Purpose

Due to the important role of strategic human resources in fulfilling the main objectives of organizations on the one hand and the necessity of having suitable functional strategies in place to operationalize the developmental programs on the other hand, this study aims to identify the factors and sub-factors of developmental programs and their priorities as well as the relationship and interactions of the identified criteria in human capital developmental programs through a hybrid fuzzy decision-making trial and evaluation laboratory –analytic network process approach. Also, the rank of functional strategies to achieve these human resource developmental programs is determined using fuzzy VIsekriterijumska Optimizacija I KOmpromisno Resenje (VIKOR) technique.

Design/methodology/approach

Through an in-depth review of the relevant literature, the most important criteria and sub-criteria were determined. Then, a questionnaire was designed and distributed among 20 top managers and experts of the surveyed bank. Using geometric mean, the criteria were screened. In the next step, the second pairwise questionnaire was designed and distributed among eight experts, to determine the relations and interrelations among these factors their relevant sub-factors and prioritize them. Finally, using the third designed questionnaire and fuzzy, VIKOR (FVIKOR) technique the ranks of functional strategies were determined.

Findings

Analysis of the results showed that “future wellness and retirement” is the most influential factor and the “retention” factor is the most permeable factor. Also, human capital planning is the most important factor of this department’s developmental programs in achieving its strategic objectives. Factors “recruiting and hiring,” “retention,” “empowerment” and “future wellness and retirement” were ranked second to fifth, respectively. Finally, the application of the FVIKOR technique revealed that “enhancement and improvement of incentive systems” is the best functional strategy to achieve the developmental plans of the human capital department.

Research limitations/implications

One of the limitations of this study is the generalizability of the findings, which may be limited by the single case study method used.

Practical implications

This study presents a comprehensive and effective tool which could specifically help policymakers and top managers of the survey company and other managers of the banking sector in general, to use a quantitative approach toward identification and prioritizations of the determinants factors of the human capital developmental programs toward achieving functional strategic objectives to enhance the satisfaction of their internal customer as the most important asset of their organizations which might lead to the increased external customer satisfaction and, subsequently, increased competitive advantage.

Originality/value

To the best knowledge of the authors, this is one the first studies of its kind which attempts through a hybrid fuzzy analytical network process and fuzzy DEMATEL approach, presents a structural network model to examine the interrelationships among the human capital developmental programs and prioritizes them, also simultaneously rank the functional strategies toward achieving these programs using FVIKOR technique.

中文翻译：

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实现职能战略目标的人力资本部门发展计划的决定因素：模糊混合方法

目的

由于战略人力资源一方面在实现组织的主要目标方面发挥着重要作用，另一方面需要制定适当的职能战略来实施发展计划，本研究旨在确定因素和子通过混合模糊决策试验和评估实验室 - 分析网络过程方法，发展计划的因素及其优先级以及人力资本发展计划中已确定标准的关系和相互作用。此外，使用模糊 VIsekriterijumska Optimizacija I KOmpromisno Resenje (VIKOR) 技术来确定实现这些人力资源开发计划的功能策略的等级。

设计/方法/方法

通过对相关文献的深入审查，确定了最重要的标准和子标准。然后，设计了一份问卷，分发给被调查银行的 20 名高级管理人员和专家。使用几何平均数筛选标准。下一步，设计了第二份成对问卷并分发给八位专家，以确定这些因素及其相关子因素之间的关系和相互关系，并对其进行优先排序。最后，利用第三次设计的问卷和模糊VIKOR（FVIKOR）技术确定了功能策略的等级。

发现

结果分析表明，“未来健康和退休”是影响最大的因素，“留任”因素是最具渗透性的因素。此外，人力资本规划是该部门实现其战略目标的发展计划中最重要的因素。“招聘和聘用”、“留任”、“授权”和“未来的健康和退休”因素分别排名第二至第五。最后，FVIKOR技术的应用揭示了“加强和完善激励机制”是实现人力资本部门发展规划的最佳职能策略。

研究限制/影响

这项研究的局限性之一是研究结果的普遍性，这可能受到所使用的单一案例研究方法的限制。

实际影响

本研究提供了一个全面而有效的工具，可以专门帮助调查公司的决策者和高级管理人员以及银行业的其他管理人员使用定量方法来识别和优先考虑人力资本发展计划的决定因素实现职能战略目标，以提高内部客户的满意度，将其作为组织最重要的资产，这可能会导致外部客户满意度的提高，从而提高竞争优势。

原创性/价值

据作者所知，这是同类研究中的第一个，它尝试通过混合模糊分析网络过程和模糊 DEMATEL 方法，提出一个结构网络模型来检查人力资本发展计划之间的相互关系并确定它们的优先级，还同时使用 FVIKOR 技术对实现这些程序的功能策略进行排序。