接班人計畫在國外企業中已盛行多年，許多國外公司皆將接班人計畫列為公司風險管控的項目之一。近幾年來，接班人計畫成為管理學域與實務界的熱門主題，在台灣也開始受到注視，然而國內研究較針對接班人理論角度討論，或重視蒐集國外接班案例分享為主。鑑因，國內亟需落實執行接班人計畫的企業日漸增多，因此，本研究主要目的是希望能對於剛開始要規劃接班人制度的企業，提供一套完整理論依據且具體可行的接班人計畫制度模型，以做為日後我國企業執行接班人計畫的參考。我國企業應如何導入「接班人計畫」，以企求有效傳承企業生命？
本研究為探究企業導入接班人計畫的步驟與應注意事項，採用質化研究的深入訪談法，訪談國內三家已實行接班人計畫的企業，並以內容分析方式，歸納台灣企業接班人計畫實行的步驟：確認組織未來策略及方向、設定接班人需具備能力、接班人遴選、接班人培訓、績效考核及評估。本文質化訪談研究結果，可彙整提出七項研究命題及導入接班人計畫的關鍵成功因素。

Succession planning has been popular in foreign companies for several years. Many of them list succession planning to their risk management and control it because they think the plan is as important as their assets. Succession planning has become more and more important in those years. However, most of studies in Taiwan were focus on theory and case studies. This study is going to come out an useful succession planning model and provide it to the Taiwanese enterprises for reference when they deliver the succession planning to their companies.

This study collected and analyzed the data from interviewed three companies who had delivered succession planning already. After the interviews this study came out a process for Taiwanese enterprises: Confirm the goal of organization、Set up what kind of ability the successor need、Selecting the successor、Training the successor、Performance review. From the interview result, this study also summarized seven propositions and the critical successful factors.

中文部份：
1.憲業企管顧問，企業接班人，麥可國際出版，民國96年
2.J.C.波拉斯，誰是接班人，思高文化出版事業有限公司，民國95年
3.楊婕，如何搞定接班人，智富館，民國96年
4.陳美蘭，CEO的接班人-全球化企業達人的致勝功夫，商訊文化，民國97年
5.William C. Byham, AudryB. Smith, Matthew J. Paese，培養接班人(2006),中國人民大學出版社
6.鍾伊虹，基業常青－探討如何落實接班人計畫，T&D飛訊第71期
7.陳湘怡，職涯發展與接班人培育制度建立之調查研究－以個案公司為例，國立中山大學人管所暑期專案研究，民國93年
8.胡龍騰，政府部門接班人計畫：知識續接觀點之注入，推動策略性人力資源管理，建構效能政府學術研討會，民國95年
9.天下雜誌，台灣30大企業集團接班人狀態的調查報告，民國98年
10.Haig R.Nalbantian & Richard A. Guzzo，輪調催生未來領導人，哈佛商業評論，民國98年3月
11.江為加，四大步驟 打造接班人計劃，Watson Wyatt，2005年6月，取自https://www.watsonwyatt.com/asia-pacific/taiwan/pubs/articles/2005/2005_06_05.asp?print
12.余靜雯，半導體封測業主管管理才能評鑑模式與接班人計劃之研究-以A公司為例，國立中山大學人力資源管理研究所碩士論文，民國93年
13.陳心婷，企業接班人計劃實施現況調查，國立中央大學人力資源管理研究所，民國98年
英文部份：
1.Kevin S. Groves(2007)”Integrating leadership development and succession planning best practices”, Journal of Management Development,Volume:26,Issue:3,Page: 239 – 260
2.Rebecca Luhn Wolfe(2006), “Systematic Succession Planning”
3.Rothwell, W.J.(2005). “Effective succession planning: Ensuring leadership continuity and building talent from within.” New York: AMACOM.
4.SHRM Research(2006), “2006 Succession Planning Survey Report”
5.Bresin & Associates and Center For Creative Leadership Industry Stud(2009), “High-Impact Succession Management”
6.Herminia Ibarra(2000), “Finding and Keeping the Best People”, Harvard Business Review
7.Tung Chun Huang(1999), “Who Shall Follow? Factors Affecting the Adoption of Succession Plans in Taiwan.” Long Range Planning, Vol. 32, No. 6, 609 to 616
8.Abrams, Michael N.(2004). “Market memo: Five essential elements of an effective succession plan”, Health Care Strategic Management, Aug.: 1, 17-19.
9.Helton, K.A., & Jackson, R.D. (2007). “Navigating Pennsylvania's Dynamic Workforce: Succession Planning in a Complex Environment.” Public Personnel Management, 36, 4, p.335-347.
10.GailJ Donner; & Marry Wheeler(2008), “Succession planning: Developing tomorrow’s leaders”, The Canadian Nurse; Sep 2—8; 104, 7; CBCA Complete pg.37