The present study was conducted with the aim of "Investigating the Effect of Succession Planning on Human Capital Development in Large Organizations". The research is applied in terms of purpose, descriptive-analytical in terms of type, and survey in terms of implementation method; The statistical population in this study is all senior managers and experts of large industrial organizations, of which 66 people were selected as the sample population using the Morgan table. A combination of researcher-made and standard questionnaires was used to collect information. The questionnaire was validated in a face-to-face manner (expert opinion) and Cronbach's alpha coefficient was used to determine reliability, and the reliability of the instrument was confirmed based on the Cronbach's alpha (0.8912). The questionnaire data was analyzed with the help of SPSS software. In this study, descriptive statistics were used to describe the data and inferential statistics (correlation and regression tests) were used to analyze them.
Results of the research findings: According to the results obtained, it was determined that the effect of succession planning in large industrial organizations and its impact on the development of human capital of managers and at a significance level of 0.05 percent, each of the components of the managerial competency model, including rational, personal, communication, interaction, leadership and outcome-oriented components, has an impact on determining the status and process of succession planning in large industrial organizations. Accordingly, the impact of each of the six dimensions of leadership competency in the succession planning process was approved by the research experts.