Shahid Beheshti University Public Administration Perspective 2251-6069 10 4 2019 12 22 Identifing the Components of Human Resource Improvement with an Emphasis on Meritocracy in the Iranian Government Identifing the Components of Human Resource Improvement with an Emphasis on Meritocracy in the Iranian Government 176 191 96605 10.48308/jpap.2019.96605 FA Elham Sarshar PhD Student in Public Administration, Human Resources, Faculty of Management and Accounting, Islamic Azad University, Aliabad Katoul Branch, Iran, Aliabad Katoul Roohollah Samiei Department of Public Administration, Faculty of Management and Accounting, Islamic Azad University, Aliabad Katoul Branch, Iran, Aliabad Katoul Journal Article 2019 04 20 <strong>Purpose</strong>: The purpose of this study was to identify the components of human resource improvement with an emphasis on meritocracy in the Iranian government. <br /><strong>Design/Methodology/Approach:</strong>This research was  a qualitative. The statistical population was decision team consisted of academic and organizational experts who were selected in a non-targeted (purposeful) and snowball manner with 35 individuals. The tools used in this study were semi-structured interviews whose validity and reliability were confirmed. The coding method was used for data analysis. <br /><strong>Research Findings</strong>: The findings showed that 23 indices with 7 components of meritocracy, meritocracy, merit selection, meritocracy, aptitude, meritocracy and meritocracy were identified and approved for the meritocracy model. Eighteen indicators were identified and validated with 5 components of training, career, performance evaluation, discipline and reward system for human resource improvement model <br /><strong>Limitations and Consequences:</strong> Various intrusive variables such as human resource education have not been studied in this study, and further research should consider, from this point of view, meritocracy and human resource improvement. <br /><strong>Practical Consequences:</strong> Understanding human resource improvement components with a meritocratic approach helps government agencies to assign individuals to different positions according to need and performance. <br /><strong>Innovation or Value of the Article</strong>: This study was conducted in a qualitative manner and was therefore interviewed with academic and organizational experts and the components were studied comprehensively. So it has innovation. Because almost no comprehensive research has been found. <strong>Purpose</strong>: The purpose of this study was to identify the components of human resource improvement with an emphasis on meritocracy in the Iranian government. <br /><strong>Design/Methodology/Approach:</strong>This research was  a qualitative. The statistical population was decision team consisted of academic and organizational experts who were selected in a non-targeted (purposeful) and snowball manner with 35 individuals. The tools used in this study were semi-structured interviews whose validity and reliability were confirmed. The coding method was used for data analysis. <br /><strong>Research Findings</strong>: The findings showed that 23 indices with 7 components of meritocracy, meritocracy, merit selection, meritocracy, aptitude, meritocracy and meritocracy were identified and approved for the meritocracy model. Eighteen indicators were identified and validated with 5 components of training, career, performance evaluation, discipline and reward system for human resource improvement model <br /><strong>Limitations and Consequences:</strong> Various intrusive variables such as human resource education have not been studied in this study, and further research should consider, from this point of view, meritocracy and human resource improvement. <br /><strong>Practical Consequences:</strong> Understanding human resource improvement components with a meritocratic approach helps government agencies to assign individuals to different positions according to need and performance. <br /><strong>Innovation or Value of the Article</strong>: This study was conducted in a qualitative manner and was therefore interviewed with academic and organizational experts and the components were studied comprehensively. So it has innovation. Because almost no comprehensive research has been found. https://jpap.sbu.ac.ir/article_96605_5e1e6795e0ce162124f3a1b9ec7ddd92.pdf