Smart human resources management: explaining the requirements and technology-based platforms in knowledge-based companies

The purpose of this research is to explain the requirements and platforms of intelligent human resources management with the approach of digital transformation. Considering the expansion of the functions of transformative technologies in businesses and the growth of knowledge measures, the necessity of explaining and designing a model of foundational components in the human resource management systems of knowledge-based companies plays a great role in their excellence. In terms of the purpose of this study, it is an applied-developmental research and it was carried out with a cross-sectional survey approach. The panel of experts to gather opinions and identify basic categories includes fourteen academic experts, human resource managers and digital transformation managers in knowledge-based companies. In order to identify the underlying categories of smart human resource management based on digital transformation using the theme analysis method and MaxQDA software, to finalize the themes using the fuzzy Delphi method and to identify the degree of effectiveness, the degree of influence and the degree of centrality and draw a graphic map using the fuzzy cognitive mapping method and We have benefited from FCMapper software. Based on the analysis, it can be acknowledged that smart strategic management has the highest degree of centrality among the variables, and then intelligent leadership has the highest degree of centrality, and regarding the highest degree of output as the most influential variable on the modeling done, it can be called strategic management. Smart pointed out. Therefore, in designing an intelligent human resource management system, it is appropriate for organizational managers and designers to pay special attention to the important role of strategic management, so that by correctly determining the philosophy and existential nature of the organization and correctly and accurately determining the organizational identity, they can help how to use other dimensions.