Obstacles facing the application of a culture of total quality management in the performance of human resources and the requirements for strengthening them in King Saud University (case study)

Abstract
The study aimed at identifying the main obstacles that impede enhancing comprehensive quality management culture (human resources planning, strategic quality planning, quality management culture), and the requirements to enhance the comprehensive quality management culture (human resources planning, strategic quality planning, quality management culture) in human resources performance.
In order to achieve the objectives of the study, the researcher used the descriptive survey method as it is one of the most social research methods suitable for social reality and its characteristics. The researcher adopted the questionnaire as a data collection tool that included the following:

Obstacles that impede enhancing comprehensive quality management culture. It included (23) statements divided into three areas:

First Area: Human Resources Planning;
Second Area: Strategic Quality Planning;
Third Area: Quality Management Culture.


Requirements to enhance the comprehensive quality management culture. It included (35) statements divided into six areas:

First Area: Human Resources Planning;
Second Area: Strategic Quality Planning;
Third Area: Quality Management Culture.
Fourth Area: Incentives and Rewards System.
Fifth Area: Participation in Decision-Making.
Sixth Area: Evaluation and Quality



Population of this study reached (258) members that included faculty members entrusted with administrative work in colleges, institutes and deanships (deans – associate deans - heads of departments), as well as leading staff (directors of departments, and Deanship of Quality staff) at King Saud University.
After data collection and analysis, researcher reached a number of important results:

There is no precise description of skills and abilities required for the staff to whom the administrative function will be assigned.
Deficiency in identifying administrative staff needs in various specialties and occupational levels by the university.
Poor evaluation of the impact of staff continuous training.
Quality Unit/Agency in the college and the department determines the objectives that are consistent with the general objectives of the university.
University plans to make change to achieve quality.
University promotes quality culture among its employees.
Adopting the concept of comprehensive integrated planning of development, based on electronic information technologies and systems.