Identification of succession planning success factors in private sector (Case study: Holding Alpha Company)

Document Type : Research Paper

Authors

1 Prof., Faculty of Management, University of Tehran, Tehran, Iran

2 Associate Prof., Faculty of Management, IRI Police University, Tehran, Iran

3 PhD Candidate, Organizational Behavior, Faculty of Management, University of Tehran, Tehran, Iran

Abstract

In this study, using qualitative method, succession planning success factors are first identified, then this factors are examined as a measurement model. The statistical population included managers and supervisors of Alpha Holding Company and the samples were chosen in random. The tools used for data gathering were literature reviews, questionnaire and interviews. Validity and reliability of qualitative tool were evaluated using triangulation, member checks and paired reviews methods; content validity of the questionnaire was evaluated using expert reviews method. Reliability of the questionnaire was assessed using a pretest of 28 people and it was confirmed. Extracted data among 171 questionnaires was based on examining the quantitative research hypotheses. Based on exploratory factor analysis and structural equation modeling tests, the results showed that the seven factors including organizational structure, senior management support, systematic approach, policy, organizational culture, desire and motivation of people and trust can be introduced as the succession planning success factors and the success of succession plans could be measured using the above factors.

Keywords

References

Abili, K. & Molaee, Z. (2007). Designing training & improvmrnt model for research institue of petroleum industry middle managers. Research in Education Systems, 1(1): 69-85. (In Persian)
 
Barnett, R. & Davis, S. (2008). Creating greater success in succession planning. Advances in Developing Human Resources, 10(5): 721–739.
 
Byham, W.C. (2002). A new look at succession management. Ivey Business Journal, 66(5): 23-41.
 
Cantor, P. (2005). Succession planning: Often requested, rarely delivered. Ivey Business Journal, 69(3): 1-10.
 
Charan, R., Drotter, S. J. & Noel, J. L. (2001). The leadership pipeline: How to build theleadership-powered company. Jossey-Bass. San Francisco.
 
Conger, J. A. & Fulmer, R. M. (2003). Developing your leadership pipeline. Harvard Business Review, 81(12): 76-84.
 
Daymon, C. & Holloway, I. (2011). Qualitative research methods. Routledge. NewYork.
 
Frank, B., Eckrich, H. & Rohr, J. (1997). Quality nursing care leadership makes the difference. Journal of Nursing Administration. 27(5): 13-14.
 
Fulmer, R. M. & Conger, J. A. (2004). Growing your company’s leaders: How great organizations use succession management to sustain competitive advantage. AMACOM. New York.
 
Gholipour, A., Pourezzat, A. & Sabokro , M. (2011). Implementing field of force model in succession planning. Research in Human Resource Management, 3(1): 119-139. (In Persian)
 
Gomez-Mejia, L. R., Balkin, D. B. & Cardy, R. L. (1995). Managing human resources. Prentice Hall. NewYork.
 
Groves, K. S. (2007). Integrating leadership development and succession planning best practices. Journal of Management Development, 26(3): 239-260.
 
Hadizadeh Moghadam, M. & Soltani, H. (2011). Explaining the implementation factors of succession management in organization. Human Resources Management in petroleum industry, 3(10): 33-88. (In Persian)
 
Huang, T. (2001). Succession management systems and human resource management outcomes. International Journal of Manpower, 22(8): 736-755.
Jeffrey, S. H. & Caron, S. J. (2004). Foundations in strategic management. Translated by Ghasemi, B., Hayat Publication. Tehran. (In Persian)
 
Khanifar, H., Moghimi, M., Jandaghi, GH. & Zarvandi, N. (2009). Analysis of relation between Elements of trust and organizational commitment of personnel. Public Administration Journal, 1(2): 3-18. (In Persian)
 
Kasper, S. M. (2008). Preparing for leadership transition: An examination of the impact of organizational communication in the administration of succession planning programs. ProQuest.
 
Kim, Y. (2006). Measuring the value of succession planning andmanagement: A qualitative study of U.S. affiliates of foreignmultinational companies. Unpublished Ph.D. dissertation. The Pennsylvania State University. University Park.
 
Kord nayij, A., Moghimi, M., Ghanati, S. & Yazdani, H. (2009). Investigation on the relationship between organizational structure and entrepreneurship culture in Tehran University. Public Administration Journal, 1(3): 119-134. (In Persian)
 
Robbins, P. S. & Judge, T. (2007). Organizational behavior. Prentice hall international, inc.
 
Rothwell, W. J. (2005). Career planning and succession management: Developing your organization's talent-for today and tomorrow. Greenwood Publishing Group.
 
Rothwell, W. J. (2010). Effective succession planning: Ensuring leadership continuity and building talent from within. AMACOM Div American Mgmt Assn.
 
Sarmad, Z., Bazargan, A. & Hejazi, A. (2007). Research methods in behavioral sciences. Agah Publication. Tehran. (In Persian)
 
Shojaee, A. & Dorri Nogorani, B. (2008). Designing and explaining the detailed model of succession and replacement. 4th Human Resources Development Conference. Tehran. (In Persian)
 
Singer, P., Goodrich, J. & Goldberg, L. (2004). Your library’s future. Library Journal, 129(17): 38-40.
 
Slan, R. (2005). Leadership succession: The justice perceptions of high potential, identification practices. Thesis. University of Guelgh.
 
Taleghani, GH., Farahani, A. & Abedi Jafari, A. (2010). Developing a model of factors affecting the citizens trust toward urban management. Public Administration Journal, 2(4): 89-106. (In Persian)
 
Tanabe, M., Felisoni, Claudio. & Alexander, N. (2004). The effectiveness of strategic planning: Competitiveness in the Brazilian supermarket sector. Journal of Retailing and Consumer services, 11(2): 51-59.
 
Vancil, R. F. (1987). Passing the baton: Managing the process of CEO succession. Harvard Business School Press. Boston.
 
Zare Matin, H., Jandaghi, GH., Khanifar, H. & Heydari, F. (2001). Designing the model of competent organizational culture for customer – based companies. Public Administration Journal, 3(8): 57-74. (In Persian)
 
Journal of Public Administration
Volume 6, Issue 4 - Serial Number 4
January 2015
Pages 747-767

Files

Share

How to cite

Statistics