Identification and Prioritization of Factors Influencing the Success of Succession Planning in the Defense Industry

Authors

1 Assistant Professor, Faculty of Management, Shahid Sattari University of Aeronautical Sciences and Technology, Tehran, Iran

2 Associate Prof., Department of Public Administration, Faculty of Management, Shahid Sattari Aviation University, Tehran, Iran

3 Lecturer, Faculty of Management, Shahid Sattari University of Aeronautical Sciences and Technology, Tehran, Iran.

Abstract

Background & Purpose: In defense organizations that are faced with sensitive missions, complex structures, and the need for effective leadership continuity, succession planning is considered one of the key strategies in ensuring the sustainability and efficiency of human resources. Given the specific characteristics of this industry, such as the security of the environment, specialization, and structural limitations, the success of the succession system requires accurate recognition of the influential factors and their correct prioritization. The aim of this research is to identify and prioritize the key factors affecting the success of the succession system in the defense industry.
Methodology: This research is applied in terms of purpose and descriptive in terms of nature, exploratory. In the first stage, the statistical population to make delphi panel included experts and elites of one of the defense organizations, who were identified using the snowball method. In the second stage, the statistical population included all employees of that organization. A total of 126 people were determined as the sample size. Research data were collected using a questionnaire and analyzed using SPSS version 26, SmartPLS version 2, and Expert Choice software.
Findings: Based on the analysis of research data, thirty-four factors were selected as factors affecting the success of succession planning. These factors were categorized into seven main dimensions: support and participation of senior managers, succession planning, organizational factors, structural factors, human resources, management factors, and finally legal factors.
Conclusion: The findings of this study showed that the success of succession planning programs in the defense industry requires simultaneous and systematic attention to seven key dimensions. Therefore, senior managers and policymakers in the defense industry should pave the way for the establishment of an efficient succession planning system by creating appropriate infrastructure and strengthening management commitment. Applying the results of this research can help develop a comprehensive roadmap for identifying, nurturing, and retaining future talent and prevent management gaps at key levels of defense organizations. It is also suggested that each of the identified dimensions be considered and acted upon independently in strategic human resource planning.

Keywords

References

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