Designing a Model for the Development of Digital Competencies among Public Sector Employees: A Case Study of Governmental Organizations in Kermanshah
Keywords:
Digital Competency Development, Public Sector Employees, Thematic AnalysisAbstract
In the era of digital transformation, public sector organizations face significant challenges in updating the capabilities of their human capital. Digital competencies have emerged as one of the most critical components for the successful implementation of innovative policies and the effective utilization of emerging technologies. Purposeful development of employees’ digital competencies not only enhances productivity but also plays a pivotal role in organizational flexibility and sustainability. This study aims to design a conceptual model for the development of digital competencies in governmental organizations in the city of Kermanshah and seeks to identify and explain the dimensions, requirements, and barriers to this development. Employing a qualitative approach and thematic analysis method, data were collected through semi-structured interviews with 12 academic and executive experts in the fields of human resource management and information technology. For data analysis, the four-stage thematic analysis process based on the Clarke and Braun model was used, including initial coding, theme searching, reviewing, naming, and presenting the final model. The findings of the study led to the identification of four main themes: employee digital competencies, organizational enabling factors, barriers to competency development, and the role of external stakeholders. Furthermore, 13 sub-themes and more than 20 initial codes were identified to support the development of the conceptual model. According to the results, developing digital competencies in public sector organizations requires a systemic, interdisciplinary perspective grounded in continuous learning, leadership support, and inter-organizational collaboration. The final proposed model can serve as a practical guide for policymakers and human resource managers in designing and implementing digital transformation programs.
Downloads
References
[1] M. Abidi, M. Haghighi, and R. Zolfaghari Zafarani, "Identification and Evaluation of Human Resource Competency Components in the Digital Transformation Era," Quarterly Journal of Management and Educational Perspective, vol. 20, no. 11, pp. 330-347, 2024.
[2] A. F. Barišić, J. Rybacka Barišić, and I. Miloloža, "Digital transformation: challenges for human resources management," Entrenova, vol. 17, no. 1, pp. 356-367, 2021, doi: 10.54820/GTFN9743.
[3] C. Blanka, B. Krumay, and D. Rueckel, "The interplay of digital transformation and employee competency: A design science approach," Technological Forecasting & Social Change, vol. 178, no. 8, pp. 1-15, 2022, doi: 10.1016/j.techfore.2022.121575.
[4] A. Mazurchenko and M. Zelenke, "Employee digital competency development in the construction and automotive industrial sectors," central European business review, vol. 11, no. 1, pp. 40-51, 2022, doi: 10.18267/j.cebr.284.
[5] I. Faina and F. Almedia, "Key competencies for digital transformation in workplace," Springer Nature, vol. 1, no. 1, pp. 219-225, 2020, doi: 10.1007/978-3-030-40390-4_14.
[6] S. D. Müller, H. Konzag, J. A. Nielsen, and H. B. Sandholt, "Digital transformation leadership competencies: A contingency approach," International Journal of Information Management, vol. 75, p. 102734, 2024, doi: 10.1016/j.ijinfomgt.2023.102734.
[7] H. Goodarzi, N. Jazani, and A. Hassanpour, "A Model for Digital Transformation of Human Resource Management in Iranian Governmental Organizations," Quarterly Journal of Industrial and Organizational Psychology Studies, vol. 10, no. 2, pp. 303-316, 2023.
[8] S. M. Hosseini Nasab, M. Shami Zanjani, and A. Gholipour, "Presenting a Competency Model for the Chief Digital Officer as a Digital Transformation Leader in the Organization," Journal of Information Processing and Management, vol. 3, no. 36, pp. 835-860, 2021, doi: 10.52547/jipm.36.3.835.
[9] M. Mohammadi, M. Hedavand, and H. R. Masoumi Khalaji, "Personalized Human Resource Management through HR Analytics and AI: Theory and Implications," ed, 2024.
[10] E. Rajabpour and A. Abbasi Mosallo, "Business Process Model for Human Resource Management in SMEs," Tehran, Iran, 2022.
[11] B. Pu, W. Sang, J. Yang, S. Ji, and Z. Tang, "The effect of entrepreneurial leadership on employees' tacit knowledge sharing in start-ups: A moderated mediation model," Psychology Research and Behavior Management, pp. 137-149, 2022, doi: 10.2147/PRBM.S347523.
[12] S. H. Hejazi, S. Iran Zadeh, and M. Bagherzadeh Khajeh, "A Human Resource Management Model to Achieve Agility in Electronic SMEs (Case Study: E-businesses in Iran)," ed, 2022.
[13] J. Molaei, M. Haghighi, and M. Nasrollahi, "Designing a Human Resource Empowerment Model with a Digital Approach in the Medical Council Organization Using Qualitative and Quantitative Methods," Journal of the Medical Council Organization, vol. 41, no. 1, pp. 53-74, 2023.
[14] G. Schiuma, F. Santarsiero, D. Carlucci, and Y. Jarrar, "Transformative leadership competencies for organizational digital transformation," Business Horizons, 2024, doi: 10.1016/j.bushor.2024.04.004.
[15] S. Hadadnia, "Testing a Conceptual Model Linking HR Management and Meritocracy Through Organizational Ingratiation," ed, 2024.
[16] H. Shahbandarzadeh and H. Zaki Kolli, "Explaining a Model to Identify Success Factors of Human Resource Management in SMEs," Tehran, Iran, 2022.
[17] M. a.-R. Tavan, M. Moradi, and M. Ebrahimpour Azbari, "Investigating the Mediating Role of Organizational Resilience Between HR Management and SME Performance," Tehran, Iran, 2023.
[18] B. Rismayadi, "Human Resource Management Practices in Startup Companies: Challenges and Opportunities," Lead Journal of Economy and Administration, vol. 2, no. 4, pp. 176-182, 2024, doi: 10.56403/lejea.v2i4.184.
[19] M. Taghvaei Javanshir, M. H. Rostami, and M. Jalali, "The Impact of Green HRM Principles on Green Performance in Tehran's SMEs," Tehran, Iran, 2024.
[20] A. a.-S. Shafiee and A. Faghihi, "The Role of Green HRM in Sustainable Development," Shiraz, Iran, 2024.
[21] F. Sayahi and M. Talari, "Identifying Emerging Approaches in HR Strategy," Tehran, Iran, 2024.
[22] J. Murdiono, J. P. Soehaditama, A. Setyawati, N. Irenita, and S. A. Wahdiniawati, "Analysis Employee Engagement and Employee Performance Startup Business: Assessment, Psychological Structure, Discipline (Study Literature Review)," Dinasti International Journal of Management Science, vol. 5, no. 4, pp. 890-907, 2024.
[23] J. Rahedarpour, H. Sandgol, and N. Makhmali, "HRM Strategies in Public Organizations: Investigating the Impact on Improving Efficiency and Job Satisfaction of Employees," ed, 2024.
[24] I. Maria, "Unlocking Success: Human Resource Management for Startupreneur," Startupreneur Business Digital (SABDA Journal), vol. 3, no. 1, pp. 89-97, 2024, doi: 10.33050/sabda.v3i1.505.
[25] H. Boudlaie, M. H. Kenarroodi, H. A. Mahdiraji, and V. Jafari-Sadeghi, "The role of HRM practices on employee performance, engagement and retention: a case study on public-oriented tourism start-ups," International Journal of Public Sector Performance Management, vol. 13, no. 4, pp. 504-528, 2024, doi: 10.1504/IJPSPM.2024.138766.
[26] M. Dehghan, H. Ahmadi, and E. Rajabpour, "The Application of Human Resource Management Policies for Marketing Managers: Emphasis on Marketing Strategies and Organizational Performance in SMEs," ed, 2021.
[27] E. Hosseini, M. Tajpour, A. Salamzadeh, and A. Ahmadi, "Team performance and the development of Iranian digital start-ups: the mediating role of employee voice," in Managing human resources in SMEs and start-ups: international challenges and solutions, 2022, pp. 109-140.
[28] H. Safarpour, "Identifying the Success Factors of HR Management in SMEs," Shirvan, Iran, 2024.
[29] N. Sikki, Z. Aripin, and N. G. Fitrianti, "Business innovation and critical success factors in digital transformation and challenging times: An econometric analysis of startup viability and success," KRIEZ ACADEMY: Journal of development and community service, vol. 1, no. 2, pp. 1-15, 2024.
[30] A. Moradi, S. Hosseinian, and S. K. Va'ezi, "Strategic Models for Skill-Building and Competency Development of Knowledge Workers Based on Thinking Preferences," vol. 4, no. 10, pp. 97-114, 2020.
[31] Y. Gheydar and M. Shami Zanjani, "A Model of Factors Affecting the Formation of Employees' Digital Experience," Journal of Human Resource Studies, vol. 10, no. 3, pp. 23-50, 2020.
[32] McKinsey and Company, "The digital talent gap: Are companies doing enough?," ed, 2021.
[33] M. Hulla, D. Moser, P. Herstätter, and H. Burgsteiner, "Competency Models for the Digital Transformation and Digitalization in European SMEs and Implications for Vocational Trainings in Learning Factories and Makerspaces," Vocational Education and Training (VETNET), vol. 7, no. 2, pp. 24-41, 2021.
[34] D. Permana, I. Rustiawan, and R. Sya'rani, "Strategic Human Resources Management And Organisational Resillience In Indonesian Start-Ups," Commercium: Journal of Business and Management, vol. 2, no. 2, pp. 47-66, 2024, doi: 10.61978/commercium.v2i2.214.
[35] R. U. Nikam, Y. Lahoti, and S. Ray, "A Study of Need and Challenges of Human Resource Management in Start-up Companies," vol. 72, ed, 2023, pp. 314-320.
[36] N. Jamshidnejad, "Human Resource Management in Small and Medium-Sized Enterprises," Tehran, Iran, 2023.
Downloads
Published
Submitted
Revised
Accepted
Issue
Section
License
Copyright (c) 2024 Farhad Rezaei, Masoud Bastami, Saman Sheikh Esmaili (Author)
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
