Designing a model of effective factors on the implementation of succession planning in universities with a mixed approach

Numerous studies have emphasized the need to pay attention to succession management in the human capital management of organizations and have pointed to its vital and important role in the development of employees' careers and have mentioned it as a model for organizational survival. The purpose of this study is to "design a model of factors affecting the implementation of succession planning in universities." The present research is descriptive and exploratory in terms of nature and method and mixed (qualitative and quantitative) data collection method. The statistical population of the study includes experts, managers and experts with experience in the field of human resource management and the required data in the qualitative section during interviews with 14 university administrators based on semi-structured and targeted interviews and snowball method. In a small part, it was obtained by distributing a researcher-made questionnaire among 145 people. Quantitative data analysis using SPSS software and in the qualitative section, Atlas.ti software in three stages of open coding, axial coding and selective coding inspired by the systematic paradigm model of Strauss and Corbin, drawing and the central phenomenon of research. Employee development factor succession "Determination, validity and reliability of interviews using Goba and Lincoln (1980) criteria and retest method, validity of questionnaires from content validity method and convergent validity based on Lavache table and its reliability based on Cronbach's alpha And approved Succession human resource development,mixed methods, universities