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, Islamic Azad University, Neyshabour, Iran

2 Department of Management and Faculty Member, Islamic Azad University, Mashhad, Iran

3 Department of Statistics, Islamic Azad University, Neyshabour, Iran

4 Department of Philosophy of Education, Islamic Azad University, Bardsakan, 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.

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 knowledge-based 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.

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 EducationalComplex (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.