Providing a model for replacing the managers of the Ports and Maritime Organization
Subject Areas : title1
mahmood saberi
1
(Bandar abbas Branch Islamic Azad University,Bandar Abbas,Iran)
Mahmoud Sabahizadeh
2
(Department of Management, Islamic Azad University, Bandar Abbas Branch, Bandar Abbas, Iran)
kolsumm nami
3
(Assistant Professor, Department of Educational Sciences, Bandar Abbas Branch, Islamic Azad University, Bandar Abbas, Iran)
younes daryoush
4
(Minab Branch Islamic Azad University Minab.Iran)
Keywords: Candidate evaluation, personal development, policy, competency, succession management.,
Abstract :
Succession management is the creation of a competitive advantage for the organization by filling the path of organizational career advancement through talented people to ensure the existence of these people. This research in terms of applied purpose, in term, survey documents, and in terms of data collection and analysis, had a mixed research method and exploratory design. In the qualitative part of the statistical community, including two groups, a group of experts consisting of university professors ,The senior managers and senior experts of the human resources unit of the organization were composed of the central headquarters of the Ports and Maritime Organization. Thirty people were selected by purposive sampling method. The collection tool in the quantitative part was a researcher-made questionnaire based on the model developed in the qualitative part, the validity of which was confirmed by the validity of content and structure and its reliability by Cronbach's alpha. Data analysis was performed in the qualitative part using directional combined theme analysis and in the quantitative part of the data using descriptive statistics. Finally, the proposed model was designed as a process according to the studies conducted in the theoretical foundations and receiving expert opinions in two rounds of components and final indicators, and the four dimensions of succession management, including policy setting, competency criteria, evaluation of candidates and personal development program were identified. The proposed model is superior to other models in terms of process, comprehensiveness and emphasis on individual development program and can achieve organizational benefits
