Understanding the Procedural Pattern of Designing and Establishing Succession System in Government Agencies

Document Type : Research Paper

Authors

Department of Public Administration, Faculty of Management and Accounting, Allameh Tabatabai University, Tehran, Iran

Abstract

Succession program is a basic requirement for government agencies. Government agencies should present their special successor programs according to the needs of the public sector and specific organizations. This study aims at understanding the successor patterns in the public sector. Employing the database method and especially the systematic approach of Strauss and Corbin, the procedural pattern of successor in government agencies was extracted. Having analyzed the interviews by the managers and experts of these organizations, more than 350 concepts were obtained in the first stage. In the selective coding phase, these concepts were classified and 41 central axes concepts related to the core category, namely, successor orientation concepts in government agencies, were extracted. Each of these concepts (causal conditions, ground conditions, strategies, intervening conditions, and outcomes) was then categorized in the related systematic model category. In conclusion, it was found out that being under political pressure by government agencies, request by parties, bureaucracy and administrative formalities, managers' instability, inefficiency of the unit of human resources management, attention to public values ​​and some certain conditions and limitations are present at government agencies influencing their implementation of the issues. It thus becomes evident that employing successor models of the private sector in the public sector is not recommended without considering the requirements of the public sector.
 

Keywords


بردبار، غلامرضا؛ کریمی، اوژن؛ زارع، ناصر و کنجکاو منفرد، امیررضا (1391)، شناسایی مؤلفه‌ها و الگوهای شایسته‌گزینی برای بهینه‌سازی مدل جانشین‌پروری کارکنان، پژوهش‌های مدیریت منابع انسانی، تهران: دانشگاه جامع امام حسین(ع)، 4(1): 87 ـ 114.
بهشتی‌فر، ملیکه؛ نکویی‌مقدم، محمود و پورکیانی، مسعود (1391)، جانشین‌پروری: خلق خزانه استعداد (رویکردی آینده‌نگر برای سند چشم‌انداز 1404 ایران)، چاپ اول، انتشارات راه تندرستی.
رضایی، نسرین و نظری، کامران (۱۳۹۳) جانشین‌پروری و چالش‌های آن در بخش دولتی، همایش بین المللی مدیریت، تهران، موسسه سفیران فرهنگی مبین. صص 534 ـ 543.
قاسمی, محمد؛ جلال درخشانی و میثم درخشانی (۱۳۹۲)، بررسی دشواری‌ها و چالش‌های استقرار برنامه جانشین‌پروری در نظام اداری ایران، اولین کنفرانس ملی حسابداری و مدیریت، شیراز، مؤسسه بین‌المللی آموزشی و پژوهشی خوارزمی.
قلی‌پور، رحمت‌الله و هاشمی، محمد (1394)، تبیین تأثیر منتورینگ بر جانشین‌پروری: با تمرکز بر طرح توسعه فردی، فصلنامه پژوهش‌های مدیریت منابع انسانی، تهران: دانشگاه جامع امام حسین(ع)،  7(2)، 25 ـ 52.
موغلی، علیرضا و یداللهی، سحر (1393)، بررسی تأثیر نظام مدیریت استعداد بر جانشین‌پروری در سازمان‌های دولتی شهر شیراز، مجموعه مقالات سومین کنفرانس ملی حسابداری و مدیریت، تهران: مرکز همایش‌های دانشگاه تهران.
میرمحمدی، سیدمحمد و حسن‌پور، اکبر (1390)، نظام اداری ایران: تحلیلی بر مشکلات و چالش‌ها؛ فصلنامه چشم‌انداز مدیریت دولتی، دانشگاه شهید بهشتی، 1(8): 9 ـ 22.
Carroll, C. (2004), Succession planning: Developing leaders for the future of the organization, Leadership Abstracts,17(2):2-8.
Christie, D. (2005). Learning to grow our Own: A Study of Succession Planning at Douglas College, ″Dissertation Submitted to Royal Roads University (Canada).
Cipolla, Frank P. (1993). Federal Executive Turnover: Crisis or Opportunity.The PublicManager,22(1): 27-53.
Collings, D.G; Mellahi, K. (2009). Strategic talent management: A review and research agenda, Human Resource Management Review,19:304–313.
Creswell, J. W. (2005). Educational Research: Planning, Conducting, and Evaluating Quantitative and Qualitative Research (2nd edition). Boston: Pearson Publication
Gay, M., & Sims, D. M. (2009). Building tomorrow's talent: A practitioner's guide totalent management and succession planning. Bloomington, Ind: AuthorHouse.
Griffeth, R. W., Allen, D. G., & Barrett, R. (2006). Integration of familyowned business succession with turnover and life cycle models: Development of a successor retention process model. Human Resource Management Review, 16: 490-507
Helton, K.; Jackson, R. (2007). Navigating Pennsylvania’s dynamic workforce: Succession planning in a complex environment, Public Personnel management, 14, 335-347.
Kim, Sooyoung. (2007),Learning goal orientation, formal mentoring, and leadership competence in HRD A conceptual model, Journal of European Industrial Training, 31(3):181-94.
Krauss, J. A. (2007). Succession planning and talent management recommendations to reduce workforce attrition and prepare for an aging population. (Doctoral dissertation). Wilmington University, Delaware, United States. Retrieved from Dissertation & Theses: A & I database (Publication No. AAT 3292900).
Lee, J. (2001). A Grounded Theory: Integration and Internalization in ERPAdoption and Use, Unpublished Doctoral Dissertation, University of Nebreska, In Proquest UMI Database
Mandi, Abdulla Rashed. (2008). Acase study exploring succession planning: Supported by a quantitative analysis of governmental organizations in the Kingdom of Bahrain. The George Washington University.
Nilipour Tabatabaee, sayed Akbar; Abdollahi Lakeh, Azam; Abbasi Tadi, Alireza (2014). A Study of Succession Planning Challenges in Governmental Organizations, Arabian Journal of Business and Management Review ,3(11):231-252.
Rothwell, W. J., Alexander, J. H., & Bernhard, M. (2008). Cases in government succession planning: Action-oriented strategies for public-sector human capital management, workforce planning, succession planning, and talent management. Amherst, Mass: HRD Press.
Sambrook, S. (2005). Exploring succession planning in small, growing firms. Journal of Small Business and Enterprise Development, 12 (4), 579-594.
Seidman, I. (2006). Interviewing as Qualitative Research, A guide for Researchers in Education and the social sciences. New York and London: Columbia University. 3rd Ed.
Topper, W. W. (2006). Leadership change in privately controlled business: A Delphi study of succession planning best practice, A dissertation presented in partial fulfillment of the requirements for the degree Doctor of Philosophy, Capella University School of Business and Technology.
Wilkerson, Brian (2007). Effective Succession Planning in the Public Sector, National Practice Leader, Talent Management, North America Watson Wyatt Worldwide.
Yin, R. K. (2003).Case study research: Design and methods, (2nd Ed.). Sage