شناسایی و اعتباریابی مؤلفه‌های ارزش‌آفرینی منابع انسانی مبتنی بر توسعه منابع انسانی در دانشگاه‌های علوم پزشکی کشور

مهدی  ملکی; اسداله  مهرآرا; سید احمد  جعفری کلاریجانی

Authors

Mahdi Maleki Department of Management, QaS.C., Islamic Azad University, Qaemshahr, Iran Author https://orcid.org/0000-0001-6119-0862
Asadollah Mehrara Associate professor, Department of Management, SHomal University, Amol, Iran https://orcid.org/0000-0002-5520-7821
Seyed Ahmad Jafari Kelarijani Department of Management, QaS.C., Islamic Azad University, Qaemshahr, Iran Author https://orcid.org/0000-0002-0326-6029

Keywords:

Value Creation, Human Resources, Human Resource Value Creation, Human Resource Development

Abstract

This study aimed to identify and validate the components of human resource value creation based on human resource development in Iranian universities of medical sciences. This sequential qualitative study was conducted in two phases: component identification and validation. In the first phase, participants included faculty members in management-related disciplines, operational and executive managers of clinical and healthcare units, and human resource experts and specialists. Twenty-one experts were recruited through snowball sampling until theoretical saturation was reached. Data were collected using semi-structured interviews and analyzed through Braun and Clarke’s six-phase thematic analysis, including initial coding, theme development, and theme refinement. In the validation phase, 17 senior and middle human resource managers, faculty members, and senior human resource experts were purposively selected. The identified components were evaluated through three rounds of the Delphi technique. Methodological rigor was supported by an intra-subject agreement coefficient of 0.76, Cohen’s kappa of 0.70, and a test–retest reliability coefficient of 0.87 for the expert-evaluation checklist. The qualitative analysis yielded 121 criteria organized into 24 subcomponents and six overarching themes: strategic human resource competencies, learning-organization empowerment, managerial systems and processes, culture and social capital, innovation and digital transformation, and value creation and performance outcomes. The three-round Delphi process confirmed the validity and acceptability of all 24 identified components. In the final validation round, professional competency enhancement, strengthening organizational participation, improvement of human resource systems, development of organizational trust, promotion of organizational innovation, and development of organizational values emerged as the most highly prioritized components within their respective dimensions. Human resource value creation in universities of medical sciences requires an integrated approach that connects competency development, organizational learning and participation, effective managerial systems, social capital and trust, digital transformation, and organizational innovation with improved service quality, employee productivity, and organizational values. The validated model provides a context-sensitive framework that can guide human resource development policies, strategic planning, and managerial interventions in universities of medical sciences.

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