Determining the status quo and the desired evaluation of the impact and the components of psychology and safety

Today, human resources are considered as the most important assets of the organization and improving management, despite its importance, is a very difficult task because in any case, organizations are developing and evolving and expectations from managers are rapidly increasing and changing. One of these expectations is the share of succession in management positions, which can not be met by relying on existing support forces alone to meet the future needs of the organization. The rapid spread of globalization puts a lot of pressure on organizations, and successful organizations must have the ability In identifying, nurturing, and making the best use of talented leadership people, such leaders can identify and achieve the organization's strategic and long-term goals, so in some organizations, succession plans to ensure continued leadership. Successful, run; Because the senior managers of these organizations believe that succession fostering the future success of the organization . Succession management has established a permanent cycle of replacement and employment of efficient managers and experts, and It will eliminate the concern of lack of experienced managers for decision makers. In such an organization whenever one of Expert managers or experts leave their posts for various reasons, no gaps in the path of achievement The organization will not succeed in its goals and immediately, an alternative and talented person will be selected from the succession repository and The work is assigned . In fact, succession planning refers to the process by which a talented organization's forces through Planning in line with the strategies and macro-plans of the organization, for holding sensitive jobs and positions A key is provided. The Human Resource Management Association states that breeding is about preparation It is not a choice in advance, it is also a breeding ground about people being with the organization forever They are not together .  Peter Drucker believes that we will not be able to risk the collapse or collapse of one of the companies Accept planning because we did not have enough foresight to replace management Substitution is a planned effort to ensure the continued effective performance of an organization and its working groups In order to nurture and replace key employees over time . The subject of this study was to determine the current and desirable status of evaluating the effectiveness and psychological and health components of surrogacy and to provide a model. The concept of succession refers to the process by which an organization's human talents for holding jobs and key positions in the future are identified and prepared for holding those jobs through a variety of education programs. Fayol was the first to point out the need for succession programs. Fayol stated that creating stability is the responsibility of the organization, and if this responsibility is not fulfilled, incompetent people will appear in vital roles. There are many models and approaches in succession management and planning, among which the most widely used models are: Roswell seven-point star model, acceleration team model (acceleration treasury) by Bayham et al., Leadership promotion path model by Karan et al. And Kim (2006) performance model which was presented by comparing the previous three models. The seven-point star model is designed for systematic succession planning and management, which includes seven steps, which are: 1- Creating commitment 2- Evaluating the existing work and conditions of individuals 3- Evaluating the performance of individuals 4- Evaluating the future work and conditions of individuals 5- Evaluating people's talents for the future 6- Closing the development gap 7- Evaluating succession planning plans. Accelerate the treasury model to create a group of candidates Talent for executive positions emphasizes five steps: 1- Introducing and identifying talented people 2- Recognizing opportunities for progress 3- Determining solutions for opportunities for progress 4- Ensuring that progress happens 5- Examining progress and new tasks. In the leadership development path model, instead of focusing on planning and managing its succession, it focuses more on leadership development. Workers and colleagues in this model suggested five steps for succession planning, including 1- Adapting the leadership development path model to the succession needs of the organization 2- Creating a common language to set criteria for performance in the organization 3- Documenting and communicating criteria based On the previous step 4- Evaluation of succession candidates through the integration of criteria performance matrix based on the previous step 5- Serious review of programs and progress of the whole promotion path. Kim's model was also presented by comparing the above three models and creating four steps. The steps of Kim's model are: 1- Determining the policy 2- Evaluating the candidates individually 3- Developing the candidates 4- Evaluating the planning of succession management . The statistical population of this study includes all student deputies, administrators and physical education experts of the Islamic Azad University of Iran, which includes comprehensive, very large, large, medium and small units (174 people). Due to the limitation of the statistical population, the sample size was considered equal to the statistical population using the census method. The question was prepared based on Kim (2006) theoretical model and its variables, which included the research hypotheses and were evaluated with a five-point Likert scale (very low to very high) and each substance with a value between 1 and 5. After designing the questionnaire, the validity and reliability of the questionnaire were tested. In order to analyze the collected data, parametric indices and statistics were used. To test the hypotheses, the pairwise comparison test is used and then the components are ranked based on the mean and standard deviation. In this research, the research model We will examine using LISREL software. The results showed that there is a significant difference between the current and favorable situation of evaluating the effectiveness of the succession management system in the physical education departments of Islamic Azad University. Determining the policy on succession management in the physical education departments of Islamic Azad University at the level of 0.05 has a significant positive effect. Candidates' evaluation has a significant positive effect on succession management in the physical education departments of Islamic Azad University at the level of 0.05. Discussion and Conclusion: From the perspective of the participants in this study, the managers of physical education departments of Islamic Azad universities do not pay much attention to identifying key positions and on the other hand, the job needs in this part of the Azad University are not considered and of course Talent and special job characteristics are not considered for this job. The result of all this is that the rate of determining the policy of managing the succession system in the physical education departments of the Islamic Azad universities of the country from the participants' point of view has been low.