Empirical Research On Management Succession Plan

To achieve sustainable and healthy development of the enterprise must succession plan ahead of time, do a good job in talent reserves, to ensure sufficient talent pool in key management positions, in order to ensure when a vacancy arises in key management positions, to be able to track the implementation of the succession process, thus successor and post matching. Management succession plan, therefore, as an important guarantee to respond effectively to the management job vacancies, has drawn more and more enterprises attention.In this article, through questionnaire and interview way to choose different enterprises to carry out empirical research, from the view of necessity succession plan management understanding of the significance, succession planning and succession plan contains the contents of the knowledge and succession plan implementation effect satisfaction evaluation for comprehensive understanding and evaluation of succession.Secondly, through investigation and research management talent succession planning problems. Mainly includes:the lack of management talent succession consciousness and succession standard and selection of management personnel, mainly includes:a lack of clear criteria to the evaluation of successor, management, talent selection process optional the gender is strong, the succession plan execution procedure and content are not familiar with, succession planning supporting system is imperfect, the lack of post evaluation mechanism, lack of scientific talent selection mechanism, and have not set up perfect training system and so on. The main reason for the problems is the traditional culture, the traditional personnel system, enterprise management ability and organization and the environment.Finally, the paper puts forward countermeasures and Suggestions of strengthening management talent succession plan. The first, perfect the management talent succession plan implementation process. Mainly includes:assessment of key positions, determine the succession needs; Clear management personnel quality characteristics, constructs the competency model; Succession plan selection candidates; Training management personnel successor; Determine the management talent successor and succession plan implementation and feedback. Second, the succession of management consciousness. Mainly including changing ideas, The implementation of succession plan calls for support of enterprise, strengthen the awareness of the cultivation of the successor, will management job successor training assessment indicator and succession plans must be put on the system construction. Third, the formulation and implementation of specific training and development plans. Mainly includes:the succession candidates selection and evaluation, succession post competency requirements, training and succession candidates successor finalized. Fourth, the successor to the talent management. Mainly includes: enterprise culture keep successor, recognition, provide vast space for the development of the successor, improve talents on organizational trust, through the establishment of effective incentive mechanism to keep his successor, future career development of management personnel to provide a solid security and ensure the dynamic succession planning.