The Impact of Human Resources Management System No. (33) Of the Year (2024) on the Performance of Public Sector Employees in Jordan

Abstract

This study aims to examine the impact of Human Resource Management System No. (33) Of 2024 on the performance of public sector employees in Jordan. It also seeks to explore the perspectives of senior management, as they are key decision-makers and direct supervisors of the system's implementation within public sector institutions In light of significant developments; employee performance has become one of the most influential factors in achieving institutional goals and enhancing operational effectiveness. In practice, Jordan's public sector exhibits noticeable discrepancies in employee performance levels. This is attributed to a set of organizational and administrative challenges, most notably the weakness of adopted evaluation systems, inadequacies in training programs, low motivation levels, and the absence of a clear link between individual performance and institutional strategic goals. The study employed a descriptive analytical methodology through the design of a questionnaire to collect data on the study variables. The questionnaire was distributed to a sample of (235) directors. Data were analyzed using appropriate statistical methods.  The results indicated a statistically significant impact of the Human Resource Management System and its dimensions (recruitment, selection, training and development, performance appraisal) on employee performance in the Jordanian public sector. The study recommended that government institutions design specialized training programs aligned with administrative and technological advancements, and that they monitor the impact of these programs on improving job performance.