Identify managers' perceptions of the strategies that affect the creation of sustainable human resource

Human resources have become the most powerful source of competitive advantage in the business environment today. Therefore, researchers, senior managers as well as human resource experts always emphasize the importance of human resource management. Emergence and development of a new concept of sustainable human resource management is one of the concepts that put the organization in the direction of sustainable development. Hence, sustainable human resource management has evolved as a field of study to facilitate the understanding of the relationship between the organization and stakeholders. Although there are many definitions in the literature of sustainable human resource management, but there is no specific set of effective features in the formation of sustainable human resource management. Since the characteristics of sustainable human resource management to implement the organizational sustainability strategy using human resources as the main axis of any business has a special place, therefore, the purpose of this study is to identify and categorize the characteristics of sustainable human resource management using methodology. For this purpose, in the first step, related and approved articles and researches were analyzed. In addition, in-depth interviews were conducted with executive and academic experts. In the second part, the identification of mentalities was done quantitatively using the Q-factor analysis technique. Subject matter experts and executive experts were used to determine mental patterns. Findings and their analysis indicate the existence of 5 mental models regarding the characteristics that affect the formation of sustainable human resource management, including interactionism, rationalism, criticism, diversity and justice.