cession planning. They argue that, with many people losing their jobs and working below their skill level, it should be easy to find satisfied replacements for the reduced number of people who can afford to retire at a time that retirement funds with the stock market.
一些人质疑花时间和金钱进行继任规划是否值得。他们认为，随着许多人失业，工作水平低于他们的技能水平，在退休资金流入股市的时候，应该很容易找到令人满意的替代品，来替代那些能够负担得起退休的人数减少的人。
But that thought is not true. The people who leave their work do not match perfectly to the people who will be replaced as retirements or job growth. For example, the job growth in health cares. How many workers leave from information technology can become accountants?
The fact is that succession planning is needs whenever in good and bad situations. Organizations should consider the future; they should plan for change in the future. Competition for the talents is tend to be more and more intense, just rely on the external human resources will delay the development of organization. They should focus on the internal human resources planning to maximize the advantage of company’s value.
Succession planning is critical to the business because the high-potential employees will one day become the leaders of the Company. This is why they need to be provided with opportunities to learn widely in organizations. These candidates should also be trained to widen their experiences to look into the working environment so that they can get a good understand of what are they expected to be to remain successful.
但这种想法并不正确。离开工作岗位的人与退休或工作增长后将被取代的人并不完美匹配。例如，医疗保健领域的就业增长。有多少离开信息技术的员工可以成为会计？
事实上，无论情况好坏，都需要进行继任规划。组织应考虑未来；他们应该为未来的变化做好计划。人才的竞争越来越激烈，仅仅依靠外部人力资源会延缓组织的发展。他们应该专注于内部人力资源规划，以最大化公司价值的优势。
继任规划对企业至关重要，因为高潜力员工有朝一日将成为公司的领导者。这就是为什么需要为他们提供在组织中广泛学习的机会。这些应征者还应接受培训，以拓宽他们的经验，了解工作环境，从而更好地了解他们的成功期望。
Another reason it’s important is the candidates recognized in the plan will eventually bear the responsibility for assuring the company is capable of meeting future challenges. These “high potential” candidates must be carefully selected and then provided training and development that gives them skills and competencies needed for tomorrow’s business environment.( Tom Bartridge,2005)
另一个重要的原因是，计划中认可的候选人最终将负责确保公司能够应对未来的挑战。这些“高潜力”候选人必须经过仔细挑选，然后提供培训和发展，为他们提供未来商业环境所需的技能和能力。
It helps to improve employees’ commitment and retention, by given the opportunity to become high-potential leaders, employees will become more active in engaging the planning. To meet the career development expectations of existing employees, they will work harder to get the chance.
The world is changing fast; the knowledge is exploding every day, so as the marketing organizations face. What is important today may become inferior next month. Organizations will be in trouble without plans for future change. To meet the responding flexibly to change, a succession plan is necessary.
它有助于提高员工的承诺和保留率，因为有机会成为高潜力的领导者，员工将更积极地参与规划。为了满足现有员工的职业发展期望，他们将更加努力地获得机会。
世界瞬息万变；正如营销组织所面临的那样，知识每天都在爆炸。今天重要的事情下个月可能会变得低劣。如果没有未来变革的计划，组织将陷入困境。为了灵活应对变化，有必要制定继任计划。
Succession planning does not belong to big companies only. Small business like family-owned firms also needs it. Succession planning is an important component of any business’ strategy process. Family-owned firms make 80% to 90% of all United States business, yet only 3% of all family businesses survive beyond the third generation. Succession planning will aid the business owners in preparing for the time when they arrive retire, addressing extreme matters such as illness or death, securing the survival of the business through the transition of ownership, maximizing the return of the retiring owner’s investment and minimizing tax burden at transfer.
继任规划不仅仅属于大公司。像家族企业这样的小企业也需要它。继任规划是任何企业战略流程的重要组成部分。家族企业占美国所有企业的80%至90%，但只有3%的家族企业能够在第三代之后生存。继任计划将有
