Strategies for Implementing Managerial Succession Planning in Higher Education System of Islamic Republic of Iran

Document Type : Original Article


1 Assistant Professor, Kharazmi University

2 Associate Professor, Allameh Tabataba’i University

3 Assistant Professor,Velayat University


Recently, universities, colleges, and other higher education institutes are facing a wide range of management development challenges. One of the most important requirements of managerial development is the development of successors capable of taking on important managerial positions in future. However, each organization is expected to adopt its own strategies and mechanisms. Using the qualitative research method of the content analysis approach, this research has been conducted the aiming at identifying the appropriate strategies and mechanisms to implement the succession planning system in Iran's higher education. Our data have been collected through some semi-structured interviews with 17 scholars including the policymakers, and current and former university administrators at different levels using strategies and mechanisms for establishing a succession planning system. Then the collected data were analyzed through qualitative content analysis method using Graneheim & Lundman technique. Finally, the strategies and mechanisms of realizing the succession planning system in higher education of Iran were suggested. It is worth noting that in this regard the cultural, legal, managerial, structural, and developmental strategies and mechanisms have been considered.


اشتراوس، آنسلم و کوربین، جولیت (1385)، اصول روش تحقیق کیفی: نظریۀ مبنایی؛ رویه‌ها و شیوه‌ها، ترجمه بیوک محمدی، تهران: پژوهشگاه علوم انسانی و مطالعات فرهنگی.
داودی، سیدعلی و یعقوبی، نورمحمد (1396)، «چارچوبی برای استعدادیابی و جانشین‌پروری در آموزش عالی»، فصلنامه پژوهش‌های مدیریت منابع انسانی، سال دهم، ۱(۳۱)، صص ۱85-۱61.
شجاعی، سیدعمادالدین و دری، بهروز (1387)، «طراحی و تبیین الگوی تفصیلی نظام جانشینی و جایگزینی (تجربه پالایش و پخش)»، چهارمین همایش توسعه منابع انسانی، تهران: مؤسسه مطالعات بهره‌وری و منابع انسانی.
طوطیان، صدیقه؛ مهرآرا، اسداله و کلانتری، رزیتا (1398)، «بررسی موانع مؤثر بر استقرار نظام جانشین‌پروری»، فصلنامه پژوهش‌های مدیریت منابع انسانی، سال یازدهم، ۱(۳۵)، صص ۱۰۰-۷۵.
عباسی، ستاره؛ شیری، اردشیر و تابان، محمد (1396)، «شناسایی چالش‌های جانشین‌پروری در محیط دانشگاهی (مورد مطالعه: کارکنان دانشگاه‌های استان ایلام)»، فصلنامه مدیریت در دانشگاه اسلامی، 6(14)، صص 217-236.‎
عباسپور، عباس؛ رحیمیان، حمید؛ غیاثی ندوشن، سعید و اکرادی، احسان (1396)، «طراحی الگوی یکپارچه‌سازی برنامه‌ریزی جانشین‌پروری و مسیر پیشرفت شغلی مدیران دانشگاه‌های دولتی: مدلی برآمده از نظریه داده‌بنیاد»، فصلنامه پژوهش در نظام‌های آموزشی، شماره ۳۹، ۷۵- ۹۵.
Aldulaimi, S. H. (2017), "The Role of Leadership Improvement with Succession Planing", International Journal of Economics, Commerce and Management, 2(6), pp.468- 476.
Anonymous (2015), Succession Planning Significantly Increases Employee Engagement, Talent Development.
Barton, A. (2019), "Preparing for Leadership Turnover in Christian Higher Education: Best Practices in Succession Planning", Christian Higher Education, 18(1-2), 37-53.
Beatty, R. W., Schneier C. E., and McEvoy, G. M. (1987), "Executive Development and Management Succession", In: K. M. Rowland and G. R. Ferris (Eds.), Research in: Personnel and Human Resource Management, Vol. 5, pp. 289—322, Greenwich, CT: JAI Press.
Bernier, L. (2015), Succession Planning not Just about CEO, Canadian HR Reporter, 28(12), 10-11.
Conger, J. A. and Fulmer, R. M. (2003), "Developing your Leadership Pipeline", Harvard Business Review, 81(12), pp.76-84.
Creswell, J. W. and Miller, D. L. (2000), "Determining Validity in Qualitative Inquiry", Theory into Practice, 39 (3), pp.124-130.
Dopson, S., Ferlie, E., McGivern, G., Fischer, M. D., Mitra, M., Ledger, J. and Behrens, S. (2019), "Leadership Development in Higher Education: A Literature Review and Implications for Programme Redesign", Higher Education Quarterly, 73(2), pp.218-234.
Eastman, L. J. (1995), "Succession Planning: An Annotated Bibliography and Summary of Commonly Reported Organizational Practices", Greensboro, NC: Center for Creative Leadership.
Fancher, L. P. (2007), The Influence of Organizational Culture on the Implementation of Succession Planning.
Fulmer, R. M. and Conger, J. A. (2004), Growing your Company’s Leaders: How Great Organizations use Succession Management to Sustain Competitive Advantage, New York: AMACOM.
Friedman, S. D. (1990), "Succession Systems in the Public Sector: Lessons from the Oklahoma Department of Corrections", Public Personnel Management, 19, pp.291-303.
Goldman, C. (2020), "Structure, Culture, and Agency: Examining Succession Planning in California State University (CSU) Libraries", Journal of Library Administration, 60(1), pp.1-21.
Graneheim, U. H. and Lundman, B. (2004), "Qualitative Content Analysis in Nursing Research: Concepts, Procedures and Measures to Achieve Trustworthiness", Nurse Education Today, 24 (2), 105-112.
Hall, D. (1986), "Dilemmas in Linking Succession Planning to Individual Executive Learning", Human Resource Managment, 25(2), pp.235-265.
Harper, E., Leider, J. P., Coronado, F., and Beck, A. J. (2018), "Succession Planning in State Health Agencies in the United States: A Brief Report", Journal of Public Health Management & Practice, 24(5), pp. 473–478.
Huff, D. R. (2018), "A Quantitative Study on the Effects of Talent Management on Succession Planning", Doctoral Dissertation, Northcentral University.
Kesler, G. C. (2002), "Why the Leadership Bench Never Gets Deeper: Ten Insights about Executive Talent Development", Human Resource Planning, 25(1), pp.32-44.
Kezar, A. and Gehrke, S. (2017), "Sustaining Communities of Practice Focused on STEM Reform", Journal of Higher Education, 88(3), pp.323–349.
Kittscha, J. (2017), "Succession Planning in Stomal Therapy: A Six-Step Model", Journal of Stomal Therapy Australia, 37(1), 14.
Leibman, M., Bruer, R. and Maki, B. (1996), "Succession Management: The NextGeneration of Succession Planning", Human Resource Planning, 19(3), pp.16-29.
Mackey.J. A. (2008), "Community College Leadership Succession: Perceptions and Plans of Community College Leaders", Doctoral Dissertation. North Arizona Unniversity, Arizona, United States, Retrieved from Dissertation & Theses: A&I Database, Publication No. AAT 3318486.
Mahler, W. R. and Graines, F. (1983), Succession Planning in Leading Companies, Midland Park, NJ: Mahler Publishing Company.
Mahler, W. R., Drotter, S. J. and Mahler Associates (1986), The Succession Planning Handbook for the Chief Executive, Midland Park, NJ: Mahler Associates Inc.
McCullough, D. (2020), Succession Planning Strategies for Retiring Employees in the Department of Defense.
Neefe, D.O. (2009), "Succession Planning in a Two-year Technical College System", Dissertation Submitted to the Faculty of the Graduate School of the University of Minnesota.
Ngcamu, B. S. (2019), "Succession Planning and Leadership Development in a Faculty of Health Sciences", Global Journal of Health Science, 11(11).
Nissan, J. and Eder, P. (2017), "Four Simensions of Designing Succession Plans", OD Practitioner, 49(3), pp.79–81.
Pat Noon (2004), "Receiving the Secret: Do we Care about Succession Planning in Higher Education Libraries?", SCONUL Focus 33, winter.
Mateso, P. E. (2010), "Understanding Succession Planning and Management Efforts at Midwestern University: A Mixed Methods Study", Doctoral Dissertation, Bowling Green State University.
Rhodes, D. W. and Walker, J. W. (1984), "Management Succession and Development Planning", Human Resource Planning, No.17, pp. 157-173.
Rothwell, W. (2000), Effective Succession Planning: Ensuring Leadership Continuity and Building Talent from within (2nd ed.), New York: AMACOM.
ـــــــــــــــــــــــــ (2002), "Succession Planning for Future Success", Strategic HR Review, 1(3), pp.30-33.
ـــــــــــــــــــــــــ (2005), Effective Succession Planning: Ensuring Leadership Continuityand Building Talent from Within (3rd ed.). New York: American Management Association.
Rothwell, W. J. et al (2015), Career Planning and Succession Management, Developing Your Organization’s Talent- for Today and Tomorrow, 2nd Edition, United States, Praeger.
Spoor, J. (1993), "Succession Planning: Once A Luxury, Now An Emerging Issue", HR Focus, p.1-4.
Talpoş, M. F., Pop, I. G., Văduva, S. and Kovács, L. A. (2017), "Talent Management and the Quest for Effective Succession Management in the Knowledge-Based Economy", In: Business Ethics and Leadership from an Eastern European, Transdisciplinary Context, pp. 65-73, Springer, Cham.
Turner, P. (2019), "Linking Leadership and Succession Planning", In: Leadership in Healthcare, pp. 233-262, Palgrave Macmillan, Cham.
Wallum, P. (1993), "A Broader View of Succession Planning", Personnel Management, 25(9), p.42.
West-Barnett, A. (2017), South Carolina State Government: Organizational Succession Plans, 7TWalden University, ProQuest Dissertations Publishing.
Wobodo, C.C., Konya, K. and Nweake, L. I. (2020), Talent management and succession planning: "A Conceptual Assessment of Rivers State Owned Tertiary Institutions in Port Harcourt", London Journal of Research in Management and Business, 19(1), pp.25-36.
  • Receive Date: 11 November 2019
  • Revise Date: 05 May 2020
  • Accept Date: 20 May 2020
  • First Publish Date: 21 May 2020