HR Training and Development Strategy and Its role in Achieving the Competitive Advantage of Business Organizations. ( Zain ) and(Asia) For Telecom as models

Abstract

The study aims to adopt a training and development strategy, as an effective strategy in achieving competitive advantage in the Iraqi communications sector. To achieve the objectives of the study, the researcher prepared a questionnaire to collect primary information from the study sample, which consisted of (23) items. In light of this, data was collected and analyzed and hypotheses tested using Statistical Package of Social Sciences (SPSS). The sample of the study consisted of 70 managers and heads of departments working in the companies of (ZEN) and (Asiacell). After conducting the descriptive analysis of the study and the regression analysis of the study hypotheses, the study reached a number of results, the most important of which was the statistically signifcant relationship to the training and development strategy in achieving the competitive advantage. The study recommends the need to pay attention to the training and development strategy due to its signifcance in the current work environment, which is characterized by competitiveness and change, as well as avoiding the selection of individuals by companies on the basis of favoritism or personal characteristics in the training and development process. مخلص انكليزي This study aimed to determine the impact of Attractive competencies strategies on the performance of cmployees on Iraqi commercial banks, which included the study population all Kuwaiti banks listed on the Kuwait Financial, shares of nine banks, while the study sample of (9) responsive. has adopted a researcher on exporters Presidents of data collection are the primary data and secondary data. Hypotheses were tested using simple linear regression analysis and multi. The study concluded that there is a statistically signifcant effect of the dimensions of the process of attracting qualifed senior management of (b determine plans to attract senior management competencies, and know edge sources to attract qualifed senior management) on the performance of employees in commercial banks. And in the light of the results of the study made a number of recommendations including: pay attention to the development of the capacity of managers in the feld to attract qualifed senior management in banks surveyed by preparing training programs and use of experts and consultants in the feld of attracting talent. And to build on the foundations of the process and objectivity in determining the quality of the Supreme Administrative effciencies and suitability to the circumstances, and when depolarized in the banks surveyed, which positively affect the performance of the employees.