The Managers Succession Planning In A Family Business

Nowadays,the competition of enterprises is manifested in the competition of talents,especially the competition for managerial talent.Currently,family businesses,especially small and medium-sized family businesses are used to selecting managers from family members.However,as the size of the company expands,family members can’t meet the enterprise’s demand for talents in quantity and quality.Therefore,making a succession plan for management talents and properly solving the problem of insufficient supply of management talents in family businesses is the key to the stable and healthy development of enterprises.Succession planning is different from “traditional succession planning” and “intergenerational inheritance”.Succession planning refers to the process of identifying and continuously tracking high-potential talents and developing them.In this process,the company carefully plans activities such as forecasting,selection and training for the future personnel requirements of management positions,and trains future management personnel for the organization.The research on succession planning of management talents has achieved fruitful results at home and abroad.This research based on the model of A company and focuses on the construction of talent team in the specific field of family business management position,and comprehensively uses various related theories such as human resource planning theory,differential pattern theory,person-post matching theory,competency model theory,as well as empirical research methods such as field research and case analysis,to carry out a comprehensive and systematic research on the succession planning of management talents in small family business.Through the field research on the succession planning of management talents in the A family enterprises,it is found that there are problems in the succession planning of management talents: missing succession plan implementation agency,Unclear succession requirements,lack of successor training,irregular succession procedures,and poor succession effects.There are mainly three aspects: first,from the perspective of the business management,the planning and design of the enterprise is not perfect;second,from the perspective of succession work,there are serious defects in the succession evaluation system;third,from the Perspective of the atmosphere of succession work,there are many problems and deficiencies in support and guarantee.In order to develop and implement effective succession planning of management talents,the A enterprise should address the above problems and deficiencies,make macro-level design of the company’s human resources plan and the succession evaluation system.In the specific work of succession planning,the company should pay attention to select and cultivate succession candidates,track and evaluate succession results.Finally,it must strengthen the protection of succession planning work.To promote the succession work of enterprise management talents,it is necessary not only to absorb the advanced experience of other outstanding enterprises,but also to combine the specific facts of the enterprise itself.Only in this way can it make its due contribution to the construction of enterprise management talent team.