Identification and Prioritization of Dimensions and Components Effective on Human Resources Valuation: A Case Study on National Iranian Oil Company and its Subsidiaries

The purpose of the current work, conducted in 2017 and 2018, is to identify and prioritize the qualitative and quantitative factors affecting human resources (HR) valuation at National Iranian Oil Company and its subsidiaries. Using a snowball sampling method, 28 experts were selected from the head of human resources, the head of finance, and some staff members of National Iranian Oil Company and its subsidiaries. In order to identify the dimensions and components affecting human resources valuation, a comprehensive literature review at international and national levels, interviews with experts, and three stages of distribution and collection of questionnaires using the Fuzzy Delphi method were performed. Then, two phases of the paired comparison questionnaire were developed and provided for the experts to explain and evaluate the cause-and-effect relationships between the dimensions and the components together. The specified components and dimensions were prioritized using the Fuzzy DEMATEL method. Using the Fuzzy Delphi method, 15 dimensions and 101 components influencing HR valuation were identified at National Iranian Oil Company and its affiliated companies. According to Pareto 20-80, 20 components were identified as the factors influencing human resources valuation at National Iranian Oil Company and its subsidiaries, and using the Fuzzy DEMATEL method, 15 dimensions and 20 specified components were prioritized. According to the results obtained, the most important dimension and component affecting human resources valuation at National Iranian Oil Company and its subsidiaries are job satisfaction, motivation, and perseverance in employees’ assignments.