. The present study was conducted with the aim of developing a job shadowing model: an appropriate approach to improving the professional path of human resources. The nature of the present study is a qualitative approach and in an inductive paradigm that is descriptive-analytical and fundamental in terms of purpose. The statistical population of the study consists of 17 experts (professors and managers of organizations) who were selected based on the principle of theoretical adequacy and purposive sampling method. It should be noted that the content analysis approach was used to collect data. Therefore, after studying the texts, questions were provided to the experts in the form of semi-structured interviews and their views and opinions regarding the phenomenon of job shadowing were examined. Then, the resulting data were analyzed with the help of (MAXQDA) software. Also. The findings indicate that clarifying goals and objectives, flexible structure, high motivation of both parties, creating a supportive atmosphere, observer ambition, time commitment, and high quality of interaction are effective causes of the occurrence of the job shadowing phenomenon. On the other hand, lack of structured planning, weak role of the observer, employee misconceptions, time constraints, mismatched expectations, lack of feedback, and lack of preparation constitute the challenges of job shadowing. Also, rapid adaptation, individual self-development, improvement of cognitive skills, reduction of ambiguity, increased awareness, trust-building, informed career decisions, facilitating the promotion of professional competencies, and increased satisfaction are among the individual outcomes of job shadowing. Finally, networking, identifying and nurturing potential talents, knowledge management capabilities, cultivating a learning culture, increasing participation and cooperation, improving competitiveness, determining training needs, increasing productivity, and improving performance evaluation constitute the organizational outcomes of job shadowing.