INVESTIGATING THE EFFECT OF IT MANAGEMENT ON TALENT MANAGEMENT AND SUCCESSION MANAGEMENT IN SOCIAL SECURITY ORGANIZATION OF IRAN
Abstract. Increasing growth of using information technology in organizations has led to a rapid increase in information and more dependence of organizations on the technology. The purpose of present study was to investigate the effect of IT management on talent management and succession management in Social Security Organization of Iran. Present study is an applied research in the term of its purposes and a survey-descriptive one in the term of data gathering method. Data gathering tools included library studies and field study using questionnaire. The statistical population of present study included 518 employees of Social Security Organization and samples were selected using simple random sampling method. Inferential statistics were used to survey research questions in the statistical population and the statistical methods of regression analysis 1 and confirmatory factor analysis (CFA) 2 were used for this purpose. Factor analysis using orthogonal axis rotation (Varimax rotatioin) was used to obtain pure factors and evaluate the structural validity of used questionnaire as well as confirmation of under study factors. For this purpose, KMO 3 indicator and Bartlet’s Test of Sphericity were used. The reliability of questionnaire was measured through Cranach’s alpha. The obtained results indicated a good correlation between latent variables of talent management and succession management at the level of 0.52 as well as a good correlation between latent variables of IT management and succession management at the level of 0.38. Also there was a very good correlation between latent variables of IT management and master management at the level of 0.72.
Key words: IT management, talent management, succession management, Social Security Organization.
Wright card, Roger. (2011). Talent Management: A New Look at Human Capital Development. (Translation by Ali
Mohammad Goodarzi and Seyed Jamal Hosseini). Tehran: Rasa Publications, First Edition
Conger, Robert and Falmer, J. (2014). Talent Detection and Succession Management, (Translation by Behzad Abolalayi).
Tehran: Saramad Publications
Guy, Matthew, and Sims, Doris. (2015). Future Talent Development: Talent Management Practical Guide and Planning of
Succession Management, Tehran: Saramad Publications, First Edition
Maaly Tafti, Marjan. (2011), Investigating Success Factors in Talent Management, Challenges and Barriers to
Implementing Talent Management in the SAIPA Group. Quarterly Journal of Management Research, No. 2
Maaly Tafti Marjan & Tajeddin, Mohammad. (2016), Talent war. Tadbir Monthly, No. 192. Website URL: http: //
magiran .com / view.aps? ID = 568990
Mirsepasi Nasser (2014). Strategic Human Resource Management and Labor Relations. Tehran: Mir Publications
Hadizadeh Moghadam Akram &Soltani, Farzaneh. (2011). Explaining the Implementation Components of Succession
Management in the Organization. Quarterly Journal of Management and Human Resources in Oil Industry, Third Year, No. 10
Byham, W. C. (2001). Grooming next-millennium leaders. Training and Development, 44(2), 46-51.
Cai, W. (2016). Talent retention and development within multinational company in china. Master Thesis for Business
Cantrell, S., & Benton, J. M. (2015). The five essential practices of a talent multiplier. Emerald Group, Business Strategy
Series, 8(5), 358-364.
Cappeli, P. (2014). Talent on demand. Boston: Harvard Business School Press .
Cunningham, I. (2011). Talent management: marking it real. Emerald Group, 21(2), 4-6.
Davis, T., Cutt, M., Flynn, N., Mowel, P., & Orme, S. (2013). Talant assessment: a new strategy for talent
Diane, O. N. (2013). Succession planning in a two-year technical college system roles. A Dissertation Submitted to the
Faculty of the Graduate School of the University of Minnesota, in Partial Fulfillment of the Requirements of the Degree of Doctor of
Falkenberg, J., Stensaker, I., Meyer, C. B., & Hueng, A. C. (2012). Research in organizational change and development.
Oxford, 15, 31-62.