Succession Planning in Schools and Educational Centers: A Synthesis Research Approach
Subject Areas :
Behzad
Jahanshiri
1
(PhD student in Educational Management, Department of Educational Sciences, Torbat Heydarieh Branch, Islamic Azad University, Torbat Heydarieh, Iran)
hadi
pourshafei
2
(Associate Professor of Educational Management, Department of Educational Sciences, Birjand University, Birjand, Iran)
Hossain
Momenimahmouei
3
(Associate Professor of Curriculum Studies, Islamic Azad University, Torbat Heydarieh branch, Torbat Heydarieh, Iran)
Keywords: succession planning talent management, organization, educational centers.,
Abstract :
Efficient human resource is a major indicator of the superiority of an organization over other organization. One of the indicators of retention, empowerment and development of employees in organizations is to pay attention to the replacement of people for the future positions of the organization. This is of special significance in educational organizations considering their goals, hence the aim of the current research was to identify the indicators and components of the replacement of managers in schools and educational centers. The approach of the current research was qualitative and the method was synthetic. The research corpus included all the articles published in the last decade (2006-2023), of which 24 articles were selected as samples based on thematic content monitoring. The research data were collected by qualitative analysis of the studied documents. By analyzing the data, key factors in 4 dimensions, 11 factors and 54 categories including the dimension of succession management (components such as competence-oriented, knowledge management, transformational and creative leadership, strategic planning); cultural organizational dimension (components such as strengthening the culture of cooperation and teamwork, delegating authority, maintaining talented human resources), approaches and strategies of parenting dimension (components such as approaches based on self-development and approaches based on cooperative learning), and monitoring and evaluation dimension (components such as program monitoring and evaluation of individual competencies) were classified. The results showed that in order to design succession planning patterns, in addition to the personal components of the succession, organizational culture, attention to effective approaches in education, proper management in succession planning, and appropriate evaluation should be considered.
1- Seyed Naqvi, M. A, Chiraghi, N. (2018). Investigating the effect of talent management on the succession of human resources in the National Oil Products Distribution Company, Fars region, central district of Shiraz. New Process Scientific Journal, 14(65), 141-125.
2- Patidar, N., Gupta, S., Azbik, G., & Weech-Maldonado, R. (2016). Succession planning and financial performance: Does competition matter?. Journal of Healthcare Management,61(3), 215-227.
3-Goldsmith, K. (2011). Uncreative writing: managing language in the digital age. Columbia University Press.
4- Groves, Kevin S. (2019). Examining the impact of succession management practices on organizational performance: A national study of U.S. hospitals. Health Care Management Review, 44 (4), 356-365.
5- Ali Shaar A. (2017). Investigating the effect of performance evaluation on succession management, the fifth national conference of applied research in management and accounting, Tehran.
6- Faqihi,= A. H., Zakari, M. (2013). Pathology of establishing the succession of managers in Iran's government organizations. Public Policy in Management, 5(2), 15-24.
7- Hakimi Niasari K., Mujibi T, Mahdizadeh Ashrafi A, Jahangir Fard M. (2019). Analysis of evidence-based succession planning components in Iran's private sector. Human Resource Management Research Quarterly, 12(2), 217-250.
8- Vaezi S., Taghizadeh Herat A., Mohammadi Eliasi Q., Sheikh I. (2017). The interaction of human resources management of specialized parent company with subsidiaries based on maturity perspective. Management and Development Process, 31 (1), 27-56.
9- Bastos, P. P. Z. (2017). Ascensão e crise do governo Dilma Rousseff e o golpe de 2016: poder estrutural, contradição e ideologia. Revista de Economia Contemporânea, 21.
10- Farrokhi E., Bagherzadeh M. R., Tabari M., Mehr Ara A. (2020). Presenting the succession model in Tehran Municipality. Geography Quarterly (Regional Planning), 10(1-3), 497-513.
11- Ashnaghar N., Sharifi A., Imani M. (2018). Identifying and measuring the status of the antecedents and consequences of the succession of the country's education managers in a process model, Educational Leadership and Management Quarterly, 12(1), 23-9.
12- Masoumi A., Faizi A. (2021). Designing succession model in central province judiciary with the approach of fuzzy theory and multi-criteria gray decision making, Management Science Research Quarterly, 3(7), 89-105.
13- Ojaghi Giglo K., Rabi A., Khazaei A. (2018). The effect of succession on the organizational commitment of the studied employees: Ardabil Regional Water Company, the first scientific research conference on new achievements in the studies of management, accounting and economic sciences of Iran, Ilam.
14- Gulvardi M., Zarei Matin H., Jandaghi Gh. (2016). Identifying effective factors in succession behavior: a qualitative approach, Human Resource Management Research Quarterly, 8(2), 183-208.
15- Shahlai H., Safar Navadeh M., Armand M., and Musapour N. (2021). Identifying the characteristics of a university textbook in order to design a model with a meta-composite qualitative approach. Research and writing academic books, 25(48), 118-88.
16- Ghiashi Nadushan, S. (2014). A reflection on the establishment of succession system in university management: a model emerging from the data foundation theory, scientific-research quarterly of research in educational systems, 6(19), 55-74.
17- Kaucher, E. (2010). Ethical decision making and effective leadership. Alliant International University, San Diego.
18- Munadi, M. (2020). Preparation of Islamic Religious Education Teachers in Secular Countries: A Study in Austria. Dinamika Ilmu, 20(2), 219-239.
19- Salavati P., Maleki H., Sohrabi F. (2020). Analysis of the content of the social studies book of the first year of high school based on the content indicators of the national curriculum. Research in Curriculum Planning (Knowledge and Research in Educational Sciences - Curriculum Planning), 17(37 (64)), 178-187.
20- Maleki, S. (2018). Professional development of teachers. Farda School Development Monthly, 18(4), 6-18.
21- Salaranjad A., and Mohammadi Fateh A. (2021). Identifying and prioritizing the dimensions and components of succession planning in the Islamic Republic of Iran Army, Military Management Quarterly, 21(81), 24-41.
22- Cooper, H., & Hedges, L. V. (2009). Research Synthesis as a scientific process. In H. Cooper, L. V. Hedges, and J. C. Valentine (eds.), The Handbook of Research synthesis and meta-Analysis (pp. 3-16). US: Russell Sage.
23- Prashar, A. (2015). Assessing the flipped classroom in operations management: A pilot study. Journal of Education for Business, 90(3), 126-38.
24- Moffet, J. (2015). Twelve tips for “flipping” the classroom. Medical Teacher, 37(4), 331-336.
25- Somboonvechakarn, C., Taiphapoon, T., Anuntavoranich, P., & Sinthupinyo, S. (2022). Communicating innovation and sustainability in education through successions. Heliyon, 8(12), e11760.
26- Aravena, F. (2022). Principal succession in schools: A literature review (2003–2019). Educational Management Administration & Leadership, 50(3), 354-370.
27- Ard, N., & Beasley, S. F. (2022). Mentoring: A key element in succession planning. Teaching and Learning, 17(2), 159-162.
28- Phillips, L. K. (2021). Succession planning in education. Nursing Outlook, 69(1), 32-42.
29- Deitte, L. A., Mian, A. Z., Mullins, M. E., & Desser, T. S. (2021). Looking Ahead: Succession Planning for Education Leadership Roles. Journal of the American College of Radiology, 18(12), 1678-1680.
30- Beasley, S. F., & Ard, N. (2021). The future of education: Succession planning. Teaching and Learning in school, 16(2), 105-109.
31- Owolabi, T., & Adeosun, O. (2021). Succession planning and talent retention: evidence from the education in Nigeria. British Journal of Management and Marketing Studies, 4(1), 17-32.
32- Okwakpam, J. A. (2019). Effective succession planning in school: A roadmap to employee retention. Kuwait Chapter of the Arabian Journal of Business and Management Review, 8(2), 1-10.
33- Montecinos, C., Bush, T., & Aravena, F. (2018). Moving the school forward: Problems reported by novice and experienced principals during a succession process in Chile. International Journal of Educational Development, 62, 201-208.
34- Peters-Hawkins, A. L., Reed, L. C., & Kingsberry, F. (2018). Dynamic leadership succession: Strengthening urban principal succession planning. Urban Education, 53(1), 26-54.
35- Payne, R. A., Hovarter, R., Howell, M., Draws, C., & Gieryn, D. (2018). Succession planning in education: addressing continuity, costs, and compliance. Nurse Leader, 16(4), 253-256.
36- Fusarelli, B. C., Fusarelli, L. D., & Riddick, F. (2018). Planning for the future: Leadership development and succession planning in education. Journal of Research on Leadership Education, 13(3), 286-313.
37- Bano, Y. (2017). A conceptual model of succession planning for public higher learning institutions in Malaysia. Journal of Techno-Social, 9(2). 21-72.
38- Perrenoud, A. J., & Sullivan, K. T. (2017). Analysis of executive succession planning in k12. International Journal of Construction Education and Research, 13(1), 64-80.
39- Lacey, K. (2013). Succession planning in education. Leading and Managing, 9(2), 192-195.
40- Harvey, J., & Holland, H. (2013). The School Principal as Leader: Guiding Schools to Better Teaching and Learning, the Wallace Foundation.
41- Dimmock, C., & Yong Tan, C. (2013). Educational leadership in Singapore: Tight coupling, sustainability, scalability, and succession. Journal of educational administration, 51(3), 320-340.
42- Renihan, P. J. (2012). Leadership succession for tomorrow's schools. Procedia-Social and Behavioral Sciences, 55, 138-147.
43- Gabčanová, I. (2012). Human resources key performance indicators. Journal of competitiveness. 3 (4). 122-143.
44- Myung, J., Loeb, S., & Horng, E. (2011). Tapping the principal pipeline: Identifying talent for future school leadership in the absence of formal succession management programs. Educational Administration Quarterly, 47(5), 695-727.
45- Meyer, M., Macmillan, R., & Northfield, S. (2011). Principal succession and the micropolitics of educators in schools: Some incidental results from a larger study. Canadian journal of educational administration and policy, (117).
46- Meyer, M. J., Macmillan, R. B., & Northfield, S. (2009). Principal succession and its impact on teacher morale. International Journal of Leadership in Education, 12(2), 171-185.
47- Gregoire, M., & Greathouse, K. (2008). Succession planning for school foodservice directors. Journal of the American Dietetic Association, 9(108), A68.
48- Rhodes, C., & Brundrett, M. (2006). The identification, development, succession and retention of leadership talent in contextually different primary schools: A case study located within the English West Midlands. School Leadership & Management, 26(3), 269-287.
49- Scott, W. (2012). Theory of financial accounting. (Translated by Ali Parsaeean). Tehran: Terme.
50- Keikhosravi, H., Faezi Razi, F., Heydariyeh, A. (2022). Designing and presenting a model for human resource development with a succession approach in universities (Case study: Universities in Region 9 of the country). Quarterly Journal of Training & Development of Human Resources, 9(35), 23-44.
51- Koozehgaran, S., Beheshtifar, M., Ziaaddini, M. (2022). Design a succession planning modelin the Hajj and Pilgrimage Organization with the human resource development approach. Quarterly Journal of Training & Development of Human Resources, 9(32), 341-355.
52- Javidi, M.R, Pourshafei, H., Zirak, M., Momeni Mahmavi, M. (2021). Designing a model of managerial competencies based on succession planning using the structural equation model approach. Quarterly Journal of Training & Development of Human Resources, 8(29), 196-219.