Designing Competency Model Based on Succession Planning Approach for Educational Managers of 7 Districts of Mashhad Ministry of Education

Document Type: Original Article

Authors

1 Ph.D. Candidate of Educational Management, Neyshabur Branch, Islamic Azad University, Neyshabur, Iran

2 Department of Management, Mashhad Branch, Islamic Azad University, Mashhad, Iran

3 Department of Statistics, Neyshabur Branch, Islamic Azad University, Neyshabur, Iran

4 Department of Educational Science, Bardaskan Branch, Islamic Azad University, Bardaskan, Iran

10.22034/iepa.2020.208769.1140

Abstract

This research was an applied research using mixed method design. In the qualitative approach, Delphi method is used
by referring to 20 academic and educational experts selected by purposeful method. In this study, 381 participants
were selected by stratified sampling method with appropriate allocation. Face validity is used for validation. Cronbach
alpha reliability coefficient was higher than 0.8, indicating high reliability of the research instrument .The results
identified 4 dimensions including; individual, communicative, organizational, professional, and 32 components for
competency model of Mashhad 7 districts educational managers. Also, the communicative dimension and conceptual
skill were determined as the most important ones .It was also revealed that the confirmed succession planning model
of educational managers of 7 districts of Mashhad Ministry of Education involved three dimensions of volunteer
evaluation, volunteer training and assessment of effectiveness with 6 components. Volunteer training dimension and
individual performance evaluation and process components are of utmost importance .In competency model of
Mashhad 7 districts educational managers based on a succession planning approach, competency plays an important
role of 58% in succession planning

Keywords


 

Abbas Palangi, J. (2011). Investigating the relationship
between talent management and substitute cultivation
in workers' welfare bank, Master of Science Degree in
Public Administration, Ministry of Science, Research
and Technology, Payame Noor University,
Department of Management, Economics and
Accounting, Tehran Center.
Abbaspoor, A., Ahmadi, M., Rahimian, H., & Delavar, A.
(2016). Explaining and presenting the competency
model of inspectors in the inspectorate general of the
country based on theory approach. Human Resources
Education and Development, 10, 95-124.
30 | P a g e Iranian Journal of Learning and Memory 2019, 2(7)
Abili, Kh., Nikkhah Farrokhani, Z., & Salehnia, M.
(2014). Insurance seller’s competency model for
realization of management based on competency.
Insurance Research Journal, 3, 95-124.
Allahyari, R., Abolghasemi, M., & Ghahramani, M.
(2018). Discovering and identifying the dimensions,
components, and indicators of competency model of
Iranian science and technology park managers using
structural equation modeling. Management and
Planning in Educational Systems, 11(1), 59-82.
Amin, F., Naderi Khorshidi,A., & Vahed, A. (2017).
Investigating the succession planning model of Iranian
management of Water Resources Company. Human
Resource Management Research, 3, 49-70.
Amoozadeh, M., Ghahramani, M., Khorasani, A., &
Frostkhah, M. (2015). Investigating the personnel
training and development system in Iranian
organizations. Human Resources Training and
Development, 6, 25-73.
Badli, Z., & Amirkhani, A. H. (2013). Determining the key
competencies of evaluation center’s evaluators.
Organizational Behavior Studies, 4, 61-81.
Cheragh Birjandi, K., Peymanizad, H., Keshtidar, M., &
Fahim Doin, H. (2018). Structural modeling of
competency model of physical education managers of
universities based on Islamic culture. New Approaches
to Sport Management, 6 (21), 81-93.
Chit Saz, E., Zolfaghar zadeh, M., & Ghiyasi Nodooshan,
S. (2012). Developing a core competencies model for
social cultural managers of Iran Islamic universities.
Management in Islamic University, 1 (2), 27-48.
Delkhosh Kasmayi, A., Oladiyan, M., & Arabshahi, T.
(2017). Investigating the success factors of succession
planning of school managers of Tehran district.
Applied studies in Management and Development
Science. 4(1), 113-123.
Derakhshan, M., & Zandi, Kh. (2018). Designing
competencies model for training heads of department.
Management and Planning in Educational Systems,
11(2), 105-126.
Ekrami, H., & Hooshyar, V. (2016). Identifying and
explaining the competencies of high school principals
(Case study: high school district 4 of Mashhad),
Family and Research, 13(32), 7-31.
Ekrami, M., & Rajabzadeh, S. (2011). Developing
components of managers' measurement scale.
Management and Development Process, 24(77), 49-
69.
Esbati, T. (2013). The pathology of succession planning
status in Ministry of Education, MSC thesis, Faculty
of Education and Psychology.
Ghelichli, B., Mashoofi, Sh., & Ghahramani, S. (2017).
Identifying and ranking the effective factors of
succession planning success in the banking industry
using multi-criteria decision making techniques (Case
study: workers welfare bank). Human Resource
Education and Development, 12, 79-103.
Gholipoor, R., & Hashemi, M. (2015). Explaining the
impact of mentoring on succession planning: focusing
on the individual development plan. Human Resource
Management Research, 2, 25-52.
Gholipoor, R., Seyed Javadin, S. R., & Roozbehan, M. V.
(2018). Designing a competency model for university
administrators based on university document .
Resource management in Police, 6(2),1-24.
Ghorbannejad, P., & Isa Khani, A. (2016). Designing
competency model for university managers based on
Islamic patterns: A comparative study, Management
in Islamic University, 5(1), 37-48.
Hadizadeh Moghaddam, A., & Soltani, F. (2011).
Explaining the components of implementing
succession planning management in organization,
Management and Human Resources in Oil Industry,
3(10), 39-82.
Hajian, F. (2013). Strategic analysis of the succession
planning system in the central insurance industry of
the Islamic Republic of Iran. Master of Science
Degree in Public Administration in Human Resource
Management.
Hashemi, A., Mashinchi, A. A., & Mohammadkhani, K.
(2016). Presentation of a model for assessing faculty
competencies in Islamic Azad University system
(Case study: Islamic Azad University nits of Fars
Province), New Approach in Educational
Management, 7 (28), 185-209.
Hayati, H., Dadgar, E., & Jannati, A. (2015). Investigating
different types of competency models of hospital
managers, Health Information Management, 12 (5),
671-680.
Hooshyar, V., & Rahimnia, F. (2013). Presentation the
competency model of branch managers of banks .
Quarterly Journal of Development and
Transformation, 13, 55-68.
Karbasi, N., & Alavi, B. (2011). Designing considerations
and effective implementation of a succession planning
system in a low-formal company and knowledgebased employees. Iranian Management Science, 6
(22), 27-63.
Khorasani, A., Zahedi, H., & Kamizi, A. (2014).
Designing and developing a competency model of
business management, Human Resources Education
and Development, 1 (3), 1-21.
Kolivand, A., & Hezar Jaribi, J. (2018). Managers’
succession planning with emphasis on talent and
competency, Resource Management in Law
Enforcement, 6(3), 31-55.
Latifi, M., Abdolhosseinzadeh, M., & Azarfar, A. (2016).
Designing a succession planning model in government
organizations using structural-interpretive modeling.
Management of Government Organizations, 4(4), 33-50.
Mahdi Beigi, N., Yaqubi, I., & Seyed al-Husseini, M.
(2017). Career management and surrogacy: explaining
the moderating role of coaching culture. Public
Management Research, 38, 145-170.
Mahmoodi, M., Zarei Matin, H., & Bahirayi, S. (2012).
Identifying and explaining the competencies of
university managers. Management in Islamic
University, 1(1), 114-143.
Designing Competency Model Based on P a g e | 31
Mansoori Jalilian, A., & Soofi, A. (2013). Succession
planning of Najah managers and commanders, its
dimensions and validation based on exploratory and
confirmatory Factor Analysis .Supervision and
Inspection Quarterly, 7(23), 31-58.
Mérida Serrano, R., Angulo Romero, J., Jurado Bello, M.,
& Diz Pérez, J. (2011). Student training in transversal
competences at the University of Cordoba. European
Educational Research Journa, 10(1), 34-52.
Mir Mohammad Sadeghi, A., Sobhiyeh, M., & Malek
Jafarian, M. (2013). The competency model of Pars
Oil and Gas Company project managers. Human
Resource Management in Oil Industry, 5(17), 161-
190.
Mohammadi, M., Esmaili, M., & Sajadi Hazaveh, H.
(2017).Structural analysis of mediation competencies
of Najah managers on knowledge management and
succession planning. Resource Management in Law
Enforcement, 5 (4), 25-48.
Mohebi, A., & Mohammadian Shamim, M. (2017).
Designing the competency model of educational
managers and experts of police in east of Tehran
Province, Resource Management in Law Enforcement,
5(4),145-164.
Nair, P., Shyamsunder, A., & Sarmma, Ch.
(2011).Growing leaders at Infosys: An evidence-based
approach to leader development. Founder & Chairman
Emeritus, Infosys. VIKALPA, 36 (3).
Nasehifar, V., Dehghanpoor Farashah, A., & Sanjari, A.
(2011). Producing and validation of measurement index
of succession planning management extension based on
best practices classification.Management Research in
Iran, Lecturer in Humanities, 15(3), 191-209.
Nayebpoor, M., Zoghi, L., & Salehi, S. (2012), Investigating
the effect of police graduate training on student
success, Social Policy Research, 4(3), 127-144.
Niknam, S. (2015). Paying attention to succession
planning in the petroleum industry, Management and
Human Resources, 744.
Ploum, L., Blok, V., Lans, T., & Omta, O. (2017). Toward
a validated competence framework for sustainable
entrepreneurship. Organization & Environment,1-20.
Razazi, Gh. (2011). Decision making support system for
personal evaluation and development of employees
based on 360 degree competency and evaluation.
MSC in information technology management
advanced information systems, Faculty of
Management and Accounting, Allameh Tabatabai
University.
Research and Research Council of Pars Educational
Complex (2016). Personnel placement and
replacement training course. Publisher: Pars
Educational Complex.
Reynold, M. (2017). Guidance on establishing an annual
leadership talent management and succession planning
process.
Sangari, N. (2017). Developing a core competency model
for Islamic University faculty members (Case study of
Al-Zahra University), Management in Islamic
University 13, 6 (1), 45-60.
Zare, N. (2011). Optimizing the succession planning model
with a competency based selection approach in Iran
Alloy steel company. MSC Thesis in Executive
Management of Marketing and Export Center of Karaj
Center.
Zeynodin Bidmeshki, Z., Adly, F., & Vaziri, M. (2014).
Comparison of the current status of succession
planning and talent management with its desirable
status in higher education. Research and Planning in
Higher Education, 20 (2), 51-72.
Ziyaie, M., Seyed Javadin, R., Hosseinian, Sh., & Fatahi,
M. (2014). The success factors of succession planning
program in private section (Case study: Alpha
Holding), Public Management, 6(4), 747-767.
32 | P a g e Iranian Journal of Learning and Memory 2019, 2(7)