在领导层变动期间，保持稳定至关重要。缺乏有效的规划、识别与培养机制，组织将面临多重风险：核心人才流失至竞争对手、晋升决策失误、或人才战略与业务需求脱节。继任规划，关乎组织命脉。
借助强大的分析工具开展持续的情景规划，您的组织能够确保领导团队能力与未来战略重点无缝衔接——无论是应对即将到来的领导层更迭，还是优化现有策略。我们深厚的继任规划专业积淀，让您笃信：无论未来面临何种挑战，您的组织都已未雨绸缪、从容应对。
我们 如何 提供帮助
光辉国际的继任规划服务，汲取数十年在人才评估、继任与发展领域的深厚专业积淀，并融合全球人才数据，以及先进的分析与情景规划工具。
这数十年的评估经验意味着，我们深知卓越领导力的精准样貌——助您盘清现有人才家底，洞察未来所需之才。
1
我们为您甄选引领企业走向未来的CEO
依托庞大的CEO测评数据库，我们根据您的业务战略构建与之相契合的、定制化成功者画像。从内部与外部人才池中，识别出那些当下及未来有潜力在贵组织中取得成功的候选人。我们的评估包含情景练习，助力董事会甄别最合适的CEO人选，同时帮助候选人深入理解成功所需的要素。
进一步了解CEO搜寻与继任
2
我们为各层级的领导更迭做好规划
我们为所有关键领导岗位构建成功者画像，并以此衡量领导者的优势并规划发展路径。这使您能够识别哪些人当前表现优异，哪些人具备未来的继任潜力。我们通过提供培训、教育以及深入的辅导与指导，提前规划，培养未来的领导者。我们“棋看三步”，助您在今天便招募并培养好未来的领导者。
进一步了解成功者画像
3
我们检验继任计划的成效
我们的人才盘点采用成熟、数据驱动的流程，全面描绘人才全景现状——并将数据转化为可落地的洞察，为战略制定与人才培养提供依据。填补潜在的能力差距，助力人才成长为达成业务目标所需的领导者。
4
我们助您以清晰的规划发展人才
我们的专业人才与高管辅导服务，支持个体弥合其在岗位中可能存在的任何差距。我们助您选择合适的发展项目组合，培养能快速适应变化、拥抱新技术并驱动创新的高绩效团队。
进一步了解领导力发展相关服务
5
我们助您打造有效的职业发展路径
我们深知，组织的真正力量源于人才。因此，我们致力于通过精心策划职业发展路径，充分释放团队潜能——不仅为员工职业生涯的下一步做好准备，更与组织当前的能力及未来需求相契合。透过恰当的规划，我们能将人才的潜能转化为可衡量的绩效，使您的组织更加强健，从容应对未来。
加速提升 领导者准备度以领导力发展项目为推动力
卓越领导者学院（ELI）
从高管到卓越领导者的跃迁，不仅仅是一次晋升。卓越领导者必须理解、发展并善用自己的能力，同时深刻洞察不断变化的组织与市场环境，从而为他们所服务的组织、员工及利益相关方创造价值。
Dynamic Succession (LS)
我们的动态继任解决方案融合内部与外部人才数据，为您的继任与职业发展计划提供有力支持。该方案具备极高的适配性，能应对多种人才场景，精准匹配组织的独特需求——提供可落地的洞察，包括特定继任决策可能带来的影响、宏观趋势领导梯队健康度关联等。
Top-performing company drives culture of increased accountability
To drive higher performance and accountability for a top performing company, Korn Ferry delivered a holistic solution that included success profiles, assessment, development, and change management.
Outcome: Company survey data shows that core behaviors are well understood by 87% of employees, and over 90% of leaders feel motivated to inspire their teams to adopt these behaviors.
Search, selection, and accelerated onboarding of new CEO leads to 25%
increase in share price
Korn Ferry's executive search, selection, assessment and Chief Executive Institute supported the transition of a new CEO, including the discovery of his deeper purpose. This led to a new vision for the company and clarity regarding his role in executing against it.
Outcome: Share price is up over 25% since the arrival of the new CEO.
Organization builds an innovation pipeline while also building its future talent pipeline
In order to build a pipeline of future business presidents, Korn Ferry identified high potentials and formed cross-functional teams engaged in addressing business challenges. This enabled the CEO to transform the company to outpace growth through innovation-building practices.
Outcome: The result was a customer feedback loop to create a pipeline of new offerings while accelerating the readiness of future leaders. Program participants showed 10-25% higher engagement scores than non-participants.
From business and reputational risk to industry-leading practices in DE&I
A global consumer organization was required to change its beliefs and practices to avoid a boycotting and further reputational damage. Korn Ferry solutions included both structural and behavioral DE&I work.
Outcome: Achieved perfect score in the Human Rights Campaign Corporate Equality Index. 85% positive responses from employees on leadership commitment to DEI, and saw the number of women in the leadership and talent pipeline increase to 40%.
Company transforms from product to software and shifts from declining
to growth trajectory
Korn Ferry partnered with the company to determine and develop the future talent needed to support their product to software transformation.
Outcomes: 20% cost reduction in the first year of transformation. Increase in revenues from €12 billion to €20 billion in three years, and 25% sales increase in the fifth year put the company back on its growth trajectory.
改变，从对话开始
与光辉国际的继任规划专家建立联系
