英语论文网

w of the talent management literature, Lewis and Heckman (2006) raised significant concerns about both the lack of common definition and the lack of evidence underpinning its practice

with much debate on how graduate talent might be developed and rewarded, as it manages increasingly sophisticated hospitality business and consumer demands. The adoption of holistic talent management strategies will allow hospitality businesses to be more proactive from the outset. This will engage reflexive ability, in response to changing objectives and taking into account external issues such as the changing demographics of the workforce (Clake and Winkler, 2006a The effective management of organisational talent is without doubt a complicated process, with many issues and functions to consider ensuring a systematic approach. A resultant Talent Development System (TDS) takes effort to create and requires integrative practice and ongoing maintenance or it will undoubtedly fail. According to CIPD (2007), this includes attention to career management, training and development, performance management, strategic HR planning, recruitment and selection as well as succession planning activity. These factors will be prioritised according to fit with organisational requirements. A notable development of recent years is that individuals no longer devote or trust their careers to one employer cipd (

Succession planning needs to be owned by line managers, and should be actively led by the chief executive who has a key role in ensuring that it is given the importance it deserves by other senior managers; ensuring that there is a healthy pipeline of potential leaders is about nothing less than the future of the organisation. But it is not realistic for CEOs and those around them to have sole responsibility for this; they have neither the time nor the expertise.

The HR function therefore has a critical role in supporting and facilitating the process, not least in compiling all the necessary information on potential candidates. Any career move at senior level is a process of multiple dialogues, in which a senior representative from HR will collect views from senior line managers in an iterative fashion, testing, challenging and amending them as the dialogue goes on, making sure that all possibilities are covered, and maybe putting proposals for decision to a succession development committee. HR departments are of course also heavily involved in giving career advice and information to individuals, and assessing and advising on their development needs. The HR function is also centrally concerned in the design and management of assessment processes and information support, including the development and maintenance of computerised databases.

Is succession planning worth it?

There is no one model for succession planning and there are no hard-and-fast rules. Every organisation is different and what has been described above has been drawn mainly from the experience of large organisations; however, smaller organisations may be able to take what they want from this factsheet and adapt provision to suit their own needs.

But what is indisputable is that all organisations need leaders with a range of experience. Management training programme本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。