شناسایی مولفه‌ های جانشین ‌پروری با تاکید بر آموزش و بررسی وضعیت آنها در بانک تجارت

هدف: جانشین‌پروری نقش مهمی در عملکرد آتی سازمان دارد. بنابراین، هدف این پژوهش شناسایی مولفه‌های جانشین‌پروری با تاکید بر آموزش و بررسی وضعیت آنها در بانک تجارت بود.روش ‌شناسی: این مطالعه از نظر هدف کاربردی و از نظر شیوه اجر مقطعی از نوع کمی بود. جامعه پژوهش مدیران و کارشناسان مسئول حوزه منابع انسانی بانک تجارت استان تهران در سال 1400 (به تعداد 400 نفر) بودند که حجم نمونه طبق فرمول کوکران 196 نفر برآورد که با روش نمونه‌گیری در دسترس انتخاب شدند. ابزار پژوهش پرسشنامه محقق‌ساخته جانشین‌پروری با تاکید بر آموزش بود که روایی محتوایی آن با نظر 12 نفر از خبرگان تایید و پایایی کل آن با روش‌های آلفای کرونباخ 0.75 و ترکیبی 0.86 بدست آمد. داده‌ها با روش تحلیل عاملی اکتشافی و آزمون تی تک نمونه‌ای در نرم‌افزار spss24 تحلیل شدند.یافته ‌ها: نتایج مطالعه حاضر حاکی از وجود پنج عامل شرایط شغلی (با مولفه‌های عوامل تفویض اختیار و سطوح تصمیم‌گیری، تعهد کاری و اخلاق حرفه‌ای، پویایی، امنیت شغلی، تفکر تحلیلی و کلان‌نگری، سبک رهبری و رضایت شغلی)، منابع انسانی (با مولفه‌های فرهنگ سازمانی، تجزیه و تحلیل شغلی، ارزشیابی عملکرد کارکنان و سیستم‌های اطلاعاتی مدیریت منابع انسانی)، سیاست‌های سازمانی (با مولفه‌های اعتماد سازمانی، آموزش و یادگیری، خلاقیت، ذینفعان، سیاست‌ها و قوانین و مزیت رقابتی)، جو سازمانی (با مولفه‌های جو حاکم بر سازمان، غنای دانشی، تجربه و سابقه خدمتی و آینده‌نگری و ریسک‌پذیری) و ارتباطات و توانمندی (با مولفه‌های تعارض درون‌سازمانی، سبک ارتباطی و توانمندسازی) بود که همگی بار عاملی و پایایی مناسبی داشتند. دیگر نتایج حاکی از آن بود که همه عامل‌ها و مولفه‌های هر یک از عامل‌ها بالاتر از حد متوسط جامعه بودند (0.001>p).بحث و نتیجه‌گیری: با توجه به نتایج مطالعه حاضر، پرسشنامه جانشین‌پروری با تاکید بر آموزش ابزاری روا و پایا است و متخصصان و مسئولان می‌توانند از آن جهت برنامه‌ریزی برای جانشین‌پروری استفاده نمایند.

identifying the components of succession with emphasis on education and examining their status in tejarat bank

purpose: succession plays an important role in the future performance of the organization. therefore, the purpose of this study was identifying the components of succession with emphasis on education and examining their status in tejarat bank. today, more than ever, maintaining efficient and valuable organizational forces is doubly important for organizations, and therefore, attention to career planning and human resource management is becoming more important every day (czarnowski pszczolkowski, 2020). human resources, and especially the talents and abilities of employees, are the main factor in increasing organizational performance, which, while creating a competitive advantage, increases core productivity (mills, weary von keyserlingk, 2021). human resource management is an emotionbased discipline in the business and economic environment that relies on accurate evidence and quantitative and tangible information (markoulli, lee, byington felps, 2017). with the increasing growth and development of global markets, identifying people who have the necessary skills and characteristics needed to lead the organization in the future, puts a lot of pressure on organizations, and many senior executives have stated that to recognize a successful organization must recognize its ability. , the development and utilization of effective leadership talentsmethodology: this study was applied in terms of purpose and quantitative in terms of crosssectional execution method. the study population of managers and experts in charge of human resources in the field of human resources of tejarat bank of tehran province in 2021 was 400 people who estimated the sample size according to cochran’s formula of 196 people who were selected by available sampling method. criteria for selecting these individuals included willingness to participate in the research and signing the informed consent form for participation in the research, age over 30 years, higher education and the absence of stressful events such as divorce and death of loved ones in the past three months. to conduct this research, first, based on theoretical foundations, with the help of professors, a researchermade questionnaire was developed, with an emphasis on education. for the samples, the importance and necessity of the research were stated and they were assured about the observance of ethical points and they were asked to answer the questionnaire completely. after completing the samples, they were appreciated for participating in the research and completing the researchermade questionnaire, and the data were prepared to enter the computer and entered into the spss24 software.findings: the results of the present study indicate the existence of five factors of job conditions (with the components of delegating factors and levels of decision making, work commitment and professional ethics, dynamism, job security, analytical and macro thinking, leadership style and job satisfaction), human resources (with components of organizational culture, job analysis, employee performance evaluation and human resource management information systems), organizational policies (with components of organizational trust, training and learning, creativity, stakeholders, policies and rules and competitive advantage), organizational climate (with components of atmosphere of organization, richness of knowledge, experience and service history and foresight and risktaking) and communication and empowerment (with components of internal organizational conflict, communication style and empowerment), that all factor load of them was appropriated. other results showed that all factors and components of each factor were higher than the population average (p<0.001).conclusion: according to the results of the present study, the questionnaire of succession with emphasis on education is a valid and reliable tool and professionals and officials can use it to plan for succession.