||For enterprises looking for sustainability inevitably will face the movement of employees, including retirement, resignation, promotion, and transfer. For large enterprises these issue are more important than small enterprises. A sound succession|
plan could cultivate an endless supply of talent for the organization, and provide employees the opportunity to development.
This study conducted a case study of a large Taiwanese enterprise group, in where succession plan has been successfully implemented. Data collecting were through internet information, company's official website, and interviews. Research objectives include: 1) understand the business reasons for the implementation of the succession plan, 2) implementation and improvement, 3) the role of department head, human resources, and top executives.
The results showed that the group's succession plan has three characteristics: 1) a talent pool of management providing for whole group, 2) all these talent people have
passed management training, 3) management training courses include empirical cases
from group's everyday practices and joining executives meeting.
Key words：succession planning, replacement planning, talent pool, employee
movement, employee training