جانشين پروري؛ تداوم اجرايي، ثبات سازماني

Succession Planning: Executive Continuity,Organizational Stability1

N owadays, in the fast world, for successful survival and continuation of the activities and entering the global competition, organizations and enterprises have many requirements to consider. One of the most important of these requirements is replacing the right people, at the right time and in the right place for taking the key positions. To avoid crisis situations that needed to fill key positions, succession planning is focused on the qualified forces within the organization by identifying talent individuals for taking higher responsibility and then equipping and empowering them with educational and training programs and making them aware of the latest achievements of science and managerial skills. Succession planning is done through a process which is called «talent managements Talent management process involves three main activities including; talent acquisition (sourcing, selection and recruiting), talent development (performance management, career development, leadership development and succession planning) and talent assessment and alignment (internal mobility and workforce planning) that are performed by a joint effort of organization top management and hu¬man resources management. Due to some reason such as the lack of growth and progress and gaining needed merit by employees, some organizations may use external organization strategies to acquire successions.