Abstract
Background and Purpose: Despite the crucial importance and position of management knowledge in today's world, managerial skills are still not thoroughly understood. Recognizing the dimensions of managerial skills can facilitate access to this valuable resource. Accordingly, this study aimed to design a model for the development of managerial skills among human resource managers.
Methodology: This research is applied in nature and follows a descriptive-qualitative approach, conducted using the grounded theory methodology. Participants included faculty members specialized in human resource management and organizational behavior, as well as HR and administrative managers of knowledge-based organizations. A total of 30 individuals were selected through snowball sampling. Data were collected via semi-structured interviews and analyzed using open, axial, and selective coding within the structured framework of grounded theory, with the aid of MaxQDA software.
Findings: A total of 396 initial codes were identified, which were condensed into 65 sub-categories and 13 main categories. These were organized into six overarching components: causal conditions, central phenomenon, contextual conditions, intervening conditions, strategies, and consequences. The model’s validity and reliability were confirmed through three qualitative validation techniques.
Conclusion: The findings revealed that managerial skills comprise three core dimensions:
• Individual Dimension: including self-awareness, stress management, and effective problem-solving.
• Interpersonal Dimension: including constructive communication, effective motivation, influence, and conflict management.
• Group Dimension: including delegation, teamwork, leadership for positive change, the use of technology, and the application of managerial requirements.