One of the constant challenges of organizations, including educational institutions, is talent retention. Having talented people is a competitive advantage for higher education institutions. Succession planning is a way to identify and develop talent for key positions, and knowledge management helps teach people how to transfer and retain knowledge properly. In this study, which is done in two phases, in the first phase, a conceptual model of knowledge-based substitution is presented and effective factors are identified and ranked. Also, the separation of model factors is examined and in the second phase, other processes Replacement in the research literature and expert opinion, the proposed steps to implement the succession process for Iranian educational institutions are provided to help them retain and identify talent and create a competitive advantage. The main innovation and difference of this research in comparison with similar researches is the focus on knowledge-based substitution model in higher education institutions; Also, the factors affecting succession that have not been studied in higher education institutions so far are investigated in this study. The conceptual model of the research was based on a systematic review of the research literature and the opinions of supervisors, which includes 5 structures, 15 components and 41 subcomponents. Also, in order to confirm and rank the selected factors, a questionnaire based on a conceptual model was provided to 23 experts who have more than 5 years of experience in fields related to the present study (knowledge management or succession or management in higher education). In order to confirm and rank the factors, a 95% confidence interval was calculated for the mean scores of the variables; The higher the lower limit of this distance from the number 3, the criterion for confirming the factors and entering for ranking. Factors were also ranked using the mean score method. According to the research results, organizational structure and physical environment are the highest and lowest ranks in terms of importance, respectively, and the separation of all structures is well done. Among the components, talent identification, knowledge sharing and key competencies are ranked 1 to 3 as the most important components, respectively. In the second phase, the knowledge-based succession process is proposed, which includes five stages of explaining and approving succession planning in the strategic planning of the organization, formulating action plans, implementing action plans and preparing conditions, implementing succession planning and eva‎luating succession planning. The results of this study can help higher education institutions in Iran to implement and implement a succession process tailored to the needs of the institution.

غلامعلي رئيسي‌اردلي، صبا صارمي‌نيا

ناصر ملاوردي، محسن شهرياري