Designing and Explaining Human resource competency model in order to retain employees in privatized companies in a competitive environment : a case study of oil companies covered by paragraph (j) , Article 44 of the constitution

Document Type : Research Article (with quantitative approaches)

Authors
Hassan rangriz 1
Hamidreza arasteh 2
Hosein Abasiyan 3
tara tehranchi 4
1 .Associate Professor of human resource management and business, kharazmi university, Iran.
2 Professor of Educational administration, kharazmi university, Iran
3 . Assistant Professor of Educational administration, kharazmi university, Iran
4 .Ph.D Candidate of Human resource management, kharazmi university, Iran
Abstract
Today, intangible assets, including human resources, are considered as one of the most important sectors of the business, which can create enormous changes in corporate organizational performance, and neglecting them can have devastating consequences. The main purpose of this research is to design and explain a model of competency in order to retain employees in privatized companies in a competitive environment. The present research is a developmental and applied objective and is qualitative in terms of its nature. The statistical community is marketing experts and human resources in the qualitative sector. Experts were identified by purposeful sampling and snowball techniques, which, according to the adequacy of the data, were interviewed in total with 20 experts. The method of analysis, the data theory of the foundation was based on a systematic approach. The data were collected through in-depth interviews. The results confirm that the identification of the supportive atmosphere and attention to the learning organization was identified. The main phenomenon of individual characteristics, in relation to the conditions of the intervener, were internal and external factors. The governing body of organizational culture and laws and regulations has been identified in relation to the main strategy of human resource management practices, competent leaders and human resources skills. The main consequence of this model is retention of manpower.
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