Succession Planning in Schools and Educational Centers: A Synthesis Research Approach
Subject Areas :Behzad Jahanshiri 1 , hadi pourshafei 2 , Hossain Momenimahmouei 3
1 - PhD student in Educational Management, Department of Educational Sciences, Torbat Heydarieh Branch, Islamic Azad University, Torbat Heydarieh, Iran
2 - Associate Professor of Educational Management, Department of Educational Sciences, Birjand University, Birjand, Iran
3 - Associate Professor of Curriculum Studies, Islamic Azad University, Torbat Heydarieh branch, Torbat Heydarieh, Iran
Keywords: succession planning talent management, organization, educational centers.,
Abstract :
Efficient human resource is a major indicator of the superiority of an organization over other organization. One of the indicators of retention, empowerment and development of employees in organizations is to pay attention to the replacement of people for the future positions of the organization. This is of special significance in educational organizations considering their goals, hence the aim of the current research was to identify the indicators and components of the replacement of managers in schools and educational centers. The approach of the current research was qualitative and the method was synthetic. The research corpus included all the articles published in the last decade (2006-2023), of which 24 articles were selected as samples based on thematic content monitoring. The research data were collected by qualitative analysis of the studied documents. By analyzing the data, key factors in 4 dimensions, 11 factors and 54 categories including the dimension of succession management (components such as competence-oriented, knowledge management, transformational and creative leadership, strategic planning); cultural organizational dimension (components such as strengthening the culture of cooperation and teamwork, delegating authority, maintaining talented human resources), approaches and strategies of parenting dimension (components such as approaches based on self-development and approaches based on cooperative learning), and monitoring and evaluation dimension (components such as program monitoring and evaluation of individual competencies) were classified. The results showed that in order to design succession planning patterns, in addition to the personal components of the succession, organizational culture, attention to effective approaches in education, proper management in succession planning, and appropriate evaluation should be considered.
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