Designing a Knowledge-Based Human Resource Management Model in Voluntary Organizations

This research has addressed the modeling of knowledge-based human resource management with a qualitative approach in voluntary organizations. According to the theory of resource-based perspective, human resources can be considered rare and non-repeatable assets that provide a sustainable competitive advantage to the company. The researcher is trying to answer a practical problem and in this regard, to develop practical knowledge and discover new knowledge in voluntary organizations. The method used was theme analysis in NVIVO software. The statistical population consists of experts from voluntary organizations with at least the position of deputy; over 20-year work experience; experience in voluntary activities; at least 45 years old with a doctorate degree or higher. The size of the community of experts was 10 people. The number of samples was determined using the purposive sampling technique. In this research, an 8-dimensional model with 29 indicators was identified. These 8 dimensions are supply, growth and training, motivation, maintenance, human resources infrastructure, consequences, internal environment, and external environment. These 8 criteria indicate that the creation of a suitable structure and organization of human resources causes the employees to move towards their main specialties and consequently increases the organization’s productivity. Therefore, by giving importance to human resources, developing and implementing new knowledge strategies, the productivity of knowledge workers, and the use of approaches based on information technology, can improve the knowledge management of human resources.