscalex100
Percent\par\pard\li2288\sb146\sl-184\slmult0\fi80\tx5924\tx8926 \up0 \expndtw-1
\charscalex100 \ul0\nosupersub\cf13\f14\fs16 Less than 5 years\tab \up0 \expndtw
-1\charscalex100 33\tab \up0 \expndtw-1\charscalex100 33%\par\pard\li2288\sb135\
sl-184\slmult0\fi159\tx5923\tx8926 \up0 \expndtw-1\charscalex100 5 - 10 years\ta
b \up0 \expndtw-1\charscalex100 45\tab \up0 \expndtw-1\charscalex100 45%\par\par
d\li2288\sb137\sl-184\slmult0\fi80\tx5923\tx8926 \up0 \expndtw-1\charscalex100 1
1 - 15 years\tab \up0 \expndtw-1\charscalex100 16\tab \up0 \expndtw-1\charscalex
100 16%\par\pard\li2288\sb136\sl-184\slmult0\fi80\tx5963\tx8965 \up0 \expndtw-1\
charscalex100 16 - 20 years\tab \up0 \expndtw-1\charscalex100 6\tab \up0 \expndt
w-1\charscalex100 6%\par\pard\li2288\sb135\sl-184\slmult0\fi0\tx5975\tx9045 \up0
\expndtw-1\charscalex100 More than 20 years\tab \up0 \expndtw-1\charscalex100 \tab \up0 \expndtw-1\charscalex100 -\par\pard\li2288\sb137\sl-184\slmult0\fi371\
tx5882\tx8871 \up0 \expndtw-1\charscalex100 \ul0\nosupersub\cf16\f17\fs16 Total\
tab \up0 \expndtw-1\charscalex100 100\tab \up0 \expndtw-1\charscalex100 100%\par
\pard\qj \li1418\sb0\sl-240\slmult0 \par\pard\qj\li1418\ri1252\sb179\sl-240\slmu
lt0 \up0 \expndtw-3\charscalex100 \ul0\nosupersub\cf7\f8\fs20 We noted that 33%
of the sample have less than 5 years experience and 16% have between 11-15 years
, whereas \up0 \expndtw-3\charscalex100 45% have between 5-10 years and the rest
have more than 15 years of experience. \par\pard\ql \li1418\sb89\sl-230\slmult0
\up0 \expndtw-3\charscalex100 \ul0\nosupersub\cf10\f11\fs20 8. Study Results \p
ar\pard\ql \li1418\sb90\sl-230\slmult0 \up0 \expndtw-2\charscalex100 \ul0\nosupe
rsub\cf7\f8\fs20 The median and standard deviation for the answers was calculate
d as shown below: \par\pard\ql \li1418\sb0\sl-230\slmult0 \par\pard\ql\li1418\sb
180\sl-230\slmult0 \up0 \expndtw-3\charscalex100 Table 6. The median and standar
d deviation for the study \par\pard\li1526\sb131\sl-184\slmult0\fi0\tx7320\tx932
2 \up0 \expndtw-2\charscalex100 \ul0\nosupersub\cf16\f17\fs16 Paragraph\tab \up0
\expndtw-2\charscalex100 Standard Deviation\tab \up0 \expndtw-2\charscalex100 M
ean\par\pard\ql \li1526\sb133\sl-184\slmult0 \up0 \expndtw-3\charscalex100 Choic
e \par\pard\li1526\sb129\sl-184\slmult0\fi0\tx7320\tx9322 \up0 \expndtw-1\charsc
alex100 \ul0\nosupersub\cf13\f14\fs16 1.\ul0\nosupersub\cf17\f18\fs16 \ul0\nosu
persub\cf13\f14\fs16 The company uses internal hiring policy for people with e
ducational and\tab \up0 \expndtw-1\charscalex100 0.52522\tab \up0 \expndtw-1\cha
rscalex100 4.3700\par\pard\ql \li1810\sb43\sl-184\slmult0 \up0 \expndtw-3\charsc
alex100 professional competencies, in addition to developing unique efforts. \pa
r\pard\li1526\sb129\sl-184\slmult0\fi0\tx7320\tx9322 \up0 \expndtw-1\charscalex1

00 2.\ul0\nosupersub\cf17\f18\fs16 \ul0\nosupersub\cf13\f14\fs16 The company\
u8217?s policy embodies career security which deepens the loyalty spirit\tab \up
0 \expndtw-1\charscalex100 0.57525\tab \up0 \expndtw-1\charscalex100 4.1800\par\
pard\ql \li1810\sb43\sl-184\slmult0 \up0 \expndtw-3\charscalex100 amongst its em
ployees. \par\pard\li1526\sb129\sl-184\slmult0\fi0\tx7320\tx9323 \up0 \expndtw-1
\charscalex100 3.\ul0\nosupersub\cf17\f18\fs16 \ul0\nosupersub\cf13\f14\fs16
Creative experience is a key factor in hiring the company\u8217?s personnel.\tab
\up0 \expndtw-1\charscalex100 0.58913\tab \up0 \expndtw-1\charscalex100 4.4200\
par\pard\ql \li1526\sb123\sl-184\slmult0 \up0 \expndtw-3\charscalex100 \ul0\nosu
persub\cf16\f17\fs16 Attracting \par\pard\li1526\sb130\sl-184\slmult0\fi0\tx7320
\tx9322 \up0 \expndtw-1\charscalex100 \ul0\nosupersub\cf13\f14\fs16 4.\ul0\nosup
ersub\cf17\f18\fs16 \ul0\nosupersub\cf13\f14\fs16 The company is based on the
attempt on attracting and choosing human resources\tab \up0 \expndtw-1\charscal
ex100 0.63596\tab \up0 \expndtw-1\charscalex100 4.4100\par\pard\ql \li1810\sb42\
sl-184\slmult0 \up0 \expndtw-3\charscalex100 that are able to accomplish the com
pany\u8217?s goals \par\pard\li1526\sb130\sl-184\slmult0\fi0\tx7320\tx9322 \up0
\expndtw-1\charscalex100 5.\ul0\nosupersub\cf17\f18\fs16 \ul0\nosupersub\cf13\f
14\fs16 The company is based on following competent labor and it works on empl
oying\tab \up0 \expndtw-1\charscalex100 0.71661\tab \up0 \expndtw-1\charscalex10
0 4.5400\par\pard\li1526\sb46\sl-184\slmult0\fi284 \up0 \expndtw-1\charscalex100
such competencies.\par\pard\li1526\sb0\sl-184\slmult0\par\pard\li1526\sb22\sl-1
84\slmult0\fi0 \up0 \expndtw-1\charscalex100 \ul0\nosupersub\cf16\f17\fs16 Motiv
ation:\par\pard\li1526\sb126\sl-184\slmult0\fi0\tx7320\tx9322 \up0 \expndtw-1\ch
arscalex100 \ul0\nosupersub\cf13\f14\fs16 6.\ul0\nosupersub\cf17\f18\fs16 \ul0\
nosupersub\cf13\f14\fs16 The company adapts compensation policy based on that
pay is controlled by\tab \up0 \expndtw-1\charscalex100 0.64354\tab \up0 \expndtw
-1\charscalex100 4.1000\par\pard\li1526\sb46\sl-184\slmult0\fi284 \up0 \expndtw1\charscalex100 knowledge.\par\pard\li1526\sb126\sl-184\slmult0\fi0\tx7322\tx932
4 \up0 \expndtw-1\charscalex100 7.\ul0\nosupersub\cf17\f18\fs16 \ul0\nosupersub
\cf13\f14\fs16 The management is interested in offering creative employees fin
ancial incentives.\tab \up0 \expndtw-1\charscalex100 0.65713\tab \up0 \expndtw-1
\charscalex100 4.0500\par\pard\li1526\sb125\sl-184\slmult0\fi0\tx7320\tx9322 \up
0 \expndtw-1\charscalex100 8.\ul0\nosupersub\cf17\f18\fs16 \ul0\nosupersub\cf13
\f14\fs16 The company offers its personnel good financial incentives in line w
ith the\tab \up0 \expndtw-1\charscalex100 0.79258\tab \up0 \expndtw-1\charscalex
100 4.0900\par\pard\li1526\sb47\sl-184\slmult0\fi284 \up0 \expndtw-1\charscalex1
00 performance level.\par\pard\li1526\sb125\sl-184\slmult0\fi0 \up0 \expndtw-1\c
harscalex100 \ul0\nosupersub\cf16\f17\fs16 Training:\par\pard\li1526\sb127\sl-18
4\slmult0\fi0\tx7321\tx9323 \up0 \expndtw-1\charscalex100 \ul0\nosupersub\cf13\f
14\fs16 9.\ul0\nosupersub\cf17\f18\fs16 \ul0\nosupersub\cf13\f14\fs16 The com
pany encourages training methods that enhances self teaching.\tab \up0 \expndtw1\charscalex100 0.85257\tab \up0 \expndtw-1\charscalex100 3.9800\par\pard\li1526
\sb126\sl-184\slmult0\fi0\tx7321\tx9323 \up0 \expndtw-1\charscalex100 10.\ul0\no
supersub\cf17\f18\fs16 \ul0\nosupersub\cf13\f14\fs16 In general, the employees
are always ready for continuous learning.\tab \up0 \expndtw-1\charscalex100 0.78
650\tab \up0 \expndtw-1\charscalex100 4.2600\par\pard\li1526\sb125\sl-184\slmult
0\fi0\tx7320\tx9322 \up0 \expndtw-1\charscalex100 11.\ul0\nosupersub\cf17\f18\fs
16 \ul0\nosupersub\cf13\f14\fs16 The company adapts total quality management in
the training plans.\tab \up0 \expndtw-1\charscalex100 0.63532\tab \up0 \expndtw
-1\charscalex100 4.0200\par\pard\li1526\sb127\sl-184\slmult0\fi0\tx7320\tx9322 \
up0 \expndtw-1\charscalex100 12.\ul0\nosupersub\cf17\f18\fs16 \ul0\nosupersub\c
f13\f14\fs16 The training courses of the company has modern technology based on
self study\tab \up0 \expndtw-1\charscalex100 0.75371\tab \up0 \expndtw-1\charsca
lex100 4.2400\par\pard\ql \li1810\sb42\sl-184\slmult0 \up0 \expndtw-3\charscalex
100 electronic learning, \par\pard\li1526\sb130\sl-184\slmult0\fi0\tx7320\tx9322
\up0 \expndtw-1\charscalex100 13.\ul0\nosupersub\cf17\f18\fs16 \ul0\nosupersub
\cf13\f14\fs16 The training plans in the company are based on interaction betwee
n employees to\tab \up0 \expndtw-1\charscalex100 0.75338\tab \up0 \expndtw-1\cha
rscalex100 4.0900\par\pard\ql \li1810\sb42\sl-184\slmult0 \up0 \expndtw-3\charsc
alex100 enhance their knowledge. \par\pard\ql \li5863\sb0\sl-207\slmult0 \par\pa

rd\ql\li5863\sb0\sl-207\slmult0 \par\pard\ql\li5863\sb23\sl-207\slmult0 \up0 \ex
pndtw-2\charscalex100 \ul0\nosupersub\cf1\f2\fs18 65 \par\pard\sect\sectd\fs24\p
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{\shp
ffd8ffe000104a46494600010101006000600000ffdb004300010101010101010101010101010101
01010101010101010101010101010101010101010101010101010101010101010101010101010101
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0101010101010101010101010101010101010101010101010101010101010101010101010101ffc0
001108000a023e03012200021101031101ffc4001f00000105010101010101000000000000000001
02030405060708090a0bffc400b5100002010303020403050504040000017d010203000411051221
31410613516107227114328191a1082342b1c11552d1f02433627282090a161718191a2526272829
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0101010101010101010000000000000102030405060708090a0bffc400b511000201020404030407
05040400010277000102031104052131061241510761711322328108144291a1b1c109233352f015
6272d10a162434e125f11718191a262728292a35363738393a434445464748494a53545556575859
5a636465666768696a737475767778797a82838485868788898a92939495969798999aa2a3a4a5a6
pard\ql \li1526\sb0\sl-184\slmult0 \par\pard\ql\li1526\sb0\sl-184\slmult0 \par\p
ard\ql\li1526\sb83\sl-184\slmult0 \up0 \expndtw-2\charscalex100 \ul0\nosupersub\
cf16\f17\fs16 Appointing: \par\pard\li1526\sb139\sl-184\slmult0\fi0\tx7319\tx932
2 \up0 \expndtw-1\charscalex100 \ul0\nosupersub\cf13\f14\fs16 14.\ul0\nosupersub
\cf17\f18\fs16 \ul0\nosupersub\cf13\f14\fs16 Employees\u8217? appointment is ba
sed on experience and competencies that have a role\tab \up0 \expndtw-1\charscal
ex100 0.757120\tab \up0 \expndtw-1\charscalex100 4.0500\par\pard\ql \li1810\sb33
\sl-184\slmult0 \up0 \expndtw-3\charscalex100 in creating a competitive advantag
e. \par\pard\li1526\sb139\sl-184\slmult0\fi0\tx7319\tx9322 \up0 \expndtw-1\chars
calex100 15.\ul0\nosupersub\cf17\f18\fs16 \ul0\nosupersub\cf13\f14\fs16 Setting
employment policies that are related to the company\u8217?s goals has a role in
\tab \up0 \expndtw-1\charscalex100 0.645970\tab \up0 \expndtw-1\charscalex100 4.
3700\par\pard\ql \li1810\sb33\sl-184\slmult0 \up0 \expndtw-3\charscalex100 creat
ing a competitive advantage. \par\pard\li1526\sb139\sl-184\slmult0\fi0\tx7319\tx
9322 \up0 \expndtw-1\charscalex100 16.\ul0\nosupersub\cf17\f18\fs16 \ul0\nosupe
rsub\cf13\f14\fs16 Periodic studies related to hiring needs are undertaken by th
e company in order to\tab \up0 \expndtw-1\charscalex100 0.552220\tab \up0 \expnd
tw-1\charscalex100 4.0900\par\pard\ql \li1810\sb33\sl-184\slmult0 \up0 \expndtw3\charscalex100 fulfill these needs. \par\pard\ql \li1526\sb136\sl-184\slmult0 \
up0 \expndtw-3\charscalex100 \ul0\nosupersub\cf16\f17\fs16 Evaluation: \par\pard
\li1526\sb130\sl-184\slmult0\fi0\tx7319\tx9322 \up0 \expndtw-1\charscalex100 \ul
0\nosupersub\cf13\f14\fs16 17.\ul0\nosupersub\cf17\f18\fs16 \ul0\nosupersub\cf1
3\f14\fs16 Periodic evaluation for the personnel\u8217?s performance has a role
in obtaining a\tab \up0 \expndtw-1\charscalex100 0.701800\tab \up0 \expndtw-1\ch
arscalex100 4.1800\par\pard\ql \li1810\sb42\sl-184\slmult0 \up0 \expndtw-3\chars
calex100 competitive advantage. \par\pard\li1526\sb130\sl-184\slmult0\fi0\tx7319
\tx9322 \up0 \expndtw-1\charscalex100 18.\ul0\nosupersub\cf17\f18\fs16 \ul0\nos
upersub\cf13\f14\fs16 Advising the employees regarding the evaluation results ha
s a role in obtaining a\tab \up0 \expndtw-1\charscalex100 0.717110\tab \up0 \exp
ndtw-1\charscalex100 4.5300\par\pard\ql \li1810\sb42\sl-184\slmult0 \up0 \expndt
w-3\charscalex100 competitive advantage. \par\pard\li1526\sb130\sl-184\slmult0\f
i0\tx7319\tx9322 \up0 \expndtw-1\charscalex100 19.\ul0\nosupersub\cf17\f18\fs16

\ul0\nosupersub\cf13\f14\fs16 Linking the evaluation results to career progress
results has a role in obtaining a\tab \up0 \expndtw-1\charscalex100 0.705250\ta
b \up0 \expndtw-1\charscalex100 4.2600\par\pard\ql \li1810\sb42\sl-184\slmult0 \
up0 \expndtw-3\charscalex100 competitive advantage. \par\pard\li1526\sb130\sl-18
4\slmult0\fi0\tx7319\tx9322 \up0 \expndtw-1\charscalex100 20.\ul0\nosupersub\cf1
7\f18\fs16 \ul0\nosupersub\cf13\f14\fs16 Linking the evaluation with the perfor
mance and incentives has a role in obtaining\tab \up0 \expndtw-1\charscalex100 0
.720270\tab \up0 \expndtw-1\charscalex100 3.9200\par\pard\ql \li1810\sb42\sl-184
\slmult0 \up0 \expndtw-3\charscalex100 a competitive advantage. \par\pard\li1526
\sb130\sl-184\slmult0\fi0\tx7319\tx9322 \up0 \expndtw-1\charscalex100 21.\ul0\no
supersub\cf17\f18\fs16 \ul0\nosupersub\cf13\f14\fs16 Periodic performance evalu
ation based on supported foundations has a role in\tab \up0 \expndtw-1\charscale
x100 0.877270\tab \up0 \expndtw-1\charscalex100 3.9100\par\pard\ql \li1810\sb42\
sl-184\slmult0 \up0 \expndtw-3\charscalex100 obtaining a competitive advantage.
\par\pard\qj \li1526\ri5013\sb70\sl-240\slmult0\tx1810 \up0 \expndtw-2\charscale
x100 22.\ul0\nosupersub\cf17\f18\fs16 \ul0\nosupersub\cf13\f14\fs16 Setting and
executing an efficient increments system has a role in obtaining a \line\tab \u
p0 \expndtw-2\charscalex100 competitive advantage. \par\pard\li1526\sb121\sl-184
\slmult0\fi0\tx7319\tx9322 \up0 \expndtw0\charscalex100 23.Continuous improvemen
t for the increments system and benefits from time to time\tab \up0 \expndtw-1\c
harscalex100 0.851560\tab \up0 \expndtw-1\charscalex100 3.8900\par\pard\ql \li15
26\sb42\sl-184\slmult0 \up0 \expndtw-3\charscalex100 has a role in obtaining a c
ompetitive advantage. \par\pard\li1526\sb130\sl-184\slmult0\fi0\tx7319\tx9322 \u
p0 \expndtw0\charscalex104 24.Insuring the balance of the increments by periodic
studies system has a role in\tab \up0 \expndtw0\charscalex103 0.715980\tab \up0
\expndtw0\charscalex103 4.2500\par\pard\ql \li1526\sb42\sl-184\slmult0 \up0 \ex
pndtw-3\charscalex100 obtaining a competitive advantage. \par\pard\li1526\sb130\
sl-184\slmult0\fi0\tx7319\tx9322 \up0 \expndtw0\charscalex100 25.The employee\u8
217?s knowledge with the grounds of bonuses has a role in obtaining a\tab \up0 \
expndtw0\charscalex100 0.666670\tab \up0 \expndtw0\charscalex100 4.0000\par\pard
\ql \li1526\sb42\sl-184\slmult0 \up0 \expndtw-3\charscalex100 competitive advant
age. \par\pard\li1526\sb130\sl-184\slmult0\fi0\tx7319\tx9322 \up0 \expndtw0\char
scalex100 26.Promoting the employee based on fair foundations has a role in obta
ining a\tab \up0 \expndtw-1\charscalex100 0.683430\tab \up0 \expndtw-1\charscale
x100 4.2400\par\pard\li1526\sb45\sl-184\slmult0\fi0 \up0 \expndtw-1\charscalex10
0 competitive advantage\par\pard\li1526\sb127\sl-184\slmult0\fi0\tx7319\tx9322 \
up0 \expndtw0\charscalex100 27.Moral increments (letters of appreciation, moral
support.) have a role in obtaining a\tab \up0 \expndtw-1\charscalex100 0.763030\
tab \up0 \expndtw-1\charscalex100 4.0600\par\pard\li1526\sb45\sl-184\slmult0\fi0
\up0 \expndtw-1\charscalex100 competitive advantage.\par\pard\li1526\sb127\sl-1
84\slmult0\fi0 \up0 \expndtw-1\charscalex100 \ul0\nosupersub\cf16\f17\fs16 Compe
titive Advantage:\par\pard\li1526\sb126\sl-184\slmult0\fi0\tx7322\tx9324 \up0 \e
xpndtw-1\charscalex100 \ul0\nosupersub\cf13\f14\fs16 28.There is a noted increas
e in the company\u8217?s sales.\tab \up0 \expndtw-1\charscalex100 0.846860\tab \
up0 \expndtw-1\charscalex100 4.1000\par\pard\li1526\sb125\sl-184\slmult0\fi0\tx7
321\tx9323 \up0 \expndtw-1\charscalex100 29.The company\u8217?s market share is
growing\tab \up0 \expndtw-1\charscalex100 0.790350\tab \up0 \expndtw-1\charscale
x100 4.0400\par\pard\li1526\sb127\sl-184\slmult0\fi0\tx7320\tx9323 \up0 \expndtw
-1\charscalex100 30.The company is known for high quality products.\tab \up0 \ex
pndtw-1\charscalex100 0.694200\tab \up0 \expndtw-1\charscalex100 4.2700\par\pard
\li1526\sb126\sl-184\slmult0\fi0\tx7321\tx9323 \up0 \expndtw-1\charscalex100 31.
The company responds to the technological development.\tab \up0 \expndtw-1\chars
calex100 0.790030\tab \up0 \expndtw-1\charscalex100 4.1100\par\pard\qj \li1418\s
b0\sl-240\slmult0 \par\pard\qj\li1418\ri1241\sb176\sl-240\slmult0 \up0 \expndtw1\charscalex100 \ul0\nosupersub\cf7\f8\fs20 We notice that the sample\u8217?s or
ientations regarding the paragraphs above are positive since their mean value is
\up0 \expndtw-3\charscalex100 greater than the average measurement tool which i
s 3. \par\pard\ql \li1418\sb89\sl-230\slmult0 \up0 \expndtw-3\charscalex100 \ul0
\nosupersub\cf10\f11\fs20 9. Results\u8217? Discussion \par\pard\qj \li1418\ri12
35\sb82\sl-240\slmult0 \up0 \expndtw0\charscalex100 \ul0\nosupersub\cf7\f8\fs20

Results of statistical analysis of the data indicated that the sample companies
apply strategies to recruit staff \line \up0 \expndtw-2\charscalex100 based on m
ultiple sources and methods of recruitment, thereby, helping to attract the best
applicants, where the \line \up0 \expndtw-3\charscalex100 mean of using interna
l sources amounted to 4.37 and 4.42 for using external sources, and this means t
he prove of \line \up0 \expndtw0\charscalex100 the first hypothesis which is \u8
220?There is statistically significant relationship between recruitment strategy
and \line \up0 \expndtw-3\charscalex100 attracting best applicants\u8221?. Also
, the results showed that questions 14 and 15 where devoted to the importance of
\line \up0 \expndtw-3\charscalex100 skills, competencies and experience in orde
r to enable the staff to achieve competitive advantage, and this means \line \up
0 \expndtw-2\charscalex100 the prove of the second hypothesis which is \u8220?Th
ere is statistically relationship between the availability of talent, \line \up0
\expndtw-2\charscalex100 competencies and qualifications in the recruited emplo
yees and achieving competitive advantage\u8221?. \par\pard\qj \li1418\ri1247\sb8
0\sl-240\slmult0 \up0 \expndtw-3\charscalex100 In order to develop the employees
performance and behavior, most of the sample companies, engaged in training \li
ne \up0 \expndtw-3\charscalex100 as a tool for developing the performance and be
havior of the employees, where questions from No. 9 to No. 13 \par\pard\ql \li58
63\sb0\sl-207\slmult0 \par\pard\ql\li5863\sb181\sl-207\slmult0 \up0 \expndtw-2\c
harscalex100 \ul0\nosupersub\cf1\f2\fs18 66 \par\pard\sect\sectd\fs24\paperw1190
0\paperh16160{\shp
ffd8ffe000104a46494600010101006000600000ffdb004300010101010101010101010101010101
01010101010101010101010101010101010101010101010101010101010101010101010101010101
010101010101010101ffdb0043010101010101010101010101010101010101010101010101010101
0101010101010101010101010101010101010101010101010101010101010101010101010101ffc0
001108000a023e03012200021101031101ffc4001f00000105010101010101000000000000000001
02030405060708090a0bffc400b5100002010303020403050504040000017d010203000411051221
31410613516107227114328191a1082342b1c11552d1f02433627282090a161718191a2526272829
2a3435363738393a434445464748494a535455565758595a636465666768696a737475767778797a
0101010101010101010000000000000102030405060708090a0bffc400b511000201020404030407
05040400010277000102031104052131061241510761711322328108144291a1b1c109233352f015
6272d10a162434e125f11718191a262728292a35363738393a434445464748494a53545556575859
5a636465666768696a737475767778797a82838485868788898a92939495969798999aa2a3a4a5a6
\expndtw-2\charscalex100 \ul0\nosupersub\cf7\f8\fs20 where devoted to the train
ing activity. The mean for these questions amounted to 4.118 and standard deviat
ion of \par\pard\qj \li1418\ri1245\sb2\sl-240\slmult0 \up0 \expndtw0\charscalex1
00 0.757 which means approve the third hypothesis which is \u8220?There is stati
stically relationship between training \up0 \expndtw0\charscalex105 programs and
methods, and employee\u8217?s development to create competitive advantage\u8221
?. Also, the fourth \up0 \expndtw-3\charscalex100 hypothesis was in the case of
prove, where the lowest mean was for question No. 23 (3.89), which is greater th
an \up0 \expndtw-4\charscalex100 the average measurement tool which is 3. \par\p
ard\qj \li1418\ri1247\sb80\sl-240\slmult0 \up0 \expndtw-1\charscalex100 Therefor
e, we can say that organizations can achieve competitive advantage through the s
taff that are talented \up0 \expndtw-3\charscalex100 and have appropriate skills
and experiences. \par\pard\ql \li1418\sb89\sl-230\slmult0 \up0 \expndtw-3\chars
calex100 \ul0\nosupersub\cf10\f11\fs20 10. Recommendations \par\pard\qj \li1418\
ri1241\sb82\sl-240\slmult0 \up0 \expndtw-2\charscalex100 \ul0\nosupersub\cf7\f8\
fs20 The researchers present the following recommendations: companies must focus
on improving the methods used \up0 \expndtw0\charscalex100 by them to recruit c
andidates. And they have to stop using recruitment methods which allow intervent
ion of \up0 \expndtw-2\charscalex100 nepotism and cronyism in the employment pro
cess, such as newspaper advertising. Also, companies must view \up0 \expndtw-1\c
harscalex100 employees training as a way to enhance the employees\u8217? abiliti
es and improve performance and enable them to \up0 \expndtw-1\charscalex100 prov
ide new ideas that may differentiate their organization from rivals. \par\pard\q
l \li1418\sb89\sl-230\slmult0 \up0 \expndtw-3\charscalex100 \ul0\nosupersub\cf10
\f11\fs20 References \par\pard\qj \li1418\ri1236\sb82\sl-240\slmult0\tx1817 \up0

\expndtw0\charscalex106 \ul0\nosupersub\cf7\f8\fs20 Al Hamid, G. (2002). \ul0\n
osupersub\cf9\f10\fs20 The Impact of insentives on the Inhansement of the Perfor
mance of Employees in \line\tab \up0 \expndtw-2\charscalex100 Jordanian Public a
nd Private Hospitals. \ul0\nosupersub\cf7\f8\fs20 A Thesis for Master Degree, Al
nilein University, Sudan. \par\pard\qj \li1418\ri1240\sb80\sl-240\slmult0\tx1818
\up0 \expndtw-2\charscalex100 Al Shidi, M. B. Q. (2001). \ul0\nosupersub\cf9\f1
0\fs20 The Impact of Insentives of Job Satisfaction-Astudy on tendency of employ
ees in the \line\tab \up0 \expndtw-2\charscalex100 Aministrative Units in the Su
ltinate of Oman\ul0\nosupersub\cf7\f8\fs20 . Al Albeit University, Jordan. \par\
pard\ql \li1418\ri1251\sb80\sl-240\slmult0\tx1818\tx1818 \up0 \expndtw0\charscal
ex103 Al Suheimat, Y. (2002). \ul0\nosupersub\cf9\f10\fs20 The Efficiency of the
Insentives System of the Government and Private Sectors in \line\tab \up0 \expn
dtw-1\charscalex100 Jordan, The Status of Several Government and Private Organiz
ations in the Governerate of Karak for the \line\tab \up0 \expndtw-3\charscalex1
00 Period 1990-2000\ul0\nosupersub\cf7\f8\fs20 . B.H.D Thesis, Alsudan Universit
y for Science and Technology. \par\pard\qj \li1418\ri1251\sb80\sl-240\slmult0\tx
1818 \up0 \expndtw-2\charscalex100 Backhaus, K., & Tikoo, S. (2004). Conceptuali
zing and Researching, Employer Branding. \ul0\nosupersub\cf9\f10\fs20 Career Dev
elopment \line \tab \up0 \expndtw-2\charscalex100 International, 9\ul0\nosupersu
b\cf7\f8\fs20 (5), 501-517. {\field{\*\fldinst {HYPERLINK "http://dx.doi.org/10.
1108/13620430410550754/" }}{\fldrslt {\ul0\nosupersub\cf7\f8\fs20 http://dx.doi.
org/10.1108/13620430410550754}}} \par\pard\qj \li1418\ri1251\sb80\sl-240\slmult0
\tx1818 \up0 \expndtw0\charscalex100 \ul0\nosupersub\cf7\f8\fs20 Barber, A. (199
8). \ul0\nosupersub\cf9\f10\fs20 Recruiting Employees: Individual and Organizati
onal Perspectives. \ul0\nosupersub\cf7\f8\fs20 Thousand Oaks, CA: \line\tab \up0
\expndtw-2\charscalex100 Sage. \par\pard\ql \li1418\ri1219\sb80\sl-240\slmult0\
tx1818\tx1818 \up0 \expndtw0\charscalex100 Barney, J., & Wright, P. (1997). \ul0
\nosupersub\cf9\f10\fs20 On Becoming a Strategic Partner: The Role of Human Reso
urces in gaining \line \tab \up0 \expndtw-3\charscalex100 competitive Advantage.
\ul0\nosupersub\cf7\f8\fs20 Cornell University, Center for Advanced Human Resou
rce Studies. Retrieved from \line \tab \up0 \expndtw-3\charscalex100 {\field{\*\
fldinst {HYPERLINK "http://www.vocabulary.com/dictionary/talent./" }}{\fldrslt {
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016/j.ijresmar.2006.02.001}}} \par\pard\ql \li5863\sb0\sl-207\slmult0 \par\pard\
ql\li5863\sb0\sl-207\slmult0 \par\pard\ql\li5863\sb54\sl-207\slmult0 \up0 \expnd
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\expndtw-2\charscalex100 \ul0\nosupersub\cf7\f8\fs20 Noe, R. (2010). \ul0\nosup
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5th ed.). New York: Mc Graw-Hill. \par\pard\qj \li1418\ri1245\sb82\sl-240\slmult
0\tx1817 \up0 \expndtw0\charscalex103 Noe, R., Hollenbeck, J. R., Gerhart, B., &
Wright, P. M. (2008). \ul0\nosupersub\cf9\f10\fs20 Human Resource Management: G
aining a \line\tab \up0 \expndtw-3\charscalex100 Competitive Advantage.\ul0\nosu
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lt0 \up0 \expndtw-2\charscalex100 Robbins, S. P., & Coulter, M. K. (2005). \ul0\
nosupersub\cf9\f10\fs20 Management\ul0\nosupersub\cf7\f8\fs20 (8th ed.). Upper
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acting and Selecting: What Psychological Research Tells Us. \ul0\nosupersub\cf9\
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ul0\nosupersub\cf7\f8\fs20 (4), 305-318. {\field{\*\fldinst {HYPERLINK "http://
dx.doi.org/10.1002/hrm.20026/" }}{\fldrslt {\ul0\nosupersub\cf7\f8\fs20 http://d
x.doi.org/10.1002/hrm.20026}}} \par\pard\qj \li1418\ri1252\sb80\sl-240\slmult0\t
x1818 \up0 \expndtw0\charscalex100 \ul0\nosupersub\cf7\f8\fs20 Rynes, S. L., & B
arber, A. E. (1990). Applicant Attraction Strategies: An Organisational Perspect
ive. \ul0\nosupersub\cf9\f10\fs20 Academy \line\tab \up0 \expndtw-1\charscalex10
0 of Management Review, 15\ul0\nosupersub\cf7\f8\fs20 , 286-310. \par\pard\ql \l
i1418\ri1196\sb80\sl-240\slmult0\tx1818\tx1818 \up0 \expndtw0\charscalex106 Sack
ett, P. R., Schmitt, N., Ellingson, J. E., & Kabin, M. B. (2001). High Stakes Te
sting in Employment, \line \tab \up0 \expndtw-2\charscalex100 Credentialing, and
Higher Education: Prospects in a post-Affirmative Action World. \ul0\nosupersub
\cf9\f10\fs20 American Psychologist, \line \tab \up0 \expndtw-2\charscalex100 56
\ul0\nosupersub\cf7\f8\fs20 (4), 302-318. {\field{\*\fldinst {HYPERLINK "http://
dx.doi.org/10.1037/0003-066x.56.4.302/" }}{\fldrslt {\ul0\nosupersub\cf7\f8\fs20
http://dx.doi.org/10.1037/0003-066X.56.4.302}}} \par\pard\ql \li1418\ri1251\sb8
0\sl-240\slmult0\tx1818\tx1818 \up0 \expndtw-2\charscalex100 \ul0\nosupersub\cf7
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lex100 11\ul0\nosupersub\cf7\f8\fs20 (1), 41-56. \par\pard\qj \li1418\ri1252\sb8
0\sl-240\slmult0\tx1818 \up0 \expndtw0\charscalex104 Singh, P., & Finn, D. (2003
). The Effects of Information Technology on Recruitment. \ul0\nosupersub\cf9\f10
\fs20 Journal of Labour \line \tab \up0 \expndtw-4\charscalex100 Research, 24\ul
0\nosupersub\cf7\f8\fs20 (3), 395-408. {\field{\*\fldinst {HYPERLINK "http://dx.
doi.org/10.1007/s12122-003-1003-4/" }}{\fldrslt {\ul0\nosupersub\cf7\f8\fs20 htt
p://dx.doi.org/10.1007/s12122-003-1003-4}}} \par\pard\qj \li1418\ri1245\sb80\sl240\slmult0\tx1818 \up0 \expndtw-2\charscalex100 \ul0\nosupersub\cf7\f8\fs20 Tho
mpson, L., & Aspinwall, K. (2009). The Recruitment Value of Work/Life Benefits.
\ul0\nosupersub\cf9\f10\fs20 Personnel Review, 38\ul0\nosupersub\cf7\f8\fs20 (2)
, \line \tab \up0 \expndtw-4\charscalex100 195-210. {\field{\*\fldinst {HYPERLIN
K "http://dx.doi.org/10.1108/00483480910931343/" }}{\fldrslt {\ul0\nosupersub\cf
7\f8\fs20 http://dx.doi.org/10.1108/00483480910931343}}} \par\pard\qj \li1418\ri
1250\sb80\sl-240\slmult0\tx1818 \up0 \expndtw0\charscalex100 \ul0\nosupersub\cf7
\f8\fs20 Tipper, T. (2004). How to increase diversity through your recruitment p
ractices. Industrial and Commercial \line \tab \up0 \expndtw-4\charscalex100 Tra
ining , \ul0\nosupersub\cf9\f10\fs20 35\ul0\nosupersub\cf7\f8\fs20 (4), 158-161.
{\field{\*\fldinst {HYPERLINK "http://dx.doi.org/10.1108/00197850410542392/" }}
{\fldrslt {\ul0\nosupersub\cf7\f8\fs20 http://dx.doi.org/10.1108/001978504105423
92}}} \par\pard\qj \li1418\ri1249\sb80\sl-240\slmult0\tx1818 \up0 \expndtw-1\cha
rscalex100 \ul0\nosupersub\cf7\f8\fs20 Torrington, D., Hall, L., & Taylor, S. (2
009). \ul0\nosupersub\cf9\f10\fs20 Fundamentals of Human Resource Management\ul0
\nosupersub\cf7\f8\fs20 (illustrated ed.). \line\tab \up0 \expndtw-2\charscalex
100 Harlow: Prentice Hall. \par\pard\qj \li1418\ri1253\sb80\sl-240\slmult0\tx181
8 \up0 \expndtw0\charscalex100 Townsend, K. (2007). Recruitment, Training and Tu
rnover: Another Call Center paradox. \ul0\nosupersub\cf9\f10\fs20 Personnel Revi
ew, \line \tab \up0 \expndtw-4\charscalex100 36\ul0\nosupersub\cf7\f8\fs20 (3),
476-490. {\field{\*\fldinst {HYPERLINK "http://dx.doi.org/10.1108/00483480710731
383/" }}{\fldrslt {\ul0\nosupersub\cf7\f8\fs20 http://dx.doi.org/10.1108/0048348
0710731383}}} \par\pard\ql \li1418\sb89\sl-230\slmult0 \up0 \expndtw-2\charscale
x100 \ul0\nosupersub\cf7\f8\fs20 Wanous, J. (1992). \ul0\nosupersub\cf9\f10\fs20
Organisational Entry.\ul0\nosupersub\cf7\f8\fs20 Reading, Massachusetts: Addis
on-Wesley Publishing Company. \par\pard\qj \li1418\ri1252\sb82\sl-240\slmult0\tx
1818 \up0 \expndtw0\charscalex100 Zottoli, M. A., & Wanous, J. P. (2000). Recrui
tment Source Research: Current Status and Future Directions. \line \tab \up0 \ex
pndtw-3\charscalex100 \ul0\nosupersub\cf9\f10\fs20 Human Resource Management Rev
iew, 10\ul0\nosupersub\cf7\f8\fs20 (4), 353-382. {\field{\*\fldinst {HYPERLINK "
http://dx.doi.org/10.1016/s1053-4822(00/" }}{\fldrslt {\ul0\nosupersub\cf7\f8\fs
20 http://dx.doi.org/10.1016/S1053-4822(00}}}\ul0\nosupersub\cf7\f8\fs20 )000322 \par\pard\ql \li1418\sb0\sl-230\slmult0 \par\pard\ql\li1418\sb179\sl-230\slmul
t0 \up0 \expndtw-3\charscalex100 \ul0\nosupersub\cf10\f11\fs20 Appendix A. \par\
pard\ql \li4932\sb90\sl-230\slmult0 \up0 \expndtw-3\charscalex100 Research Quest
ionnaire \par\pard\qj \li1418\ri5820\sb16\sl-320\slmult0 \up0 \expndtw-3\charsca
lex100 Part One: Demographic and Career Characteristics: \up0 \expndtw-3\charsca
lex100 Please put (\ul0\nosupersub\cf18\f19\fs20 \u-4016?\ul0\nosupersub\cf10\f1
1\fs20 ) where applicable: \par\pard\li1418\sb85\sl-230\slmult0\fi0\tx3098\tx519
8 \up0 \expndtw-2\charscalex100 Gender:\tab \up0 \expndtw-2\charscalex100 \ul0\n
osupersub\cf18\f19\fs20 \u-3933?\ul0\nosupersub\cf7\f8\fs20 Male\tab \up0 \expn
dtw-2\charscalex100 \ul0\nosupersub\cf18\f19\fs20 \u-3933?\ul0\nosupersub\cf7\f8
\fs20 Female\par\pard\li1418\sb91\sl-230\slmult0\fi0\tx3098\tx5198 \up0 \expndtw
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an 25\tab \up0 \expndtw-2\charscalex100 \ul0\nosupersub\cf18\f19\fs20 \u-3933?\u
l0\nosupersub\cf7\f8\fs20 25 - 34 years\par\pard\li1418\sb90\sl-230\slmult0\fi1
680\tx5618 \up0 \expndtw-2\charscalex100 \ul0\nosupersub\cf18\f19\fs20 \u-3933?\
ul0\nosupersub\cf7\f8\fs20 35 - 44 years\tab \up0 \expndtw-2\charscalex100 \ul0
\nosupersub\cf18\f19\fs20 \u-3933?\ul0\nosupersub\cf7\f8\fs20 45 and more\par\p
ard\li1418\sb89\sl-230\slmult0\fi0\tx3938\tx6458 \up0 \expndtw-2\charscalex100 \
ul0\nosupersub\cf10\f11\fs20 Educational Qualification:\tab \up0 \expndtw-2\char

scalex100 \ul0\nosupersub\cf18\f19\fs20 \u-3933?\ul0\nosupersub\cf7\f8\fs20 Hig
h School or less\tab \up0 \expndtw-2\charscalex100 \ul0\nosupersub\cf18\f19\fs20
\u-3933?\ul0\nosupersub\cf7\f8\fs20 Middle Diploma\par\pard\li1418\sb91\sl-230
\slmult0\fi1680\tx5618 \up0 \expndtw-2\charscalex100 \ul0\nosupersub\cf18\f19\fs
20 \u-3933?\ul0\nosupersub\cf7\f8\fs20 Bachelors Degree (Bs)\tab \up0 \expndtw2\charscalex100 \ul0\nosupersub\cf18\f19\fs20 \u-3933?\ul0\nosupersub\cf7\f8\fs2
0 Higher Education\par\pard\li1418\sb90\sl-230\slmult0\fi0\tx3938\tx6458 \up0 \
expndtw-2\charscalex100 \ul0\nosupersub\cf10\f11\fs20 Management Level:\tab \up0
\expndtw-2\charscalex100 \ul0\nosupersub\cf18\f19\fs20 \u-3933?\ul0\nosupersub\
cf7\f8\fs20 Higher Management\tab \up0 \expndtw-2\charscalex100 \ul0\nosupersub\
cf18\f19\fs20 \u-3933?\ul0\nosupersub\cf7\f8\fs20 Middle Management\par\pard\li1
418\sb89\sl-230\slmult0\fi1680 \up0 \expndtw-2\charscalex100 \ul0\nosupersub\cf1
8\f19\fs20 \u-3933?\ul0\nosupersub\cf7\f8\fs20 Executive Management\par\pard\li1
418\sb91\sl-230\slmult0\fi0\tx3938\tx6458 \up0 \expndtw-2\charscalex100 \ul0\nos
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\ul0\nosupersub\cf18\f19\fs20 \u-3933?\ul0\nosupersub\cf7\f8\fs20 Less than 5
years\tab \up0 \expndtw-2\charscalex100 \ul0\nosupersub\cf18\f19\fs20 \u-3933?\u
l0\nosupersub\cf7\f8\fs20 5 - 10 years\par\pard\li1418\sb90\sl-230\slmult0\fi16
80\tx5618 \up0 \expndtw-2\charscalex100 \ul0\nosupersub\cf18\f19\fs20 \u-3933?\u
l0\nosupersub\cf7\f8\fs20 11 - 15 years\tab \up0 \expndtw-2\charscalex100 \ul0\
nosupersub\cf18\f19\fs20 \u-3933?\ul0\nosupersub\cf7\f8\fs20 16 - 20 years\par\
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pard\li1418\sb0\sl-230\slmult0\par\pard\li1418\sb194\sl-230\slmult0\fi0 \up0 \ex
pndtw-2\charscalex100 \ul0\nosupersub\cf10\f11\fs20 Part two: Please put () in th
e box of the closest answer in your entity:\par\pard\li1418\sb179\sl-230\slmult0
\fi108\tx5779\tx6770\tx7622\tx8613\tx9605 \up0 \expndtw-3\charscalex100 Paragrap
h\tab \up0 \expndtw-3\charscalex100 Strongly\tab \up0 \expndtw-3\charscalex100 A
gree\tab \up0 \expndtw-3\charscalex100 Neutral\tab \up0 \expndtw-3\charscalex100
Disagree\tab \up0 \expndtw-3\charscalex100 Strongly\par\pard\li1418\sb41\sl-241
\slmult0\fi4360\tx9605 \up3 \expndtw-3\charscalex100 Agree\tab \dn4 \expndtw-2\c
harscalex100 Disagree\par\pard\ql \li1526\sb129\sl-230\slmult0 \up0 \expndtw-3\c
harscalex100 Choice \par\pard\ql \li1526\ri6414\sb182\sl-240\slmult0\tx1810\tx18
10\tx1810 \up0 \expndtw-3\charscalex100 \ul0\nosupersub\cf7\f8\fs20 1-\ul0\nosup
ersub\cf8\f9\fs20 \ul0\nosupersub\cf7\f8\fs20 The company uses internal hiring
policy for \line\tab \up0 \expndtw-3\charscalex100 people with educational and p
rofessional \line\tab \up0 \expndtw-3\charscalex100 competencies, in addition to
developing \line\tab \up0 \expndtw-3\charscalex100 unique efforts. \par\pard\ql
\li1526\ri6697\sb240\sl-240\slmult0\tx1810\tx1810 \up0 \expndtw-3\charscalex100
2-\ul0\nosupersub\cf8\f9\fs20 \ul0\nosupersub\cf7\f8\fs20 The company\u8217?s
policy embodies career \line\tab \up0 \expndtw-3\charscalex100 security which de
epens the loyalty spirit \line\tab \up0 \expndtw-3\charscalex100 amongst its emp
loyees. \par\pard\qj \li1526\ri6421\sb120\sl-240\slmult0\tx1810 \up0 \expndtw-3\
charscalex100 3-\ul0\nosupersub\cf8\f9\fs20 \ul0\nosupersub\cf7\f8\fs20 Creativ
e experience is a key factor in hiring \line\tab \up0 \expndtw-3\charscalex100 t
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ql\li1526\sb39\sl-230\slmult0 \up0 \expndtw-3\charscalex100 \ul0\nosupersub\cf10
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harscalex100 \ul0\nosupersub\cf7\f8\fs20 4-\ul0\nosupersub\cf8\f9\fs20 \ul0\nos
upersub\cf7\f8\fs20 The company is based on the attempt on \par\pard\qj \li1810\
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human resources that \line \up0 \expndtw-3\charscalex100 are able to accomplish
the company\u8217?s goals \par\pard\ql \li1526\ri6182\sb120\sl-240\slmult0\tx181
0\tx1810 \up0 \expndtw-3\charscalex100 5-\ul0\nosupersub\cf8\f9\fs20 \ul0\nosup
ersub\cf7\f8\fs20 The company is based on following competent \line\tab \up0 \ex
pndtw-3\charscalex100 labor and it works on employing such \line \tab \up0 \expn
dtw-3\charscalex100 competencies. \par\pard\ql \li1526\sb0\sl-230\slmult0 \par\p
ard\ql\li1526\sb139\sl-230\slmult0 \up0 \expndtw-3\charscalex100 \ul0\nosupersub
\cf10\f11\fs20 Motivation: \par\pard\ql \li1526\sb150\sl-230\slmult0 \up0 \expnd
tw-3\charscalex100 \ul0\nosupersub\cf7\f8\fs20 6-\ul0\nosupersub\cf8\f9\fs20 \u
l0\nosupersub\cf7\f8\fs20 The company adapts compensation policy \par\pard\ql \l
i1810\sb10\sl-230\slmult0 \up0 \expndtw-3\charscalex100 based on that pay is con
trolled by knowledge. \par\pard\qj \li1526\ri6629\sb82\sl-240\slmult0\tx1810 \up
0 \expndtw-3\charscalex100 7-\ul0\nosupersub\cf8\f9\fs20 \ul0\nosupersub\cf7\f8
\fs20 The management is interested in offering \line\tab \up0 \expndtw-3\charsca

lex100 creative employees financial incentives. \par\pard\ql \li1526\ri6800\sb10
0\sl-240\slmult0\tx1810\tx1810 \up0 \expndtw-3\charscalex100 8-\ul0\nosupersub\c
f8\f9\fs20 \ul0\nosupersub\cf7\f8\fs20 The company offers its personnel good \l
ine\tab \up0 \expndtw-2\charscalex100 financial incentives in line with the \lin
e\tab \up0 \expndtw-2\charscalex100 performance level. \par\pard\ql \li1526\sb0\
sl-230\slmult0 \par\pard\ql\li1526\sb139\sl-230\slmult0 \up0 \expndtw-3\charscal
ex100 \ul0\nosupersub\cf10\f11\fs20 Training: \par\pard\qj \li1526\ri6485\sb202\
sl-240\slmult0\tx1810 \up0 \expndtw-3\charscalex100 \ul0\nosupersub\cf7\f8\fs20
9-\ul0\nosupersub\cf8\f9\fs20 \ul0\nosupersub\cf7\f8\fs20 The company encourage
s training methods \line\tab \up0 \expndtw-3\charscalex100 that enhances self te
aching. \par\pard\qj \li1526\ri6153\sb120\sl-240\slmult0\tx1810 \up0 \expndtw-3\
charscalex100 10-\ul0\nosupersub\cf8\f9\fs20 \ul0\nosupersub\cf7\f8\fs20 In gen
eral, the employees are always ready for \line\tab \up0 \expndtw-3\charscalex100
continuous learning. \par\pard\qj \li1526\ri6147\sb80\sl-240\slmult0\tx1810 \up
0 \expndtw-3\charscalex100 11-\ul0\nosupersub\cf8\f9\fs20 \ul0\nosupersub\cf7\f
8\fs20 The company adapts total quality management \line\tab \up0 \expndtw-3\cha
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0\tx1810\tx1810 \up0 \expndtw-3\charscalex100 12-\ul0\nosupersub\cf8\f9\fs20 \u
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ance \line\tab \up0 \expndtw-3\charscalex100 their knowledge. \par\pard\ql \li58
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ard\ql\li1526\sb53\sl-230\slmult0 \up0 \expndtw-3\charscalex100 \ul0\nosupersub\
cf10\f11\fs20 Appointing: \par\pard\ql \li1526\sb210\sl-230\slmult0 \up0 \expndt
w-4\charscalex100 \ul0\nosupersub\cf7\f8\fs20 14-\ul0\nosupersub\cf8\f9\fs20 \u
l0\nosupersub\cf7\f8\fs20 Employees\u8217? appointment is based on \par\pard\qj
\li1810\ri6303\sb2\sl-240\slmult0 \up0 \expndtw-3\charscalex100 experience and c
ompetencies that have a role \up0 \expndtw-3\charscalex100 in creating a competi
tive advantage. \par\pard\ql \li1526\ri6152\sb80\sl-240\slmult0\tx1810\tx1810 \u
p0 \expndtw-3\charscalex100 15-\ul0\nosupersub\cf8\f9\fs20 \ul0\nosupersub\cf7\
f8\fs20 Setting employment policies that are related to \line\tab \up0 \expndtw3\charscalex100 the company\u8217?s goals has a role in creating a \line\tab \up
0 \expndtw-3\charscalex100 competitive advantage. \par\pard\ql \li1526\sb89\sl-2
30\slmult0 \up0 \expndtw-3\charscalex100 16-\ul0\nosupersub\cf8\f9\fs20 \ul0\no
supersub\cf7\f8\fs20 Periodic studies related to hiring needs are \par\pard\qj \
li1810\ri6319\sb2\sl-240\slmult0 \up0 \expndtw-3\charscalex100 undertaken by the
company in order to fulfill \up0 \expndtw-3\charscalex100 these needs. \par\par
d\ql \li1526\sb0\sl-230\slmult0 \par\pard\ql\li1526\sb79\sl-230\slmult0 \up0 \ex
pndtw-3\charscalex100 \ul0\nosupersub\cf10\f11\fs20 Evaluation: \par\pard\ql \li
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0\nosupersub\cf7\f8\fs20 17-\ul0\nosupersub\cf8\f9\fs20 \ul0\nosupersub\cf7\f8\
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rscalex100 performance has a role in obtaining a \line\tab \up0 \expndtw-3\chars
calex100 competitive advantage. \par\pard\ql \li1526\sb89\sl-230\slmult0 \up0 \e
xpndtw-3\charscalex100 18-\ul0\nosupersub\cf8\f9\fs20 \ul0\nosupersub\cf7\f8\fs
20 Advising the employees regarding the \par\pard\qj \li1810\ri6552\sb2\sl-240\s
lmult0 \up0 \expndtw-3\charscalex100 evaluation results has a role in obtaining
a \up0 \expndtw-3\charscalex100 competitive advantage. \par\pard\ql \li1526\ri66
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ersub\cf8\f9\fs20 \ul0\nosupersub\cf7\f8\fs20 Linking the evaluation results to
career \line\tab \up0 \expndtw-3\charscalex100 progress results has a role in o
btaining a \line\tab \up0 \expndtw-3\charscalex100 competitive advantage. \par\p
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ex100 20-\ul0\nosupersub\cf8\f9\fs20 \ul0\nosupersub\cf7\f8\fs20 Linking the ev
aluation with the performance \line\tab \up0 \expndtw-3\charscalex100 and incent
ives has a role in obtaining a \line \tab \up0 \expndtw-3\charscalex100 competit
ive advantage. \par\pard\ql \li1526\sb89\sl-230\slmult0 \up0 \expndtw-3\charscal
ex100 21-\ul0\nosupersub\cf8\f9\fs20 \ul0\nosupersub\cf7\f8\fs20 Periodic perfo
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expndtw-3\charscalex100 supported foundations has a role in obtaining a \up0 \ex
pndtw-3\charscalex100 competitive advantage. \par\pard\ql \li1526\sb0\sl-230\slm
ult0 \par\pard\ql\li1526\sb179\sl-230\slmult0 \up0 \expndtw-3\charscalex100 \ul0
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\ul0\nosupersub\cf7\f8\fs20 22-\ul0\nosupersub\cf8\f9\fs20 \ul0\nosupersub\cf7

\f8\fs20 Setting and executing an efficient increments \line\tab \up0 \expndtw-3
\charscalex100 system has a role in obtaining a competitive \line\tab \up0 \expn
dtw-3\charscalex100 advantage. \par\pard\ql \li1526\ri6341\sb80\sl-240\slmult0\t
x1810\tx1810 \up0 \expndtw-3\charscalex100 23-\ul0\nosupersub\cf8\f9\fs20 \ul0\
nosupersub\cf7\f8\fs20 Continuous improvement for the increments \line\tab \up0
\expndtw-3\charscalex100 system and benefits from time to time has a \line\tab \
up0 \expndtw-3\charscalex100 role in obtaining a competitive advantage. \par\par
d\ql \li1526\sb89\sl-230\slmult0 \up0 \expndtw-3\charscalex100 24-\ul0\nosupersu
b\cf8\f9\fs20 \ul0\nosupersub\cf7\f8\fs20 Insuring the balance of the increment
s by \par\pard\qj \li1810\ri6229\sb2\sl-240\slmult0 \up0 \expndtw-3\charscalex10
0 periodic studies system has a role in obtaining \up0 \expndtw-3\charscalex100
a competitive advantage. \par\pard\qj \li1526\ri6280\sb80\sl-240\slmult0\tx1810
\up0 \expndtw-3\charscalex100 25-\ul0\nosupersub\cf8\f9\fs20 \ul0\nosupersub\cf
7\f8\fs20 The employee\u8217?s knowledge with the grounds \line\tab \up0 \expndt
w-3\charscalex100 of bonuses has a role in obtaining a \par\pard\ql \li1810\sb9\
sl-230\slmult0 \up0 \expndtw-3\charscalex100 competitive advantage. \par\pard\ql
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ee based on fair \line\tab \up0 \expndtw-3\charscalex100 foundations has a role
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r\pard\ql \li1526\ri6559\sb80\sl-240\slmult0\tx1810\tx1810 \up0 \expndtw-3\chars
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pport.) have a role in obtaining a \line\tab \up0 \expndtw-3\charscalex100 compe
titive advantage. \par\pard\ql \li5863\sb0\sl-207\slmult0 \par\pard\ql\li5863\sb
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{\rtf1{\fonttbl

{\f2 Times New Roman;}

mult0 \up0 \expndtw-3\charscalex100 1 \ul0\nosupersub\cf3\f4\fs20 King Saud Univ

t can help organizations \line \up0 \expndtw-2\charscalex100 to achieve their st

significant relationship between the incentives \line\tab \up0 \expndtw-1\chars

ganization of a human element which is capable of managing and investing these r

rs have developed the concept of the recruitment process to one of an organizati

l0\nosupersub\cf13\f14\fs16 Time frame for filling positions.\tab \up0 \expndtw

otential \line \up0 \expndtw-2\charscalex100 employees, and other relevant stake

ber, 1998). \par\pard\ql \li1418\sb89\sl-230\slmult0 \up0 \expndtw-3\charscalex1

alex100 \ul0\nosupersub\cf9\f10\fs20 6.1 Study by (Al Hamed, 2002) \par\pard\qj

www.ccsenet.org/ibr/" }}{\fldrslt {\ul0\nosupersub\cf1\f2\fs18 www.ccsenet.org/i

e \up0 \expndtw0\charscalex100 private sector, to include a flexible and compreh

nal Business Research\tab \up0 \expndtw-3\charscalex100 Vol. 7, No. 4; 2014\par\

{\sp{\sn fBehindDocument}{\sv 1}}

r\pard\li1526\sb129\sl-184\slmult0\fi0\tx7320\tx9322 \up0 \expndtw-1\charscalex1

alex100 enhance their knowledge. \par\pard\ql \li5863\sb0\sl-207\slmult0 \par\pa

i0\tx7319\tx9322 \up0 \expndtw-1\charscalex100 19.\ul0\nosupersub\cf17\f18\fs16

35\sb82\sl-240\slmult0 \up0 \expndtw0\charscalex100 \ul0\nosupersub\cf7\f8\fs20

\f11\fs20 References \par\pard\qj \li1418\ri1236\sb82\sl-240\slmult0\tx1817 \up0

s in Workers, Work, and Organisations. In D. R. Ilgen, U. W. Borman, & R. J. \li

-Industry Wage Structure. \ul0\nosupersub\cf9\f10\fs20 Journal of Economic Liter

002}}} \par\pard\qj \li1418\ri1243\sb82\sl-240\slmult0\tx1817 \up0 \expndtw0\cha

anisational Recruitment Sources. \ul0\nosupersub\cf9\f10\fs20 Journal of the Aus

ul0\nosupersub\cf10\f11\fs20 Educational Qualification:\tab \up0 \expndtw-2\char

\fs20 The management is interested in offering \line\tab \up0 \expndtw-3\charsca

\ul0\nosupersub\cf7\f8\fs20 22-\ul0\nosupersub\cf8\f9\fs20 \ul0\nosupersub\cf7

-207\slmult0 \par\pard\ql\li5863\sb21\sl-207\slmult0 \up0 \expndtw-2\charscalex1

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