Lineamientos para el traspaso del bastón de mando generacional. En las empresas: Imax Int'l S.A.C. Pisapig S S.A. Servicios Trackless León S.A.C. Las Vegas de Huari S.A.C.
Tema 15 - Alanya-Benites-Maman ...
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AdvisorsVásquez Osorio, Alfonso
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CitationPara, L., Traspaso, E. L., Bastón, D. E. L., C, L. A. S. V. D. E. H. S. A., Ilasaca, A., Crispín, B., … Osorio, V. (2016). Lineamientos para el traspaso del bastón de mando generacional. En las empresas: Imax Int’l S.A.C. Pisapig S S.A. Servicios Trackless León S.A.C. Las Vegas de Huari S.A.C. Universidad Peruana de Ciencias Aplicadas (UPC). Retrieved from http://hdl.handle.net/10757/621517
AbstractIn Peru, around 80% of the Companies correspond to “family formed business” and generate about 40% of GDP (BID in 2013). Two out of three do not have a generational succession scheme, with less than half of companies at the national level having a succession scheme to handle senior positions. In addition, it should be noted that only 15% of these companies have developed this succession under a consolidated scheme. (PricewaterhouseCoopers, 2014). Is the reason, due to the small number of family companies that transcend a second or third generation, it consider important to carry out an investigation in order to analyze how family companies could apply the concepts of corporate governance in the management of their organization and in decision making. As well as how they execute the planning of a family protocol to proceed with the delegation of power and responsibilities upon next generation by a formal documented procedure that allows them to maintain the guidelines in order to assure the development of the Company. In order to do that, it is going to review and consolidated all relevant findings of the interviews conducted by a sample of four Companies from different sectors that actually are being directed by their first and second generation managers. This analysis takes into account the findings found in the founder's management to achieve the current position of the company, as well as the future of the company through succession, communication and legalization plans considering the consent of the family entity. Finally inquire about other significant aspects that might be important in order to assure that the succession plan would become a useful tool for the control and management of the Companies.
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