dynamic method

The strategy of the organization is the way to achieve goals and to identify external (opportunities and threats) and internal factors (strengths and weaknesses) and exploit them properly and neutralize internal weaknesses and external threats. Human resource strategy as one of the organizational strategies is a model of decisions that deals with human resource policies and procedures in line with the goals of the organization to improve productivity and its performance. The purpose of this strategy is to align human resource policies with the strategic goals of the organization; in such a way that there is internal coordination (integration and cohesion) between the human resource subsystems and strategy and the strategy of the external coordination organization. Accordingly, considering the importance of the subject, the purpose of this study is to investigate the relationship between the factors that create alignment between human resource and organizational strategy. The present study was conducted with a combined approach (qualitative and quantitative). In the qualitative part of the research, the conceptual model has been designed by consulting 15 managers of the human resources department of the Refah Bank and through an open-design questionnaire. In the quantitative research, through a sample of 384 people, the designed model with the system dynamics approach has been tested. The results show that the most important factors are divided into 5 main categories including creating a suitable organizational environment, improving the quality of human resources, coherent planning, ability of managers and attention to welfare mechanisms and 30 sub-categories.