طراحی الگوی جانشینپروری در سازمان حج و زیارت با رویکرد توسعه منابع انسانی
الموضوعات :سعید کوزه گران 1 , ملیکه بهشتی فر 2 , محمد ضیاالدینی 3
1 - دانشجو
2 - استاد
3 - استاد
الکلمات المفتاحية: جانشین پروری, توسعه منابع انسانی, روش فراتحلیل, سازمان حج و زیارت,
ملخص المقالة :
هدف از انجام این پژوهش، طراحی الگوی جانشینپروری با رویکرد توسعه منابع انسانی به روش فراتحلیل (مطالعه موردی: سازمان حج و زیارت) است. برای این کار، پس از مطالعه ادبیات پژوهش و شناسایی مؤلفههای جانشینپروری از دل آن به طبقه بندی و تفکیک آنها و استخراج مؤلفهها پرداخته شد. اين تحقيق بر اساس هدف جزو تحقيقات كاربردي و بر اساس ماهيت توصيفي و اكتشافي ميباشد. از حيث روش جهت استخراج نتايج از تكنيك فراتحلیل استفاده شده که فراتحلیل نوعي مطالعه كيفي ميباشد. در پژوهش و تحقیق حاضر، از مقالات منتشر شده در مجلات داخلی و لاتین استفاده شده است. در ابتدای پژوهش، در مرحله اول، 81 مطالعه گردآوری شد. در مرحله دوم، آن دسته از مقالاتی که دارای آمارههای p-value، t-value و سایر آمارهها بود، از یکدیگر تفکیک شدند. از میان این تعداد مقالات ، 43 مقاله قابل قبول واقع شده که مورد استفاده قرار گرفتند. براساس یافتههای این پژوهش، سازمان حج و زیارت مستعد اجرای موفق برنامۀ جانشینپروری بمنظور توسعه منابع انسانی است و این را میتوان به دلیل داشتن پتانسیل مناسب در مدیریت جانشینپروری و میزان و اندازه اثر مؤلفههای بهسازی استراتژیک نیروی انسانی،تعهد سازمان به اجرای جانشین پروری، حمایت مدیریت ارشد در سازمان حج و زیارت دانست.
1. Mehri, D., Abolghasemi, M., Ghahremani, M., Mahjub, H. Identifying the Factors Influencing the Strategic Development of Talents. Strategic Management Studies of National Defence Studies, 2019; 8(33): 89-63.
2. Shakoori, N., Shirazi, Ali., Rahimnia, Fariborz., Kafashpour, Azar, Explaining and presenting the model of integration of talent management and diversity management with the foundation data theory approach, Journal of Talent Development, 2020, Second Year, ( 2) Spring, 1-21.
3. Acree-Hamann, C., & Dnpaprn, N. A call to action: succession planning needed, Newborn and Infant Nursing Reviews, 2016; 16(3), 161–163.
4. Kolivand, A, Designing a model for replacing NAJA commanders and managers. Journal of Supervision and Inspection, 2018;(42): 13-40.
5. Soltani, M., nazemi, M., talaee, M., ghavidel, A. Designing and Explaining Successors Training in the Islamic Revolution Guard Corps. Journal of Research in Human Resources Management, 2017; 9(3): 1-24.
6. Lafiti, M., Abdolhosseinzadeh, M., Azarfar, A. The Design of Succession Planning Model in Public Sector Organizations with Interpretive Structural Modelling (ISM). Quarterly Journal of Public Organzations Management, 2016; 4(4): 33-50.
7. Farhi, A., Sanjeghi, M., Faqih Aliabadi, H., Soleimani, D, Pathology of Hajj and Pilgrimage Brokerage System of the Islamic Republic of Iran, Journal of Islamic Management, 2016; Article 4, 9(24), Number 3, autumn: 171-189.
8. DeMay, D, “21st Century Succession Planning, Consulting Firm of Transformation Solutions”, White Paper, 2008; p. 3.
9. Neefe, D, Succession Planning in a Two-Year Technical College System Roles a Dissertation Submitted to the Faculty of the graduate school of the University of Minnesota, in partial fulfillment of the requirements of the degree of doctor of education, 2009.
10. Nasehifar, V., Dehghanpour. F A., Sanjari, A, Construct and Reliability of Measure of “Succession Management Extensiveness” Based on Categorization of Best Practices. IQBQ. 2011; 15 (3):191-209
11. Bolton J, W Roy. Succession planning: securing the future. Journal of Nursing Administration 2004; 34(12): 589-593.
12. Ennis, M.R, Competency models: a review of the literature and the role of the employment and training administration (ETA). U. S. Department of labor, 2008; P.5.
13. Hanchell, T, The Davidic Model of Leadership Succession”, submitted to Regent University School of Global Leadership & Entrepreneurship in partial fulfillment of the requirements for the degree of Doctor of Philosophy in Organizational Leadership, 2010.
14. Shabanpour, H., Igdar, H, Talent and succession management in Tehran city branches of Bank Mellat. 2013; The 1st national conference on accounting and management, Tehran, Iran.
15. Faghihi, A., Zakeri, M, Pathology of the Iranian Public Organizations for Establishment of Management Succession Planning. Public Policy in Administration, 2015; 5(5): 15-24.
16. Hadizadehmogadam A, soltani F, explaining the components of the implementation of succession management in the organization. Quarterly Journal of the management and human resources in oil Snt, 2013; 10(5): 39-89.
17. Meadows, W, Building a leadership pipeline: a focus on succession planning with the department of veterans affaires, A thesis presented to the Faculty of the U.S. Army Command and General Staff College in partial fulfillment of the requirements for the degree Master of military art and sience, 2015.
18. Richardson, N, Predictors of nonprofit executive succession planning: a secondary data analysis, A Dissertation Presented in Partial Fulfillment of the Requirements for the Degree Doctor of Philosophy Capella University, 2014.
19. Wolfred, T, Building leaderful organizations: Succession planning for nonprofits, Annie E. Casey Foundation Executive Transition Monograph Series, 2008; 6: 55-68. 20. Bidmeshki, Z., Adli, F., & Vaziri, M, Comparison of the current state of succession planning and talent management with its desired state in the higher education system. Quarterly Journal of Research and Planning in Higher Education, 2014; 72: 51-72.
21. Sullivan, T, Executive Succession Planning. Ira A. Fulton, school of engineering, 2012.
22. Ghasemi, M & Joodzadeh, M & Beigi Rad, E, Talent management influence on organizational learning capabilities with respect to the mediating role of organizational intelligence, Public Management Researches , 2013; 8(30) : 145-164.
23. Mansouri Jalilian, A., Soufi, AR., Substitute Training for Managers and Commanders in NAJA; Dimensions and Evaluation of Credibility Based on Analysis of Exploratory and Confirmatory Factors. Journal of Naja Inspection 2012; 7(23): 31-57.
24. Rothwell, W. J, Effective Succession Planning: Ensuring Leadership Continuity and Building Talent from Within, (3rd Ed). New York, 2005, American Management Association.
25. Groves, K. S, Integrating leadership development and succession planning best practices, Journal of Management Development, 2005; 26( 3): 239-260.
26. Busine, M., & Watt, B, Succession management: Trends and current practice, Asia Pacific Journal of Human Resources, 2005; 43 (1): 198-225
27. Azar1, Khadijeh & Soleimani, Tooran, Studying Status of the Successor Program of University Administrators (A Case Study at Ardebil Islamic Azad University), Journal of Education Strategies in Medical Sciences, 2020; 10(6): 516-525.
28. Mehrtak, M., Habibzadeh, Sh., Vatankhah, S., Jafari Uri, M., Delgoshaei, B., & Azari, A, Gap analysis between current and desired situation of succession planning: a case study in Ministry of Health. Journal of Health Administration, 2016; 19(63),: 91-100