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家族企業中階主管接班人培訓計畫之研究－以S螺絲公司為例 = Succes...

國立高雄大學高階經營管理碩士在職專班(EMBA)

家族企業中階主管接班人培訓計畫之研究－以S螺絲公司為例 = Succession Planning of Training Middle Level Managers in Family Business- A Case Study of S Screws Company

紀錄類型:	書目-語言資料,印刷品 : 單行本
並列題名:	Succession Planning of Training Middle Level Managers in Family Business- A Case Study of S Screws Company
作者:	杜淑慧,
其他團體作者:	國立高雄大學
出版地:	[高雄市]
出版者:	撰者;
出版年:	民99[2010]
面頁冊數:	133面圖，表 : 30公分;
標題:	家族企業
標題:	Family Business
電子資源:	http://handle.ncl.edu.tw/11296/ndltd/60773960386569140528
摘要註:	2008年九月十五日，雷曼兄弟聲請破產保護引爆全球金融海嘯，面臨如此艱鉅的大環境，台灣中小企業主是否有面對新經濟時代的應變能力，是否建立完善的人力資源庫及創新的思維，以因應未來新的管理模式及新的全球競爭，如何建構好的接班人計畫，透過組織內部再造計劃來獲得源源不斷的成長動力，是許多企業目前無可避免的重要課題。國內、外許多學者對於家族企業接班人的論述，多著重於家族成員世代傳承及繼任者培育過程，或企業領導者繼任做為接班人計畫的藍圖，甚少以中階主管的培育計劃作為接班人的研究對象。本研究認為中階主管在家族企業中扮演著企業穩定的基石，是基層員工與公司經營者的溝通橋梁，故本研究則著重於家族企業中階主管規劃升遷、學習地圖，作為組織未來發展之人力資源基礎。為避免S螺絲公司未來因人才培育不及而造成公司經營發展的困境，並藉由本研究計劃提供S螺絲公司建構可運用的接班人培訓制度，以做為該公司人才培訓計畫之參考。本研究純就家族企業中階主管接班人培育計劃之相關文獻探討與企業個案進行資料蒐集、彙整，並針對S螺絲公司中階主管進行訪談，就企業現況提出建議方向如下：1. 組織架構過於扁平，應於課級階層上增設部級階層。2. 現有的中階主管分梯做重點人才培訓，加深其專業技能，培訓相關管理職能訓練，以工作輪調方式，增加其工作技能的廣度。3. 設立管理部門負責相關問題，同時明確將教育品質系統(TTQS)列入S 螺絲公司人才培訓的方針。 In September 15, 2008, the Lehman Brothers filed for Bankruptcy Protection detonated the Global Financial Crisis, facing such a difficult and challenging environment, business owners in Taiwan have to have the adaptability to face the new economic era, whether it is the establishment of the perfect Human Resources and reform way of thinking, in response to cope with new management models and new global competitions, constructing good Succession Planning , through the Internal Recycling Schemes organization to an endless stream of motivation of growth, inevitably are all important lessons for many enterprises.Many scholars both at home and abroad, have had discussions of family business succession, being given more focus on the intergenerational transmission of family members and successor training process, or business leaders to succeed as a blueprint for succession planning, very little to the middle level managers of the training program as successors of the study. Graduates believe that middle level managers plays the role of the a foundation stone in the family business enterprise’s stability, and is the bridge of operator level employees with the company, so the study focuses planning middle managers in family business promotion, learning map, as the future development of human organization resource base. To avoid the difficulties of the result of lack of personnel training caused by the development of S Corporation's future, and results of this research program can be used to provide S Corporation the construction of successors training system to serve as the company's personnel training program in Taiwan.The study of pure class on family business Succession Training Program is in charge of related literatures and corporate individual case into collecting data, compiling, and for S Corporation’s high competent to conduct interviews, make recommendations on the direction of current business conditions are as follows:1. Organizational structure is too flat, should be in the class-level class on the additional ministerial class.2. The existing Middle Managers make key points ladder training to enhance their professional skills, training management functions related to training, job rotation, and to increase the breadth of their work skills.3. The establishment of management responsible for related issues, while clearly the quality of education systems (TTQS) included in the S Corporation Training Policy.

家族企業中階主管接班人培訓計畫之研究－以S螺絲公司為例 = Succession Planning of Training Middle Level Managers in Family Business- A Case Study of S Screws Company
杜, 淑慧

家族企業中階主管接班人培訓計畫之研究－以S螺絲公司為例 = Succession Planning of Training Middle Level Managers in Family Business- A Case Study of S Screws Company / 杜淑慧撰 - [高雄市] : 撰者, 民99[2010]. - 133面 ; 圖，表 ; 30公分.
參考書目：面.
家族企業Family Business

家族企業中階主管接班人培訓計畫之研究－以S螺絲公司為例 = Succession Planning of Training Middle Level Managers in Family Business- A Case Study of S Screws Company
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