, not to say the lose results from vacancies before the new candidates are selected.
酒店业的平均离职率每年介于员工的50-400%和经理的25-200%之间。与其他行业相比，这个数字相当高。例如，在电子行业（以高周转率著称），周转率仅为27%左右。高周转率伴随着高周转成本；酒店不得不花费大量资金招聘新员工和经理，更不用说在新候选人被选中之前，职位空缺带来的损失。
The profound changes that have occurred in the hospitality industry and the implications of these changes have affected the ways the hospitality industry hires, develops, and retains employees. It is critical for any hotels to pay attention on the aspect of hospitality human resources: managing the organization’s human capital and retaining its professional employees.
酒店业发生的深刻变化及其影响影响了酒店业雇佣、发展和留住员工的方式。任何酒店都必须关注酒店人力资源方面：管理组织的人力资本并留住专业员工。
There are many departments in a hotel to satisfy different demands of customers. For example, front desk, food and wine, housekeeping and finance department they are all necessary to a hotel and any of them fail to operate properly will interrupt the integral organization. To avoid this kind of human resource crisis, succession planning is necessary to hospitality industry.
酒店有许多部门来满足顾客的不同需求。例如，前台、食品和葡萄酒、家政和财务部门，它们都是酒店所必需的，如果其中任何一个不能正常运作，都会中断整个组织。为了避免这种人力资源危机，酒店业必须进行继任规划。
A good succession planning in a hotel should develop different plans for different departments. The function and work of each department is distinctive, so plans makers should focus on each department’s characteristic. When designing the talent pool for each department, decision makers should not forget the cross training. Cross training can provide hotels human resource backup to prepare for the peak season.
酒店良好的继任计划应该为不同部门制定不同的计划。每个部门的职能和工作都是不同的，因此计划制定者应该关注每个部门的特点。在为每个部门设计人才库时，决策者不应忘记交叉培训。交叉培训可以为酒店提供人力资源支持，为旺季做好准备。
Conclusion 结论
Succession planning is not something a good company can ignore because the consequences of not being prepared to replace key personnel will have a major impact on an organization’s ability to achieve its goals and strategic targets. The succession planning process needs to be considered as part of the company’s strategic planning process because it deals with projecting future changes by anticipating management vacancies and then determining how to meet these challenges. (William J. Rothwell, 2007)
继任规划不是一家好公司可以忽略的，因为不准备更换关键人员的后果将对组织实现其目标和战略目标的能力产生重大影响。继任规划过程需要被视为公司战略规划过程的一部分，因为它通过预测管理层空缺，然后确定如何应对这些挑战来预测未来的变化。
When it comes to hospitality people have to talk about the employees. Employees are the most important part of hotels’ operation. They have the strongest effects on customers who decide the success or failure of hotels. A succession planning is here to provide hotels with continuous talent pool to keep hotels run successfully and progressive.
说到待客之道，人们不得不谈论员工。员工是酒店运营中最重要的部分。它们对决定酒店成败的客户影响最大。继任计划旨在为酒店提供持续的人才库，以保持酒店的成功和进步。
Succession planning should be approached with same conscientious objectives that one would benefit the management of any valuable asset. Retirement fund assets are invested in different vehicles depending upon an individual’s appetite for risk. Investment yields are tracked. Investment strategies are modified when results do not meet expectations. Retirement fund managers are kept or fired based on portfolio results. Succession planning efforts should be managed similarly. Create a strict structure to gather assessment information, articulate goals, track progress and evaluate results. In this context, the people who should be at the top of your organization in the future will emerge as stars. (Richard Houston, 2007)
继任规划应以同样有利于管理任何有价值资产的自觉目标进行。退休基金资产根据个人的风险偏好投资于不同的工具。跟踪投资收益率。当结果不符合预期时，会修改投资策略。退休基金经理根据投资组合结果被保留或解雇。继任规划工作也应进行类似管理。创建一个严格的结构来收集评估信息、明确目标、跟踪进度和评估结果。在这种情况下，未来应该处于组织高层的人将成为明星。本站提供各国各专业Assignment写作指导服务，如有需要可咨询本平台。
