The pattern of developing emotional capability in the organization's human resource management system

Emotions are an integral part of work life that affects the effectiveness of organizational actions, including HR processes. An organization that has emotional capability can understand and manage emotions effectively. The purpose of this research is to present the pattern of development of emotional capability in HRM system in public sector organizations. The research strategy is developmental-applicative in terms of direction and result, descriptive-exploratory in terms of purpose, and qualitative in terms of research method. Data was collected through group interviews with 14 HR managers of selected companies in the oil and gas industry and individual interviews with 12 organizational and academic experts have been conducted using targeted sampling. The collected information was analyzed by thematic analysis method and finally the final model of developing emotional capability includes 9 emotional dynamics in the form of 3 categories of strategies 1- Strengthening positive emotions which includes strengthening the atmosphere of cooperation and participation and maintaining respect and human dignity, 2- The strategy of weakening negative emotions, including observing the principle of diversity in the method and observing fairness and justice, and 3- The strategy of channeling emotions, including creating awareness and transparency, creating a space for discourse and emotional freedom, creating emotional harmony and coherence, regulating emotional contagion and skill enhancement and empowerment were provided. Also, in the presented model, 31 unique solutions are presented for the realization of each of the dynamics, separately from the four main processes of recruitment and socialization, training and empowerment, performance management and employee compensation.