Intelligent Management of Human Capital

Intelligent Management of Human Capital

Architecture of Applying Mixed Reality Technology in the Recruitment and Selection Process of Human Capital in the Army of the Islamic Republic of Iran

Document Type : Original Article

Authors
Behnam Golshahi 1
Akbar khoshnevis Zarch 2
1 Associate Professor. in HRM, Command and Staff University of I.R.I Army, Tehran, Iran.
2 MSc. in Business Administration, Islamic Azad University, Yazd, Iran.
10.22034/imhr.2025.548889.1040
Abstract
Background and Purpose: This study was conducted with the aim of designing an architecture for the application of Mixed Reality (MR) technology in the recruitment and selection process of human capital in the Army of the Islamic Republic of Iran (AJA).
Methodology: The research is developmental–applied in nature and descriptive in method, carried out through an exploratory sequential mixed-methods design. In the qualitative phase, semi-structured interviews were conducted with 15 experts in information technology and human capital management within AJA, selected through purposive sampling. Qualitative data were analyzed using thematic analysis with NVivo software. In the quantitative phase, the statistical population consisted of 120 senior managers and experts relevant to the research domain; based on Cochran’s formula, a sample of 92 participants was determined through stratified random sampling. Data collection in this phase was conducted using a 20-item researcher-developed questionnaire designed on the basis of the Zachman architecture framework. The reliability of the questionnaire was confirmed using composite reliability and Cronbach’s alpha, while construct validity was verified through convergent and discriminant validity. Quantitative data were analyzed using Smart-PLS through confirmatory factor analysis.
Findings: The qualitative results led to the identification of key components of MR application in the recruitment and selection process. The quantitative findings confirmed that the proposed model demonstrated a satisfactory goodness-of-fit. Ultimately, the finalized architecture outlined the deployment of MR technology across multiple levels, ranging from strategic planning (contextual level) to operational implementation (executional level).
Conclusion: The findings indicate which the application of Mixed Reality in human capital recruitment and selection can transcend a merely instrumental and technological level and evolve into a strategic and transformative domain. Accordingly, the role of MR is not confined to task simulation or cost reduction; rather, when integrated with organizational architecture, it can provide the foundation for reengineering the recruitment and selection paradigm within the armed forces.
Keywords
Mixed Reality
Human Capital
Recruitment and Selection
Zachman Architecture Framework
Subjects
  • Abbas, S. I., Shah, M. H., & Othman, Y. H. (2021). Critical review of recruitment and selection methods: understanding the current practices. Annals of Contemporary Developments in Management & HR (ACDMHR), 3(3), 46-52.
  • Abbas, W. F., Ismail, S. H., Haron, H., & Hariri, W. N. (2018). Enterprise integration of employee onboarding process using Zachman framework. International Journal of Engineering & Technology, 7(4.31), 46-51.
  • Abdalla Hamza, P., Jabbar Othman, B., Gardi, B., Sorguli, S., Mahmood Aziz, H., Ali Ahmed, S., ... & Anwar, G. (2021). Recruitment and selection: The relationship between recruitment and selection with organizational performance.
  • Aprianti, A., Rubiati, Y., Aripin, M. R., & Warman, C. (2021). Design and Build a Population Administration Data Collection Application System Using the Zachman Framework. International Journal Engineering And Applied Technology (IJEAT), 4(1), 24-39.
  • Aryanto, A., & Claudia, M. (2024). Finding the Best Candidates: Innovations in Recruitment and Selection of Indonesian Army Soldiers. Jurnal Ilmiah Wahana Pendidikan, 10(23), 1332-1341.
  • Barteit, S., Lanfermann, L., Bärnighausen, T., Neuhann, F., & Beiersmann, C. (2021). Augmented, mixed, and virtual reality-based head-mounted devices for medical education: systematic review. JMIR serious games, 9(3), e29080.
  • Behzad, A., Sardana, D., Vucinic, M., & Dongre, P. (2024, June). Iterative Design of an Interactive Augmented Reality Board Game: A Playful Approach to Recruiting Prospective Students. In International Conference on Human-Computer Interaction(pp. 149-166). Cham: Springer Nature Switzerland.
  • Bell, I. H., Li, C., Thompson, A., Ellinghaus, C., O’Sullivan, S., Reynolds, K. A., ... & Alvarez-Jimenez, M. (2025). A Virtual Reality–Based Cognitive Defusion Application for Youth Depression and Anxiety: Mixed Methods Experimental Study. JMIR Mental Health, 12, e70160.
  • Budin, S. (2024). Three approaches to using mixed reality simulations for teacher preparation and recruitment of future teachers. Education Sciences, 14(1), 75.
  • Chang, K., Carrim, N. M., Gupta, M., Cheng, K., & Sandland, S. (2024). Digitalisation of Personnel Recruitment and Selection. In HRM 5.0: Unpacking the Digitalisation of Human Resource Management(pp. 87-111). Cham: Springer Nature Switzerland.
  • Dieker, L., Hynes, M., Hughes, C., & Smith, E. (2008). Implications of mixed reality and simulation technologies on special education and teacher preparation. Focus on Exceptional Children, 40(6), 1.
  • Durana, P., Krulicky, T., & Taylor, E. (2022). Working in the metaverse: virtual recruitment, cognitive analytics management, and immersive visualization systems. Psychosociological Issues in Human Resource Management, 10(1), 135-148.
  • Elmqaddem, N. (2019). Augmented reality and virtual reality in education. Myth or reality?.  J. Emerg. Technol. Learn., 14(3), 234-242.
  • Elugbaju, W. K., Aderohunmu, A. A., Elugbaju, O. K., & Faloye, O. E. (2025). Recruitment and Selection Processes in Nigeria’s Public Sector: Challenges and Opportunities in the Nigerian Meteorological Agency (NiMet). Global Journal of Advanced Research and Reviews, 3(01), 001-010.
  • Fadlil, A., Riadi, I., & Basir, A. (2021). Integration of Zachman Framework and TOGAF ADM on academic information systems modeling. INTENSIF: Jurnal Ilmiah Penelitian Dan Penerapan Teknologi Sistem Informasi, 5(1), 72-85.
  • Fernandes, C., Meirinhos, V., & Rodrigues, A. C. (2021). Virtual Reality and Augmented Reality in Educational and Training Organisations: The Perspective of Human Resources Professionals. In Inted2021 Proceedings (pp. 5946-5952). IATED.
  • Firmanto, T., & Romi, M. V. (2024). Human Resource Management Development Strategy in Improving Combat Quality and Operational Preparedness of Soldiers in the 116/Gs Infantry Battalion. Komando (Kompetensi Manajemen dan Organisasi): Bisnis dan Pertahanan, 1(1), 75-86.
  • Ghahremani-Nahr, J., Parviznejad, P. S., & Nozari, H. (2023). Applying the Zachman Framework for the Enterprise Architecture of Research Organizations (Case Study: Academic Center for Education, Culture and Research of Iran). Journal of Industrial Integration and Management, 1-22.
  • Golshahi, B. , Bigdeli, H. and Mohebi, A. (2025). Optimized Talent Development Model in the Islamic Republic of Iran's Army: A Combination of Network Content Analysis and Fuzzy Sets Theory. Defensive Future Studies, 8(30), 67-96. doi: 10.22034/dfsr.2024.2015491.1746 [In Persian]
  • Golshahi, B. and Mohebi, A. (2024). Providing a fuzzy inference system to identify the best candidates for command and management in the Islamic Republic of Iran Army. Defence Studies, 22(86). [In Persian]
  • Golshahi, B. and Montazer, G. (2024). Recognizing Antecedents and Consequences Developing Mental Agility of Military Leaders based on Combined Methodology of Thematic Analysis and Fuzzy DEMATEL. Defensive Future Studies, 9(34), 1-30.doi: 10.22034/dfsr.2024.2040866.1822 [In Persian]
  • Golshahi, B. and Montazer, G. (2025). Scenario Planning for Drivers of Talent Acquisition in Military Organizations Based on Combined Methodology of Thematic Analysis and Fuzzy Cognitive Mapping. Journal of Human Resource Management, 15(2), 117-146. doi: 10.22034/jhrs.2025.491052.2330 [In Persian]
  • Golshahi, B., Sadeghi Nasab, M. and Moradi Dommeneh, G. (2023). A Structural Model of Transformation in Human Capital Management of the Army's Islamic Republic of Iran. Military Science and Tactics, 19(63), 33-62. doi: 10.22034/qjmst.2023.553766.1719
  • Guichet, P. L., Huang, J., Zhan, C., Millet, A., Kulkarni, K., Chhor, C., ... & Fefferman, N. (2022). Incorporation of a social virtual reality platform into the residency recruitment season. Academic radiology, 29(6), 935-942.
  • Jackson, D. J., Dewberry, C., Gallagher, J., & Close, L. (2018). A comparative study of practitioner perceptions of selection methods in the United Kingdom. Journal of Occupational and Organizational Psychology, 91(1), 33-56.
  • Kallberg, J., Beitelman, M. V., Mitsuoka, M. V., Officer, C. W., Pittman, J., Boyce, M. W., & Arnold, L. C. T. W. (2022). The tactical considerations of augmented and mixed reality implementation.  Rev, 662, 105.
  • Kanagavalli, G., Seethalakshmi, R., & Sowdamini, T. (2019). A systematic review of literature on recruitment and selection process. Humanities & Social Sciences Reviews, 7(2), 01-09.
  • Leoni, S. (2025). A historical review of the role of education: From human capital to human capabilities. Review of Political Economy, 37(1), 227-244.
  • Loizou, M., Percival, J., Bradley, N., Sumilo, D., Arnab, S., Cawston, J., ... & Langdon, P. (2025). Bridging the gap: Exploring the potential of virtual reality for supporting autistic individuals in interview and recruitment processes through a realist review. Research in Autism, 127, 202662.
  • Luckenbaugh, J. (2023). Integrated Visual Augmentation System. National Defense, 108(839), 37-38.
  • Machaca, p. A., & casas, l. A. M-learning for the recruitment and selection of human talent. Case: interview.
  • Michalikova, K. F., Suler, P., & Robinson, R. (2022). Virtual hiring and training processes in the metaverse: remote work apps, sensory algorithmic devices, and decision intelligence and modeling. Psychosociological Issues in Human Resource Management, 10(1), 50-63.
  • Miller, S., & Seerasarn, N. (2025). Extended reality (virtual and augmented) and metaverse in geography student’s recruitment and engagement. In inted2025 Proceedings (pp. 4218-4227). IATED.
  • Minty, I., Lawson, J., Guha, P., Luo, X., Malik, R., Cerneviciute, R., ... & Martin, G. (2022). The use of mixed reality technology for the objective assessment of clinical skills: a validation study. BMC Medical Education, 22(1), 639.
  • Mwangi, M. W., & Oluoch, M. F. (2022). Recruitment practices, knowledge management, human capital and organisational performance: a critical literature review. Expert Journal of Business and Management, 10(2).
  • Pasigai, M. A., Rachman, M., & Rasulong, I. (2025). Human Capital Management in the Digital and ESG Era: A Systematic Review of Trends, Gaps and Strategic Implications.
  • Pougnet, S. (2025). Virtual Reality in Hiring: Opportunities, challenges, and Sustainability-Oriented Innovation adoption. In ISPIM Innovation Symposium(pp. 1-13). The International Society for Professional Innovation Management (ISPIM).
  • Sautter, B., & Daling, L. (2021). Mixed reality supported learning for industrial on-the-job training. In Proceedings of the Conference on Learning Factories (CLF).
  • Serenko, A. (2024). The human capital management perspective on quiet quitting: recommendations for employees, managers, and national policymakers. Journal of Knowledge Management, 28(1), 27-43.
  • Silva, N. C. S., & Machado, C. F. (2023). A Brief Glance About Recruitment and Selection in the Digital Age. In Industry 5.0: Creative and Innovative Organizations(pp. 115-124). Cham: Springer International Publishing.
  • Siraj, A. H., AneeshSanganeria, A. M., Satish, P., & Babu, R. Comparative Study on Adaptive Questionnaire Model Building and Mixed Reality Simulation for Recruitment Process.
  • Stander, F. W., Rothmann, S., Popov, V., & Sun, L. (2022). Multi-trait, multi-method talent assessment through a digital platform: Relationship with job performance. Journal of Psychology in Africa, 32(4), 370-378.

Wardley, L. J., Carter, L., & D'Antonio, G. (2018). M-Learning in an Undergraduate Business Program: A Recruitment Strategy, Student Perceptions, and Mixed Realities. International Journal of Higher Education, 7(6), 26-35.