Succession Management

Paper Summary:

This paper reviews succession management and planning, discussing how it is no longer just for the upper echelons of the hospitality industry. The paper further discusses how stressing every employee's personal growth and learning is essential in order to create a flexible organization.

From the Paper:

"However, in many organizations, turnover, such as with the wait staff within a restaurant or at a resort, is still accepted as part of natural flux of the industry, and little attempt is made by managers to retain key personnel at every level of the organization. However, succession planning suggests that "the best systems are developmentally oriented, rather than simply replacement oriented. The system becomes a proactive vehicle for managers and executives to reflect on the progress of their talent and the opportunities they require for genuine development." (Fulmer 2006) Education and succession planning go hand-in-hand. Even if the exact key aspects of growth areas within the industry are murky, well-trained staff loyal to the organization's mission statement and good customer service are better able to fill the gaps.In fact, according to a 2003 report by the hospitality industry trade journal, Nation's Restaurant News, "The Council of Hotel and Restaurant Trainers recently polled 130 of its members to find out what, if any, improvement, the industry had made in retention since Industry of Choice, a landmark employee satisfaction study, was released in the late 1990s. That [original] study found the annual average turnover rate for managers was 50 percent, and the annual turnover rate for hourly workers was between 100 percent and 125 percent. "

Sample of Sources Used:

• Berta, Dina. (22 Set 2003) "CHART poll finds retention rate improved as turnover drops 40%: cites economy, attitudes as reasons - Human Resources - Council of Hotel and Restaurant Trainers." Nation's Restaurant News. (trade publication) Retrieved 25 Sept 2006 at <http://www.findarticles.com/p/articles/mi_m3190/is_38_37/ai_108279003>
• Barsky, Jonathan,& Cindi Frame, Jan McDougal. (13 Dec 2004) "Variety of strategies help improve hotel employee satisfaction." Hotel & Motel Management. <http://www.findarticles.com/p/articles/mi_m3072/is_21_219/ai_n9480805>
• Fulmer, Robert M. (2002) "Choose Tomorrow's Leaders Today" Succession planning grooms firms for success." Graziano Business Report: Pepperdine University.Retrieved 25 Sept 2006 at<http://humanresources.about.com/gi/dynamic/offsite.htm?zi=1/XJ&sdn=humanresources&zu=http%3A%2F%2Fgbr.pepperdine.edu%2F021%2Fsuccession.html>
• Fulmer, Robert. (26 Sept 2006) "Keys to best practice succession management." HumanResources Magazine--Australian version. Retrieved 25 Sept 2006 at <http://humanresources.about.com/gi/dynamic/offsite.htm?zi=1/XJ&sdn=humanresources&zu=http%3A%2F%2Fwww.humanresourcesmagazine.com.au%2Farticles%2FDD%2F0C02A0DD.asp%3FType%3D60%26Category%3D919>
• Heathfield, Susan. "Succession Planning." Human Resources. HR Glossary. Retrieved 25 Sept 2006 at http://humanresources.about.com/od/glossarys/g/successionplan.htm

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