Objective: This study aims to conduct a meta-synthesis of the components of human resource maturity in organizations by identifying, integrating, and interpreting findings from previous research.
Methods: A qualitative research design using a meta-synthesis approach was employed. Data were collected through a systematic review of domestic and international scholarly articles published in recent years. After screening and selecting credible sources, open, axial, and selective coding procedures were applied to extract main and subcategories related to human resource maturity.
Results: Findings revealed that human resource maturity is a multidimensional construct encompassing four key domains: Competency Management, Social Capital Development, Human Resource Process Improvement and Organizational Productivity Enhancement. Each domain includes several subcomponents such as training and development, merit-based selection, employee retention, organizational learning, trust-based culture, process optimization, technology utilization, and performance improvement. The results further indicated that human resource maturity has a significant and direct impact on organizational performance, job satisfaction, employee commitment, and innovation. Facilitating factors such as senior management support, strategic HR policies, technological infrastructure, and a dynamic organizational culture play a critical role in promoting HR maturity.
Conclusions: This study provides a conceptual framework for understanding human resource maturity and can serve as a foundation for developing localized models and practical policy guidelines in human capital management. Based on the findings, it is recommended that organizations focus on developing employee competencies, strengthening social capital, and improving HR processes to advance toward higher levels of maturity and achieve sustainable competitive advantage in complex and dynamic environments.