Document Type : Exploratory

Authors

• Majid Zamahani ¹
• Amin Dadashi ²
• Esmaeel Rostamzadeh Ganji ³
• Atieh Bohrani ³

¹ Associate Professor, Department of Public Administration, Payame Noor University, Tehran, Iran

² Ph.D Student , Department of Public Administration, Payame Noor University, Tehran, Iran

³ Assistant Professor, Department of Public Administration, Payame Noor University, Tehran, Iran

Abstract

Purpose: This study aimed to explain the dimensions, components, and key mechanisms of human resource management personalization in Bakhtar Group and to develop a coherent model suited to the petrochemical industry context.
Methodology: This qualitative study was conducted within an interpretivist paradigm using thematic analysis. In terms of purpose, it was an applied-developmental study. Data were collected through in-depth, semi-structured interviews with 15 human resource managers and experts from Bakhtar Group, selected through criterion-based purposive sampling. Data analysis was conducted using the six-phase thematic analysis procedure proposed by Braun and Clarke (2006), with the support of MAXQDA software. Attride-Stirling’s (2001) thematic network framework was used to organize and represent the findings. The trustworthiness of the study was assessed in terms of credibility and transferability, while dependability was examined through intracoder agreement.
Findings: The analysis initially generated 215 coding instances, which were consolidated and refined into eight final codes. These codes were organized into four basic themes: data-driven individual decision-making, alignment of individual and organizational goals, structural flexibility, and organizational agility. The basic themes were subsequently integrated into three organizing themes: person-centered management, individual–organization alignment, and organizational macro-level adaptability. At the highest level, these themes converged into the overarching theme of human resource management personalization in Bakhtar Group.
Conclusion: The findings indicate that personalizing human resource management in holding-company structures requires alignment between employees’ individual needs and the organization’s broader strategic priorities. The proposed model can serve as a context-sensitive roadmap for improving human capital effectiveness and designing more adaptive HR practices in Bakhtar Group.

Keywords

• Personalized Human Resource Management
• Data-Driven Individual Decision-Making
• Structural Flexibility
• Alignment of Individual and Organization
• Organizational Agility

Main Subjects

• Modeling