Qualitative Modeling of Human Capital Strategies in Sepeh Bank of Iran with an Emphasis on Organizational Structure Change

Subject Areas : Human resources management

Shahriyar Emamdoust Harehdasht ¹ , Musa Rezvani Chaman Zamin ² , Morteza Hazrati ³

1 - 1. Ph.D. Candidate, Department of Public Administration, Astara Branch, Islamic Azad university, Astara, Iran.
2 - 2. Assistant Prof., Department of Management and Accounting, Astara Branch, Islamic Azad university, Astara, Iran.
3 - Department of Public Administration, Bandar Anzali Branch, Islamic Azad University, Bandar Anzali, Iran

Received: 2023-11-16 Accepted : 2024-02-03 Published : 2024-03-17

Keywords: Human Capital Strategies, Training and Development Strategy, Reward and Service Compensation Strategy, Employee Relations Strategy. ,

Abstract :

This research has been done to design the model of human capital strategies in Sepeh Bank of Iran, emphasizing changing the organizational structure. The research method is qualitative, and the data collection tool is a semi-structured interview. The statistical population of the current research is 543 people, provincial managers, district affairs management, human capital management, Sepeh Bank managers, and public administration faculty members of Islamic Azad University of Gilan province. The research participants, with the purposeful sampling method, are 22 people, including 15 managers at different levels of Sepeh Bank and 7 university professors. The interview and data collection process were stopped when the data collection reached saturation. The data collection method was a semi-structured interview. The content analysis method was used to analyze the data, and open, central, and selective coding of the interviews was done with the Max Kyuda 2020 software. The findings of the research indicated that for the qualitative design of the human capital strategies model in Sepeh Bank of Iran, with an emphasis on changing the structure, in the education and development subsystem, to the educational needs, educational effectiveness, and career advancement path, in the reward and compensation subsystem, the strategy And the policy of payment and welfare plans, innovative methods of reward and reward for service and organizational targeted reward, and in the subsystem of employee relations, special attention should be paid to the strategy of employee relations, interaction and participation of employees and the optimal design of structural change.

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