succession planning

The aim of this research is to find talent management patterns with a succession approach in Sepah Bank using the meta-synthesis method. This research is applicable in terms of its purpose, qualitative in terms of data collection, and meta-synthetic in terms of research implementation method. The research approach used is exploratory, the research strategy includes action research, and the methodology appropriate to this research is the meta-synthesis method based on the Sandelowski and Barso (2007) approach. The basis of analysis is all articles related to the topic from 2010 to 2024. Sampling in the qualitative section was carried out using a systematic exclusion method. A sample size of 30 relevant scientific sources was identified. Data collection was carried out by taking notes from reliable scientific articles and sources. In the data analysis stage, a total of 42 indicators, 20 components, and 6 dimensions were identified. In this study, based on the research findings, the main dimensions of talent management include identifying key talents, continuous assessment, retaining strategic talents, succession management, collaborative succession, and developing the skills of managers and talented employees for the future.

 Quantum succession is an emerging concept in the field of management that involves integrating the seven quantum skills of employees with succession policies and plans. This research aims to design a quantum succession model specifically for the gas company in Tehran province.

 The current research is qualitative in nature. The study analyzed a total of 36 well-cited research sources, employing a content analysis approach across four core concepts. This resulted in the identification of 93 codes and 36 constructive themes, facilitated by the use of MaxQDA 10 software and the quantum succession model specific to the gas industry in Tehran province.

 The findings indicate that the research model encompasses the relevant constructs of individual, organizational, managerial, and environmental factors. The identified factors were validated through reliability criteria, which include acceptability, transferability, reliability, and verifiability.

To enhance employee performance and drive the overall success of the gas company, it is essential to align macro-organizational strategies with the sector-specific human resources strategies, particularly in the areas of succession planning and productivity improvement.

The main goal of this research is to design a framework for talent management with a succession approach among Sepeh Bank's marketing managers. According to this issue, the method of this research is applied, survey and descriptive. The statistical population of this research is all employees of Sepeh Bank. The sampling method is random. According to the size of the research community, the number of samples was determined using Morgan's table to be 256 people. In this research, a questionnaire was used. The validity of this questionnaire has been calculated as construct validity and reliability with Cronbach's alpha coefficient. Structural equation modeling method was used in structural model review. In this section, the fit indices have shown the appropriate fit of the research conceptual model. Finally, the dimensions and components of talent management with the succession approach among employees of Sepeh Bank have been investigated and approved.
The main goal of this research is to design a framework for talent management with a succession approach among Sepeh Bank's marketing managers. According to this issue, the method of this research is applied, survey and descriptive. The statistical population of this research is all employees of Sepeh Bank. The sampling method is random. According to the size of the research community, the number of samples was determined using Morgan's table to be 256 people. In this research, a questionnaire was used. The validity of this questionnaire has been calculated as construct validity and reliability with Cronbach's alpha coefficient.

the purpose of this research was to investigate the causal-effect relationships of the criteria of the integrated model of managerial succession planning using DIMTEL in Iran Tobacco Company. The current research is quantitative in terms of applied purpose. After reviewing the research literature and the opinion of 8 experts who are familiar with the concepts of succession and examining the 14 existing categories resulting from the conceptual model, 10 sub-categories in the form of four main categories, using the DIMTEL technique and designing a questionnaire to measure the impact of each of them. It was evaluated and identified in pairs After that, the relationships between the categories of the managers' succession planning model and the cause-disability graph of these categories, the construction of the sub-categories of "cultural factors", "environmental factors" and "management factors" have been effective on the main category of "policy setting". Also, the sub-categories of "structural factors", "organizational factors" and "individual factors" have an effect on the main category of "candidate evaluation". The sub-categories of "educational factors" and "in-service factors" have an effect on the main category of "development" and the sub-categories of "organizational functional factors" and "individual functional factors" have an effect on the main category of "effectiveness evaluation". that individual performance factors, in-service factors and organizational factors had the greatest effect on the main categories. . The research results are a suitable guide for planning the succession of managers in the tobacco industry, which can be used by industrialists and researchers.

Successful succession planning can reduce employee turnover, because employees who see a favorable career ahead of them in the organization are less likely to consider leaving their jobs. Therefore, the aim of the present research is to provide an integrated pattern of managerial succession planning in Iran Tobacco Company. The current research is applied-developmental in terms of purpose. The research strategy is a Delphi survey. First, by using the interpretation of 12 interviews conducted by the experts of Iran Tobacco Company and reviewing the interviews line by line and identifying the conceptual model using the theme analysis method, the Delphi process was completed in four rounds and after the fourth round, an agreement was reached. In this research, the effective factors were identified for the integrated model of managers' succession planning. In this context, 90 code were identified in the form of 10 subcategories and 4 main categories.The results of the research presented an integrated pattern for planning the succession of managers in Iran Tobacco Company, which can be used by managers and researchers.

This study was conducted with the aim of studying the role of succession planning on the growth of employees of Shiraz State University. The present research is applied in terms of purpose and descriptive-survey in terms of data collection. The statistical population of the research is all the personnel of Shiraz University, whose number is 900 people. A sample size of 269 people was obtained by using the Georgia-Morgan table. The validity of the questionnaire was measured by Cronbach's alpha coefficient and reliability by the split method. Descriptive statistics and inferential statistics techniques were used to analyze and analyze the data. With spss21 software, the research variables have been tested by descriptive statistics methods. To check whether the data is normal or not, use the Kolmogorov test, and to check the normal hypotheses from parametric and non-normal hypotheses from A non-parameter is used. The statistical result of the research showed that there is a significant and positive relationship between succession and staff growth. The significance level of this variable is less than 0.05 and with 95% confidence it can be said that there is a meaningful relationship between the two variables. In other words, succession planning affects the growth of employees. Therefore, it is suggested that managers and planners of Shiraz State University improve the growth of its employees by improving succession planning in this university.

Considering the important role of the educational system in the society and the diversity of its services and activities, it is necessary that huge human resources are available to this system, but usually these resources are not selected competently or effectively and efficiently. are not exploited; therefore in this research, the process of establishing the succession planning system of management in universities was carried out using a qualitative method based on the grounded theory. For this purpose, 23 chancellors and vice-chancellors of departments in Azad Universities were interviewed and the data was extracted from the text of the interviews. The results of data analysis in the three stages of open, axial, and selective coding showed 14 general categories that were based on a paradigmatic model including causative conditions (foresight in academic decisions and proper management of resources); focal category (meritocracy); establishment strategies (nurturing competent ones, management Style, Creating a collaborative environment and Creating favorable structural and executive fields); background factors (culture and Value and psychological Factors); intervening conditions (management of the academic system, supporting and organizational culture) and the expected outcomes (organizational promotion) reflects the process of establishing a succession planning system of management in universities and the relationship between their different dimensions. To check the validity and reliability of the findings, the method of review by members, collaborative and collaborative review was used. As a result, this research provides a framework for policymakers and decision makers that they can use to establish the management succession system in universities.

Succession planning is considered as a strategic pillar in learning and transferringorganizational experiences as well as empowering human resources to meet thefuture needs of the organization in key jobs. The purpose of this study is to identifythe conceptual model of factors affecting the effective implementation of thesuccession management system in Mobile Communication Company ofIran(MCCI). The research method is applied in terms of purpose and is descriptive-exploratory in terms of method and nature. The statistical population of the studyincluded all employees (experts and above) of MCCI who were selected as asample by stratified sampling method using Cochran's formula and participated in the research. Data collection tool was a questionnaire and exploratory factor analysis (SPSS software) and confirmatory factor analysis (PLS software) were used to analyze the data. Based on the research findings, 45 indicators in the form of three categories of structural factors (27 indicators), behavioral factors (13 indicators) and underlying factors (5 indicators) were identified as effective factors on the effective implementation of succession management system in the study population. The results of confirmatory factor analysis showed the confirmation of the factor structure model of the research including structural factors with a bcoefficient of 0.627, behavioral factors with a coefficient of 0.319 and contextual factors with a coefficient of 0.137.The obtained framework can be used as a strategic tool in strategic human resource management in order to effectively establish a succession system in Iran Mobile Communications Company.

One of the important aspects of reforming the administrative system of human resources, improving human resources spirit, developing knowledge, skills, and abilities is to put into practice clause 5 of the general administrative policies issued by the supreme leader. This study aimed to analyze the relationship between staff professional development by succession and the achievement of clause 5 of the general policies of administrative system or the mediating role of organizational learning in the expediency council. The research method is quantitative and descriptive-survey. This study can be considered practical. The population is all the 250 staff in the expediency council from which 152 were randomly selected. The research tools are organizational learning questionnaires designed by Ricardo et al. (2007), staff professional development designed by Kalahan and Davilla (2004), and succession desgned by Kim (2016), the validity of which was confirmed based on the face and content validity approaches, and the reliability was calculated by Cronbach alpha at 0.7. The data was fed into SPSS and Smart PLS, and the structural equation model was done at two descriptive and interpretational levels. The findings indicated that the professional development has 0.79 significant relationship with organizational learning, and the latter has 0.63 significant relationship with succession. Also, the professional development has 0.27 significant relationship with succession in the expediency council.

Successful organizations consider the process of finding talent and developing managers in the form of a succession plan as a vital and necessary activity for their continued success. Although models of various aspects have been designed regarding the succession plan, the purpose of this review is to identify the dimensions and components of the succession plan.Research

A systematic survey was conducted between 1387 and 1401 and 2000 and 2022. Out of 193 articles in the search field, 65 articles were removed and the titles of 128 articles were reviewed. Among these, 117 articles had specialized titles and 81 articles (27 Farsi articles and 54 English articles) were comprehensively studied to understand the dimensions and components of the succession plan.

The review of this study showed that 4 dimensions and 15 components were the common points of the reviewed articles. This review study showed that the dimension of organizational support and support, the dimension of strategic planning in the succession plan, the dimension of talent identification and the formation of a talent fund, and the dimension of training and improvement of talents are important aspects of succession plans.

The succession plan is considered an effective solution for providing competent people in organizations and this solution provides the necessary infrastructure for providing key positions in organizations. Therefore, organizations should prioritize the implementation of the succession plan and prepare the ground for its implementation by focusing on the introduced dimensions.

 To analyze the discourses about the succession planning in a governmental organization.

Design/ Methodology/ Approach:

 The present study has been qualitative in terms of approach; The sampling method was purposeful and the data collection method was mainly a semi-structured interview with 13 managers of the studied organization. Data analysis has been done by critical discourse analysis method using the Fairclough's Model in three stages of description, interpretation and explanation.

 The most important findings of the description section were the extraction of (416) positive codes and (222) negative codes, which were defined after classifying (68) positive focal words and (53) negative focal words. In the interpretation phase, it was found that the type of attitude towards appointments and key jobs is the source of succession planning or succession phobia, which includes two main discourses of strategic and political approach to appointments and key jobs. In the explanation stage, it was found that at a higher level, issues related to the political, economic, cultural, legal and administrative system overshadowed the lack of succession and in the current situation (non-succession), the dominance of the political system over other social systems and related processes (political attitude) is the factor that can most of all change the subject of appointments and succession planning in the studied organization and governmental organizations.

Limitations & Consequences:

 Difference in background knowledge of individuals in discourse analysis and its effect on the reliability of results.

Practical implications: 

The results of the present study, help to identify obstacles of succession planning in studied organization and similar government organizations.

Innovation or Value of the Study:

 Using the method of critical discourse analysis to identify issues related to the subject of succession planning.

The main purpose of this study is providing a competency model for talent identification and succession in the National Gas Company. The research was conducted with a mixed approach. The statistical population in the quality department is the human resources managers of the gas company and 5 university professors and the sampling method is purposeful. In the quantitative phase, the statistical population consisted of the staff managers of the National Gas Company, selected by census method. The qualitative-phase data were collected by semi-structured interviews and a researcher-made questionnaire was also used in the quantitative phase. Data analysis was performed in the qualitative part by thematic analysis method and in the quantitative part by confirmatory factor analysis method by PLS software. The results showed that the competency model for the talent identification and succession planning includes three personal, interpersonal, and organizational dimensions, 8 components and 25 indices.

The purpose of this study was to design a succession planning model with the human resource development approach in the Hajj and Pilgrimage Organization using a meta-analysis. To do this, after studied the research literature and identifying the components of substitution breeding from its heart, they were classified and separated and the components were extracted. This research was based on the purpose of applied research and based on descriptive and exploratory nature. In terms of method, meta-analysis technique has been used to extract the results, which was a qualitative study. In the present study, articles published in domestic and Latin journals have been used. At the beginning of the study, in the first stage, 81 studies were collected. In the second stage, those articles that had p-value, t-value and other statistics were separated from each other. Of these, 43 accepted articles were used. Based on the findings of this study, Hajj and Pilgrimage Organization was prone to successful implementation of succession planning and The strategic improvement of human resources, and on the other hand, organizational commitment to succession planning, Senior management support in the Hajj and Pilgrimage Organization. It is also possible to provide the necessary platform to improve the other components associated with this condition.

Leading research was conducted with the aim of systematic study and presenting a comprehensive model of theoretical models and research conducted in the field of succession breeding and using the opinions of experts. The statistical population of this study is the managers, professors and staff of public universities in Semnan province. The interview lasted until the saturation of 13 people. Also, 58 sources were purposefully selected from 75 reviewed articles. In this article, the themes and management model of succession breeding have been developed using the content analysis method. The results of this study show that succession management can be in the context of prerequisite measures (with three organizing themes and fourteen basic themes), context and contextual factors (with two organizing themes and twelve). Summarized the basic theme) and succession-management management planning (with seven organizing themes and twenty-one basic themes). The most important theme, considering the inclusion of the highest number of codes, was the theme of succession management management planning, and then the context theme and background factors of succession management, and finally the theme of prerequisite management management measures.

In line with the statement of the second step of the revolution, the army of Islamic Revolution level needs coherent succession programs. The purpose of this study is to identify the dimensions and components of AJA succession program and prioritize it. The research method is a combination that in the qualitative part with the methods of systematic review and expert interview, the dimensions and components of the succession program have been extracted. On quantitative par, the fuzzy Delphi methods and the fuzzy best worst are used to confirm and rank the components. The data collection tool is in the qualitative part of library studies and interviews and in the quantitative part is an electronic questionnaire. In first section, the content of 53 articles with the aim of finding the dimensions and components of the succession program has been reviewed. In order to complete the exploratory components, interviews were conducted until theoretical saturation and 58 components were extracted in 5 dimensions. In a second part, after three rounds of electronic questionnaires, the experts reached a consensus on 46 components of the AJA succession program. Finally, the components were ranked using the fuzzy best worst method. The results showed that in the army succession program, organizational capabilities with4/28 % and cultural capabilities with 7/19 % have the highest priority among the five dimensions, respectively. The components of identifying and attracting human capital, jihadi management, perceptual skills, hierarchical support, and training updates carry the most weight in the AJA succession program.

The main purpose of this study is to design a competency model for managers based on the succession of the Education Organization of Khorasan Razavi Province. This research is applied in terms of purpose and descriptive-correlational in terms of data collection. First, the competency model of managers with emphasis on succession breeding has been tested by structural equation modeling. The research community has been used for the structural interpretive modeling section of the group of experts including 15 experts, university professors and management researchers. Also, in a small part, the views of 180 experienced employees in this field have been used. They were selected by stratified random sampling. According to the theoretical literature of research and study of models along with the opinions of experts, changing the environment of government organizations significantly requires updating the necessary competencies and competencies of a manager. To manage and organize, competence is a set of behaviors that achieve a functional goal. In total, the model obtained in the present study consists of 9 dimensions, 23 components and 80 indicators, respectively. The research examined and related to the competence of managers with emphasis on succession breeding, showed that firstly, the research conducted was not systematically mixed. This means that 9 factors affecting managerial competencies based on succession planning have not been identified and mentioned; Secondly, from all aspects such as individual, family, social, occupational, cultural, economic, physical, etc., they have not looked at the issue of managerial competencies based on succession breeding, while all the aforementioned aspects have been addressed in the present study and for each Which indicators and components have been identified that indicate the comprehensiveness of the model. But in general, research in this field has to some extent confirmed the indicators and components obtained in this research.

The purpose of this study is to identify and test the effective and affected variables of succession planning in an insurance company in Isfahan, Iran.

This study was conducted using mixed methods and descriptive-exploratory approach. The statistical population included academic experts and insurance industry experts in the qualitative study and employees working in Isfahan and Tehran branches of the studied insurance company in the quantitative study. Twenty-one persons participated in the qualitative part of the study using purposive sampling method and 458 employees participated in the quantitative study using the random classification method. Data was collected through the semi-structured interview for the first phase of the study and a 109-questions valid and reliable researcher-made questionnaire for the second phase of the study.

Factors affecting succession planning were grouped into personal, organizational, and environmental categories. The establishment of a succession planning system in the studied insurance company will lead to individual, organizational and environmental consequences.

The results demonstrated that factors such as the need to be acknowledged and feeling useful, employees' attitudes toward the future management of the organization, improving employees’ productivity, the human resource standards, and the competitive environment’s requirements affect succession planning. Establishment of the succession planning system in the studied insurance company also leads to the development of individual knowledge and skills, increasing employees’ self-confidence, utilizing a wide range of talents, forming a skill treasury, identifying talented people for managerial positions, and so on.

One of the important categories in training human capital and maintaining the capability of organizations is succession breeding and one of the methods of succession planning is to design the organization's jobs based on indicators that can achieve succession in the organization.
Research

This research is a qualitative-quantitative type and has been done by exploratory method. The statistical population of the research in the qualitative study section was related experts and in the quantitative section was a number of experts and managers of the mobile communication company.

This study showed the dimensions, components and indicators of job design in the mobile communication company and finally a model that can put job design in the path of succession and purposefulness was extracted and it was found that job design with an approach Succession planning requires a process of identifying key jobs as well as talented employees and then implementing it in the company and finally evaluating and measuring the success rate in implementing it through special tools.

In the mobile communication company, due to the specialization of jobs and reliance on human and technical resources at the same time, the job design process should be done in such a way that successive breeding can be done systemically at the company level and in key jobs.

This study aims to identify and explain values of supportive cultural succession planning (SCSP) in the Iran insurance industry.

This study was a mixed method research with the descriptive-exploratory approach. The research population in the qualitative study were the academic staff and insurance experts and in quantitative study were employees of the insurers' central branches respectively. About 13 persons took part in the qualitative study and 284 persons participated in the quantitative study  using stratified random sampling method. Semistructured interviews were conducted with experts in the first phase of the study. A researcher made questionnaire including 43 questions was used in the second phase of the study. The questionnaire validity was tested using face validity, and its reliability was tested using the Cronbach's alpha (0.878). The qualitative data was analysed using content analysis method and the quantitative data was analysed using confirmatory factor analysis in the Amos 21.

The values of SCSP are consisted of organizational, professional and individual values. Moreover, among cultural values, professional and organizational values demonstrated the most ( i.e. loading factor of 0.715) and the least (i.e. loading factor of 0.505) support level for the model.

It is suggested that all organizational values ​​presented in this study be included in the value statement of the insurance industry and emphasis on adherence to them in insurance companies. In the field of professional values, it is suggested to use appropriate motivators to revive the mentioned values ​​among the employees and managers of insurance companies and apply it in organizational processes. In the case of individual values, it is also suggested that the individual values ​​mentioned in this study be considered as a basis for evaluating the performance of employees of insurance companies and compensation plans, rewards and incentives, etc. based on adherence to these values.

The present study examines the process of employing coaching to replace managers in the General Office of the Khorasan Razavi Relief Committee. The research approach has been qualitative and the case study method has been used for this purpose. Data collection tools included semi-structured interviews with twelve managers and heads of the organization as well as analysis of organizational documents. In order to analyze the data, the coding method was used in two stages of open and axial coding. The results of data analysis indicate that coaching can provide a substitute for managers through mechanisms. The main mechanisms are: on-the-job learning, improving problem-solving skills, providing growth opportunities, foresight, delegation, rotation and career advancement, and risk-taking opportunities. The results of this study also show that the process of applying coaching in the organization has faced structural, legal, financial, cultural and individual challenges.