A study of associated issues about Syndicated corporate succession plan - The Case Study of K Company

• Main Authors: Chao-Yen Hsiao, 蕭兆延
• Other Authors: 李弘暉
• Format: Others
• Language: zh-TW
• Published: 2012
• Online Access: http://ndltd.ncl.edu.tw/handle/39070044607362789123

碩士 === 元智大學 === 管理碩士在職專班 === 100 === Business competition requires a solid base of human resources to realize the strategic management in response to the dynamic nature of global economics and its velocity. In that sense, the adequacy of human resources is regarded as a prerequisite for business success. Consequently, human resource management is taken as a competitive advantage through a well-structured knowledge management along with strategic talent development. However, some unanswered issues are considerably essential to companies and focus groups. The execution of succession plan has been widely discussed both in organizational practice and academia. Past findings have framed a big picture and provided an outline as for referral. Nevertheless, a gap between practical execution and success factors is identified. The present research is aiming to look deeper into the elements and to fill this gap by using empirical data. The purpose of the research is to examine how companies plan and execute a succession plan in which the barriers they confront and the impacts to the firm. A qualified case company with a specific succession plan is selected. By investigating the research case, the solution therefore will be proposed as managerial implication. The research highlights four critical barriers to successful succession plan by analyzing the empirical sources: 1. The lack of top management support and involvement 2. Selection criteria is not optimized which leads to less-structured talent management 3. The turnover of team members is relatively high 4. Incomplete execution Results from the studies of successful practice and the recognized obstacles offer practitioners some guidelines and analysis of failure cause and effect. It is expected to benefit the future execution of succession plan, such as shortening the time for making a right approach.