|
1. SHojaiy, E. and B, Dorie. Detailed explanation of the model design and the experience of succession and replacement Refining and Distribution. in Fourth Conference on Human Resource Development. Iran Tehran. 2008; 158-160. 2. Abdi, A. and M, diyanati.Assessment centers, new methods succession. Tadbir. 2008; 195: 26-30 3. Gyaeinadoshan, S. Reflection on management succession planning at the University of induction system. Research in educational systems. 2012; 2(5): 7-49. 4. Bidmeshki, Z. F. Adli, and M. Vaziri. Compare the current status of succession planning and talent management with an ideal situation in the higher education system. Quarterly Research and Planning in Higher Education. 2013;72(12): 51-72. 5. Alageband, A. Preparations for Educational management. 2012, Tehran: Publishers ravan. 36. 6. Abdollah, Z. Succession planning in Malaysian institution of higher education. 2010: p. 85. 7. Greer, C. and M. Virick. Diverse succession planning: Lessonsfrom the industry leaders. Human Resource Management. 2008; 47(2): 351-367. [ Homepage] 8. Clunies, J. Benchmarking succession planning and executivedevelopment in higher education: Is the academy ready now to employthese corporate paradigms? Academic Leadership the Online Journal. 2007; 2(5): 239-252. 9. Stephens, J. Chief executive officers succession planning inUnited States hospitals, in. Doctoral dissertation, United States: Central MichiganUniversity, Michigan. 2006: 96-109. 10. Abdollah, Z. Succession planning in Malaysian institution of higher education. International Education Studies. 2009; 5(8): 80-85. 11. Cheryl L, R. A new paradigm: strategies for succession planning in higher education. Capella University. 2009; 12(7): 200-210. 12. Diane Osterhaus, N. Succession Planning in a Two-Year Technical CollegeSystem. A dissertation: submitted to the faculty of the graduate school of the university of Minnesota. 2009; 6(4): 252-258. 13. Mateso, E.E.P. Understanding succession planning and management efforts at Midwestern university, in (Doctoral dissertation)Retrieved from http: // etd. ohiolink. 2010; 127-203. [ Homepage] 14. Hadizadehmogadam, A. and F. soltani. Explaining the components of the implementation of succession management in the organization. Quarterly Journal of the management and human resources in oil Snt. 2013; 10(5): 39-89. 15. Sabpkroo, M. Force field analysis in planning for the succession company Tytuk. Journal of Organizational Culture Management, 2012; 2(5): 155-180. 16. Poorsadeg, N. s. Piri, and B, Khatami. Factors affecting the successful implementation of succession planning program managers. JournalScientific-promotional studies of human resources. 2012; 4(6): 20-36. 17. Hanifar, H. H. Ebrahimi, and H, Hassanzadeh. studied the possibility of succession planning on AlAlamiyeh community. Journal organization culture management. 2014; 3(6): 483-504. 18. Allameh, M., F. Sotani, and M. Narimani. Provide guidelines for the implementation of succession management. Journal of human resource Research. 2015; 3(7): 7-49. 19. Kim, Y. Measuring the Value of Succession Planning and Management: A Qualitative Study of U.S. Affiliates of Foreing Multinational Companies.for the Degree of Doctor of Philosophy. 2006: 125-130. [ Homepage] |
