Abstract The objective of a succession planning is to make ready talented forces of an organization to, if necessary, take the authority of key positions. It can be said that one of the important issues for every organization and its shareholders is the issue of succession, i.e. who should guide organizations in future. Succession planning is a process by which proper employees are selected for taking the authority of high rank and key management positions of an organization among the talented and qualified individuals. The present study is to investigate the readiness level of the branches of Refah Bank in East Azerbaijan Province for successful implementation of succession planning and talent management. Therefore, nine sub-hypotheses and one main hypothesis were designed and the required data were evaluated for analyzing the research hypotheses through referring to organizational documents and information. In addition, designed questionnaires were distributed among the sample equals as 196 participants selected through Cochrane's formula and using stratified random sampling method. Then, the questionnaires were analyzed using one-sample t-test. In the analysis, four hypotheses, 3, 2, 1, and 8 (the consistent support and guide of senior managers of the organizationmanagers' optimistic view toward human resources and their capabilities, the proportion of experienced and old managers to the young and educated ones- the existence of an active and equipped unit of "human resources management" in the organization) were rejected and the rest were confirmed. In general, by analyzing the main research hypothesis, it can be concluded that the readiness level of Refah Bank of East Azerbaijan to implement successfully the succession planning is at a high level.
کلید واژگان :succession planning, talent management, key position, capabilities, evaluation canons
ارزش ریالی : 600000 ریال
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