An Analysis of the Components of Evidence Based Succession Planning in the Private Sector of Iran

Document Type : Research Paper

Authors

1 PhD candidate in public administration, the Faculty of Humanities, Azad University of Firoozkooh, Iran.

2 Corresponding author: associate professor the Faculty of Humanities, Azad University of Firoozkooh, Iran.

3 Assistant professor the Faculty of Humanities, Azad University of Firoozkooh, Iran.

Abstract

This study is intended to analyze the components of evidence based succession planning in the Iranian private sector. The LAMP framework (Boudreau and Ramstad) has been used as a framework for evidence based human resource framework in this research. The researchers initially worked on exploring succession planning variables from the related theoretical literature, essays and succession planning models proposed by professional consulting firms like Hay and Mercer. Then, the extracted codes and components derived from content analysis were adapted to LAMP model and were placed in the designed model. Finally, after preparing the pairwise comparison questionnaire, the views of human resource experts were collected and the dimensions and components of succession planning were categorized according to Expert Choice software. The results indicated that the dimension of logic was at the most important place and the dimension of analysis occupied the least important and the least effective position in succession planning.

Keywords


Andy Potts (2015), “EBHR Under the Microscope”, HR Magazine, Jan 2015, pp. 24-31
Byham, W. (1999), “Grooming Next Millennium Leaders”, HR Magazine, Vol.44, No.2.
Boudreau JW (2003), “Strategic Knowledge Measurement and Management.” In SE Jackson, M Hitt, and AS DeNisi (eds.), Managing Knowledge for Sustained Competitive Advantage. San Francisco: Jossey-Bass/Pfeiffer, pp. 360-396
Boudreau JW & Ramstad PR (1997), “Measuring Intellectual Capital: Learning from Financial History.” Human Resource Management, 36(3), pp. 343-356
Boudreau JW & Ramstad PM (2003), “Strategic HRM Measurement in the 21st Century: From Justifying HR to Strategic Talent Leadership.” In HRM in the 21st Century, M Goldsmith, RP Gandossy, & MS Efron (eds.), New York: John Wiley, pp. 79-90
Boudreau JW & Ramstad PM (2005). “Talentship and the Evolution of Human Resource Management: From ‘Professional Practices’ to ‘Strategic Talent Decision Science”, Human Resource Planning 28(2), pp. 17-26.
California Strategic Human Resource  Partnership (2002). Sun’s HR Labs: “Driving
Decisions with Data”, Member report. California Strategic Human Resource Partnership,                     (CSHRP), Palo Alto, CA.
Mark A. Huselid et al (2005), “ A players or A positions?”, Harvard Business Review, December 2005.
Carroll Thatcher planning group (2004),” Passing the Torch- Corporate Succession Planning”, pp. 1-3, www.thatcher planning.com.
Christopher Woock, John Gibbons (2010), “Evidence-based HR in Action, Case Studies”, The Conference Board, R-1427-08-CS
Denise M. Rousseau, Eric G. R. Barends (2011), “Becoming an evidence-based HR practitioner”, Human Resource Management Journal, Vol 21, no 3, pp. 221–235
Eric Barends, Denise M. Rousseau, Rob B. Briner (2014), “Evidence Based Management”, CEBMa
Hills, A. (2009), “Succession Planning or Smart Talent Management”, Industrial Commercial Training, p. 41.
John Gibbons and Christopher Woock (2010), “Evidence-based Human Resources, A primer and summary of current literature”, The Conference Board, E-0015-07-RR
John W. Boudreau, Peter M. Ramstad (2009), “Talentship and HR Measurement and Analysis: From ROI to Strategic Organizational Change”, Human Resource Planning, 29.1
Johns G (1993). “Constraints on the Adoption of Psychology-Based Personnel Practices: Lessons from Organizational Innovation,” Personnel Psychology 46, pp. 569-592.
John W. Boudreau, Peter M. Ramstad (2005), “Talentship, Talent Segmentation and Sustainability: A New HR Decision Science”, Human Resource Management, Summer 2005, Vol. 44, No. 2, pp. 129–136.
John Boudreau, David Crumley and et al (2015), “Evidence-based HR: The bridge between your people and delivering business strategy”, KPMG International
Gabčanová Iveta, 2012, “ Human Resources Key Performance Indicators”,  Journal of Competitiveness, Vol. 4, Issue 1, pp. 117-128
Lawler EE III, Levenson A, & Boudreau JW (2004), “HR Metrics and Analytics – Uses and Impacts,” Human Resource Planning 27(4), pp. 27-35.
Ontarion Hospital Association (2012), “Succession Planning Resource Guide”
National Academy of Public Administration (2002), “HR in a Technology-Driven Environment”, Washington, D.C.: National Acad