Abstract

The present research intends to determine components affecting human capital as well as to identify relationships and prioritization of the mentioned components. The effective factors on human capital and their reciprocal relationship and interactions have been identified through study of the literature and using experts’ opinions. In this article, a proposed model based on “fuzzy network analysis process approach” for identification and prioritization of criteria effective on human capital has been employed. This proposed model includes 6 phases which divides factors effective on human capital in three groups of variables related to employees’ competence, creativity and innovation, and employees’ attitude) each one of which in turn comprises sub-criteria. Results obtained from mean test application suggest that Behnoush company in terms of human capital, employees’ creativity and attitude functions at a satisfactory level and only employees’ competence is not suitably positioned. The obtained results show that from the three main criteria, employees’ attitude was found of higher importance compared to the other two criteria and from among 15 sub-criteria. The two sub-criteria of job quitting rate potential, namely identity acquisition from organizational values and employees’ mean useful life have the most effect on human capital.

Key words: Intellectual capital, human capital, network analysis process.