System Modeling of Human Resources Strategic Management

Human Resources of a system, as the most significant part of the system’s internal stakeholders, compared to other resources, may be considered to be the most important competitive and strategic resource of the system. On the basis of this fact, the present study utilizes the “SHEL Model” and addresses the “Hotel Industry in Isfahan city” as the primary system of interest. Specifically, this study is interested to focus on this industry’s “Human Resources Sub-System” and, apply the system thinking to identify internal and external strategic effective factors on improvement of the Human Resources Sub-System Management. This work, as an analytical-descriptive research, is, in fact, to utilize the SHEL Model and to study a population --which consists of “Iran’s Hotel Industry’s Elites” who are somehow relevant to the main area of this research”, “High Level/Middle Level/Executive Mangers”, “Human Resources Managers”, and “Experts/personnel” who are all actively involved in the Human-Resources Sub-Systems of the Isfahan’s famous hotels-- from which, finally, 155 participants are also randomly drawn using “Stratified Sampling Method” to be inquired as well. Library Studies, Face-to-Face/Telephone Interviews, and Researcher –made Questionnaire are all three ways specifically used for the purpose of gathering all required data and information. Analysis of this work’s hypotheses indicates that “1.The System Support for Satisfying the Human Powers. 2. Assimilation and Promotion. 3. Collaboration (Cooperation) and Interaction. 4. Strategic Capabilities may be considered to be internal effective factors, and, on the other side, 1. Laws/Rules Standards. 2. Technologies 3. Geography and 4. Economics may be regarded as the system external effective factors.