Barriers to Implementing Succession Planning in Government Organizations with a Structural Interpretive Approach

Marzieh  Abdul Rezaei; Hamid Rezaei Far; Mohammad  Mohammadi; Hossein  Hakimpur

doi:10.61838/kman.ijimob.4.1.16

Authors

Marzieh Abdul Rezaei Ph.D.Candidate,Management Department, Birjand Branch, Islamic Azad University, Birjand, Iran Author https://orcid.org/0009-0009-6126-322X
Hamid Rezaei Far Assistant Prof. Management Department, Birjand Branch, Islamic Azad University, Birjand, Iran Author
Mohammad Mohammadi Assistant Prof. Management Department, Birjand Branch, Islamic Azad University, Birjand, Iran Author https://orcid.org/0000-0001-5769-1058
Hossein Hakimpur Assistant Prof. Management Department, Birjand Branch, Islamic Azad University, Birjand, Iran Author https://orcid.org/0000-0002-0826-8293

DOI:

https://doi.org/10.61838/kman.ijimob.4.1.16

Keywords:

Succession planning, talent management, barriers to succession planning

Abstract

Objective: Nowadays, an effective management system in government organizations leads to vibrant life and the growth and development of the country. To benefit from such a system, competent and suitable managers must exist within the organization's lifecycle, and in their absence, the organization should have access to alternative human resources. The purpose of this study is to investigate the barriers to implementing succession planning in government organizations using a structural interpretive approach.

Methodology: This research is practical and falls within the category of descriptive surveys. Data analysis is performed using a structural interpretive approach, specifically the cross-impact matrix multiplication method, with the help of MICMAC software.

Findings: The findings include 84 indicators or variables that have been identified and categorized into 14 categories across seven levels as barriers to implementing succession planning. The research also shows that legal barriers are the most significant, while individual barriers are the most impacted by other influential factors in implementing succession planning.

Conclusion: Based on the research findings regarding human resources barriers, it is recommended that managers focus on identifying and nurturing internal talents, paying sufficient attention to talent management, and understanding the importance of planning for optimal talent management.