RESUMEN
In this paper the real role and place of human resource [HR] in health system reform will be discussed and determined within the whole system through the comprehensive Human Resource Management [HRM] model. Delphi survey and a questionnaire were used to 1] collect HR manager ideas and comments and 2] identify the main challenges of HRM. Then the results were discussed in an expert panel after being analyzed by content analysis method. Also, a deep focus study of recorded documents related to Health Human Resource Management was done. Then based on all achieved results, a rich picture was drawn to illustrate the right place of HRM in health sector. Finally, the authors revitalize the missed function of HRM within the health sector by drawing a holistic conceptual model. The most percentage of frequency about HR belongs to "Lack of reliable HR information system" [91%] and the least percentage of frequency belongs to "Low responsibility of HR" [28%]. The most percentage of frequency about HR manager belongs to "Inattention to HR managers as key managers and consider them in background" [80%] and the least percentage of frequency belongs to "Lack of coordination between universities' policies" [30%]. According to the conceptual framework, human resources employed in health system are viewed from two comprehensive approaches: instrumental approach and institutional. Unlike the common belief that looks HRM through the supportive approach, it is discussed that HRM not only has an instrumental role, but also do have a driver role