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Planned turnover of chief executives at the world’s biggest companies has reached its highest level this century, as they respond to pressure from shareholders to behave professionally when it comes to filling the top jobs.
全球各大企業按計劃更換首席執行官的比例達到本世紀最高水平，這些企業對股東要求專業化任命最高層人員的壓力作出回應。
Among the world’s 2,500 largest groups by market value, 270 replaced their chief executive in 2012 as a result of succession planning, according to research by Booz and Company.
博斯公司(Booz and Company)的研究表明，2012年世界上市值最高的2500家集團中，有270家按照繼任計劃更換了首席執行官。
This organised turnover contributed to an overall total of 375 changes of chief executive in the year, the second highest since the study began in 2000, behind only the result in 2005.
這些有序的交接班導致全年總共出現375次CEO換人。這是自2000年這一研究開始以來的第二高水平，僅次于2005年。
The move towards more succession planning also appears to have favoured the chances of external over internal candidates. Three in 10 new chief executives appointed in 2012 were outsiders, against two in 10 over the previous three years, the consultancy said.
轉向繼任規劃的趨勢，似乎也提高了外部候選人相對于內部候選人的中選概率。博斯公司表示，2012年每10位新任CEO中，就有3位來自外部，而之前三年每10人中只有2位來自外部。
In July Marissa Mayer, a long-serving Google executive, became Yahoo’s boss, as the struggling web portal managed a smooth transition at the top after a series of boardroom mishaps.
去年7月，在谷歌(Google)服務多年的主管梅里莎•梅爾(Marissa Mayer)成了雅虎(Yahoo)的老板，當時這家掙扎中的門戶網站在董事會發生一系列失誤后，順利完成了權力交接。
In August Pascal Soriot, vet-turned-Roche executive, was named the new boss at AstraZeneca, even though the pharmaceutical group had an obvious internal candidate in Simon Louth, chief financial officer and interim chief executive.
去年8月份，獸醫出身的羅氏(Roche)高管帕斯卡爾•索略特(Pascal Soriot)被任命為阿斯利康(AstraZeneca)的新任首席執行官，盡管這家制藥集團擁有一位明顯的內部候選人——首席財務官及代理CEO西蒙•勞斯(Simon Louth)。
And in December, Jean-Bernard Lévy was appointed chief executive of Thales, Europe’s biggest defence electronics manufacturer by sales, only six months after leaving the same role at French media group Vivendi.
而去年12月份，讓-貝爾納•萊維(Jean-Bernard Lévy)從法國媒體集團威望迪(Vivendi)卸任CEO 6個月后，被歐洲銷售額最高的軍用電子系統制造商泰雷茲集團(Thales)任命為CEO。
Per-Ola Karlsson, Booz senior partner and co-author of the study, suggested that outside contenders often benefited as companies adopted a more structured approach to appointments. “Diligence from boards means that they will always look at outside candidates even if there is a strong internal pool of contenders, driving greater opportunities for outsiders.”
博斯公司高級合伙人、該研究報告的共同作者佩爾-奧拉•卡爾松(Per-Ola Karlsson)提出，若企業的任命過程更加結構化，外部競爭者往往會受益。“董事會的盡職調查意味著，就算公司內部有一大把實力雄厚的競爭者，董事會也始終會關注公司外部的候選人，這令外部人士中選的機遇加大。”
The last time there was a changing of the guard at the world’s 2,500 largest companies on a scale similar to last year’s, it was well before the financial crisis and the total was boosted by a contribution from M and A well above the 36 transaction-related changes of 2012 – the lowest number for almost a decade.
世界上最大的2500家公司上一次發生與去年規模類似的換帥潮是在金融危機之前很久，其總數因為并購而大幅提高。相比之下，2012年并購交易導致的主帥更迭只有36例，是近10年來最少的。
But last year it was the rise in succession planning that led to the second-highest level of turnover since the start of the century, when Booz and Company began tracking chief executive moves in this way.
導致去年出現本世紀初（博斯公司從那時開始以這種方式追蹤首席執行官更迭）以來第二高換帥潮的原因是，越來越多的公司進行繼任規劃。
