this article addresses the problem of balancing the time-cost-income aspects of talent management and succession in knowledge-based organizations. reviewing the literature figures out that many researches emphasize the importance of talent management and planning for succession. while the wide range of attracting talents from outside to fill this gap to train the inside talents to have a succes...

in this study, using qualitative method, succession planning success factors are first identified, then this factors are examined as a measurement model. the statistical population included managers and supervisors of alpha holding company and the samples were chosen in random. the tools used for data gathering were literature reviews, questionnaire and interviews. validity and reliability of q...

Background Developing and guiding new knowledge are futile unless the organizational culture can also be transformed. Future leaders cannot emerge out of an organizational environment that is not conducive to the accumulation of experiences. Objective The aim of this study was to explore the role of organizational culture in creating a succession-planning system at the Ministry of Health and ...

Most Fortune 500 companies have succession planning processes that have been in place for a number of years. Most Fortune 500 companies report concern over the lack of bench strength in their companies. They are very worried that they lack sufficient “ready now” candidates to replace planned & unplanned losses of key leaders. As a result, the future continuity and performance of the business is...

Best-practice organisations make succession management part of an overall drive to develop managers/leaders at all levels. Successful planning requires ongoing commitment and positive communication with all directly affected. Leadership skills, and the talent required, have to be dictated by an overall organisational strategy. Succession management needs to be integrated within recruitment, sel...