Career Succession Plan for Senior Housekeeping Supervisor Role

This report outlines a career succession plan for a Senior Housekeeping Supervisor to be promoted to the position of Assistant Executive Housekeeper in a luxury resort setting. The plan includes objectives, key points, areas of exposure, responsible personnel, and a detailed six-month training timeline. The training covers General Hospitality Management, Financial Management, Human Resource Management, and Communication Skills, with specific courses and mentorship provided. Key performance indicators (KPIs) and feedback mechanisms are incorporated to ensure the employee's progress and readiness for the new role, emphasizing the importance of warmth, personalization, awareness, and proactivity in delivering exceptional service.

Running head: CAREER SUCCESSION PLAN
CAREER SUCCESSION PLAN
Name of the Student
Name of the University
Author note:

1CAREER SUCCESSION PLAN
Table of Contents
Objectives........................................................................................................................................2
Identify key points...........................................................................................................................2
Areas of Exposure..........................................................................................................................12
Responsible person........................................................................................................................12
Time frame.....................................................................................................................................13
Responsible person feedback.........................................................................................................16
Reference:......................................................................................................................................17

2CAREER SUCCESSION PLAN
Objectives
The general objectives of a career succession plan include the steps that needs to be taken
to promote one employee or a group of employees to a higher post. The idea is to plan their
succession of career step by step so that the future of the employee is clear in front of him or her
(Deery and Jago 2015). In this case the employee who is already serving in the position of Senior
Housekeeping Supervisor and also taking care of the position of Senior Housekeeping
Supervisor is required to be permanently promoted to the position of Senior Housekeeping
Supervisor. The expectations from such a promotion is obviously high and in this particular case
the senior management can be assured about the quality of work because the person is already
serving additionally as Assistant Executive Housekeeper, therefore the employee is aware about
the various expectations that the senior management holds from him and also the person is
already in the process of getting trained for the job. It is however imperative for the management
to arrange for required training to the employee so that he or she may be better efficient (Van der
Wagen and Goonetilleke 2015).
Identify key points
Present Job Role Future Job Role Training Required For the
New Role
Directs and controls all
subordinate housekeeping hosts
to ensure that all day to day
operational matters are handled
on time and guest expectations
are met.
Quality Customer Service
 Identify changes in
consumer patterns and
identify measures for
improvements.
 Monitor changes in
accommodation and
room trends and identify
trends that may be
introduced.
 The person needs to be
imparted with the
training of advanced
marketing in the field
of Hospitality
management.
 The person needs to be
aware about the
statistical situation of
hospitality
management.

3CAREER SUCCESSION PLAN
 Review service
standards, identifying
and implementing
measures for
improvement.
 Ensure supervisors are
monitoring and
effectively maintaining a
consistently high
standard of customer
service on a day-to-day
basis.
 Ensure all cleaning and
servicing of rooms and
guest areas are being
effectively supervised
and inspected with
actions taken to ensure
Company and
departmental standards
are met.
 Attend to and resolve
complaints, investigating
and taking strategic
measures to reduce
complaints.
 Respond to all written
communications from
customers within twenty
four hours and within
two hours (or as
appropriate) from verbal
communication.
 Observation abilities
and instant decision
making power needs to
be increased.
 Managerial and human
skills to manage
people and deal with
them in the best
possible way.
 Extremely well
communication
capabilities (Ryan
2015).
Responsible for supervising the
turndown attendants, conducting
monthly inventories, and
assisting the Housekeeping
Manager with additional projects
for the betterment of the
property.
Financial Management
 Forecast long term
expenditure relating to
anticipated turnover and
expected budgets.
 Monitor existing trading
patterns against budget.
 Monitor chemical, linen,
 Complete knowledge
of financial
management.
 Understanding the
process of making
budgetary allocations.
 Knowledge of
chemical, linen,
perishable and
consumable products.

4CAREER SUCCESSION PLAN
perishable and
consumable costs against
budgets and investigate
variances.
 Monitor wages costs
against budget, rosters
and turnover and
investigate variances.
 Assist in the
development of Annual
reports or business plans.
 Ensure all purchases
meet the budgetary
requirements by using
and seeking
authorization of purchase
orders.
 Knowledge of annual
report making and
other financial reports.
Assigns villas for cleaning as per
schedules and monitors the
cleaning process.
Human Resources
 Monitor productivity of
the department.
 Effectively recruit and
select new employees in
accordance with the
group policies manual.
 Assist with the delivery
of orientation programs
and other training
programs.
 Anticipate long term
recruitment needs and act
accordingly to minimize
disruption to workflow,
efficiency and
productivity.
 Forecast labor costs on a
monthly and annual
basis.
 Manage the effective use
of group and
departmental policies
and procedures,
employee handbooks and
 Basic knowledge of
human resource
management.
 Human skills and
knowledge.
 Knowledge about
counseling the
employees as and
when required.

5CAREER SUCCESSION PLAN
other materials made
available to employees.
 Monitor employee
satisfaction and identify
methods for continual
improvement.
 Conduct a weekly
meeting of supervisors
and quarterly meeting of
all employees within the
department.
 Provide regular training
and development of all
housekeeping line
employees and
supervisors either
independently or
together on products,
services or skills.
 Review and authorize all
timesheets prior to
payment.
 Counsel employees
having difficulty with
work related issues,
attitudinal problems or
conflicts.
 Issue and document
written or verbal
warnings in accordance
with the group policies
and procedures manual.
 Conduct annual
performance appraisals
of all employees within
the department.
Assigns villas for cleaning as per
schedules and monitors the
cleaning process.
Other Duties and Expectations
 Have a complete
understanding of the
Company’s vision,
mission, ethics and
strategies.
 Awareness about the
history of the company
and all other aspects.
 Legal knowledge about
the field in which the

6CAREER SUCCESSION PLAN
 Regularly take part in
professional
development programs to
enhance quality of
service, knowledge or
skills related to this
position.
 Comply with all aspects
of regulatory Acts.
 Always act in the best
interest of the company.
 To perform fair and
reasonable tasks as
directed without conflict
to these main duties.
person is working.
Interview, hire, train, recommend
performance evaluations, resolve
problems, provide open
communication and recommend
discipline and/or termination
when appropriate with approval
of Executive Housekeeper.
Interview, hire, train, recommend
performance evaluations, resolve
problems, provide open
communication and recommend
discipline and/or termination
when appropriate with approval
of Executive Housekeeper.
Oversees the condition of
plants both within and outside
the villas and reports any
problems to immediate
supervisor.
Oversees the mini-bar operation
ensuring bars are restocked in a
timely and efficient manner.
Oversees the mini-bar operation
ensuring bars are restocked in a
timely and efficient manner.
Attend any guest requests
ensuring the guest satisfaction
and fulfillment.
Maintains and adheres to the
policy regarding lost and found

7CAREER SUCCESSION PLAN
and reports any security
concerns to supervisors.
Handles customer complaints if
possible, or reports them to
supervisors.
Coaches, counsels, disciplines
and develops subordinate Hosts.
Areas of Exposure
The areas where the employee needs to be further exposed for improving the skills
needed for the mentioned job role of Assistant Executive Housekeeper are:
(1) General Hospitality Management
(2) Financial Management
(3) Human Resource Management
(4) Communication Skills
Responsible person
The Assistant Executive Housekeeper will be kept in direct supervision of the Senior
Human Resource Manager of the company. The Senior most Human Resource Manager is
already aware about the different job roles that needs to be performed by the employee holding
the post of Assistant Executive Housekeeper and therefore it would be effective for him to
directly supervise and train the employee in the required fields.

8CAREER SUCCESSION PLAN
Time frame
Name of
Training
1st Month 2nd Month 3rd Month 4th Month 5th Month 6th Month
General
Hospitality
Management
The employee
must be
enrolled in a
effective
online
Hospitality
Management
diploma course
which will run
for one year till
the final
certification
(Dhar 2015).
Financial
Management
When the
employee is
in the 2nd
month of his
or her
course in
general
hospitality
managemen
t the
employee
may be put
under direct
supervision
of the Chief
Financial
Officer of
the
company for
training in
finance.
After three
months of
training in
Financial
managemen
t the
training
ends with a
in-house test
by the CFO.
Human
Resource
Management
The
employee is
already
under the
direct
supervision
of the
Human
The training
in the
human
resource
managemen
t ends after
three
months with

9CAREER SUCCESSION PLAN
resource
manager
who may
start the
training of
human
resource
managemen
t under him,
the
employee
may take
help from
free online
resources.
a in-house
test by the
HR
manager.
Communication
Skills
Enrolled in
weekly
communication
and personality
development
course of 6
months.
The training
ends with
certification.
Responsible person feedback
The Senior Human Resource Manager will be maintaining a KPI (Key Performance
Indicator) sheet that will be shared at the end of the training with the General Manager and the
Director/s. The feedback of the supervisor will be objective and quantitative.

10CAREER SUCCESSION PLAN
Reference:
Deery, M. and Jago, L., 2015. Revisiting talent management, work-life balance and retention
strategies. International Journal of Contemporary Hospitality Management, 27(3), pp.453-472.
Dhar, R.L., 2015. Service quality and the training of employees: The mediating role of
organizational commitment. Tourism Management, 46, pp.419-430.
Ryan, C., 2015. Trends in hospitality management research: a personal reflection. International
Journal of Contemporary Hospitality Management, 27(3), pp.340-361.
Van der Wagen, L. and Goonetilleke, A., 2015. Hospitality Management, Strategy and
Operations. Pearson Higher Education AU.