Business Assignment范文-有效继任规划策略。本文是一篇留学生Assignment写作范文。主要内容是讲述大多数经理都知道很难找到有才华的人。如果管理者试图替换现有员工，他们通常会发现从公司外部招聘合格员工的成本可能比留住现有员工的成本要高得多。当员工退休并带上知识和经验时，公司将面临问题。继任规划是关于填补组织的人才管道和建立内部团队实力。Assignment通过定性分析、文献研究和归纳分析的方法，在此基础上构成了论文的框架。在Assignment范文中，作者试图解释有效的继任计划以及如何制定继任计划。通过引用一些热门公司的案例，解释公司为什么需要继任计划，以及这些计划如何影响公司。继任计划有助于确保关键职位的领导连续性，保留和发展未来的智力和知识资本。公司可能面临严重的人力资源危机。通过写这篇Assignment，作者意识到无论是雇员还是雇主，都应该考虑未来。世界瞬息万变，只有为未来的变化做好准备，才能跟上世界的步伐。
Abstract 摘要
Most managers know that talented people are hard to find. If managers try to replace current employees, they often find that recruiting comparably qualified employees from outside the company may cost much more than keeping current employees. Companies will face problems when employees retire and take with them the knowledge and experiences. Succession planning is about filling the organization’s talent pipeline and building internal bench strength. This paper through qualitative analysis, literature research and inductive methods of analysis, based on this study constitute the framework of dissertation. In this paper I try to explain effective succession plans and how to institute a succession plan. By citing some cases of some popular companies to explain why companies need succession plans and how these plans affect companies. Succession plan helps to ensure leadership continuity in key positions, retain and develop future intellectual and knowledge capital. Companies may face serious human resources crisis. By writing this research paper I realize no matter I am an employee or employer, I should always consider the future. The world is changing fast, only if I prepare for the change in the future can I chase the pace of the world.
Keyword: succession planning, continuity, replacement, effect, HR crisis
关键词：继任规划、连续性、替换、效果、人力资源危机
Introduction 引用
More and more managers are complaining that they cannot find satisfied employees to fill the void in working positions. When some excellent employees leave their companies, it’s hard to recruit new employees who are competent to the jobs. In today’s fast-paced world, organizations can’t miss a beat, especially when it involves their people. The reason that these organizations are facing this dilemma is they don’t prepare well for the future. It’s a disaster when organizations cannot get the right people to replace the positions in time. However, some famous companies like Microsoft, Intel and Apple; they seldom face this kind of problem. Let’s take a look at how these well-know corporations deal with this.
越来越多的经理抱怨他们找不到满意的员工来填补工作岗位的空缺。当一些优秀的员工离开公司时，很难招聘到胜任工作的新员工。在当今快节奏的世界中，组织不能错过一个节拍，尤其是当涉及到员工时。这些组织面临这种困境的原因是他们没有为未来做好准备。当组织无法及时找到合适的人来替换职位时，这是一场灾难。然而，一些著名的公司，如微软、英特尔和苹果；他们很少面对这种问题。让我们看看这些知名公司是如何处理这一问题的。
Steve Jobs, the CEO of Apple, has always had to leave his job because his health state. Usually a company will be affected by the absence of its CEO. However, during his absence, Apple maintained operated smoothly and successfully. Even nobody has questioned: “What will Apple do without Steve?”
苹果首席执行官史蒂夫·乔布斯一直因健康状况而不得不离职。通常情况下，公司会因首席执行官的缺席而受到影响。然而，在他不在的期间，苹果公司保持了平稳而成功的运营。甚至没有人质疑：“没有史蒂夫，苹果会做什么？”
Over the last 40 years, Intel has maintained a high level of growth and creation while it has transited through five CEOs. Paul Otellini, Intel’s current CEO, had been working at Intel for more than 30 years before becoming CEO, and his supervisors have devoted their whole careers time at this company. Innovation and predictability have become the characteristic of the Intel.
在过去的40年里，英特尔一直保持着高水平的增长和创造，同时已经过渡到了五位首席执行官。英特尔现任首席执行官保罗·欧特利尼（Paul Otellini）在担任首席执行官之前，已经在英特尔工作了30多年，他的主管们将整个职业生涯都奉献给了这家公司。创新和可预测性已成为英特尔的特点。
On the other hand, the replacement of Bill Gates at Microsoft was a schemed case that cost Microsoft more than eight years to complete. The long-term strategy would give Microsoft a chance to absorb new managers into the management level and provide the guarantee which both customers and investors are looking for. (Douglas Welton, 2009
