The current research was quantitative in terms of main strategy, applied in terms of purpose, descriptive-correlation and cross-sectional. The statistical population of this study included all staff members of universities in the northwest of the country in the provinces of West Azarbaijan, East Azarbaijan and Ardabil in 1402-1401. The sampling method was available. To collect data from Shai et al.'s (2004) human resource development questionnaires (with α=0.87 reliability), Dubrin's job conflict (1985), Yazdan Seta and Esadi's professional ethics (2015), Zohragin Smith and Hangs leadership. (2008) (with reliability α = 0.93), organizational pessimism by Callaghan (2009), organizational injustice by Kim and Leung (2007) and Victor and Cullen's (1988) organizational climate were used. The content validity of the tools was checked by the opinion of professors of educational sciences and psychology and confirmed with an agreement coefficient of over 0.90. The data was analyzed with Spss.v.24 software with the approach of artificial neural networks of the radial basis function (RBF) network type. The results showed that the correlation of individual and organizational factors affecting the development of human resources has an input layer with six nodes and a hidden layer with two nodes in the radial basis function (RBF) network. This artificial neural network showed that the jumps and development process of university human resources can be determined by organizational factors and individual factors; predicted It was also observed that the role of individual variables in predicting the development of human resources is less than the contribution of organizational variables.