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近些年来,以GE公司首席执行官韦尔奇让位,新CEO伊梅尔特成功主政为代表,有计划、有条理地为组织寻找最高执行官的接班人理论在西方获得了较快的发展并在实际执行中趋于成熟。但在我国,由于传统文化的影响,企业一般没有公开讨论和制定接班人计划的习惯。2004年,中国企业发生了诸多企业家的“突然退休”和意外身亡事件,这些企业突然发现自己没有一个具备足够能力掌舵并推动其继续奔跑的领军人。管理层的断裂带来的企业内外部震荡非同小可,中国企业接班人计划的缺失也因此异常凸显,引起了企业界和理论界的关注。调查显示,中国90%以上的企业没有明确的接班人计划,缺乏科学的接班人培养机制。在未来两年内将面临7万名高级管理人才的缺口,高达89%的企业难以找到合格的高层接班人。如果说前几年接班人的话题还停留在概念上,那么现在,这个问题已经是许多企业的当务之急了。
In recent years, taking the cease of Welch, CEO of GE, succeeding in the successful administration of the new CEO Immelt, the successor theory of seeking top executives in an organized and orderly manner has been faster in the West The development and maturity in the actual implementation. However, in our country, due to the influence of traditional culture, enterprises generally do not have the habit of discussing and formulating succession plans publicly. In 2004, there were “sudden retirement” and accidental deaths of many entrepreneurs in Chinese companies who suddenly realized they did not have a leader who was capable enough to steer and keep it running. The internal and external turmoil caused by the rupture of the management is not trivialous, and the absence of the successor plan for Chinese enterprises is therefore unusually prominent, arousing the concern of enterprises and theorists. The survey shows that more than 90% of Chinese enterprises do not have a clear successor plan and lack a scientific training mechanism for successors. In the next two years, it will face the gap of 70,000 senior management personnel. Up to 89% of enterprises will find it difficult to find qualified top-level successors. If the topic of successors in previous years still stays in concept, then now, this issue is already a top priority for many businesses.