Journal of Human Resource Management

Journal of Human Resource Management

Identifying and Prioritizing Drivers of National Human Resource Development with a Competency-Based Approach

Document Type : Original Article

Authors
Rahmatollah Ghoulipour Souteh 1
Shabnam Zarjou 2
Hossein Hamzvi 3
1 Prof., Department of Business Strategy and Policy, Faculty of Business Management, College of Management, University of Tehran, Tehran, Iran
2 PhD. Candidate, Department of Leadership and Human Capital, Faculty of Public Administration and Organizational Sciences, College of Management, University of Tehran, Tehran, Iran
3 PhD. Candidate, Department of Human Resource Management, Faculty of Management and Accounting, Allameh Tabatabaei University, Tehran, Iran.
10.22034/jhrs.2025.551400.2495
Abstract
Background & Purpose: In the current context, by identifying the drivers of national human resource development and creating equal educational and employment opportunities through a merit-based approach, social and economic disparities can be reduced, and sustainable development goals can be achieved. Therefore, the purpose of this study is to identify and prioritize the drivers of national human resource development with a merit-based approach.
Methodology: This research is based on an Interaction/Structural Matrix Analysis (ISM) using MICMAC software. The statistical population of this study consists of 15 academic experts and executive managers in the fields of human resources and organizational behavior. Data were collected through structured interviews and a qualitative scoring questionnaire (ranging from 0 to 3) according to the ISM matrix and analyzed using MICMAC statistical software.
Findings: The findings of this study revealed that the drivers of training and development of national human resources in line with organizational needs (X3), the role of leadership in strategic organizational management for empowering and developing national human resources (X1), and the application of digital technologies in national human resource development (X2) have the highest influence (impact) and the highest dependence (susceptibility). Meanwhile, the driver of innovation maturity in human resource management systems (X5) has the least influence (impact) but the highest dependence (susceptibility). On the other hand, the drivers of aligning national human resource development strategies with macro-level national strategies (X7), considering cultural and social components in national human resource management (X6), and reforming processes, structures, and policymaking regulations in national human resources (X4) exhibit the least influence (impact) and the least dependence (susceptibility).
Conclusion: The results of this study indicate that policymakers and national human resource managers, in order to reduce socio-cultural inequalities, enhance government economic performance, and increase public satisfaction, should place special emphasis on three key drivers at the macro level: Training and development of national human resources in line with organizational needs, The role of leadership in strategic organizational management for empowering and developing national human resources, and The application of digital technologies in national human resource development. By leveraging these drivers, national human resource performance can be enhanced in terms of sustainability and achieving shared objectives, leading to improved processes, optimal decision-making, and socio-economic growth at the national level.
Keywords
Human resources
Human resources development
National human resources development
Competency development
Competence
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Journal of Human Resource Management
Volume 15, Issue 3
Spring 2025
Pages 60-89

  • Receive Date 01 June 2025
  • Revise Date 16 July 2025
  • Accept Date 17 August 2025