Purpose: The study tries to identify alternatives for the productivity promotion by examining the key factors of the organizational productivity processes in the predictors andhe consequences of implementing the capital management policy.
Design / Methodology / Approach: This research is mixed and applied one. The statistical population of the study, in the qualitative section is 14 scientific and executive experts to conduct interviews; in qualitative research 270 people out of the total statistical population 909 ones based on Cochran's formula for validating qualitative findings were randomly selected and questionnaires among the sample size were distributed. The obtained data were analyzed by SPSS26 and using the test method confirmatory factor were analyzed by LISREL8. 8 and the factor loads variables were confirmed and then were ranked by the Friedman test.
Research Findings: Qualitative findings shows the existence of a gap in the implementation of human capital management policy that hinders the promotion of organizational productivity and categorize that in five concepts and quantitative findings shows the effect of these components on the organizational productivity, respectively; process-based with an average 3.58, technical with an average 3.37, contingency with an average 2.99, human-related with an average 2.76, systematic with an average 2.30 and the final finding modifies that improving the above factors in the organization accelerate the processincreasing organizational productivity
Limitations and Consequences: To reduce the influence of the political and security atmosphere prevailing in the Ministry Interior which results conservative comments of the respondents, the scientific justifying of staffs was done.
Practical consequences: Revealing the lack of goal achievements and the formation of gaps in the Implementing part of the organization's human capital management policy is one practical consequence.
Initiative or value of the article: Sought to explain theeffectiveness of organizational productivity that create gap in the implementation of human capital management policy.
Paper Type: Research Article