List of Articles جانشین‌پروری

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  1 - Provide a talent management framework with an emphasis on the expansion of succession in knowledge enterprises
  asef sanjideh Samad  jabbariasl Musa Rezvani Chamanzamin
  The aim of this study is to provide a framework of talent management based on the current situation in Iran, considering the importance of the discussion of attracting, cultivating, and retaining talents in the field of knowledge enterprises and also the theoretical pov More

  The aim of this study is to provide a framework of talent management based on the current situation in Iran, considering the importance of the discussion of attracting, cultivating, and retaining talents in the field of knowledge enterprises and also the theoretical poverty in the field of talent management. For this study, several knowledge enterprises in the country have been selected as the case study and due to the lack of qualitative research in the field of talent management using the method of "Grounded theory" version 2015 Corbin and Strauss, in the first step, the current framework Talent management in these companies is based on interviews with 30 people (sampling to theoretical saturation) of the stakeholders of the talent management system (talents, managers and human resources experts). The method of data collection from research participants according to Bernard's (2006) typology in structured and semi-structured interviews was appropriate to the type of participant (human resources specialist, elite, manager, or policymaker). In the first step, the most important finding is the dynamics of the various talent management processes and their placement on a spectrum, from the most undesirable to the most desirable. In the next step, according to the existing superior experiences and the identified injuries in the previous step, the optimal framework for this space was designed and by presenting the framework to managers and experts in the field, was evaluated qualitatively. The design of this framework can pave the way for moving towards the desired situation of talent management and in addition, according to the individual, organizational and cultural dimensions of talent management, enrich the literature in this field Manuscript profile
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  2 - Providing a model for talent identification and succession in order to establish a competency system (Case study: Bank Mellat companies)
  elaheh sheykhi masoud haghighi Alireza Rezghirostami
  The new era is characterized by features such as innovation, knowledge development, globalization and increased competition; For this reason, organizations are doing their best to win the growing competition, of which human resources is the most important. The present More

  The new era is characterized by features such as innovation, knowledge development, globalization and increased competition; For this reason, organizations are doing their best to win the growing competition, of which human resources is the most important. The present study is a descriptive-survey research and in terms of data collection, it is a type of descriptive survey research. The statistical population of the study is 755 managers and experts of Bank Mellat companies who have selected a sample of 255 people using the Cochran's formula and a simple sampling method. A questionnaire was used to collect information. For data analysis, Smart PLS software have been used. Following this research, components and indicators were determined. On the other hand, in the relationships between the components, it was found that the identified components for each variable have a high correlation with them and have been able to explain the main variable well. Finally, during modeling, it was found that talent identification has an effect on succession and the establishment of the competency system, and in addition, succession has a mediating role in the effect of talent identification on competency. Manuscript profile
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  3 - Developing the Roadmap of Succession Planning in the Organization (Case study: Iranian Gas Transmission Company, district 3)
  Mostafa Najafi Sharafeddin  Mohammad arazi Aliakbar Hasani
  Developing a roadmap for an organization creates a clear path to a series of goals and visions for the future. Organizations use roadmap as a tool for variety of strategic objectives and the reason of this, is the diversity of approaches and techniques in this field. Ro More

  Developing a roadmap for an organization creates a clear path to a series of goals and visions for the future. Organizations use roadmap as a tool for variety of strategic objectives and the reason of this, is the diversity of approaches and techniques in this field. Roadmap helps companies, industries and organizations to map what they need to do to succeed in the future. Planning for supply appropriate human resources for the organization's future is one of the key and strategic decisions making for the organizations. In general, the purpose of succession planning is the preparation of talented individuals within the organization, to fill key, delicate and strategic jobs. Therefore, planning to build an integrated model to replace the old forces in any organization is inevitable. Therefore, in this paper we have tried to draw a comprehensive roadmap for the implementation of the succession planning as a roadmap for the survival of the organization, as well. A case study in this paper is the Iranian Gas Transmission Company, district 3 and with respect to the company's strategic importance to the country from different aspects affecting the sustainable growth, the development of roadmap for the future of this organization has been on the agenda. Data collection based on experts' comments and by using the Delphi process was conducted. The findings show that the roadmap developed according to the validation conducted by experts, has been well managed the visible and invisible Gas company needs to provide succession of forces according to the goals. Manuscript profile
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  4 - Studying and Prioritizing Effective Factors on Succession Planning Success in Banking Industry Using Multi-Criteria Decision Making Methods (Case Study: Refah Bank)
  Behrooz Ghlichlee Shahram Mashoufi Saeed Ghahremani
  The purpose of this research is to study and prioritize factors which are effective on succession planning success in banking industry. This is an applied and descriptive research. Statistical sample of research is 15 persons including Refah Bank managers and experts. D More

  The purpose of this research is to study and prioritize factors which are effective on succession planning success in banking industry. This is an applied and descriptive research. Statistical sample of research is 15 persons including Refah Bank managers and experts. Data gathering was done by Delphi method, asking experts’ opinions. Opinions were gathered by a researcher-made questionnaire including factors affecting the success of succession planning. After that, data were analyzed using Spss and Excel software and also fuzzy TOPSIS method for prioritizing factors, which is one of the multi-criteria decision making methods. Results showed that “support and participation of senior managers” and “justice” are the most important factors in the success of succession planning with the approach of assessment and development center. Manuscript profile
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  5 - Conceptualization of dwarfism; emphasizing the dark side of succession
  maryam razmjou jafar beikzad
  One of the styles about which the studies done are not rich enough is dwarf breeding. This style is the dark edge of succession; Because in our country, the discussion of surrogacy has always been used, but it has not been continuously developed in our system. One of th More

  One of the styles about which the studies done are not rich enough is dwarf breeding. This style is the dark edge of succession; Because in our country, the discussion of surrogacy has always been used, but it has not been continuously developed in our system. One of their destructive and dysfunctional aspects is dwarfism. In fact, dwarfism is one of the factors indicating the basic problem in the administrative health of government organizations. On the other hand, despite the existence of various metaphors in the field of organizational pathology, if we consider the emergence of destructive phenomena in organizations, dwarfism can play a destructive role in the organization, which should be fully investigated. Based on this, the present research is important and necessary because of the conceptualization of dwarfism, our ways of thinking, seeing and understanding about the complex phenomenon of dwarfism will change. Also, the conceptualization of dwarfism provides an important capacity to the stakeholders of the organization; A capacity that indicates the ability to use the perception of disease in humans to help understand the organization and develop organizational knowledge in the face of problems, so that based on this, the audience can deepen their knowledge about dwarfism both objectively and subjectively. and give more wealth and also public sector managers get a better understanding of the process of dwarfism that if they see signs of the phenomenon of dwarfism in their organizations, while diagnosing dwarfism, they can prevent, correct and treat it . Manuscript profile
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  6 - Succession by attracting and developing academic talent in an engineering firm: A meta- synthesis study
  Abbas  abbas pour Vadood Ghasem Talebi Morteza  Taheri Hamid Rahimian Saeed Ghiasi Nodooshan
  Abstract: The succession planning is an effective strategic approach to maintain and develop human resources within organizations. Although succession is an effective strategy to focus on creating a regular structure for organizations, many companies lack regular succe More

  Abstract: The succession planning is an effective strategic approach to maintain and develop human resources within organizations. Although succession is an effective strategy to focus on creating a regular structure for organizations, many companies lack regular succession planning, so that people with the necessary skills and expertise cannot be placed in specific positions. Based on this, the aim of this article is to find the effective components on succession with the approach of attracting and developing academic talents in engineering companies. In this research, a qualitative meta- synthesis method has been used. After conducting a keyword search in reputable national and international databases from 1997 to 2023, a total of 2,181 studies are identified, and 91 studies are selected for the purpose of analysis and information extraction. After conducting analysis, succession planning with a focus on attracting and developing university talents at engineering companies is categorized into 5 dimensions Including: creating commitment, determining policy, attracting and developing academic talent, leadership improvement program and program evaluation and 11factors and 30 sub-factors. Based on the finding, it is worthwhile mentioning that the components of succession planning are determined with a focus on attracting and developing university talents, due to which this research can assist companies to formulate and implement succession planning programs having employed university talents. Manuscript profile