أطروحة (دكتوراه)-جامعة القاهرة، 2025.

ببليوجرافيا: صفحات 149-157.

لقد أدت الثورة الرقمية إلى تصاعد أهمية رأس المال البشرى بما يتميز به من قدرات على الابتكار، وبم أن القوى البشرية هي العنصر الفعال في تمكين الدول من المنافسة العالمية فلم يعد العنصر البشرى أحد عوامل الإنتاج فقط بل أصبح استثمارات حاضرة ومستقبلية، لذا أصبح يجب تطوير أفضل الطرق لاستثمار طاقاته وتوظيف قدراته الذهنية والإبداعية في خلق وتنمية المزايا التنافسية في شكل سلع وخدمات متفوقة وخاصة بعد جائحة كورونا فقد أعادت العديد من المؤسسات تحديد دور الموارد البشرية من مجرد ملفات لدور موجه تقنى أكثر تعقيداً فيجب أن تدرك الإدارة العليا أن سبيل النجاة هو التغيير. فتلجأ المنظمات إلى الاتجاه لرقمنة إدارة مواردها البشرية وهي التحول الرقمي لخدمات الموارد البشرية والعمليات من خلال استخدام التقنيات الحديثة، والتي تمكن الشركات من تحقيق قيمة جديدة من البيانات التي تم تجميعها من خلال التحويل الرقمي، وتعزيز التغيير التنظيمي، وإنشاء نماذج أعمال جديدة مبنية على التكنولوجيا. لذا تحاول هذه الدراسة الوقوف على طبيعة العلاقة بين أهداف التنمية المستدامة ورقمنه عمليات إدارة الموارد البشرية واستخدام التقنيات الحديثة (التوظيف والاختيار والتدريب ... وغيرها) وضرورة تكامل العمل البشرى مع الآلي للحصول على أعمال متكاملة تضمن أقصى درجة من الدقة والسرعة في بيئة عمل مرنة نتلافى فيها عيوب التميز وسوء الفهم والتحيز البشرى وتتحقق فيها مبادئ الشفافية ومقومات التنمية.

In a competitive world driven by quality, speed, and accuracy in performance, it’s required building sustainable businesses oriented towards growth. Technology plays a crucial role in achieving a competitive advantage for businesses, and even for societies and countries as a whole. This enhances the internal capabilities of businesses and enables them to face the challenges imposed by the external environment, coupled with continuous improvement and development of organizations. Since human resources are the most important resource for businesses, regardless of the level of modernization or mechanization that processes may have undergone, human efficiency in managing these processes is critical. Therefore, attention must be paid to building human capacities capable of managing organizations according to the new competitive rules imposed by the business market, which is characterized by rapid technological breakthroughs and leaps. Therefore, human resources processes must be strong and flexible. Digitalization is a critical aspect of managing these processes, based on the principle that "what cannot be recorded cannot be measured or improved," as the primary function of digitizing HR processes serves the purposes of organizing and recording information and data and providing analysis to serve the purposes of continuous improvement, thus empowering business performance, especially considering the sustainability of businesses, which has become the focus of most organizations in all countries around the world. This study addresses sustainable development, its dimensions, objectives, importance, and measurement indicators, as well as the current status of our development indicators in the national strategy. It also addresses digitalization in general in terms of its importance, characteristics, and positive and negative impacts of its application in organizations, especially in the application of processes within human resources departments, and the status of digitalization in Egypt, and the extent to which the digitalization of HR processes is linked to national strategic objectives aligned with the Sustainable Development Goals. The study attempts to identify the relationship between the concept of sustainable development and the digitalization of processes carried out by human resources departments (recruitment, training, guidance, performance evaluation, and compensation) through the theoretical part and reviewing previous studies in Arabic and foreign languages related to sustainable development, human resources, and the relationship between sustainable development and HR digitalization. The applied part includes a case study of human resources departments in some companies affiliated with the Egyptian Ministry of Civil Aviation by taking a sample of (250) employees working in human resources departments and dealing with them and conducting statistical analysis. The study concluded that there is a moderate direct relationship between both the sustainable development goals and the digitization of human resources operations, which means that increasing the efficiency of human resources departments within companies by introducing digitization supports the application of sustainable development principles and that introducing digitization strengthens the competitive position of the sector and supports activity and relations between it and other parties, and reduces inequality and discrimination among workers, the necessity of the organization's commitment to using environmentally friendly materials and recycled materials as one of the sustainable development goals. The study recommended several recommendations, the most important of which is the establishment of an electronic human resources platform that allows the management and control of all aspects of human resources, the use of artificial intelligence applications to match job requirements with the qualifications and skills of job seekers and future labor needs, and the necessity of having a flexible organizational structure that adopts a flexible and rapid approach to decision-making and implementing them according to changes.

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النص بالعربية والملخص باللغة الإنجليزية والعربية.