Strategic human resource management is one of the most effective parts in improving the efficiency and effectiveness of the organizations. The purpose of this study is to investigate the impact of human resource management development strategies on organizational performance and prioritization them using structural equation modeling technique. The statistical population of the research includes 200 employees of Tehran Municipality. The sample size is 127 according to Morgan's table. Also, simple random sampling method and data collection tool in this study is a questionnaire. A questionnaire tool for data collection and structural equation modeling using AMOS18 and SPSS21 softwares were used to analyze the data. The results indicate that the relationship between inclusive organizational strategies, management development and knowledge management with performance is significant, while the relationship between awareness development and individual inclusive strategies is not significant with performance. The CFA prioritization of the strategic components of human resource development shows that the individual inclusive and emotional awareness development strategies are not significant and indicates lack of impact. According to the findings, it can be concluded that due to the impact of employee performance on the existence of human resource management strategies, in order to optimally manage this valuable resource, appropriate strategies should be developed and implemented for each organization. Therefore, strategy in human resource management can be defined as an optional and selective solution to achieve the goals of organization in line with its strategy and goals.