Improvement Research On The Succession Planning Of HX Company Key Position Talents

In today's era,the view that talents,especially key positions,are the representatives of the core competence and specific human capital of the enterprise has been deeply rooted in the hearts of the people.Dedicated human capital is the source of the core competitiveness of enterprises.The sustainable development of enterprises,the establishment,maintenance and promotion of competitiveness and core competence require a continuous supply of high-quality talents in key positions.The succession plan is based on the strategic needs of the organization,identifying key positions,exploring high-potential talents,and cultivating and developing incentives to compete for key positions to meet the organizational development needs of the management process.HX Company is an enterprise engaged in the research,development,manufacture and sales of automotive interior parts.It is in a leading position in the segmentation market of interior parts.The current market environment and competition is more and more stimulating,the competitiveness and core competence of enterprises on its maintenance and improvement are all facing challenges.However,the company's current extensive and formal succession planning management cannot meet the company's development needs.This paper analyzes the succession plan of talents in HX Company through literature research,investigation and other methods to find out the major problems with the failure to achieve the intended purpose,the failure to implement the plan effectively,and the low expectations of the employees to this plan.Through the analysis of the existing problems,we find out the causes of the company pays insufficient attention to the succession plan,succession plan does not match with the enterprise strategy,not scientific enough,not implemented in place and the it lacks the evaluation and improvement mechanism,which leads to the low efficiency of the succession plan for the key positions of HX company.According to the above analysis of problems and cause,combines with the practical situation of enterprises,and with the specificity of human capital theory,competence theory and career management theory and research scholars study of succession plan related content as the theoretical basis,and drawing on the successful practice of IBM and ADIENT succession planning experience to improve the talent succession plan of HX company's current key positions.Firstly,review the current successor plan and list the existing issues.Then put the importance and urgency of a successor plan on the table and report it to the management.Submit an improvement plan in details with expected results and a signed responsibility sheet to win the support and approval from the management.Plan and carry out a successor plan for the management level.Duties and responsibilities are to be clarified.Secondary,define key positions based on the relating strategy.Forecast and fix staff demand in key positions for the coming 5 years.Thirdly,set up staff assessment standard based on values,performance,potential,Start the assessment activity and find out staff with great potentiality.Discuss the results and ensure the right assessment.Work out a successor plan with a successor map and a successor chart based on the assessment results and build a staff development echelon.Prepare a mixed-training program according to the 70-20-10 training principle and a personal development plan for staff with great potentiality in order to promote their development.Create a positive organizational atmosphere and build a long-term motivation mechanism for the successor plan by internal promotion,remuneration motivation,career management,long-term service,long-term motivation as well as the laws and regulations.Fourthly,review the successor plan regularly for continuous improvement.The improved talent succession plan for key positions aims to solve the inefficiency of HX Company's current succession plan,so as to meet the demand of HX Company for the supply of talents for the right key positions at the right time and place,and establish the talent echelon and supply chain;Promotes the accumulation,maintenance and inheritance of enterprise core competence and enterprise specific human capital,fully tap the potential of enterprise specific human capital,and improves staff morale.So as to maintain and enhance the competitiveness of enterprises and support the implementation of enterprise strategy.Therefore,this study has certain reference significance for other enterprises to explore and implement succession planning management.