A HUMAN RESOURCE INDIVIDUAL DEVELOPMENT MODEL BASED ON THE GROUNDED THEORY APPROACH

This study developed a Human Resources Individual Development (HRID) model for Tehran,'s Special Security Organization. This is a qualitative study using the grounded theory as a research method. The population of this study was human resource development (HRD) experts and managers of the social security organization. A total of 16 HRD specialists were selected purposefully to be interviewed. Data were collected from a semi-structured interview. Collected data was analyzed in three phases: open coding, axial coding, and selective coding. The data analysis result identified 32 concepts for six aspects of the HRID model for Tehran's Special Security Organization as follows: four concepts for causative conditions (knowledge-centered, performance management, individual identity, motivation), four concepts for contextual conditions (personal and inter-personal communication, learning and education infrastructure, attention to human capital, stable and meritorious management), five concepts for main phenomena (ethic and professionalism, self-efficacy, creativity, information and technology skills, team-work and communication skills, psychological and behavior features), six concepts for intervening conditions (participation and foresight, justice and work ethics, specialization, personal growth, performance system evaluation, participation and foresight), eight concepts for strategies (analysis and feedback, self-esteem, organizational and job commitment, technological infrastructure, analytical and systematic thinking, transparency and safety, education and research, planning), and six concepts for actions (employees' efficiency, meritocracy and specialization, up-to-date knowledge, higher-order thinking skills, psychological needs improvement, organizational performance improvement). These concepts altogether create the HRID model for Tehran,'s Special Security Organization. (C) 2019 INT TRANS J ENG MANAG SCI TECH.