Succession Management
Identifying and using the potential talents of employees is one of the most productive and satisfying tasks of a manager. In organizations, especially large organizations, sometimes individual talents are not fully exploited and remain unknown, while helping people to exploit their own potential is both for their benefit and for the benefit of the organization. Because human assets can increase in value compared to other types of assets, and an employee who develops his skills and abilities is a more valuable resource.

For the development of human capital, it is necessary to have managers who, instead of considering themselves as the main base and authority of the organization, can enable others to do the work. In fact, by transferring their skills to their subordinates and creating a constructive and dynamic atmosphere, capable managers do not spare any effort in improving the hidden talents of employees because they consider their growth as one of their most important duties.

Succession management and planning is a measured and systematic effort that is applied by an organization to ensure the continuity of leadership in key positions, maintaining and cultivating intellectual and scientific capitals for the advancement and encouragement of people.

Some of the reasons why managers do not pay attention to succession can be considered as the lack of facilities, lack of self-confidence of managers, the presence of inefficient but flattering employees, mistrust of managers in their subordinates, political, ethnic and religious considerations and the like, which almost always prevent succession. The seriousness of managers has been a substitute for training. However, the potential advantages of this work can be sought in many cases, including the following points: meeting the future needs of the organization for worthy managers, increasing the pool of talents from employees who can be promoted, reducing the possible risks caused by The suspension of the organization due to the vacancy of key positions, the transfer of surplus capable forces to other needy organizations and the use of their intellectual and scientific power, improving the morale of employees and creating equal opportunities for promotion for everyone. In fact, managers should be gardeners of growing and progressing seeds, and every manager should know that God has placed the seeds of progress in every human being.

Succession management and planning and training of the future managers of the organization should be considered as one of the most important goals of educational managers, because management and succession planning by creating suitable platforms will flourish the managerial potential of people who are going to hold positions in the future. Keys and above should be prepared. Ignoring this makes it difficult to maintain continuity of leadership by identifying the right leaders at the right time and place.

In general, the necessity of implementing management and succession planning can be considered important from the following aspects: the time factor, along with the more complex jobs and its significant difference from the past, paying attention to the time factor to learn and develop the necessary skills to perform the activity It is necessary to develop and promote the managers of the organization. In addition, the lack of time and wide range of activities is a problem that all people face. Meanwhile, managers struggle with this problem more than others due to their busy schedule and many responsibilities.