One of the main challenges of organizations is to achieve competitive advantage through a strategic vision of the future. The purpose of this study is to explain business strategies using the Michael Porter model (1985) and strategic orientation (recruitment from the internal or external labor market) as reference points in order to design the future of the HRM system at the Export Development Bank of Iran. The present study is descriptive survey. The statistical population consisted of 381 experts, 181 of them were selected as the statistical sample. The validity of the research was determined by experts in several stages and its reliability was 0.76 Cronbach's alpha and the data were analyzed using fuzzy hypothesis test. According to the findings, the Bank's strategy did not fit in with both dimensions of cost leadership and differentiation. From the perspective of the strategic orientation of the labor market, the maintenance of internal staff was confirmed with a moderate possibility, but the attraction of talents from the external labor market was not confirmed. Finally, it was concluded that the bank's policymakers with a futuristic look, use new e-technologies, Think about the customer-specific service and reduce the cost of providing services and pay attention to internal resources instead of outsourcing contracts.
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