Purpose: The purpose of this research was to design a model for the
management and training of potential unemployed human resources
in the Red Crescent population of Bushehr province.
Materials and Methods: The current research is based on a
qualitative approach. The qualitative part was conducted using the
Delphi method in four rounds. In the first round, a questionnaire
designed with open and closed questions was sent to 32 selected
experts.
Findings: According to the purpose of the research, the
management model and human resource training system has six
main dimensions and 25 components. These dimensions and
components affect each other. In such a way that the dimensions of
the human resource supply system, the human resource training and
development system, the human resource compensation system, the
human resource maintenance system, and the human resource labor
relations system respectively affect the human resource
performance management system. Therefore, the human resource
performance management system is in dire need of improvement,
while the human resource supply system facilitates this
improvement. In addition, the most important damage of the human
resources management and training system is the human resources
performance management system, which has the most weight, while
this component is the most effective.
Conclusion: The human resources performance management
system is an influential factor and problem in the human resources
management system, and since the existence of a problem and its
resolution is important for every organization, therefore, the
component of the human resources performance management
system, which is a problem, has gained more importance.