Pathology of the Iranian Public Organizations for Establishment of Management Succession Planning

Subject Areas : Public Policy In Administration

Abol-hassan Faghihi ¹ , Mohammad Zakeri ²

1 - Full Professor, Public Administration department, Science and Research branch, Islamic Azad University, Tehran, Iran
2 - Assistant Professor, Management and Accounting faculty, Roudehen branch, Islamic Azad University, Roudehen, Iran [e-mail]

Received: 2016-01-31 Accepted : 2016-02-23 Published : 2015-03-13

Keywords: succession planning process, Organizational readiness, Iranian public organization, Pathology,

Abstract :

    Present study aims to pathology of the Iranian Public organizations for establishment of management succession planning. This study has a pluralistic strategy (qualitative-quantitative) and applicable and a survey method.  To this end, after conducting an exploratory study, 12 factors were identified related to succession planning establishment. After confirmation of these factors by relevant experts using Delphi technique, a sample of 384 managers from four Iranian public organizations were chosen for the pathology based on cluster sampling technique via a researcher-made questionnaire . The validity of instrument has been confirmed by content and structural method and it's credibility was confirmed by cronbachen alpha.     Study and analysis of survey data based on confirmatory factor analysis showed that 12 factors mentioned above were appropriate for evaluation of succession planning establishment. As t-test data analysis for pathology of existing situation of the sample organizations showed, the Iranian public organizations were not of adequate readiness for implementation of succession planning process.

References:

ابوالعلایی، بهزاد. غفاری، عباس. (1393).  مدیران آینده مبانی نظری و تجارب علمی برنامه‌های استعدادیابی و جانشین پروری مدیران، تهران: انتشارات سازمان مدیریت صنعتی. چاپ اول

امامی، سیدصابر. (1387).  بررسی عوامل موثر بر آمادگی سازمانهای دولتی کشور برای استقرار نظام جانشین پرور مدیران (بررسی موردی حوزه مشاوران جوان ریاست جمهوری).  پایان نامه کارشناسی ارشد مدیریت دولتی دانشگاه آزاد اسلامی واحد بناب. بناب. ایران

بهشتی فر، ملیکه. (1390). .بررسی و تبیین الزامات اجرائی نظام جانشین پروری در بدنه دولت جمهوری اسلامی ایران و ارائه مدلی مطلوب بر اساس اهداف چشم انداز 1404. رساله دکتری مدیریت دولتی. دانشگاه آزاد اسلامی واحد کرمان. کرمان. ایران

دهقانپور فراشاه، علی. (1390).  ساخت و اعتباریابی شاخص اندازه‌گیری گستردگی مدیریت جانشین پروری بر اساس طبقه بندی بهترین تجارب. رساله دکتری مدیریت دولتی. دانشگاه علامه طباطبایی. تهران. ایران

قلی پور، آرین. پورعزت، علی اصغر. سبک رو، مهدی. (1390).  کاربست مدل میدان نیرو در برنامه ریزی برای جانشین پروری. دوفصلنامه پژوهش‌های مدیریت منابع انسانی. دانشگاه جامع امام حسین (ع).  3 (1) : ص 119-139

موسی زاده، زهره. عدلی، مریم. (1388).  معیارهای انتخاب و انتصاب مدیران با رویکرد شایسته گزینی در نهج البلاغه. اندیشه مدیریت. 3 (1) :ص 103-132

Beaver. G, Hutchings.K. (2004).  The big business of strategic HRM in SMEs in Stewart, HRD in Small Organisations. Routledge Research Studies in HRD Series. Routledge. London. 81

Beheshtifar.Malikeh,.Nekoie.Moghadam. Mahmoud, (2011) , Studying the Competency-Related Models in Succession Planning, European Journal of Economics, Finance and Administrative Sciences,Issue 34, pp113-121

Christie, Sue. (2005). Succession planning: there are no magic bulletsin Whitmore Melissa A. (Eds). Success Through Succession:Implementing Succession Planning at the Texas Department of Insurance. (2006). Dissertation, Department of Political Science, Texas State University. Retrieved from:.http://ecommons.txstate.edu/arp/185.

Derr B. (2006). Succession planning: Encyclopedia of Career Development, SAGE Publications, California

Diamond, ArLyne. (2006). Finding success through succession planning in Whitmore Melissa A. (Eds). Success Through Succession:Implementing Succession Planning at the Texas Department of Insurance. (2006). Dissertation, Department of Political Science, Texas State University. Retrieved from: http://ecommons.txstate.edu/arp/185.

Groves, K.S. (2007) , “Integrating leadership development and succession planning best practices”, Journal of Management Development, 239-260.

Helton, K.; Jackson, R. (2007) , “Navigating Pennsylvania ’s dynamic workforce: Succession planning in a complex environment”, Public Personnel management, 335-347.

Huang TC. (2011).  Succession management systems and.human resource outcomes. International journal of manpower, 22 (8) : 736.

Karaevli A., Hall D. T. (2003). Growing leaders for turbulent times: Is Succession Planning Up to the Challenge?, Organizational Dynamic, Vol. 32, No. 1, pp. 62-79.

Rothwell William J. (2005). Effective Succession Planning, Ensuring Leadership Continuity and Building Talent From Within, American Management Association, New York.

Taylor.T, McGraw.P (2004) , Succession management practices in Australian organizations, International Journal of Manpower Vol. 25 No. 8, pp. 741-758

Tropiano M. (2004).  Effective succession planning. Defense AT&L: May-June: 50.

US Department of Human Services. (2005). Building Successful OrganizationsWorkforce Planning in HHS, Guideline for Operating Organizations