عنوان مقاله [English]
نویسندگان [English]چکیده [English]
Having knowledgeable, efficient and skilled resources can increase competitiveness, decrease costs and lead to organizational excellence. This depends on a proper review and planning of organizations and human resources that is called the human capital architecture. Therefore, the purpose of this study is to design and formulate a model for human capital architecture using grounded theory. This research is a qualitative research in the field of inductive paradigm. In the present study, deep interviewing has been used as a data gathering tool whose data have been analyzed using Atlas.ti software using open, axial and selective coding. In this research, a purposive sampling method was used to select a sample. Based on the theoretical adequacy, the present study was conducted using 26 interviews. The results of the research include identifying the causative factors, background, intervener and implications of the architecture of human capital, and ultimately providing the final model of the human capital architecture. The results indicate that for human capital architecture, organizations should have an appropriate career management system for their employees based on the principle of competence and on the basis of successors. In addition, to operationalize the architecture of human capital, organizations should consider the coherence of human resource planning with the strategic plans of the organization and the alignment of human resource planning with the strategic planning of the organization. Planning to invest knowledge-based and expert human resources in organizing an organization based on talent and key human resources is another point that is very important in the architecture of human capital. Eventually, for human capital adequacy architecture the organization must make its HRM process based on needs analysis and human resource competence.