Document Type : Original Article
Authors
1
Assistant Professor, Department of Human Resources Management and Business, Faculty of Management, Kharazmi University, Tehran, Iran
2
Assistant Professor, Department of Human Resources and Business Management, Faculty of Management, Kharazmi University, Tehran, Iran
3
Associate Professor, Department of Human Resource Management, Faculty of Management, Shahid Sattari Aviation University, Tehran, Iran
4
PhD student in Human Resources, Kharazmi University, Tehran, Iran
10.30510/psi.2022.314296.2608
Abstract
Human capital is one of the most important requirements of transformation strategies in the banking industry and understanding the concept of human capital will be one of the methods of strategic capacity building of human resources. The purpose of this applied research is to design a model of the nature of the model of human capital development in the service industry (banking) with a qualitative approach and systematic review of previous studies. In the first stage, in order to review the design background of the human capital development model, the results and findings of previous researchers have been analyzed in the form of a systematic review method. In this method, according to the research background on human capital development, the prerequisites and postpositions of previous models were completely extracted to design the components of the model. Finally, to confirm the model, managers and experts in the banking industry were interviewed and examined by content analysis.In the qualitative method, which was performed using the content analysis strategy, a semi-structured interview was used to collect data. Interviews with 15 banking experts were conducted purposefully to the point of theoretical saturation. Data analysis in qualitative method was performed in three stages of extracting basic, organizing and inclusive concepts. After analyzing the research data, two dimensions Includes general dimension with individual, interpersonal and communication components and professional dimension with organizational competence, specialized skills and professional ethics components were identified.
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