Research On Assessment And Selection Of Senior Manager Successor Based On Strategic Management

With the improvement of technology and development of economic integration, the competition among enterprises is increasingly fierce. To obtain competitive advantage, human resource should be highly valued. And as an important part to the realization of strategic target, the role of senior managers is without a doubt. If the successor is not selected timely or not the right one when there is a job vacancy, it will have negative effect on the business of enterprise instantly and even serious result. As the assessment and selection of successor are significant to the stable and continuous development of enterprise, study about senior manager succession are getting more and more attention in recent years.Drucker, an American strategic expert points that, future is crucial to enterprises while strategy makes enterprises fight for future. As the decision-maker and main implementer of strategy, senior manager is important to the whole process. Whether the enterprise can seize the opportunity, cope with the challenges and adjust the strategy or not depend on the strategic thought and ability of senior manager to a large extent. Therefore, abilities relate to strategic management should be one of the key aspects when selecting a successor for senior manager.Based on a large number of domestic and international research results, this thesis tries to start from the perspective of strategic management and studies the assessment and selection of senior manager successor about in terms of indicator system and implementation process. The thesis first summarizes the research results of predecessors and selects the spare items of successor assessment, and then analyses the theories of phases of strategic management to get the indicators. By doing questionnaire survey and factor analysis, we establish the final indicator system for assessment and selection of senior manager successor which includes six factors and eighteen indicators. The factors are professional skills, personal traits, management ability, interpersonal relationship, person-enterprise fit and professional ethics. On this basis, the thesis gives the indicator weights via AHP and designs the process of assessment and selection and explains it. In terms of case study, this model is applied to the assessment and selection process of senior manager successor to provide reference for the decision. And the thesis points out the other applications of the selection model.