Providing a Digital Transformation Model of Human Resource Management in Iran's Government Organizations

Goudarzi, Hadi; Jazani, Nasrin; Hasanpoor, Akbar

doi:10.22055/jiops.2023.44083.1360

Document Type : Research Article

Authors

¹ PhD Student, Department of Public Administration, Qazvin Branch, Islamic Azad University, Qazvin, Iran

² Associate Professor, Department of Business Administration, Faculty of Management and Accounting, Shahid Beheshti University, Tehran, Iran

³ Associate Professor, Department of Human Resources and Business Management, Khwarazmi University, Tehran, Iran

https://doi.org/10.22055/jiops.2023.44083.1360

Abstract

Introduction
Considering that in today's era, digital transformation helps organizations to adapt to the demands of customers and achieve goals such as increasing efficiency, increasing customer value, and risk management. The purpose of this research was to provide a digital transformation model of human resource management in Iran's government organizations.

Method
According to the purpose, the research method was applied-developmental and according to
the research method, it was descriptive-survey. The current research was conducted with
a qualitative approach and using the grounded theory method. The tool for collecting data in
the present study was a semi-structured interview method with 6 questions, which was prepared by studying the subject literature under the supervision of supervisors and
advisors and was used in the interviews. Research data has been collected from experts using open face to face interviews or by phone. The number of participants in the current research was 10.

Results
The results of data analysis showed organizational, social and collaborative factors as causal conditions; managerial and technical factors as background factors; Economic and organizational factors are influential as intervening factors in accepting and implementing the digital transformation of human resources in Iranian government organizations, which means that Iranian organizations must provide conditions to be able to use the digitalization of human resources management. Also, the strategic factor was identified as employment strategies, and the job factor was identified as a central category, that is, as the most central factor that should be prepared and provided in order to facilitate the use of digitalization of human resources management.

Discussion
Digitization of human resource management has consequences that include occupational, organizational and behavioral consequences. It is suggested that managers of government organizations pay special attention to this model for the digital transformation of human resources management.

Keywords

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Providing a Digital Transformation Model of Human Resource Management in Iran's Government Organizations

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Volume 10, Issue 2November 2023Pages 303-316

Volume 10, Issue 2
November 2023
Pages 303-316