Abstract
Summary
The main goal of the sports managers is the effective and optimal use of various resources and facilities of the organization such as the human and material resources, types of tangible, and intangible capital and information.The purpose of this work is to design a model of talent management and succession with a meritocracy approach in the general departments of sports and youth.
Introduction
Creating a competitive advantage and a talented and competent workforce is one of the basic requirements of the organizations in a rapidly changing world. Hence, the talent management has become a vital issue for the organizations. The evolution of talent management began in the late 19th century, and created a new attitude in the organizations towards the individuals and employees. In addition, the competitive advantage of human resources to achieve the best results for the organizations was created, and the need to hire, develop, and retain talent for organizational success for the managers was raised as an important management priority (1). On the other hand, succession management assures an organization where the capable and experienced people are selected to manage the organization (2). One of the tools of talent management is succession breeding, which provides the qualified and talented personnel for the key positions in the organization (3).
Methodology and Approach
The method of the present work was qualitative based on the data theory approach, and based on the Strauss and Corbin model. The statistical population of the work included the management and sports management specialists, experts, and senior officials of the general directorate of sports and youth, and the non-probability sampling and snowball sampling methods were used to collect the data. In this work, the semi-structured interviews were conducted with 20 experts in order to collect the data until the theoretical saturation was reached.
Results and Conclusion
The results obtained showed that the model of talent management and succession with meritocracy approach had 9 categories and 96 concepts. Also the causal conditions with 20 meanings, interventionist conditions with 15 meanings, contextual conditions with 10 meanings, strategic phenomenon with 9 meanings, and 13 meanings were identified for the outcome of this model.
Keywords
Main Subjects
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