جستجوی مقالات مرتبط با کلیدواژه « مدیریت جانشین پروری » در نشریات گروه « مدیریت »

The purpose of this research is to design a succession management model in the (NISOC). This research is applied in terms of purpose and in terms of method, it is a mixed type. In the qualitative part, by conducting theoretical studies, including reading books, theses, domestic and foreign articles, and databases, succession management approaches were identified from a conceptual perspective, and then 25 experts were asked to answer the questions in order to collect the required information. Sampling was done in the qualitative part by the targeted method and in the quantitative part by the random sampling method, and 341 people were selected from the official employees of the (NISOC). The method of determining the validity of the questionnaire is form and content. Based on the findings of the research, two individual and organizational dimensions with 10 components were identified for the concept of succession management.

The purpose of this study was investigating the factors affecting succession management in public organizations using meta-analysis. The statistical population includes valid papers in reputable domestic and international databases regarding factors affecting succession management. The collected data were analyzed by CMA2 software. Finally, the results of the study led to the identification of 41 effective factors out from 53 factors studied in the study of succession in organizations. By recognizing these factors, the necessary grounds for purposeful decision making and implementation of appropriate strategies in order to use talented and competent forces are facilitated.

Succession management is one of the human resource management strategies and requires a strategic approach for the long-term future of the organization. Due to the multiple benefits and synergies that align human resource strategies with the organization’s strategy, the present study aimed to design a model of alignment of human resource strategies with the organization's strategy in the field of succession management in the National Oil Company based on grounded theory. The statistical population consisted of a group of heads and managers, including stakeholders and those involved in human resources fields. With 21 selected individuals interviewed by chain sampling. The data of each interview were analyzed according to the three-step coding of Strauss and Corbin with Maxqda software and Corbin with Maxqda software. In orther to Content validity evaluate was used to Content Validity Ratio and the reliability of the instrument questions was used Content Validity Index.  According to the research findings, the concept of sustainable development of human resources was selected as the central category and causal conditions, intervening conditions, environmental conditions and strategies compiled.

The purpose of the current study is to present a strategic model of succession emphasizing on organizational learning in Iran universities particularly the Islamic Azad University of Khorasan Razavi. Mixed-methods, exploratory deign was used in this study in which qualitative approach was initially utilized and subsequently the quantitative approach was used based on the results obtained from the qualitative phase of the study. The researcher proposed the initial conceptual framework and model, based on the results of interviews analyzed with the Delphi method. Then, the model was evaluated using the Field information and survey results. Data were collected through interviews with 25 academic experts who had scientific publications. The data collection tool was a researcher-made questionnaire and interviews with university experts. The findings of this study revealed that the conceptual model of the study indicates that succession is influenced by 7 variables that were considered in designing the questionnaire and measuring the pattern of these variables. The results also confirmed the dimensions and factors affecting succession planning and identified the importance of each variable, which are: a) system of education, b) evaluation and measurement of policy performance and c) talent identification d) strategy and the formation of a talent treasury e) human resources.

The purpose of this study was to identify and prioritize the barriers of succession management in Shiraz Petrochemical Company. The mixed method has been. In qualitative stage, by means of thematic analysis and semi-structured interviewing, the obstacles of succession management were explored. The potential participants in this stage were 30 people including experts in the Shiraz Petrochemical Company who were selected through a purposeful sampling approach and based on the theoretical saturation rule. The results of the content analysis from interviews showed that barriers to succession management were included: lack of executive’s support, lack of organizational policies, organizational rapid changes, redundant administrative procedures, short term vision and lack of clarity and transparency. To validate acquiring themes qualitative validation criteria, reliability and confirmatory factor analysis were used. In the quantitative part, a descriptive survey method was used and the population consisted of all the employees from which 183 people were selected randomly. A researcher-made questionnaire based on qualitative component analysis has been used in this section. Content validity was used to determine the validity of the questionnaire. And, Cronbach's alpha method was used to determine the reliability of the questionnaire. Hierarchical analysis showed that lack of executive’s support had the highest mean and the problem of felony, had the lowest average among barriers of succession management.

There is no consensus comprehensive theoretical framework available in the literature on succession; hence the present study aims to design a model of succession management in Iran petrochemical industry. this study was conducted based on the grounded theory methodology. the population include managers and supervisors of shahid tondgooyan petrochemical company. the sample consist of 16 individuals are selected using snowball sampling and theoretical sampling. the research data were collected using group and semi-structured interviews. Strauss and Corbin’s (1990) three-stage coding process is apply for analyzing data. The findings indicated that the modern succession structure had a central function in the design of the integrated succession model. the causal conditions, at three levels of individual, organizational and managerial structures, through mediation of the modern succession structure, influenced the succession system accomplishment strategies. these strategies were: policy making, candidate evaluation, candidate development, and assessment effectiveness. in this relation, confounding conditions at three micro, organizational and macro levels, as well as the contextual conditions in three areas of the organizational visions, context of vision realization and organizational policies affect these strategies. as a result, the implications of these strategies and the influencing process are emerged at the micro (individual), middle (department), and macro (organization) levels.

The purpose of this research is to propose a competency-oriented performance assessment system via succession planning. It was carried out via mixed methods research. The statistical population included the experts and academic specialists in the field of human resources and senior managers of Bank Saderat Iran in the qualitative section and experts and managers at various levels of Bank Saderat in Isfahan province in the quantitative section. judgmental purposive sampling and random stratified sampling were employed in the qualitative and quantitative sections respectively. In the qualitative section, 17 persons participated in the interview and in the quantitative section, 400 persons participated as the research sample. Tools of data collection were interview and researcher self-made questionnaire. Reliability of the questionnaire was calculated equal to 0.82 and its validity was approved. Data analysis was carried out through descriptive statistics and inferential statistics including exploratory factor analysis, confirmatory factor analysis and structural equation modeling. The results of the survey in the qualitative section illustrate that there are 24 components of competency-oriented performance assessment system in five dimensions including competency, foresight, flexibility, justice, and comprehensiveness. In the quantitative section, the findings showed that competency has the highest factor loading (0.92) and flexibility has the lowest factor loading (0.79) and other dimensions are in subsequent order of importance respectively. Likewise, the results disclosed that dimensions of competency-oriented performance assessment system have a positive and significant effect on establishment of succession management.

This research is intended to compare succession planning components between current and ideal situation in Iran Water Resource Management Company using appropriate model and also to answer is there any differences between current and ideal situation. Further, the study is to understand which component gains the highest rank. This research is conducted by survey method. The statistical population is consisted of HR staff of Iran Water Resource Management Company and subsidiaries such as HR managers and employees. The sample is estimated 185 based on the Cochran’s formula. The findings reveal current and ideal situation of Iran Water Resources Management Company differ in all the components of succession. In the current situation, also, the results of prioritizing show that the evaluation of individual performance obtains the highest priority and the evaluation of succession planning is ranked as the lowest priority. Finally, the filling lack of training achieves the highest and the evaluation of succession planning is ranked as the lowest.

Leadership style of managers is an effective factor in shaping the future of human capital in the organization.The purpose of this research is to "analyze the impact of leadership styles on succession management".

The statistical population consisted of employees, experts and managers of F.J.Co. Their number is 2452 persons in 1395, of which 205 samples were used in this research. This research is in terms of the purpose of applied research, and in terms of its nature and method, it is a type of field research descriptive research. Data analysis was performed using spss software and descriptive and inferential statistics were also performed by amos software.

According to the results, it was found that leadership styles have an impact on succession management, and its coefficient of influence is 0.84. Also, among the studied styles, participatory leadership style has more influence on succession management (0.66) than other styles. The directorial style is 0.32, supportive leadership style is 0.38, and tacit leadership style has an impact coefficient of 0.36 on succession management.

Managers of F.J.Co can use collaborative leadership style, if they consider the management and successor programs, considering the facilities and availability of the conditions.

This research is devoted to the present and desired situations of succession planning management in the petroleum industry based on Kim model in four phases. From 174 employees and managers at the headquarters of the company، 62 were selected by stratified random sampling. A researcher made-questionnaire was distributed among them. The gap between the present and desired situation was identified by comparing the means. The results indicated that the present situation of succession planning is not desirable in the company requiring more attention. The desirable situation contained important components which seemed necessary. The possible different situations، in the form of emerged situations، priorities، capacities، and realized ones، that the company may confront in future were studied according to Brnaty Clark model، and strategies were presented for each of them.

Increasing flow of competitiveness and organizational necessity for achieving higher levels of quality and productivity leads the managers to become more capable، intelligent and competent than today''s. Managers and leaders have a determinant role in that organizational goals are gotten or not. In this research researchers look for investigating the readiness of Al-Mustafa International University (MIU) for implementation of succession planning. The status of research dimensions were studied by one-sample T-test through distributing research questionnaire among 56 patients of managers as a statistical sample. The results showed that mean of 5 dimensions are above mean of 6 others are below mean that latters need for serious actions. Also، these dimensions was ranked by Friedman-test that «prospective attitude of managers» gained highest rank and «participating climate» gained lowest rank. The results of correlation-test showed that «work experience» has negative correlations with «organizational strategy clarity» and «meritocracy» in 99% of confidence interval and with «top managers'' patronage»، «prospective attitude of managers» and «active HR department» in 95% of confidence interval.

The purpose of this paper is to study the importance and application or four effective factors for successful implementation of succession management system (policy determination, candidates’ evaluation, candidates’ development, and evaluation of succession management system) in petroleum industry. For this purpose, among 174 statistical populations, 62 survey questionnaires were distributed among human resources managers and experts using randomized sampling method in the staff and branches of National Iranian Oil Company located in Tehran. We used the construct validity and confirmatory factor analysis to analyze the validity. Data was analyzed by parameteric indices and statistics. Paired-comparison sampling test was used to analyze the assumptions and and mean and standard deviation were used to classify the components. Finally, a conceptual model conmprising the research components for suitable implementation system and suggestions based on research findings were developed.