درخت حوزه‌های تخصصی

If the educational system fulfills its mission properly, it will provide a favorable environment for cultural, economic, political and social growth in society. A large part of the complexity and sensitivity of the education system goes back to the behavior of education managers. One of the challenges of human resource management in education is how to manage talent, succession, selection and promotion of managers. Therefore, the present study was designed with the aim of developing a model of alternative model of education managers with a data-based approach. For conducting the research, a qualitative approach of phenomenological type and grand theory method was used to conduct the research. The study population was all experts, professors and senior managers in the field of human resources in education who were interviewed using purposive sampling with 18 experts. The research tool was a semi-structured interview. Coding method was used to analyze the qualitative findings. The results showed that "succession planning and talent management" as a central category, "succession planning, evaluation system, analysis of training gaps and staff development, and meritocracy and merit selection" as causal conditions, "Improving the human resource system, creating progress, creating a professional perspective and laying the groundwork for the implementation of a decent-oriented succession" as strategies, categories of "organizational culture of leadership development and facilities" as a platform, "organizational factors and "Legal barriers and problems" were introduced as intervening conditions, and succession can have positive individual and organizational consequences in education. By designing and applying the succession model of education managers based on talent management, a clear and optimal vision for providing, training and maintaining human resources in education will be provided.