The Designing an Effective Human Resource Management Model Based on Participatory Organizational Culture in the Public Section in Iran

Abstract Effectiveness is one of the important topics for all managers of public sector organizations and the general disagreement about the characteristics of effective organizations is their differentiation from the point of view of their specific goals and missions and their different cultures. This research aims to fit human resource management based on participatory organizational culture in order to improve the effectiveness of organizational performance. In this research, quantitative and qualitative methods are used for collecting data. The data gathering tools are used by questionnaires and interviews. The statistical population of the study is university experts with human resource management expertise and policy experts in the field of human resource management in the administrative system of the country, and the number of statistical samples in the first stage to complete the questionnaire of 40 academic experts and in the second stage, 10 expert experts in the organization The administrative and employment of the country has been determined by the professors of guidance. To analyze the quantitative data from the questionnaire, an algorithm for implementing the fuzzy Delphi technique was used and the content analysis technique was used to analyze the qualitative data obtained from the interview. Finally, it can be concluded that despite the legal provisions in the public sector regarding the implementation of a committed strategy in participatory organizational culture, empowerment, teamwork and capacity development indicators should be formulated and approved in a more appropriate legal framework so that in this type of culture The effectiveness of human resource management and, ultimately, organizational effectiveness. Introduction In Iran, the policies and programs of reforming the administrative system of the country, which are in accordance with the law on service management of the country and the five-year development plans of the country under the general policies of the administrative system communicated by the Supreme Leader, have been drafted and communicated to the executive agencies. Transparent and clear, but executive agencies have different behaviors in enforcing the rules and implementing these policies. In many cases, justifying executives of executive agencies is the non-enforceability of these policies in their own organization. What is certain about the inability of executive agencies and the inappropriateness of policies is