Background and Objective: Objective: This study aimed to answer the key question of how to accurately, incrementally, and contextually identify training and development needs in organizations by utilizing maturity models.

research methodology: This exploratory research employed a qualitative approach and the grounded theory method (systematic approach of Strauss and Corbin). Data were collected through semi-structured interviews with 25 experts, senior managers, and specialist experts from the Education Organization of Kerman city, selected through theoretical and purposive sampling. Data analysis was conducted in three stages: open, axial, and selective coding.

Findings: The data analysis led to the identification of 80 open codes, organized into a paradigmatic model including causal conditions (four categories of barriers: weaknesses in recruitment and development, financial issues, weaknesses in strategic planning, managerial challenges), the core phenomenon ("Human Resources Maturity and Evolution Path"), strategies (empowering human capital and improving executive processes), contextual conditions (organizational trust and learning culture), intervening conditions (existing specialized training), and consequences (strategic alignment, data-based evaluation, and behavioral capabilities).

Conclusion: Identifying training and development needs based on maturity models is a systematic, five-step process. Linking maturity models with training needs assessment is a strategic necessity for human capital development. The presented paradigmatic model can serve as a diagnostic framework to guide organizations toward genuine maturity