Designing a Succession Model in the Customs Organization with the Foundation's Data Approach

In today's highly competitive world, in order to access talents, organizations must have a vision beyond the simple replacement of labor force. For this reason, some experts consider succession as the second major challenge facing today's organizations and believe that if organizations do not have written strategic plans for it, especially in key jobs, they will face many problems. . In this regard, the aim of this research is to design a succession model in the customs organization with the foundation's data approach. This research was carried out in the framework of a qualitative approach and using the data research method of the foundation. The tool of data collection is semi-structured interviews, and in order to collect information, interviews were conducted with 15 experts, including professors of the University of Economics and Finance and managers of the Customs Organization, using a targeted sampling method. Data analysis was done in three stages: open coding, central coding and selective coding. Based on that, the qualitative research model was designed. The results of the current research show the extraction of more than 267 codebases, 102 small categories or concepts, and 21 categories of extraction and their characteristics were identified, which using and paying attention to all of them together can provide the conditions for achieving succession. Based on the results of this research, the main category in this research is succession in the customs organization. Also, the causal conditions include creating motivation and morale among employees, improving the organization, providing the human resources needed by the organization in the future, permanence of experiences and skills in the organization, the possibility of creating gaps and interruptions in customs work, providing high quality services, complexity and uniqueness. Customs Organization. The results obtained in this research are: creation of motivation and creativity, productivity and effectiveness of the organization, development of the organization and achievement of organizational goals, and increase in knowledge and awareness, which can be achieved in the case of applying training strategies and increasing skills, organizational information resources, resource management It is possible to achieve them by developing a strategy and a comprehensive system of succession planning and culture building in the customs organization, and internal factors and external factors can provide the basis for their implementation, although the existing challenges and obstacles such as weak management in Substitution, politicization and external pressures in customs may slow down this process, which should be considered in order to eliminate and reduce its harmful effects.