本文主要係針對於私部門已行之多年的接班人計畫概念進行介紹，配合觀察九○年代興起之知識管理對傳統接班人計畫此一策略性工具所產生之影響，由知識接續的觀點賦予其新內涵；並輔以各國政府於接班人計畫之實踐經驗，以彰顯其於此退休潮時期之重要性。在內文的架構上，本文將先針對接班人計畫之基本概念與數項主要運作模式予以介紹，繼而由延續管理之理論概念，結合接班人計畫，發展知識接續之概念意涵；再者，則針對接班人計畫於各國政府部門之運作經驗，進行描述，並輔以知識接續之觀點進一步檢視；最後則試圖分別由學術與實務的角度，提出可供後續研究參考之建議。

Succession planning is not a new idea. It has been adopted in enterprise firms since late 1960s. As the baby-boom generation is approaching retirement age, both the private and public sectors return to recognize the importance of succession program and its planning. This article first introduces the concept of succession planning that rarely catches public managers’ eyes and be regarded as a strategic human resource practice, especially in Taiwan. Next this article turns to look at the recent development of continuity management based upon the perspective of knowledge transfer. Finally, this article attempts to pinpoint the emerging concept of knowledge succession and its implication in succession planning projects. The state of practice regarding succession planning in governmental organizations is reviewed as well.