Career and Succession Management for Hospitality
Named backups for the roles that cannot be vacant.
What this looks like in hospitality
The parts of career and succession management that are specific to this sector, rather than general.
Career Paths Across Departments
Progression in a business where departments rarely talk.
What this coversHide
Career Paths Across Departments
Progression in a business where departments rarely talk.
What this coversHideHotels hold many small career ladders - front office, housekeeping, food and beverage, kitchen - and movement between them is possible, useful and almost never mapped.
Within department
- Associate to senior associate to supervisor
- Supervisor to assistant manager to department head
- Specialist routes within kitchen and service
Across department
- Front office to guest relations and revenue
- Housekeeping to facilities and quality
- Food and beverage service to events and sales
We map cross-department moves and name successors for every department head, because these roles are usually filled externally for want of a visible internal pool.
The general method — what career and succession management covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the succession and leadership development page. What is above is the part that differs for hospitality.
Other HR topics for hospitality
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.