Document Type : Research Article
Authors
1
Assistant Professor, Department of Educational Management, Farhangian University, Tehran, Iran
2
Assistant Professor, Department of Educational Sciences, Farhangian University, Tehran, Iran.
3
Assisstant Professor, Department of Architecture, Faculty of Enghelāb-e Eslāmi, College of Technical, National University of Skills, Tehran, Iran.
10.22059/jomc.2025.387171.1008744
Abstract
Therefore, the aim of the present study was to identify the factors affecting succession planning in the management of Farhangian University. This study was applied in terms of its purpose and, considering the method of collecting research data, was of a mixed type (qualitative-quantitative) with a deductive-inductive approach. The research community in the qualitative section was all experts, professors, and experts in the field of human resources at Farhangian University, of which 17 people were selected as the research sample using purposeful snowball sampling. The statistical population in the quantitative stage was all professors, managers, and employees of Farhangian University, of which 256 people were selected using a random sampling method based on the Cochran formula. In order to collect qualitative data, semi-structured interviews were used, and for quantitative data, a researcher-made questionnaire was used. The reliability of the interview data was confirmed by the participant feedback method, and the validity of the interviews was confirmed by the agreement coefficient and retest method. The results showed that the factors affecting succession planning in the management of Farhangian University are: 1- Formulating a vision and succession plan 2- Talent management and meritocracy 3- Training and development of the teaching force 4- Participatory management and leadership (employee participation) 5- Developmental assignments 6- Improving human resource management and 6- Performance appraisal system.
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