The purpose of this research is to diagnose the strategic planning system of human resources in the education organization of West Azerbaijan. Therefore, the current research is of applied type. The philosophy of research is classified as positivism, its inductive approach, its strategy, case study, and single-stage research. The statistical population of the current research includes "managers and human resources experts and officials related to the implementation of the human resources program" of the West Azerbaijan Education Organization. Non-probability purposeful sampling method has been used to select a sample of people, the number of which is 30 people. In order to collect the information needed to create a conversation space, the method of library studies, examination of documents and documents of the studied organization, conducting interviews and referring to the opinions of experts were used in order to select the Q sample phrases. After evaluating and summarizing the discourse space and using experts' opinions, finally 51 expressions were selected as examples of cue expressions. After sorting the phrases and completing the Q questionnaire by the participants, the information was analyzed using the Q factor analysis method. The results of the analysis showed that ten distinct mental patterns can be identified among the participants of the research on the harms of strategic planning of human resources. In the following, prioritization and classification of damages caused by structural, behavioral and contextual factors of human resources strategic planning were determined. In the review of these ten models, the first model is the dominant model, therefore, prioritizing non-human resource planning over human resource planning, which is one of the most important factors in the first group, is the most important damage to strategic human resource planning in the organization. Is known. Finally, the optimal model of strategic planning of human resources of West Azerbaijan Education Organization was presented and solutions were suggested so that the organization could use them in the implementation of strategic planning of human resources.