Appointment of middle managers is regarded as an effective factor in human resource employment. Hence, realization of their special characteristics related to their responsibilities, can be the most important step in the effectiveness of organizations. This article is intended to present an appropriate model for the appointment of middle managers for comprehensive and systematic development of organizations. Regarding successful practical experience, components and elements affecting middle managers appointment model are identified, and analyzed.
SPSS statistical analysis revealed that commitment to values and law factors, among different capability variables in informal communication, are the most important effective factors in the appointment of middle managers.