2. Our People (20%) 2.3 Talent Review & Succession Planning (5%)
Rationale
To actively implement the talent review and succession planning processes so that we build a strong bench for all critical positions.
Guiding Principles
Definitions
• Each hotel leadership team is responsible for identifying and stewarding the development of high potentials
1. Critical positions
• Critical positions at hotel level is defined as all EXCOM positions
• It is a plan and not an appointment of successor
2. Readiness of candidates
• R0: A “stand-in” candidate who can hold the fort in the interim
• R1: A likely candidate who is ready now
• R2: A potential candidate who is 1 to < 3yrs away
• R3: A possible candidate who is 3 to < 5yrs away
Scoring Mechanism
Measurement
For a hotel to score points in this metric:
• Target achievement = Number of EXCOM positions that have at least one R2/ R3 candidate ÷ total number of EXCOM positions in the hotel
• Must implement talent review and succession planning process & tools • Must attain a minimum succession planning target achievement of 100% for EXCOM positions
% of EXCOM positions with at least one R2/ R3 candidate
Score
100%
5
Based on the succession plans submitted by hotel, the final data on target achievement will be computed by Corporate HR by 31 Oct 2019.
< 100%
0
17
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