Presenting the Added Value Model of Human Resources Management in Kurdistan Province

In organizations, the added value of human resources ensuresthe achievement of the set goals of the organization. The roleof human and human resources in opening bottlenecks andcreating advanced technologies and its position as the drivingforce of any organization has led studies to practical aspectsincluding added value. Therefore, the purpose of this researchwas to present the value-added model of human resourcesmanagement in Kurdistan province. This research has beendone in quantitative and qualitative method. The statisticalpopulation in the qualitative section included 15 experts fromthe Kurdistan Provincial Tax Organization, and in thequantitative section, the sample size included 291 experts andemployees of this organization. The results of the researchbased on structural equation modeling calculations showedthat the path analysis coefficients between "added value ofhuman resources in the recruiting and hiring stage" and "addedvalue of human resources in the performance evaluation stage"are equal to 0.93; between "added value of human resources inthe performance evaluation stage" and "added value of humanresources in the rotation/dismissal stage" equal to 0.84; andbetween "added value of human resources in the servicecompensation stage" and "added value of human resources inthe training and development stage" equal to 0.99; It iscalculated; While the path analysis coefficients between"added value of human resources in the rotation/dismissalstage" and "added value of human resources in the servicecompensation stage" are equal to 0.64; Between "added valueof human resources in the stage of organizationalconsequences" and "added value of human resources in thestage of service compensation" equal to 0.65; was measured.