Providing a model of effective factors on the implementation of the succession planning system (study case: Mobile Communication Company of Iran(MCCI))

Succession planning is considered as a strategic pillar in learning and transferringorganizational experiences as well as empowering human resources to meet thefuture needs of the organization in key jobs. The purpose of this study is to identifythe conceptual model of factors affecting the effective implementation of thesuccession management system in Mobile Communication Company ofIran(MCCI). The research method is applied in terms of purpose and is descriptive-exploratory in terms of method and nature. The statistical population of the studyincluded all employees (experts and above) of MCCI who were selected as asample by stratified sampling method using Cochran's formula and participated in the research. Data collection tool was a questionnaire and exploratory factor analysis (SPSS software) and confirmatory factor analysis (PLS software) were used to analyze the data. Based on the research findings, 45 indicators in the form of three categories of structural factors (27 indicators), behavioral factors (13 indicators) and underlying factors (5 indicators) were identified as effective factors on the effective implementation of succession management system in the study population. The results of confirmatory factor analysis showed the confirmation of the factor structure model of the research including structural factors with a bcoefficient of 0.627, behavioral factors with a coefficient of 0.319 and contextual factors with a coefficient of 0.137.The obtained framework can be used as a strategic tool in strategic human resource management in order to effectively establish a succession system in Iran Mobile Communications Company.