سناریوهای مناسب مدل توسعه یافته جانشین پروری مبتنی بر شایستگی در سازمان‌های آموزش‌محور با رویکرد آینده پژوهی
محورهای موضوعی : مدیریت
مهدی خداپرست
1
,
داود کیاکجوری
2
*
,
سید جواد مرتضوی امیری
3
,
سیداحمد جعفری کلاریجانی
4
1 - گروه مدیریت، واحد قائمشهر، دانشگاه آزاداسلامی، قائمشهر، ایران
2 - گروه مدیریت، واحد چالوس، دانشگاه آزاد اسلامی، چالوس، ایران
3 - گروه آمار و ریاضی، واحد چالوس، دانشگاه آزاد اسلامی، چالوس، ایران
4 - گروه مدیریت، واحد قائمشهر، دانشگاه آزاد اسلامی، قائمشهر، ایران
کلید واژه: جانشین پروری, شایستگی, منابع انسانی, شناسایی استعدادها, حمایت و پشتیبانی سازمانی.,
چکیده مقاله :
پژوهش حاضر با هدف بررسی سناریوهای مناسب مدل توسعه یافته جانشین‌پروری مبتنی بر شایستگی در سازمان‌های آموزش‌محور با رویکرد آینده پژوهی انجام شده است. این پژوهش از لحاظ هدف، از نوع تحقیقات کاربردی و از نظر روش، کیفی مي‌باشد و با رویکرد آینده پژوهشی سناریوهای اجرایی برای آینده که مدیران می‌توانند از آن بهره بگیرند، ارائه شده است. جامعه آماری پژوهش شامل 15 نفر از مسئولین، مدیران و معاونان، صاحب‌نظران دانشگاه‌های آزاد و سراسری شامل دانشگاه تهران، تربیت مدرس، فرهنگیان، فنی و حرفه‌ای و فردوسی مشهد، علوم تحقیقات می‌باشند که به روش نمونه‌گیری به روش هدفمند و در دسترس انتخاب شدند. ابزار جمع‌آوري داده‌ها، مصاحبه می‌باشد. تحلیل داده‌ها با استفاده از نرم‌افزار سناریو ویزارد انجام شد. نتایج نشان داد 22 سناریوی محتمل برای این پژوهش وجود دارد؛ ولی به دلیل ناسازگاری بالا تنها به چهار سناریو می‌رسیم. دو سناریو ارزش پایداری صفر، یعنی بالاترین احتمال را دارند که شامل سناریو محتمل اول و سناریو محتمل دوم می‌باشد. نتایج نشان داد که مؤلفه بازنگری مداوم از شایستگی‌ها و توانایی‌های کلیدی و تدوین طرح مسیر شغلی از تعیین خط و مشی و به همین ترتیب تا انتقال دانش از آموزش و بهسازی وقتی در کنار یکدیگر قرار گیرند بهترین سناریو برای هدف مورد نظر محسوب می‌شوند.
The present study aims to investigate suitable scenarios for the developed competency-based succession model in education-oriented organizations with a future research approach. This study is applied research in terms of purpose and qualitative in terms of method. With a future research approach, executive scenarios for the future that managers can benefit from are presented. The statistical population of the study includes 15 officials, managers, and vice presidents, experts from free and national universities including Tehran University, Tarbiat Modares, Farhangian, Technical and Vocational University, and Ferdowsi University of Mashhad, and Research Sciences, who were selected through a purposeful and accessible sampling method. The data collection tool is interviewing. Data analysis was performed using Scenario Wizard software. The results showed 22 possible scenarios for this study; however, we only reached four scenarios due to high inconsistency. Two scenarios have a sustainability value of zero, that is, the highest probability, which includes the first possible scenario and the second possible scenario. The results showed that the components of continuous review of key competencies and abilities and the development of a career path plan from policy setting and so on to knowledge transfer from training and improvement, when placed together, are considered the best scenario for the desired goal.
Alvani, S. M., Seyed Naqvi, M. A., & Zare Bozorgabadi, R. (2016). The Position of Core Competencies in Succession Planning. Public Management Perspective Quarterly(27), 41-62. https://sid.ir/paper/207638/fa [In Persian]
Amini Dehaghi, A., Nazari, R., Badami, R., & Mohammadian, F. (2024). The conceptual analysis of the succession of female managers based on interactionism and structuring: (Study of championship and professional sport). Sport Management Studies, 16(83), 215-240. https://doi.org/10.22089/smrj.2023.13812.3786 [In Persian]
Azar, A., & Khorrami, A. (2021). Provide a Framework of the Success Factors of Succession Planning in Knowledge - Based Organizations. ORMR, 10(3), 1-23. http://ormr.modares.ac.ir/article-28-42886-fa.html [In Persian]
Bano, Y., Omar, S. S., & Ismail, F. (2022). Succession Planning Best Practices for Large and Small Organizations. Mediterranean Journal of Social Sciences. https://doi.org/10.36941/mjss-2022-0013
Barner, R. (2018). Bench strength: Developing the depth and versatility of your orga nization's leadership talent.Amacom Books.
Dahlan, D. A., Omar, R., Suzilawati, K., & N., A. (2021). A systematic review of succession planning in higher education. International Journal of ADVANCED AND APPLIED SCIENCES. https://doi.org/10.21833/ijaas.2021.12.010
Dahmardeh, M. R., Pourshahabi, V., Kamalian, A. R., & Salaerzehi, H. (2024). Presenting a model for the establishment and maintenance of expert human resources in the government organizations of Sistan and Baluchestan province. Management and Educational Perspective, 6(3), 267-281. https://doi.org/10.22034/jmep.2024.472390.1401 [In Persian]
Danyali Deh Hoz, M., Allameh, S. M., & Safari, A. (2019). Designing a Model of Succession Management with an Approach of the Grounded Theory. Transformation Management Journal, 10, 105-140. https://doi.org/10.22067/pmt.v10i1.61676 [In Persian]
Esmaeilzadeh, M. J., Khandouzi, B., & Sanaeipour, H. (2023). Presenting a model of skill training succession in family businesses in the food industries of Khorasan Razavi. Skill Training, 11(4), 193-230. https://civilica.com/doc/1771186 [In Persian]
Farokhi, A., Bagherzadeh, M. R., Tabari, M., & Mehrara, A. (2021). Challenges of Implementing the Succession Mechanism in Government Organizations (Case Study - Tehran Municipality). New Perspectives in Human Geography, 14(3), 798-821. https://doi.org/20.1001.1.66972251.1400.13.3.37.0 [In Persian]
Hajili, R. (2022). Investigating the impact of employee talent management on the development of succession planning in education in Urmia city 8th International Conference on Management and Accounting Sciences, Tehran. https://civilica.com/doc/1511058 https://civilica.com/doc/1511058 [In Persian]
Hughes, D., Saw, R., Perera, N. K., Mooney, M., Wallett, A., & Cooke, J. (2020). The Australian Institute of Sport framework for rebooting sport in a COVID-19 envi ronment. J Sic Med Sport, 23, 39-63. https://doi.org/10.1016/j.jsams.2020.05.004
Janahmadigol, M., Rezaiefar, H., & Hakimpur, H. (2023). A Meta-Analysis on Factors Affecting Succession Management in Public Organizations. Public Management Researches, 16(60), 191-218. https://doi.org/10.22111/jmr.2022.40653.5662 [In Persian]
Khodaparast, M., Kiakojouri, D., Mortazavi Amiri, S. J., & Jafari Kalarijani, S. A. (2024). Analyzing the dimensions and components of the developed model of competency-based successor training in education-oriented organizations with a meta-composite approach. Management and Educational Perspective, 5(4), 193-220. https://doi.org/10.22034/jmep.2024.384659.1160 [In Persian]
Le, I., Miller, B., & Miller, D. (2021). Family businesses under COVID-19: Inspiring models – Sometimes. Journal of Family Business Strategy. https://doi.org/10.1016/j.jfbs.2021.100452
Momeni, S., Jamshidi, F., & S., M. (2020). Identifying and prioritizing factors affecting succession planning in the fire department using an interpretive structural modeling approach. Scientific Journal of New Research Approaches in Management and Accounting, 4(15), 46-72. https://majournal.ir/index.php/ma/article/view/595 [In Persian]
Mostafapour, Z. (2018). Succession Development Based on Merit Selection: A Step Towards Organizational Transformation econd International Congress and Third Conference on Community Empowerment in the Field of Humanities and Educational Studies, Tehran. https://civilica.com/doc/772255 https://civilica.com/doc/772255 [In Persian]
Oduwusi, O. (2018). Succession Planning as a Key to Effective Managerial Transition Process in Corporate Organization. American Journal of Management Science and Engineering, 3(1), 1-6. https://doi.org/10.11648/j.ajmse.20180301.11
Rahimi, H., & Sadeqi-Arani, Z. (2024). The Development of a Model of Succession Management System in Water and Sewage Industry: A Case Study of Water and Sewage Company in Kashan. Kashan Shenasi, 16(2), 181-214. https://doi.org/10.22052/kashan.2023.252499.1072 [In Persian]
Ranjbar, F., Salehi, M., Ahmadi, E., & Shahamat, N. (2021). Identify the components of succession management in cultural organizations. Journal of New Approaches in Educational Administration, 12(5), 45-57. https://doi.org/10.30495/jedu.2022.27669.5538 [In Persian]
Rayburn, W., Kevin Grigsby, R., & Brubaker, L. (2015). The Strategic Value of Succession Planning for Department Chairs. Academic Medicine, 91(4). https://doi.org/10.1097/ACM.0000000000000990 [In Persian]
Romejko, M. A. (2019). Key characteristics of a succession planning program at a government research center.Pepperdine University.
Sina, F. S., Mohammadi Chalmardi, H., & Emadian, S. O. (2021). The Relationship between Learning Organization and Organizational Learning with the Mediating Role of Empowering Education Staff in East Mazandaran Province. MEO, 10(2), 109-130. http://journalieaa.ir/article-1-224-fa.html [In Persian]
Tayyar, S., Allameh, S. M., & Siadat, S. A. (2020). Identifying and explaining observable behaviors of succession culture in the Iranian insurance industry. Insurance Journal (Insurance Industry), 35(2), 129-174. https://sid.ir/paper/385134/fa [In Persian]
Teimouri, H., Shahin, A., & Karimi, A. (2022). Providing a Competent-Based Human Resource Management Model with a Succession Approach. Journal of Applied Sociology, 33(2), 69-92. https://doi.org/10.22108/jas.2021.126789.2043 [In Persian]
Zare Bozorgabadi, R. (2017). Succession Development Model Based on Core Competencies and Strategic Capabilities in the Martyrs and Veterans Affairs Foundation of the Islamic Revolution [PhD Thesis, Allameh Tabatabaei University]. Management and Accounting.[In Persian]