Abstract
This study aimed to explore the process of training managers’ competencies development and human resource development based on Grounded Theory. This was a qualitative study. The semi-structured interviews were used for collecting the data. Using purposive sampling method, 15 experts and professors in the field of human resources education and development were selected as sample. The data were analysed in three stages: open coding, axial coding and selective coding; then, the qualitative model was designed. The results showed that there were 7 general categories, 20 main categories and 105 sub-categories. The paradigm model included central category (types of competency), causal conditions (attitude and operational principles), contextual factors (legal and motivational facilitators), intervening conditions (structural and content impediments), interactive strategies (organisational-environmental and functional variables) and Consequences factors (structure and content).
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