طراحي الگوي بلوغ استراتژيك منابع انساني در سازمان (مورد مطالعه : وزارت داخلي عراق )

In todayʹs societies, leading organizations are looking for a strategy for the development of human capital an‎d the excellence of the organization. The strategic maturity of human capital as an efficient tool has a vital role in the performance an‎d improvement of the organizationʹs human resources. Based on this, the present study seeks to identify an‎d explain the antecedents an‎d consequences of the strategic maturity of human capital in the Iraqi Ministry of Interior. This research has an applied-developmental purpose in which a mixed method has been used. In the qualitative part, in order to identify the dimensions of the antecedents an‎d consequences of the strategic maturity of human capital in the organization, semi-structured interviews were conducted with 15 managers of different units of the Iraqi Ministry of Interior using judgmental non-probability sampling an‎d snowball methods, an‎d the data were analyzed by thematic analysis. an‎d analyzed. The findings of this section led to the identification of 36 main themes in the form of individual, organizational an‎d extra-organizational antecedents an‎d consequences, as well as dimensions of strategic maturity of human capital. The validity of the model was eva‎luated using the relative coefficient of content validity ratio an‎d content validity index according to the Lavshe scale, an‎d its reliability was also confirmed by the method of double-coder reliability comparison, with a coefficient of 81%. The statistical population in the quantitative part included all the experts an‎d managers of the Iraqi Ministry of Interior, 470 of whom were selec‎ted by stratified ran‎dom method an‎d using the formula 5q ≤ n ≤ 15q, an‎d a questionnaire containing 80 items was designed based on the model. In the qualitative section, it was distributed among them an‎d finally 400 valid data were collected. In order to eva‎luate the validity of the questionnaire, it was used from the point of view of professors an‎d experts in the field of human resources, an‎d its reliability was determined with the help of Cronbachʹs alpha equal to 0.97. Data analysis was done with the help of structural equation modeling an‎d confirmatory factor analysis using Amos24 software, an‎d the results indicate the appropriate fit of the proposed model.

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