Management faculty of Shahid Sattari Aeronautical University Innovation Management in Defensive Organizations 2676-7112 7 4 2025 01 20 A Model of Human Resource Management Strategies Focusing on Information Technology Goals A Model of Human Resource Management Strategies Focusing on Information Technology Goals 177 204 229570 10.22034/qjimdo.2024.437148.1658 FA Maryam Salimi Estalaki PhD student of department of public Administration, School of Management and Economics, Research and Sciences Branch, Islamic Azad University, Tehran, Iran. Hassan Rangriz Associate Prof., Faculty of Management, Kharazmi University, Tehran, Iran. 0000-0001-9327-4649 Mehdi Kheirandish Professor, Department of Management, Shahid Sattari University of Aeronautical Sciences and Technology, Tehran, Iran. 0000-0001-6815-3255 Journal Article 2024 01 22 Background & Purpose: In the digital age, the alignment of human resource strategies with IT goals is recognized as one of the key factors for the success of organizations in utilizing new technologies. However, many organizations face challenges such as mismatch of skills with digital needs, resistance to change, and inefficiency of technological decision-making processes. The aim of this study is to design and present a model of alignment between human resource strategies and IT goals. Methodology: This study is a developmental and applied research type, and it uses a qualitative method and a thematic analysis strategy. Research data were collected through semi-structured interviews with human resources and information technology experts in state-owned banks (Agricultural Bank). Initially, open coding was performed based on initial themes, and then, with deeper analysis, the codes were categorized into macro themes and strategic subcategories. Findings: Analysis of research data showed that information technology goals can be separated into three main dimensions: the centrality of digital transformation in strategic decision-making by senior managers, the agility of the banking organization, and the digitization of the workplace and organizational culture. In this regard, four key human resource management systems were identified, including the supply and adjustment system, the training and improvement system, the retention and maintenance system, and the human resource utilization system. The strategies of each system were designed to strengthen human resource capabilities in order to achieve digital goals and organizational development. Conclusion: Aligning human resource management strategies with information technology goals can play a pivotal role in strengthening human resource capabilities, improving organizational agility, and facilitating digital transformation in banks. Designing and implementing key human resource systems in line with digital goals paves the way for creating synergy between organizational development and effective utilization of information technology. Background & Purpose: In the digital age, the alignment of human resource strategies with IT goals is recognized as one of the key factors for the success of organizations in utilizing new technologies. However, many organizations face challenges such as mismatch of skills with digital needs, resistance to change, and inefficiency of technological decision-making processes. The aim of this study is to design and present a model of alignment between human resource strategies and IT goals. Methodology: This study is a developmental and applied research type, and it uses a qualitative method and a thematic analysis strategy. Research data were collected through semi-structured interviews with human resources and information technology experts in state-owned banks (Agricultural Bank). Initially, open coding was performed based on initial themes, and then, with deeper analysis, the codes were categorized into macro themes and strategic subcategories. Findings: Analysis of research data showed that information technology goals can be separated into three main dimensions: the centrality of digital transformation in strategic decision-making by senior managers, the agility of the banking organization, and the digitization of the workplace and organizational culture. In this regard, four key human resource management systems were identified, including the supply and adjustment system, the training and improvement system, the retention and maintenance system, and the human resource utilization system. The strategies of each system were designed to strengthen human resource capabilities in order to achieve digital goals and organizational development. Conclusion: Aligning human resource management strategies with information technology goals can play a pivotal role in strengthening human resource capabilities, improving organizational agility, and facilitating digital transformation in banks. Designing and implementing key human resource systems in line with digital goals paves the way for creating synergy between organizational development and effective utilization of information technology. https://www.qjimdo.ir/article_229570_d38bfbe6560b9f78623e9af83b1c6b9b.pdf