Investigating human resource development strategies and their impact on employee empowerment

Dissertation for M.A))

Organizational orientation and methods

Abstract

Today, human resource development and employee empowerment is one of the effective tools to increase productivity and optimal use of their individual and group capacities and abilities in line with organizational goals and to better express organizational efficiency and effectiveness. In the current situation, competitive advantage, creating value and ensuring long-term growth has become increasingly dependent on the role of human capital of organizations in the sense of the knowledge, attitude, behavior, capabilities and experiences of employees.

In order to achieve such a position, organizations must use a tool to attract, cultivate, motivate and maintain such capital, which is referred to as "human resources strategy". Development of human resources

- 2- Examining and identifying the opportunities and threats facing the oil industry research institute in the field of

human resource development-

- 3- Preparing the desired strategies for the development of human resources in the oil industry research institute using the

SWOT analysis method

- 4-Determining the impact of each of the determined strategies on employee empowerment and ranking

     They

The current research is placed in the category of applied research in terms of its purpose. The purpose of applied research is to develop applied knowledge in a specific field, and it is also descriptive-analytical in terms of collecting information.

Finally, creating financial incentives to prevent youth from leaving, motivating employees and increasing job satisfaction to improve company performance are among the most important strategies in empowering employees. In the research and development department to promote the company, using creative and capable employees to provide solutions during the sanctions, specializing the work of employees to improve the performance of the company in the competitive market are effective strategies in empowering employees

1-1- Introduction

The big challenge of organizations in the 21st century is competition based on expensive resources that determines the survival and growth of organizations. Resources that can be categorized as management, human power, land, capital and capital resources (equipment). Among these resources, management and human resources have a special position and importance; In such a way that currently the competitive advantage of many countries is in capable human resources who are responsible for the mission of optimal use of other resources. Today, the success of organizations does not depend on the number of human resources, but rather on the quality and level of human resources. The effort of organizations to improve and develop the quality of human resources is called empowerment. Today, empowering human resources is considered as one of the strategic tools for gaining competitive advantage. (Ali Ramezani, Fereshte Amin, 2016)

In recent years, human resources have found a central position in organizations and are considered a strategic factor for managing the organization. (Hossein Abtahi, Mohammad Mousavi, 1388)

Human resources are the most important capital and competitive advantage of any organization, and their knowledge, skills, and capabilities must always be improved. Therefore, the survival of organizations in the field of competition depends on maintaining, developing, and exploiting the capabilities of employees. (M. McCracken and M. Wallace, 2000)

Therefore, without a doubt, human resource development is one of the most central processes in human resource management. The development of human resources in every organization requires a specific strategy and implementation solutions. (Nasrin Jazni, Nader Taheri, Khodayar Abili, 2019)

Developing human resources and empowering employees is one of the effective tools to increase productivity and optimal use of their individual and group capacities and abilities in line with organizational goals and to better express organizational efficiency and effectiveness. Efficiency and effectiveness as the output of human and organizational systems are realized when work and behavioral processes are modified and processes can be easily managed. Therefore, the identification, understanding and management of human, behavioral and business processes is considered necessary and logical and improves the efficiency and effectiveness of the organization in achieving its goals. Today, organizations have strategies in order to achieve their goals.

Nowadays, organizations have different strategies in order to achieve their goals, business strategies, financial strategies and so on. But the most important strategy of organizations is the strategy of human resources because human resources are the most important assets of organizations. Human resource management is the strategic and sustainable management of the organization's most valuable assets, i.e. employees, to achieve the organization's goals.

Human resources with their capabilities and potentials, if well taken care of, can play an important and essential role in achieving economic growth and development. Therefore, it is necessary to provide an environment in organizations that can make maximum use of people's abilities and talents in addition to attracting and maintaining human resources.

Strategies are actually the main solutions that lead to changes in structure, behavior or performance. Strategy is a bridge between environmental threats and opportunities with internal strengths and weaknesses, which benefits from environmental facilities or internal management to overcome internal weakness or environmental threat or vice versa. In other words, one of the advantages of strategy is to eliminate environmental threats by means of internal strength factors. Strategy consists of determining long-term and basic goals and objectives and accepting a set of actions and allocating resources to achieve these goals and objectives. In this research, strategy is a set of decisions to obtain strong and defensible positions and results in the field of exploiting human resources.

In the current situation, competitive advantage, creating value and ensuring long-term growth is increasingly dependent on the role of human capital of organizations in the sense of the knowledge, attitude, behavior, capabilities and experiences of employees. recruiters, which is referred to as "human resources strategy". (R. M. Allen and M. Wright Patrick, 2006)

The term human resource strategy as a process is a specific set of human resource actions taken by the organization to achieve its goals. Human resource strategy includes all the activities related to the management of the organization's people in the form of an organized and coherent plan to achieve the organization's strategic goals. In expressing the concept of strategy as a result, some authors point out that human resource strategy is a pattern of decisions related to policies and actions related to the human resources system. One of the widely used organization strategy development models is the SWOT model presented by Fred David. The framework provided by David considers the identification of strengths and weaknesses within the organization and the opportunities and threats of the organization's environment in a matrix in interaction with each other, and the appropriate strategy is extracted from their analysis. (David, 1998)

1-2- Statement of the problem

Achieving the organization's goals depends on the employees' ability to perform assigned tasks and adapt to the changing environment. The implementation of training and improvement of human resources allows people to effectively continue their activities and increase their efficiency in accordance with organizational and environmental changes. Therefore, training and improvement is a continuous and planned effort by management to improve employee competency levels and organizational performance. Invalid source specified.

In today's era, organizations need to provide new products and services to the market faster than competitors to deal with pressures from competitors, stakeholders, shareholders and customers. As the work environment becomes more and more different and diverse, companies should also strive to strengthen the capabilities and competencies of employees in order to achieve a competitive advantage. Competitive advantage requires competence and ability to create better products and services and a higher rate of return than competitors. Human resources should help the company to create added value in capital, products and services earlier than competitors. If human resources create this value on time, it will contribute to the company's competitive advantage. In such a situation, in order to overcome uncertainty, complexity and dynamism, the only way facing the managers is to empower the organization and employees through the acquisition of knowledge and skills that quickly become outdated and out of date. Therefore, having a capable and efficient human force, which is considered the foundation of the national wealth and vital assets of the organization, will bring many benefits to organizations, companies and economic enterprises. (R. M. Allen and M.