Identifying the Components of Succession Planning Effectiveness towards Achieving Fourth Generation University
Soleyman Bahramzadeh
1
(
)
yagoub Alavi matin
2
(
Department of Management, Faculty of Management, Economics and Accounting, Islamic Azad University, Tabriz Branch, Tabriz, Iran
)
Nasser Fegh-hi Farahmand
3
(
Department of Management, Tabriz Branch, Islamic Azad University, Tabriz, Iran
)
Keywords: Succession Planning, Fourth Generation University, Talent Management, Competency, Islamic Azad University,
Abstract :
In the era of globalization and internationalization of organizations, alongside rapid developments in science and technology, fourth-generation universities play a key role in socio-economic development and regional competitiveness. One of the fundamental challenges these universities face is the lack of a localized succession planning model suitable for attracting and retaining talent in key positions. This study aims to identify the components of succession planning effectiveness towards achieving fourth-generation universities. Using a qualitative approach within an interpretive paradigm based on thematic analysis strategy, data were collected through semi-structured interviews with ten university experts selected through purposive sampling. External review and triangulation strategies were used for model validation. Data analysis led to the identification of 4 overarching themes and 29 organizing themes. The overarching themes include: Individual competencies (responsibility, participation and cooperation, active economic and social development, self-confidence, criticism acceptance, spirituality, law-abiding, innovation, entrepreneurship); Professional competencies (knowledge, attitude, skill, professional abilities); Specialized skills (managerial skills, general knowledge, research and development); and Talent management (determining succession planning policies and methods, continuous learning, identification and recruitment, empowerment and training, retention, continuous evaluation, defining required skills, knowledge utilization, talent identification and meritocracy, talent pool formation, social responsibility training). This research, by providing a comprehensive framework for succession planning effectiveness, can contribute to improving the performance and achieving the objectives of fourth-generation universities.
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