Designing a Human Resource Management Model in Client-Centered Government Organizations

Subject Areas : Human resources management)

Khadijeh Souri ¹ , Afsaneh Zamanimoghadam ² , Nasser Mirsepasi ³

1 - .Ph.D. candidate, Department of Management and Economic, Science and Research branch, Islamic Azad University, Tehran, Iran
2 - Associate Professor, Department of Management and Economics, Science and Research branch, Islamic Azad University, Tehran, Iran
3 - Professor, Department of Management and Economic, Science and Research branch, Islamic Azad University, Tehran, Iran

Received: 2022-02-25 Accepted : 2022-08-27 Published : 2023-06-22

Keywords: human resource management, client-oriented, registration organization,

Abstract :

The present study aimed to design a human resource management model in client-centered government organizations (studied by the Civil Registration Organization). This descriptive-survey study has a mixed method design.  The statistical population of the qualitative data included university experts and faculty members and experts in the field of human resource management ten of whom were recruited through purposive sampling, and the quantitative data included all the 260 managers of Tehran Civil Registration Organizations who were selected through total population sampling. The data collection instrument was a researcher-made questionnaire. The results of the analysis of the interviews using the Delphi method showed that the dimensions of the human resource management model in client-centered organizations are: performance management, talent management, recruitment, retention and promotion, succession, payroll, reward and punishment, education and personal development. Assessing  Tehran Civil Registration Organizations in the dimensions of the model showed that, in terms of their status, the dimensions were performance management, payroll, personal training and development, recruitment and promotion, succession breeding and talent management, respectively, and that , in all dimensions of the model, there was a functional gap among the status of Tehran civil registration organizations regarding the indicators of the human resource management model and their importance. In general, it is concluded that the civil registration organizations of Tehran province are not in a good position in terms of human resource management in the six dimensions of the model and its sub-components.

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