ارائه مدل توسعه مهارت‌های دیجیتال منابع انسانی در بانک کشاورزی

حسن پزشکی; حسینعلی  جاهد; سید مهدی  الوانی; محمدعلی  مختاری

Authors

Hassan Pezeshki Phd student, Department of Management, Qa.C., Islamic Azad University, Qazvin, Iran Author https://orcid.org/0009-0008-0483-3225
HosseinAli Jahed Department of Educational Management, Management faculty, WT.C., Islamic Azad University, Tehran, Iran. Corresponding author https://orcid.org/0000-0001-9225-2499
Seyed Mehdi Alvani Department of Public Administration, Qa.C., Islamic Azad University, Qazvin, Iran Author https://orcid.org/0000-0002-1298-2131
Mohammad Ali Mokhtari Department of Business Administration, Faculty of Management and Economics, Edalat University, Tehran, Iran Author https://orcid.org/0000-0003-4851-9859

Keywords:

Digital skills development, human resources, Keshavarzi Bank, digital transformation, content analysis

Abstract

This study aimed to design and explain a human resource digital skills development model for the Agricultural Bank. This applied, qualitative, and exploratory study was conducted within an interpretive paradigm using an inductive approach. The participants comprised academic experts, managers, and specialists in human resource management and digital transformation at the Agricultural Bank, selected through purposive and theoretical sampling. Data were collected through in-depth semi-structured interviews. Initial saturation was achieved after 15 interviews, and three additional interviews were conducted to confirm theoretical saturation; accordingly, data from 18 interviews were analyzed. Thematic analysis was performed through familiarization with the data, initial coding, identification of basic themes, formation of organizing themes, and extraction of overarching themes. Recoding reliability was assessed using Cohen’s kappa coefficient. The thematic analysis identified five principal dimensions, 15 components, and 88 indicators. The principal dimensions were digital security and governance, digital structuring factors, emerging technology factors, digital skills and empowerment, and human resource value creation. Digital structuring factors accounted for the largest proportion of the model, comprising 24 basic themes. Digital skills and empowerment and human resource value creation each included 20 basic themes. A Cohen’s kappa coefficient of 0.732 indicated satisfactory agreement and reliability in the coding process. The findings demonstrated that managerial support, change management, technological infrastructure, information security, continuous learning, digital knowledge sharing, and digital literacy development interactively determine employees’ digital skills development. Human resource digital skills development in the Agricultural Bank is a multidimensional and systematic process requiring the integration of individual empowerment with digital governance, organizational support, technological infrastructure, and continuous learning. The proposed model can provide a practical foundation for designing training policies, restructuring human resource development processes, and advancing the bank’s digital transformation.

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