摘要：The purpose of this paper is toanalyze the effect of HRM policies on total effective knowledge in a healthcare organization as essential requirement for survival. The research methodology is in accordance with the principles of System Dynamics. In the first phase, in this adaptive and descriptive research, the data collection started in the wake of reviewing related literature when a series of semi-structured interviews were conducted with hospital managers to determine their perceptions about the HRM policies in an Iranian hospital. Then, casual loop diagrams, and stock and flow diagrams were identified. Model equations were determined by integral equation related to system dynamics. Model validitywas checked by structural test, consistency test, extreme condition test, and parameters analysis. Parameters analysis was done with historical fitness between simulated data and actual data for total employee variable behavior by coefficient of determination, mean square error (MSE), bias component of MSE, variation component of MSE, and covariance component of MSE. Vensim software was used for simulation, sensitivity and policy analysis. TEK and average knowledge per person increase in the simulation with a non-linear pattern. Different policies in human resource management could affect the TEK by change in hiring rate, on the job training rate, quit rate, and decay rate. According to the results, stop of current adopted policy based on hiring contract employees from 2010 and hiring them as long term hiring had a better effect on TEK and average knowledge. To facilitate meaningful research in this area, it is important that researchers critically consider the nature of the concept of service experience in terms of who experiences it, the scope, content, and context of the service experience, and how service experience relates to other concepts, such as value.No analysis of different HRM policies on organization knowledge level in the healthcare organizations has previously been undertaken.
