Abstract:
The study aimed to investigate the impact of implementing ISO standards related to human resources on the performance of companies in the food industry sector in the Hebron Governorate. To achieve the study's objectives, a correlational descriptive methodology was employed. The study population consisted of administrative employees from five food manufacturing companies in the Hebron Governorate, totaling 182 workers. The sample size was 125 respondents, selected using the simple random sampling method.
The most important findings reached by the researcher revealed a positive correlation between ISO human resources requirements and all dimensions of company performance. The level of implementation of ISO human resources requirements was found to be high, with a mean score of (4.04), and the performance level of food industry companies in the Hebron Governorate was also high, with a mean score of (4.11). Additionally, the study results showed no statistically significant differences regarding ISO human resources requirements and company performance attributable to demographic variables such as the age of the company, the company’s capital, the number of employees, educational qualifications, or years of experience.
In light of the findings, the researcher presented several recommendations, the most important of which were enhancing the requirements for obtaining ISO workforce planning by utilizing accurate data in analyzing human resources needs through the application of advanced analytical tools and ensuring effective employee training in their use. Efforts should also be made to allocate a budget for purchasing or developing these tools in accordance with the size and needs of the company. Furthermore, enhancing the requirements for obtaining ISO recruitment can be achieved by developing a more systematic and effective process for qualifying and training interview committees to ensure the quality of recruitment operations through the design of a comprehensive training program that covers interview skills, such as competency assessment and dialogue management.
