AMT Company Family Successor Training Based On Competency Model Research

The enterprise successor plan is the process of providing excellent human capital for the future development of the enterprise by identifying and evaluating the high potential internal talents of the key positions,or carrying out systematic development and training.Succession plan is an integral part of each enterprise strategic plan and one of the foundations of enterprise industry evergreen.The so-called enterprise successor plan refers to the systematic development and training of the high potential internal talents of the enterprises through the determination and evaluation of the key positions in order to provide the reserve and guarantee of human capital for the future organizational strategy and management development of the enterprises.The main task of the enterprise successor plan is to reserve the future managers for the enterprise.It pays attention to the continuation of the organizational experience and the future development of the successors.It is the guarantee of the long-term stability of the enterprise and is of great significance to the present situation and future development of the enterprise.The succession of family enterprises is the key to the growth and development of family enterprises.Compared with the general enterprises,the succession of their leaders shows unique complexity and wider influence.The ultimate goal of the family business succession plan is to find the right person for the future leader of the organization.Therefore,in the implementation stage of successor plan,we should mainly pay attention to the actual needs of enterprises and the development of successors.This paper,based on the theoretical results of the research on the inheritance of family enterprises,studies the training of successors in the intergenerational inheritance of AMT companies through the methods of literature research,questionnaire survey and field investigation,and explores the possible problems in this process.Based on interviews and questionnaires of AMT company executives and family members,a competency model is obtained for the successors of the company,This paper analyzes the reasons of the above problems in combination with the actual operating situation and the market environment of AMT company,such as unclear training objectives and standards,extensive training methods,insufficient participation of incumbents in the training of successors,insufficient attention to the emotional needs of successors and other family members,and incomplete overall inheritance plan,and puts forward corresponding countermeasures to AMT problems,and finally forms a new successor plan suitable for the current development of the company.At the same time,in order to ensure the smooth implementation of the succession plan,in combination with the actual situation of the family and AMT companies,the establishment of harmonious family relations,the creation of a relaxed succession environment,the handling of the relationship between the successor and the senior officials or successors of the enterprise,the independent creation of achievements by the successor,the establishment of the prestige of the enterprise,the exercise of the successor's work outside the enterprise when conditions permit,and the attention to the important factors of others in the training the successor.Conclusion of the research will provide specific solutions for AMT companies to effectively cultivate the second generation entrepreneurs with high commitment to the enterprise and realize the smooth inheritance,which is of great significance for the training of family successors in the same industry and the same type of family enterprises.