Today, human resource has been raised as the most important factor in the field of organizational development. In this regard, a topic called human resources development has been suggested, which can be addressed in different areas. The main purpose of this research is to provide a model for human resources development within the headquarters of the Ministry of Education. For this purpose, the statistical population of this research has been composed of 165 experts with experiences in this field. In the sampling section, the sample size was set to 115 using the Cochran formula. In addition, in the qualitative section, 28 experts were selected. Interviews were used to collect information in the qualitative section. In the quantitative section, a questionnaire was used for exploratory factor analysis and prioritization of indices. In the information analysis section, content analysis method was used to identify the indices, and in the dimensions identification section, the exploratory factor analysis method was used. Finally, a hierarchical analysis method was used to prioritize dimensions. At the end of this research, a process model of human resources development is proposed in the form of environmental and organizational factors. In this research, the main indices are classified into environmental and organizational indices. The environmental part includes economic, political, legal, international, and cultural factors, and organizational part includes organizational dimensions, human resources development capabilities, strategic relationships, process alignment, functional system culture creation, and development of an accountability system.

Ahmeti, F. (2015). Human Resources Development and Challenges Faced During Transition in Developing Economies.‏

Armstrong, M. (2002). Strategic Management of Human Resources.

Brooks, K., & Muyia Nafukho, F. (2006). Human resources development, social capital, emotional intelligence: Any link to productivity? Journal of European Industrial Training, 30(2), 117-128.‏ https://doi.org/10.1108/03090590610651258

Collins, C. J., & Clark, K. D. (2003). Strategic human resource practices, top management team social networks, and firm performance: The role of human resource practices in creating organizational competitive advantage. Academy of management Journal, 46(6), 740-751.‏ https://doi.org/10.2307/30040665

Danaei Fard, H., Alvani, M., Azar, A. (2008). Quantitative Research Methodology in Management: A Comprehensive Approach. Tehran, Saffar.

Geisler, E., & Wickramasinghe, N. (2015). Principles of knowledge management: Theory, practice, and cases. UK: Routledge.‏ https://doi.org/10.4324/9781315686448

Gilley, J., & Eggland, S. (1992). Principle of Human resources development. NJ: Addison. https://doi.org/10.2307/146082

Hughes, C. (2010). “People as Technology” Toward a New Value Creation paradigm for Strategic Development, Human resources development Review, © SA 9(1) 4871. Human resources development practice, Vanderbilt.

Johnson, T. J. (Ed.). (2016). Professions and Power (Routledge Revivals). UK: Routledge.‏ https://doi.org/10.4324/9781315471372

Knight, J. (2015). New rationales driving internationalization. International Higher Education, (34).‏ https://doi.org/10.6017/ihe.2004.34.7404

Lado, A. A., & Wilson, M. C. (1994). Human resource systems and sustained competitive advantage: A competency-based perspective. Academy of management review, 19(4), 699-727.‏ https://doi.org/10.5465/amr.1994.9412190216

McLean, G. (2006). Organizational Development. Principles, Processes, Performance. San Francisco: Berret-Koehler.

Nadler, L., & Nadler, Z. (1989). Developing Human Resource, Jossey- Bass Press (1st Ed.), San Francisco, p.4.

Seyed Javadin, S. R (2010). The Necessity of a Comprehensive Human Resources Development Process. Proceedings of the International Conference on Intellectual Capital Management, Zanjan, August 11-12.

Seyed Javadin, S. R., Sharifi, S. M., & Rayej, H. (2011). The Role of Human Resources Development in Achieving the 2025 Vision, Oil Industry, Tehran. Journal of Management and Human Resources in the Oil Industry, Third Year(8), 77-100.

Soltani M., & Esmaeil Pour, S. (2004), Process-oriented Management. Tadbir, (149).

Swanson, R. A. (1997). Human resources development research handbook: Linking research and practice. Oakland, CA: Berrett-Koehler Publishers.‏

Swanson, R. A. (2008). Brief on the Foundation of Human resources development. Tyler, TX: University of Texas at Tyler School of Human resources development and Technology. https://doi.org/10.1177/1523422308324425

Swanson, R. A., & Holton III, E. F. (2009). Theory of human resources development. Foundations of human resources development, 2, 97-111.‏

Vadi’at, M. R. (2004). Descriptive Dictionary of Human Resources Management. Tehran: Department of Education.

Walton, J. (1999). Strategic human resources development. NJ: Prentice Hall.‏

Watkins, K. E., & Marsick, V. J. (2004), The case for learning, In E. F. Holton III (ed.), Proceedings of the 1995 Academy of Human resources development Annual Conference. Baton Rouge, LA: Academy of Human resources development.

Weinberger, L. A. (1998). Commonly held theories of human resources development. Human resources development International, 1(1), 75-93. https://doi.org/10.1080/13678869800000009

Woodwick, A. L. B. (2002). Improving Practitioner Readiness for Strategic.