Future of Work and Digital Management Journal 4 Serial Number 11 2026 01 01 Identification and Prioritization of the Components of a Systematic Model for Human Resource Development in Non-Governmental Organizations Identification and Prioritization of the Components of a Systematic Model for Human Resource Development in Non-Governmental Organizations 1 19 EN Journal Article 2025 09 27 <table> <tbody> <tr> <td> <p>Non-governmental organizations (NGOs), as one of the principal pillars of social development, play a significant role in responding to the diverse and complex needs of societies, and the achievement of their missions largely depends on the quality and sustainability of human resources. However, the absence of a systematic and prioritized framework for human resource development has created challenges for the effectiveness of organizational performance in these institutions. The present study was conducted with the aim of identifying and prioritizing the components of a human resource development model in non-governmental organizations. In terms of purpose, the research is applied, and methodologically it follows a mixed qualitative–quantitative design. In the qualitative phase, thematic analysis and semi-structured interviews with experts were employed. In the quantitative phase, fuzzy DEMATEL and Analytic Network Process (ANP) methods were applied to analyze causal relationships and determine component weights. The statistical population consisted of 20 university scholars and experts in the field of non-governmental organizations, who were selected through purposive sampling. The findings indicated that the three main dimensions of human resource development included organizational dimensions with a weight of 0.5260, environmental dimensions with a weight of 0.2657, and individual dimensions with a weight of 0.2083. Among the identified components, the promotion system ranked first with a weight of 0.1502, followed by the macro-environment with a weight of 0.1392 and individual motivations with a weight of 0.1278, whereas the training and development system and the recruitment system received the lowest weights. Overall, the proposed model can serve as a decision-support framework for managers in optimizing resource allocation and enhancing the sustainability of human capital.</p> </td> </tr> </tbody> </table> https://www.journalfwdmj.com/index.php/fwdmj/article/download/223/239