Purpose: The main purpose of this research is to model the added value indicators of human resources management in Kurdistan province.
Materials and Methods: The research method in this study was implemented based on qualitative mixed methodology (content analysis method) in MAXQDA software and quantitative analysis (structural equation modeling) in Smart PLS environment. The sample studied in this research is Tax Affairs Organization.
Findings: From the main results, it can be noted that the added value of human resources management in Kurdistan Province are: "Added value of human resources in the recruitment and recruitment phase"; "The added value of human resources in the performance evaluation phase"; "Added value of human resources in rotation/dismissal phase"; "The added value of human resources in the service compensation phase"; "Added value of human resources in the stage of organizational consequences" and "Added value of human resources in the stage of training and development".
Conclusion: Finally, based on structural equation modeling calculations, it was determined that the path analysis coefficients between "added value of human resources in the recruitment and hiring stage" and "added value of human resources in the performance evaluation stage" equal to 0.93; between "added value of human resources in the performance evaluation stage" and "added value of human resources in the rotation/dismissal stage" equal to 0.84; and between "added value of human resources in the service compensation stage" and "added value of human resources in the training and development stage" equal to 0.99; It has been calculated while the path analysis coefficients between "added value of human resources in the rotation/dismissal stage" and "added value of human resources in the service compensation stage" are equal to 0.64; between "added value of human resources in the stage of organizational consequences" and "added value of human resources in the stage of service compensation" equal to 0.65; was measured.