PROJECT 6: SUCESSION PLANS FOR COLLEAGUES DEVELOPMENT
Project Owner: Rey Capon (Shangri-La Doha)
PROBLEM STATEMENT:
At the moment there is no process that outlines the succession of our colleagues in the hotels. The PDR process sometimes is underutilized as learning development plans do not align to succession parameters. Some hotels have tried to put in place a talent management program for succession, others are waiting and colleagues still do not know what they need to do from a functional, leadership and role performance to be eligible and plan their careers. In the past succession planning has been very linear, using a lot of paperwork (forms, approvals) however the present workforce expects the possibility for horizontal moves (for example from an operational area to a non-operational area) and clear processes that tells them how they can achieve these moves.
PROJECT OBJECTIVES:
• Design a succession plan map outlining the functional, leadership and other requirements that colleagues would need to follow in order to climb the ladder or do a lateral move. This should be in alignment to Shangri-La’s leadership competencies. • Identify the learning modules that need to be designed for leaders and senior leaders to support succession plans, integrating current processes such as PDR and Development plans. • Integrate the 70:20:10 learning model into the succession plan clearly putting the responsibility of development in the colleague (develops self). • Identify the communication pieces that need to be develop to support the plan. • Create the roll out strategy including time lines, simplifying complexity (not many forms or steps).
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