Designing a native model for managing the talent of commanders of Amin University of Law Enforcement Sciences with emphasis on human geography components

The purpose of the study was to design a talent management model for commanders of Amin Forensic Science University; a qualitative research approach was conducted in a self-contained data type. The statistical population consisted of experts, experts and knowledgeable people in the field of talent management at the Police Science University. Purposeful sampling was used to determine the samples of this study and to determine the experts. Semi-structured interview tool was used for data collection. To ensure the validity of the instrument in the research and to ensure the accuracy of the findings from the researcher's point of view, valuable insights from the professors familiar with the field and academic experts in the field were used, and the reliability of the test and method was tested. Inter-subject agreement was used to calculate the reliability of the interviews. The method of data analysis was theoretical coding based on data theorization method. The results showed that the components of talent management such as recruitment (talent management policy; talent identification / talent pool / talent based on demand and resource allocation), retention (workforce planning and talent management strategy), empowerment (Talent education and improvement), performance management (leadership and management of career development), and excellence (surrogacy; organizational loyalty and managerial / organizational experience) were identified in the talent management model for security police commanders. In this regard, the present study also sought to provide a talent management model for the commanders of Amin University of Law Enforcement Sciences to be able to meet future needs.