Background and Purpose: Digital transformation of human resources in the defense supply chain of the Islamic Republic of Iran is an essential necessity for enhancing the country's defense capabilities. The traditional management of the supply chain can lead to decreased efficiency and weakened military capabilities. This study emphasizes the importance of digital transformation in human resources components, indicating that improvements in these areas can positively impact financial and technological aspects of the supply chain. The aim of this research is to present a digital transformation model for human resources based on established international frameworks.
Methodology: This research is a qualitative and applied study designed to identify and analyze key themes in the area of digital transformation of human resources. Participants include 17 experts from digital transformation and human resource management fields, selected through purposive sampling. Data were collected through semi-structured interviews and analyzed using Braun and Clarke's thematic analysis method along with MAXQDA software.
Findings: Four main themes were identified: drivers, barriers, opportunities, and consequences of digital transformation in human resources. Key drivers include organizational leadership, employee capabilities, and technology, while barriers such as resistance to change must be managed effectively. The findings suggest that adopting digital transformation can lead to increased productivity and improved overall performance in the defense supply chain.
Conclusion: Digital transformation of human resources, considering key drivers, can enhance organizational culture and increase productivity. Identifying barriers is essential for effective implementation of the transformation process, paving the way for sustainable success in the defense supply chain.