Document Type : Original Article
Authors
1
Associate Professor, Department of Energy Economics and Management, University of Petroleum Industry, Tehran, Iran. Srazavi@put.ac.ir
2
M.Sc, Department of Economics and Islamic Banking, Faculty of Economics, Kharazmi University, Tehran, Iran. melika77esmaeili@gmail.com
3
Associate Professor, Department of Management, Faculty of Economic and Social Sciences, Bu-Ali Sina University, Hamedan, Iran. r.sohrabi@basu.ac.ir
10.22075/mmsd.2026.39881.1028
Abstract
Background and Objectives: This study examines the role of human capital empowerment in attracting stable financial resources and reducing structural financial imbalances within the banking sector. While previous research has widely acknowledged the importance of human capital for organizational performance, limited attention has been paid to the analytical mechanisms through which employee capabilities contribute to balance-sheet stability and sustainable resource mobilization in banks. Accordingly, the central objective of this study is to explain how investments in human capital influence banking performance, financial resilience, and the capacity to channel stable resources in an increasingly complex and competitive economic environment.
Materials and Methods: The study adopts a qualitative comparative approach across selected banking systems in the United States, Germany, the United Kingdom, the United Arab Emirates, Turkey, India, and China. Major banks were selected based on the transparency of human resource disclosures, their role in mobilizing long-term deposits, and the availability of official reports. Data were collected from annual reports, human resource documents, and international banking studies. The analysis focuses on compensation structures, performance evaluation systems, and human resource development programs, employing qualitative content analysis and comparative matrices to identify dominant patterns and institutional mechanisms.
Results: The comparative analysis reveals that banks with well-developed human capital empowerment systems consistently outperform their counterparts in key dimensions of financial stability and resource mobilization. Institutions that prioritize continuous training, structured skill-development programs, and balanced compensation systems exhibit higher employee retention, improved service quality, and stronger customer trust. These organizational improvements translate into greater efficiency in attracting stable deposits and managing financial risks. The findings further indicate that human capital investment contributes to reducing balance-sheet mismatches not directly, but through intermediate mechanisms such as enhanced operational productivity, improved credit risk management, and strengthened depositor confidence.
Conclusion: The findings suggest that human capital empowerment functions as a strategic lever rather than a supportive organizational tool in the banking industry. Banks that invest systematically in employee skill development, continuous training, and integrated financial and non-financial reward systems are more successful in retaining specialized talent, strengthening customer relationships, and mobilizing stable financial resources. By enhancing productivity and mitigating financial risks, human capital investment plays a critical role in reducing structural imbalances and promoting long-term financial resilience. Consequently, transparent and well-designed policies on training, motivation, and reward mechanisms can serve as an effective strategy for achieving financial stability and sustainable growth in the banking sector.
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