The Efficiency and Relevance of the Human Resources to the Income Tax Department in Palestine

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Type: 
Thesis
Year: 
2013
Students: 
Ola Wasif Ibrahim Qazza
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The Efficiency and Relevance of the Human Resources to the Income Tax Department in Palestine931.13 KB
Abstract: 

The study aimed at identifying the availability of the skills and administrative competencies that are suitable to the work of the employees at the Income Tax Department. Also it aimed at clarifying the scientific fundamentals that are being used by the Human Resources Department in assessing the employees of the Income Tax Department, in addition to checking the utilized mechanisms in developing and training of the employees of the Income Tax Department. Furthermore, the study intended to examine the availability of the organizational, accounting, financial and communication skills of the employees of the Income Tax Department and to what extent these skills can affect their performance. The study sought to show the administrative divisions of the Income Tax Department and its role in fulfilling the employee’s basic needs. Finally, the study intended to clarify the administrative impediments that the Income Tax Department might encounter; these impediments are resulting from the administrative leadership status and the level of its actual performance. The Descriptive Analytical Approach was used in this study. The case-study consisted of (98) employees; (72) were employees of the Income Tax Department and (26) were employees of the Human Resources Department and they were selected randomly. The results of the study showed that there are availability of the financial and administrative skills and competencies that are suitable to the work of the Human Resources at the Income Tax Department. However, it indicated the lack of effective planning and assessment by the Human Resources Department. This would affect the career satisfaction of the employees of the Income Tax Department particularly in the training and developing aspects, which should be based on scientific fundamentals. At the same time, the physical and morale incentives where not up to the required level in developing and improving the Tax Collection competency by working on developing the competence and performance of the employee of the Income Tax Department. Additionally, it was noted that the Human Resources are being monitored and followed-up through an officer in-charge at the Personnel Affairs Department. Also, it was noticed that there is not a specialized department for the Human Resources at the Income Tax Department. From here, the researcher recommended the certainty of providing administrative, financial and technical skills and competencies that are suitable to the nature of the work of the employees of the Income Tax Department. Furthermore, there is the necessity of increasing the effective planning of the Human Resources Department towards the employees of the Income Tax Department. Moreover, the Human Resources Department should seek to set and develop effective approaches and programs for the assessment of the employees. Plus that, work must be done on increasing the training and developing of the employees capabilities based upon scientific fundamentals; besides the emphasis on encouraging the physical and morale incentives system to boost the efficiency of the employees’ performance at the Income Tax Department. And, it sought the importance of creating a specialized department for Human Resources at the Income Tax Department to accomplish the best results in developing and improving the competence of the Human Resources there, which in turn would affect the Tax Collection Proficiency.