دور الاستثمار في راس المال البشري في تحقيق الميزة التنافسية

Abstract

This study aimed to find out the role that Human Capital Investment plays in achieving Competitive Advantage, Case study of Algeria Telecom in Laghouat. This study was conducted on a sample of 107 Responsible of the organization under study, When distributing the questionnaire, 71 forms were retrieved, of which 04 invalid ones were excluded, 67 valid forms were accepted to analyze the results. The questionnaire consisted of two parts. The first contains the personal data of the study sample members. The second part included two axes. The first is the independent variable “Human Capital Investment” It was measured through two dimensions: the first dimension, “Human Resource Development,” which includes two dimensions (Career Path Development and Training and Human Resource Development), the second dimension “Learning Organization” and includes six dimensions (Creating Continuous Learning Opportunities, Encouraging Dialogue and Inquiry, Encouraging Cooperation and Collective Learning, Developing systems for possessing and sharing the learning process, to Enable Employees to achieve a common Vision and Provide Strategic Leadership for Learning.). The second axis relates to the dependent variable "Competitive Advantage" and it was measured through three dimensions (Creativity and Competitive Innovation, Quality, Flexibility), The results of the questionnaire were analyzed by SPSS v.19. This study concluded with a set of results, the most important of which is that there is a strong direct correlation with statistical significance between Human Capital Investment through (Human Resources Development and the Learning Organization) and Competitive Advantage, and there is a statistically significant effect of Human Capital Investment through (Human Resources Development and Learning Organization) in Competitive Advantage of organization under study, also there are no statistically significant differences for the study sample individuals Answers about the level of both Human Capital Investment and Competitive Advantage due to all or one of the demographic factors. This study concluded by presenting a set of recommendations, the most important of which are the organization must give more importance to the continuous learning of all its employees, opening the door for dialogue between administration and employees, trend of building work teams, The need to evaluate the success of the training process, work to provide services at reasonable prices and of quality that meets the aspirations of its customers and also work to solve their problems and listen to their concerns. Key words: Human Capital Investment; Human Resources Development; learning