1 Department of Public Administration, UAE Branch, Islamic Azad University, UAE

2 Department of Education and Higher Education, Science and Research Branch, Islamic Azad University, Iran

3 Department of Education and Higher Education, Lamerd Branch, Islamic Azad University, Lamerd, Iran

4 Entrepreneurship and Commercialization Research Center, Department of Management, Semnan Branch, Islamic Azad University, Semnan, Iran


BACKGROUND AND OBJECTIVES: This study was performed to analyze the factors influencing human resource development for state-owned enterprises.
METHODS: This research was an applied study concerning its objective with a descriptive-exploratory type. The study was conducted by two quantitative and qualitative approaches. The research statistical population included two groups for both approaches. In the qualitative approach, 22 experts were selected to design the model using fuzzy Delphi methods, structural-interpretive modeling.  In the quantitative approach of 360 employees of state-owned enterprises companies were selected from the statistical population of 2738 people by the stratified random sampling method. Content analysis was used to analyze qualitative data and in the quantitative method used interpretive structural method, analytic network process and MICMAC.
FINDINGS: The result of determining the relationships revealed that organizational factors, job factors, behavioral factors, and empowerment factors affect human resource development, respectively. The findings of weighting the factors by fuzzy network analysis process indicated that empowerment factors with a weight of 0.361 among the dimensions and the knowledge management factor with a weight of 0.132 among the components have the highest importance in the development of human resourceR.
CONCLUSION: The variable “human resource empowerment” leads to success in human resource development, which needs to be improved quickly to bring success to the organization and improve its performance. The managers should pay attention to the high levels of the model and improve the relationships set between the factors to improve this factor. Considering the high significance of the “knowledge management” component, the managers’ most important measure should be focused on improving this factor followed by continuous efforts in this context since paying attention to knowledge management has the greatest impact on the success of human resource development and requires special attention.
COPYRIGHTS: ©2021 The author(s). This is an open access article distributed under the terms of the Creative Commons Attribution (CC BY 4.0), which permits unrestricted use, distribution, and reproduction in any medium, as long as the original authors and source are cited. No permission is required from the authors or the publishers.


Main Subjects

Aghdasi, S.; Norozzadeh, R., (2013). Assessment of the effective factors influencing human resource empowerment. J. Hum. Resour. Manage. Res., 5(1): 197-222 (26 pages). (In Persian)

Ahmadvand A.M.; YavariBafghi, A.H., (2008). The Model of HR development in the Police of the Islamic Republic of Iran. Military Knowl. Q., 10 (1): 9-32 (24 pages). (In Persian)

Ahmed, A.; Arshad, M.A.; Mahmood, A.; Akhtar, S., (2017). Neglecting human resource development in OBOR, a case of the China–Pakistan economic corridor (CPEC). J. Chin. Eco. Foreign Trade Stud., 10(2): 130-142. , (13 pages).

Al-Mustapha, T.; Olugbenga, A.O., (2016). Factors Influencing human resource development strategies adopted by construction Firms in northwestern, Nigeria. J. Sys. Manage. Sci., 6(4): 46-66 (21 pages).

Alvani, S.M.; Memarzadeh Gh.; Irandoost E., (2016). Designing a human resource management model in organizations with high reliability. J. Urban Manage., 15 (43): 163-176 (14 pages). (In Persian)

Anca -Ioana M.A., (2013). New approaches of the concepts of human resource management and strategic human resource management. J. Faculty of Econ. University of Oradea, Faculty of Economics, 1(1):1520-1525 (6 pages).

 Ardakani, s; Tajpour, M, Hosseini, E., (2020). The investigation of the impact of employee empowerment on knowledge sharing in Post and Telecommunication Company (PTC) of Shiraz city, Manage. Tomorrow, 18(60): 47-60, (14 pages). (In Persian)

Askari Masouleh, S., (2017). Integrated model of human resource development in governmental organizations of the Iran Based on the Islamic-Iranian model of progress (Case Study: Ministry of Justice), PhD Thesis in Business Management, Allameh Tabatabai University. (In Persian)

Bae, J.; Rowley, C., (2004). Macro and micro approaches in human resource development: context and content in South Korea. J. World Bus., 39(4): 349-361 (13 pages).

Bagh Mirani, M.; Ismaili, M.R.; Hassanzadeh, M.; Nowruzi A.R., (2017). Development of a conceptual model of research problem-solving using directional content analysis method. J. Hum. Inf. Interact, 4(3): 34-47 (14 pages). (In Persian)

Bernardin, H.J., (2010). Human resource management: an experiential approach. 5 ed. Boston: McGraw-Hill Irwin.

Bondarouk, T.; Maatman, M.; Meijerink, J., (2010). Human resource shared services: Business models and value creation. Results of a qualitative benchmark study. Research report into the value creation by HRM SSMs. University of Twente, The Netherlands.

Banton, c. (2019). Advancing technologies in human resource development. gordon, p. and overbey, j. (ed.) advances in the technology of managing people: contemporary issues in business (the changing context of managing people), Emerald Publishing Limited, 25-36 (12 pages).

Burdbar Khan, M.; Nisar Sheikh, N., (2012). Human resource development, motivation and Islam. J. Manage. Dev., 31(10): 1021-1034 (14 pages).

DeCenzo D.; Robbins S., (2010). Fundamentals of human resource management.10 ed. s.l.: John Wiley & Sons, Inc.

Ensour, W., Kharabsheh, R., Al-Shishani, M., (2016). Influencing factors on strategic human resource development position at Jordanian Universities, Interdis. J. Res. Bus., 4(1): 1-18 (19 pages).

Fallah, M. (2018). Identifying and explaining antecedents of HR empowerment through knowledge. Q. J. Hum. Resour. Manage. Res., 10(1): 133-160 (28 pages). (In Persian)

Galperin, B.; Lituchy, T., (2014). Human resource development in service firms across cultures. Hum. Resour. Dev. Rev., 13(3): 336-368 (23pages).

Gilley, W.; England, S., (1989). Principles of human resource development, Addison-Wesley in association with University Associates.

Gosney M.W.; Hughes C., (2016). The History of human resource development. Palgrave Macmillan, New York.

HajiLu, V.; Memarzadeh Tehran, Gh.R.; Alborzi, M., (2018). Designing an ethical model of human resource din government organizations, J. Ethical Res., 9 (1): 37-60 (24 pages). (In Persian)

Hamlin, B.; Stewart, J., (2011). What is HRD? A definitional review and synthesis of the HRD domain. Journal of European industrial training.

Hatcher, T., (2010). Political issues in human resource development. Glob. Secur. Int. Political Econ., 1: p.369.

Hughes C., (2019). In: Ethical and legal issues in human resource development. Palgrave Macmillan, Cham.

Hunko, N., (2013). Factors influencing the formation of human resource, J. Eco. Sociol., 6(2): 65-72 (8 pages).

Islamic Parliament Research Center of the Islamic Republic Of IRAN (2005). Iran’s public accounts law, Article 44.

Jalali, R.; alvani, S.; Hassanpoor, A.; Mohebzadegan, Y., (2017). Identification and modeling effective factors in empowering managers. J. Res. Manage. Teach. Mar. Sci., 4(1): 14-29 (14 pages). (In Persian)

Kazakovs, M., (2014). Analysis of factors influencing the choice of solutions for human resource development. Procedia- J. Soc. Behav. Sci., 156(26): 111-115 (6 pages).

Kieopairee., w., (2008). Human resource development in organization. Bangkok: Thonburi Rajabhat University.

Kumpikaite, V.; Sakalas, A., (2011). The model of human resource development system’s evaluation. International Conference on E-business, Management and Economics. IPEDR 25: IACSIT Press, Singapore.

Lin, X.; Cui, S.; Han, Y.; Geng, Z.; Zhong, Y., (2019). An improved ISM method based on GRA for hierarchical analyzing the influencing factors of food safety. Food Cont., 99: 48–56, (9 pages).

Mahmood, A.; Arshad, M.A.; Ahmed, A.; Akhtar, S.; Khan, S., (2018). Spiritual intelligence research within human resource development: a thematic review. Manage. Res. Rev., 41(8): 987-1006 (11 pages).

Mankin, D.P., (2001). A model for human resource development. Hum. Res. Dev. Int., 4(1): 65–85 (21 pages).

Mathis, R.L.; Jackson, J.H., (2000). Human Resource Management. South Western Collage Publishing, Ohio.

McLean, G.N., (2006). Organization development: Principles, processes, performance, Berrett-Koehler Publishers, San Francisco, CA.

Murphy, A C.; Garavan, T., (2016). The adoption of a national human resource development standard: the role of internal and external pressures, Doctoral Thesis, University of Limerick Institutional Repository

Nguyen, H.T.; Hadikusumo, B., (2017). Impacts of human resource development on engineering, procurement, and construction project success, Built Environ. Project Asset Manage., 7(1): 73–85 (13 pages).

Najafi, H.; Farajollahi, M.; Noruzzadeh, R.; Sarmadi, M.R., (2012). A conceptual model for human resource development in Iran’s distance education system. J. Pelagia Res. Lib., 2(6): 2320-2324 (5 pages).

Otoo, F.N.K.; Mishra, M., (2018). Measuring the impact of human resource development practices on employee performance in small and medium scale enterprises. Eur. J. Trade. Dev., 42 (7/8):  517-534 (18 pages). 

Pakdel, R.; Gholipour, A.; Hosseini, H., (2018). Designing a national human resource development model with a system dynamics approach. Q. J. Hu. Res. Educ. Dev. 5(16): 51-77 (27 pages). (In Persian)

Plan and Budget Organization of Iran (2017). Budget report, Ministry of Interior. (In Persian)

Rad, R.; Hesaam S.; Jadidi, R., (2018). Identify factors affecting human resource empowerment in Ardabil University of Medical Sciences Headquarters. J. Health. 8(5): 596-606 (11 pages). (In Persian)

Raj Adhikari, D., (2010). HRD (HRD) for performance management. Int. J. Prod. Perform. Manage., 59(4): 306-324 (19 pages).

Richman, N., (2015). Human resource management and human resource development: Evolution and contributions. Creighton J. Interdiscip. Leadersh. 1(2): 120-129 (10 pages).

Sablok, G.; Stanton, P.; Bartram, T.; Burgess, J.; Boyle, B., (2017). HRD practices, managers and multinational enterprises in Australia. J. Educ. Training, 59(5): 483-501 (19 pages). 

Sabokro, M.; Tajpour, M.; Hosseini, E., (2018). Investigating the knowledge management effect on managers’ skills improvement. Int. J. Hum. Capital Urban Manage., 3(2): 125-132, (8 pages).

Schlebusch, G.; Kgati, M., (2016). Human resource development for office-based educators. J. Soc. Sci., 47(2): 177-184, (8 pages).

Sparkman, T.E., (2015). The factors and conditions for national human resource development in Brazil. Eur. J. Training Dev., 39(8): 666-680 (15 pages).

Supreme Audit Court, (2017). Settlement of budget report, Ministry of Justice of Iran. (In Persian)

Swanson, R.A.; Holton, Elwood, F., (2009). Foundation of human resource development. San Francisco: Berrett-Koehler Publishers, Inc.

Taghvaee, R., Daneshfard, K., (2015). Presenting infrastructure model of human resource management proportional to teleworking in Iran's governmental organizations. J. Pub. Organ. Manage., 3(2): 41-57 (17 pages). (In Persian)

Uchechukwu, A.; Uche, A., (2015). The analysis of human resource development as a critical factor on organizational prod., Public Policy Admin. Res., 5(9): 124-134 (11 pages).

Wang, J.: Hutchins, H.; Garavan, T., (2009). Exploring the strategic role of human resource development in organizational crisis management. Hum. Resour. Dev.  Rev., 8(1): 22-53 (32 pages)


International Journal of Human Capital in Urban Management (IJHCUM) welcomes letters to the editor for the post-publication discussions and corrections which allows debate post publication on its site, through the Letters to Editor. Letters pertaining to manuscript published in IJHCUM should be sent to the editorial office of IJHCUM within three months of either online publication or before printed publication, except for critiques of original research. Following points are to be considering before sending the letters (comments) to the editor.

[1] Letters that include statements of statistics, facts, research, or theories should include appropriate references, although more than three are discouraged.

[2] Letters that are personal attacks on an author rather than thoughtful criticism of the author’s ideas will not be considered for publication.

[3] Letters can be no more than 300 words in length.

[4] Letter writers should include a statement at the beginning of the letter stating that it is being submitted either for publication or not.

[5] Anonymous letters will not be considered.

[6] Letter writers must include their city and state of residence or work.

[7] Letters will be edited for clarity and length.