Designing a Domestic Model to Determine the Dimensions of Human Resource Flexibility in Public Banks

The present study aims to provide a model of human resource flexibility in public banks of Iran. Human resource flexibility is an organizational capability variable that refers to an organization's ability to cope with its changing environment. Due to the differences in the viewpoints of researchers regarding the various dimensions of HR Flexibility and because of the expressed criticisms about the incomprehensiveness of the discussed dimensions, the further investigation seemed necessary. This study tried to provide a novel domestic framework to seal the present research gap.
This survey-exploratory research is both applied and qualitative. Its statistical population of comprised of a group of experts including human resource management executives and experts in banks as well as university professors. Adopting the Targeted sampling method, some of the participants were selected as the statistical sample and were interviewed consequently. The selection of experts and data collection via interviewing them occurred until the theoretical saturation was reached. Finally, six experts were interviewed. Thematic analysis was then used to analyze the gathered qualitative data.
Analyzing the data obtained from the conducted interviews, 79 initial themes were extracted. The identified themes were classified into 27 general categories called Main Themes and then into 5 dimensions by paying close attention to the similarities and differences among them.
This study could eventually put forward a five-dimensional model in the field of human resource flexibility in the banking industry. Flexibility in human resource management activities, perceptual-cognitive flexibility, skill flexibility, individual and organizational learning, and behavioral flexibility were the dimensions of this model.