Human resource development by designing a model of self-developmental behavior

The purpose of this study is to design a pattern of self-developmental behavior.</span></span> This research has been done with a qualitative approach. </span></span></span>Participants in this study are 16 managers and experts of the country's water and electricity industry who are active in the field of technology and human resources and participated in the study through purposeful sampling and theoretical saturation rule. Data were collected using a semi-structured interview and the validity of the interview questions was collected using the participants' feedback strategies and receiving the opinion of colleagues in the research. The method of data analysis is content analysis using coding at three levels: open, central and selective. Findings indicate the identification of four categories of individual development, organizational development, extra-organizational development and self-development strategies, each of which has several components. In the category of individual development, components of self-efficacy, mental maturity, self-awareness, delegation and innovation and in the category of organizational development, components of organizational support, organizational trust, flexible structure, teamwork, in the category of extra-organizational, components of social culture, stability and resources Necessary and identified in the category of self-development strategies, components of education, talent development, succession and the path of career advancement. The results showed that self-efficacy, organizational support, succession and career path are the most important components of self-development behavior in the country's water and electricity industry.