Evaluating Human Resource Development Strategies in the Architecture of Change Space: Lorestan Education Staff’s Perspective

Human resources are a treasure trove of potential organizational forces that can be strategically developed, deployed and deployed extensively to compete and achieve excellence. The present study was conducted to assess the space and strategies of human resources development in preparation for possible changes in education. The research approach was quantitative and descriptive - evaluation. The statistical population of the study consisted of employees of Khorramabad general education and education departments who were selected by stratified sampling proportional to the size of 215 employees. The tool used included two questionnaires adapted from the studies (Chanda & Kabra, 2000) under the heading "Evaluating Human Resources Development Area" and "Evaluating Human Resources Development Strategies". The face validity of the questionnaire was tested through expert opinions and its construct validity was confirmed by confirmatory factor analysis. The reliability of the questionnaires was confirmed by Cronbach's alpha coefficient. The results showed that the education staff evaluated the human resource development space in their work environment as moderately desirable. Concerning human resource development strategies, the findings also showed that employees rated their satisfaction with the desirability of HR strategies at a lower than average level. The results of one-way ANOVA test also showed that there is no significant difference between the educational staff's perspective on HRD variables and HRD strategies based on educational background and experience. It seems that there is little room for change in the organization of education. To make an overall change in the organization, it is necessary to apply the process through HR strategies. Organizing the change process requires a delicate balance between the stakeholders of the organization. The evolution of HR strategy leads to change in all aspects of HR, systems, beliefs, structure and business expectations of this sector. This is similar to the architecture of change.