Designing a Model for Human Resource Branding in Iranian’ Public Organizations

Purpose: Today, without having competent and efficient human resources, organizations will not be able to create transformation, development and excellence, achieve a strategic model and achieve the set goals. The way to achieve this is to develop the management and leadership of the organization and create an efficient structure for the human resources organization. Therefore, the main purpose of this study is to design a model of employee competence based on the type of government organizations in Iran. Methodology: The present study is an applied research in terms of purpose and on the other hand, considering that the data required for this research have been obtained using a questionnaire, it is exploratory. The statistical population of this study is two groups (1. Academic experts and organizational experts 2. Managers and employees of government organizations). The statistical sample of this research includes 200 senior managers of government organizations in 4 provinces of Tehran, Gilan, East Azerbaijan and Ardabil and other experts in this field. Also in this research, 3 methods of content analysis, Chang's fuzzy hierarchical analysis process and fuzzy inference system (FIS) and using MATLAB software to design and develop a staff competency model based on the type of Iranian government organizations are discussed. Results: The results of the research findings showed that the competencies of the employees were divided into two general and specialized sections. In the general competencies section, three criteria of technical competence, behavioral competence and functional competence were identified, and in specialized competencies, six criteria of leadership competence, emotional intelligence competence, social intelligence competence, problem solving power competence, conflict management competence competence and human resource management competence were identified. Concolotion: the results of formulating different scenarios in the form of competency models and using fuzzy inference showed that with increasing or decreasing specialized and general criteria, employees' competencies changed.