خلاصة:
The present study is intended to examine relationship among competency and succession planning in Telecommunication Infrastructure Company of Iran (TICIR). This study was carried out as an applied research in terms of objective and it was assumed as a descriptive survey by taking approach toward interpretative structural modeling. The statistical population of this study comprised of two groups of experts and directors (Directors general, chairmen of offices, responsible experts and experts of TICIR Company). To determine sample size for first statistical population, 20 of experts were elected using non-randomized and selective sampling method and in order to specify sample size for second statistical population 340 participants were chosen including directors general, deputies of directors general, chairmen of offices, responsible experts and other experts of TICIR Company. The result from succession planning model showed that the variable of succession planning reached to a level higher than satisfactory rate therefore all of the related elements were placed higher than satisfactory level except variable of commitment that was at good level. Similarly, variable of competency was also placed at the level higher than satisfactory rate in this study. Therefore, all of these variables reached to the level higher than satisfactory rate
ملخص الجهاز:
The results of studies indicate shortage of administrative forces and rising need to much more capable, highly talented, skilled, and competent directors than today managers in organizations in the forthcoming years and the fact is that recognition and exploitation from competent directors is one of the most essential challenges the organization are exposed for passing over the difficult conditions in tomorrow (Borbor Jafari & Ahmadvand, 2016).
Planning of personal development in organizations aims to provide success to cover the future need to human resources for special jobs in the company (Chlebikova et al.
Based on research findings, the sustainable competitive advantage model was designed according to resource- centered theory by approach of pivotal competencies of human resources including factors of know-how, organizational commitment, flexibility, creativity, job satisfaction and occupational ethics in insurance industry (Sepahvand et al.
, compared status quo of succession planning and talent management in favorable status in public universities in the studied population for which they utilized Rothwell’s model included seven variables (Bidmeshki et al.
To specify and prioritization of dimensions and indices of competency- based succession planning in TICIR Company, the required data were extracted by means of a questionnaire from focus group (experts) using Delphi technique.
Path analysis for social variable The indices of goodness of fit are given for both succession planning and competency models in the following tables.
Analysis of effect of administrative competency and managerial commitment to empowerment of personnel with their job performance (Case study: Bank personnel), Scientific and Researching Quarterly of Management and Development Process, series 27, vol.
Conceptual model for competency of directors in human resources within framework of Islamic value-driven system, Journal of general management researches, 9th year, vol.