The purpose of this research is to provide a model of human resources development with a digitalization approach in the framework of the general policies of the energy system. The method of data collection is mixed. The statistical population of the research in the qualitative part includes 15 experts and human resource managers of the National Iranian Oil Company and university professors and in a small part of 242 employees of the National Iranian Oil Company offices. Data were collected through semi-structured interviews in the qualitative section and researcher-made questionnaires in the quantitative section. The validity of the questionnaire was calculated and confirmed using Cronbach's alpha. The results of the research were categorized in the form of six causal factors, central phenomenon, strategies, background conditions, intervention and consequences. Causal factors including organizational factors, environmental factors, individual factors, background factors including structural and political factors, central phenomenon factors including digitalization of human resources development, combination and redesign of human resources capabilities based on digitalization and intervening factors including managerial factors. Cultural factors, individual factors and consequences are the development of human resources digital capabilities, organization digitalization, organizational agility