Designing the Procedural Model of Strategic Partnershipof Human Resource through Mixed Method (Islamic Azad University of North Tehran)

Document Type : Research Paper

Authors

1 PhD candidate in management, Department of Public Administration, Islamic Azad University of Tehran, Iran

2 Corresponding author: associate professor at the Department of Public Administration, Faculty of Management, Amin University of Law Enforcement Sciences, Tehran, Iran

3 Associate professor at the Department of Public Administration, Faculty of Management, Islamic Azad University of Tehran, Iran

4 Assistant professor at the Department of Public Administration, Faculty of Management, University of Qom, Iran

Abstract

Paying attention to human resources and empowering them, as the most valuable organizational capital, reveals the fact that human beings are considered as a decisive and effective partner in organizations. The development of human resources leads to a comprehensive and balanced development of the organization. In this way, the unit of human resource plays a mutually significant role as a strategic partner for all any organization. Despite many principles related to the strategic partner of human resources, the lack of a comprehensive process model able to determine the steps for achieving the strategic partner of human resource is obvious. The main problem of this study is, thus, to design a comprehensive, practical and step-by-step process model which may lead to a strategic partner role of human resource, through which human resources may be regarded as a strategic partner of the organization. As a result, this research is intended to consider how to design a prescriptive process model using mixed method and Delphi technique, interpretive structural modeling, and action research, so that human resource can be regarded as a strategic partner. To find a solution for the research problem, various applied techniques were first developed. These techniques were then combined using a quantitative and mathematical technique called interpretive structural modeling. The outcome of this initial modeling was used as the input of the action research process, and was practically applied to an organization. Then, practice, observation, and reflection phases were performed. Finally, the model was utilized by the consensus group technique.

Keywords

References

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Journal of Research in Human Resources Management
Volume 12, Issue 4 - Serial Number 42
NO42, Winter Quarterly
January 2021
Pages 91-118

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History

  • Receive Date: 25 April 2021
  • Accept Date: 25 April 2021

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