Strategic Model of Human Resource Management of Iran's Aviation Industry

The purpose of the present research is to identify and introduce the strategic model of human resources of the Iran aviation system to identify and introduce appropriate strategies for each sub-process of human resource management in the system. Developing a human resource strategy is more about integration and cohesion. Integration is one of the basic goals of strategic human resource management; i.e., ensuring that human resource management plans are fully integrated with strategic plans. Human resource management systems can be a source of capabilities that enable the organization to recognize new opportunities and invest in them, so that to increase the correct integrity of human resource systems and business strategy.

The present study is applied research in terms of purpose. It is a qualitative research in terms of nature of data gathering. The statistical population includes all aviation system experts, including managers, commanders and senior aviation and aviation specialists, who were selected to participate in semi-structured interviews. The method of selecting the interviewees is snowball and after interviewing 35 people, theoretical saturation was obtained. The method of data analysis is content analysis.

Based on various dimensions such as logic, purpose and pattern of strategic reference points, based on the strategy of analysis with interviews with aviation experts, the main and comprehensive topics in the field of categorization and accurate separation of occupations including the characteristics of strategic occupations, characteristics expected staff and manifestations of HR processes were discovered. Then, the group interview method was used and with the meeting of all experts, all the strategic reference points of the aviation system were also discovered.

Based on the separation of industry jobs, the strategies developed are: main (special) jobs; Creative Commitment, Interactive Commitment and Interactive Contracting, Specialized Jobs; Committed professional and contractual assignment, support jobs; Creative and secondary fatherly assignment and sensitive jobs; General paternal and general secondary.