Document Type : Original Article

Authors

Abstract

Human resources meet an organization demands during a long term and succession planning is a process for preparation and renovation of these resources. This research has investigated the process of establishment of management succession planning in university by using the plan of data base theory.  For this purpose, 17 people were interviewed, those who were policymakers in the area of higher education , the present and past mangers of universities at different administrative and academic levels , authors of the subject, experts in the area of human resources and informed faculty members in the domain of the research.  The data was collected from the interviews ., The results of data during three stages of open , pivotal and selective coding was of twelve general areas which in a paradigm model framework included: causative conditions (discourse building, scientific vision, maturity and accountability system), focal item (meritology), strategies of establishment (empowerment and management of talent) , ground (supportive environment and atmosphere, participation of beneficiaries and stability), interferer conditions (academic autonomy) , and consequences (empowerment) , reflect the process of establishment of management succession planning in university and the relationships among its various dimensions.

Keywords

اشتراس، آنسلم و کوربین، جولیت. (1385). اصول روش تحقیق کیفی: نظریۀ مبنایی؛ رویه‌ها و شیوه‌ها؛ ترجمه بیوک محمدی. تهران: پژوهشگاه علوم انسانی و مطالعات فرهنگی.
شجاعی، سید عمادالدین و دری، بهروز (1387). طراحی و تبیین مدل تفصیلی نظام جانشینی و جایگزینی تجربه پالایش وپخش (چهارمین کنفرانس توسعه منابع انسانی؛ تهران؛ موسسه مطالعات بهره وری و منابع انسانی)
عیدی، اکبر و دیانتی، محمد (1387). مراکز ارزیابی، روش نوین جانشین‌پروری، تدبیر، شماره 195 صفحه 26
طوسی، محمدعلی (1380) بالندگی سازمانی، تهران، مرکز آموزش مدیریت دولتی.
افجه ای، علی اکبر، ناصحی فر، وحید؛ مدیریت مشارکتی: مفاهیم و نکات کاربردی؛ توسعه مدیریت؛ شماره 47 و 48 اسفند 1381 و فروردین 1382.
Barden, D. M. (2006). The Internal Heir Apparent. Chronicle of Higher Education, 52(28) , C2-C3.
Bisbee, D. C, & Miller, M. T. (2006). A Survey of the Literature Related to Executive Succession in Land Grant Universities Retrieved April 6, 2007, from http://search.ebscohost.com/login.aspx?direct=true&db= eric&AN =ED491565&site =ethos-live
Bisbee, D. C. (2005). Current Practices of Land Grant Universities for Identifying and Training Academic Leaders. Unpublished doctoral dissertation, University of Arkansas.
Braithwaite, S. L. (2003). The Role of the board of governors in the presidential transition process at Ontario's colleges of applied arts and technology. Unpublished Dissertation, Ontario Institute for Studies in Education of the University of Toronto, Toronto.
Cembrowski, B. J. (1997). Succession planning for management staff at a western Canadian postsecondary technical institute (Doctoral dissertation, University of Alberta - Canada, 1997). ProQuest Digital Dissertations, AAT MQ2270
Christie, D. (2005). Learning to grow our own: a study of succession planning at Douglas College. Unpublished Dissertation, Royal Roads University, Victoria, BC.
Christopher B. Mercer (2009). A Multi-Site Case Study of Informal Leadership Succession Planning in Three Higher Education Institutions, Dissertation Submitted to the Faculty of the graduate studies in partial fulfillment of the requirements of the degree of doctor of education, Calgary, Alberta
Diane Osterhaus Neefe(2009). Succession Planning in a Two-Year Technical College System Roles a Dissertation Submitted to the Faculty of the graduate school of the University of Minnesota, in partial fulfillment of the requirements of the degree of doctor of education
Fulmer, R. M., & Conger, J. A. (2004). Developing Leaders with 2020 Vision. Financial Executive, 20(5) , 38-41.
Geller, D. F. (2004). Building Talent Pools in Student Affairs: A Professional Development Model for Succession Planning (Doctoral dissertation, University of California, Los Angeles. ProQuest Digital Dissertations, AAT 3142543.)
Groves, K. (2007). Integrating leadership development and succession planning best practices. Journal of Management Development, 26(3) , 239-252.
Heuer, J. J. (2003). Succession planning for key administrators at Ivy-Plus universities (Doctoral dissertation, University of Pennsylvania, 2003). ProQuest Digital Dissertations, AAT 3084871.
Hirsh, W. (2000). Succession planning demystified. Brighton: Institute for Employment Studies.
Hull, J. R. (2005). The Nature and Status of Leadership Development in United StatesCommunity Colleges (Doctoral dissertation, Southern Illinois University Carbondale,. ProQuest Digital Dissertations, AAT 3195321.)
Ischinger, B. (2006). Higher education for a changing world. The OECD Observer(255) ,22-24.
John J. Heuer(2003).Succession Planning for Key Administrators At IVY-PLUS University , A Dissertation Presented in Partial Fulfillment Of the Requirements for the Degree Doctor of Education in University of Pennsylvania
Kesler, G. C. (2002). Why the Leadership Bench Never Gets Deeper. Human Resource Planning, 25(1) , 32-44.
Kezar, A., & Eckel, P. D. (2004). Meeting Today's Governance Challenges. Journal of Higher Education, 75(4) , 371-399.
Leibman, M., Bruer, R., & Maki, B. (1996). Succession Management: The Next Generation of Succession Planning. Human Resource Planning, 19(3) , 16-29.
Leslie, D., & Fretwell, L. (1996 ). Wise moves in hard times. San Francisco: Jossey-Bass
Mahler, W. (1980). Management succession planning: New approaches for the 80's.
Human Resource Planning, 13 221-227.
Mazzarol, T., Soutar, G. N., & Seng, M. S. Y. (2003). The third wave: Future trends in international education. The International Journal of Educational Management, 17(2/3) , 90-99.
Olson, L. (2008). Cultivating a Taste For Leadership. Education Week, 27(33) , 20-23.
Rothwell, W. J. (2005). Effective Succession Planning: Ensuring Leadership Continuity and Building Talent from Within (3rd ed.). New York: American Management Association.
Rothwell, W. J. (2002). Succession Planning for Future Success. Strategic HR Review, 1(3) , 30-33.
Tiina, J. (2005). Global leadership competencies: a review and discussion. Journal of
European Industrial Training, 29(2/3) , 199-218.
Zeiss, T. (2005). Get ‘em while they’re hot: How to attract, develop and retain peak performers in the coming labor shortage. Nashville, TN: Nelson Business.
Creswell, J. W., & Miller, D. L. (2000). Determining validity in qualitative inquiry. Theory into practice, 39(3) , 124-130