Designing Native Human Resource Development Strategies according to Employment Status (Iranian Gas Transmission Company (IGTC))

This article aimed to develop and prioritize the HR strategies in Iranian Gas Transmission Company. This is a desk study. Data were collected using a questionnaire and focus group meetings. SWOT was employed to prioritize the strategies. According to the findings, meritocracy-based employment planning, dynamic career path programs, HR development with an emphasis on the internship-training programs, dynamic system design of job performance evaluation in accordance with organizational changes, service compensation policy in accordance with Iran's economic conditions, and ergonomics and workplace safety promotion are, in order, the most important identified strategies for officially-employed staff working in IGTC. Meritocracy-based employment improvement, job design and job ID Preparation (job description), performance-based service compensation, job-performance feedback system design and improvement, and virtual space promotion and development strategy in the company's business processes are, in order, the most important priorities for contract-based staff working in IGTC. The results showed that WO (Weakness-Opportunity) is the most optimal strategy for IGTC for both officially-employed and contract-based employees.