國立臺灣師範大學科技應用與人力資源發展學系余鑑于俊傑廖珮妏2014-10-302014-10-302008-01-011029-8312http://rportal.lib.ntnu.edu.tw/handle/20.500.12235/36152本研究之目的有二：（一）探討個案公司接班人計畫運作的模式。（二）探討該接班人計畫發展對組織發展的影響。本研究採行質性研究中的個案研究法，以訪談的方式收集資訊。受訪對象共有六人，三男三女，年齡在三十四至五十八歲之間，均為主管職，學歷均為碩士。經分析訪談所獲的結論為：一為中基層主管接班人計畫模式係從網路教育利用e化模式大量培訓後，接著企業大學開班對主管授課，再經由崗位歷練以及水平與垂直的輪調。二為高階主管接班人計畫模式重點在於輪調式的歷練，並經由與學校合作透過EMBA班的學習，結合異業高階主管，互相激盪，以提升個人遠見和洞見。The purposes of this study are: (1) to explore the operational model of succession plan, and (2) to assess the impact made on organizational development by the succession plan. A qualitative research approach was applied in this study; the case study research method was employed, and one case was selected in the study. A semi-structured interview was utilized to collect information from 6 employees with master degrees. There were 3 males and 3 females used as the research subjects. Ages ranged from 34 to 58. Two major conclusions are found and some suggestions are issued.接班人計畫人才資產庫主管人才Succession planningTalent assetsManager