SUCCESSION PLANNING AND

MANAGEMENT DEVELOPMENT
PROGRAM AND COMPETENCY
AND PROFICIENCY
 Introduction
Human Resources Department Apprentice
may want to apply or another employee
whenever an employee leaves
may be seeking a lateral transfer. If no
and his or her position becomes suitable candidate is available, then
vacant, usually advertises the another advertisement is made on
job opening internally first. social media and job hunting websites
or in traditional media.
3 options if the vacancy is
Supervisory level position

promote the best-fit staff

transfer a qualified and
competent supervisor seeking
to be transferred
hire an external candidate. supervisory position
Hiring internally is always better for employees'
morale as they would readily see and feel that
the company recognizes their need for career
growth and development. If a company always
hires externally and does not believe its own
employees are capable to rise the management
ladder, it reflects badly on its employee training
and development programs.
 If the vacancy is
Managerial level position

If the vacancy is a managerial level

position, the options are similar to
that of supervisory level positions,
except that a higher level of
competencies would be required. managerial position
3 important preliminary steps transpire

1 PRE-DEPLOYMENT DOCUMENTATION

2 PRE- DEPLOYMENT TRAINING

3 PROBATIONARY EMPLOYMENT
 It is important for the promoted employee to
complete his pre-appointment documents such
as appointment letter or contract; medical
requirements; education, training, and work
credentials; local work permit; and for foreign
workers, government work permit, travel and
board, and lodging arrangements.
 A person to be promoted with
limited experience is subjected to
one to four weeks of training to
ensure there is a proper turnover
of documents, the orientation of
the job description and
expectations, and smooth
transition of duties.
For sensitive and high positions, an
internal candidate who is chosen to
replace an executive is made to
undergo six months to one-year
understudy program wherein the
exiting manager trains the incoming
successor on all he or she needs to
know to carry out the duties required
by the position.
 Evaluation
made at the end of the training
or understudy program to
assess the readiness of the
promoted or hired employee.
 If the employer fails to conduct
he or she is alr an employee performance
eady
under probatio evaluation within six months and
n
within a period the employee works beyond the
of one
to six months Once the newly said period, by operation of law,
promoted or the employee is deemed
tenured or regularized
hired employee
commences
r su p er ior s
p e rf o rm an c e working: imperative f o
His or her p a rt m e n t to
d be fo r e and the HR D e
is asses se u le
n th e sc h e d
n g pe rm a ne n t be vigilant o
offeri p e r f or m a n c e
status of periodic
appraisals
 Succession planning
is the process of identifying important and
critical positions in the organization and
creating a talent pipeline, by preparing
employees to fill vacancies in their
organization as others retire or move on in
their careers.
 Successor
is an incumbent employee, possibly within the
same department, with the right knowledge,
skills, and attitudes to fill a vacant position
until a permanent replacement can be
identified. In many cases, the temporary
placeholder eventually becomes the
permanent successor.
 Succession planning
helps ensure business continuity and
performance, particularly during times of
shifting leadership and change. Even when
there is no identifiable successor within an
organization, succession planning can help
identify the knowledge, skills, and training
needed in a future external candidate.
suggested timeline for recruiting a successor for critical
positions within various levels of management
 Secondment
is an intervention wherein an employee with similar
qualifications and competencies from another
property or outlet is transferred or assigned on
loan to the distressed property or outlet. It is
assumed that the loaning property or outlet has
enough qualified and competent employees who can
be relied on to replace temporarily the departing
employee.
 Secondment
For companies with multiple properties or
outlets, under very tight circumstances (i.e.,
when the exiting employee leaves suddenly or
the HR Department has not hired a suitable
candidate yet), secondment may be one option to
consider. The secondment period may have a
duration of one month to 24 months.
COMPETENCY AND
PROFICIENCY
CERTIFICATIONS
One of the important credentials of
job applicants is a portfolio or set of
competency and proficiency
certifications. Assessing a worker's
competency and proficiency are two
different things.
 Competency
is a measurable pattern of knowledge, skills,
abilities, behaviors, and other characteristics
that an individual needs to perform work
roles or occupational functions successfully.
specify the "how" of performing job tasks, or
what the person needs to do the job
successfully.
 Competencies are used for:
1 ASSESSING AND SELECTING CANDIDATES FOR A JOB

2 ASSESSING AND MANAGING EMPLOYEE PERFORMANCE

3 WORKFORCE PLANNING

4 EMPLOYEE TRAINING AND DEVELOPMENT

 Competency model
is a traditional way to
identify what needs to be
included in a typical training
program.
 3 Parts

SKILLS KNOWLEDGE ATTITUDE

 Proficiency model
looks at the world from a completely
different point of view.
both a measure of performance and a set
of observable behaviors that describe
what a proficient employee produces and
how the employee must work to achieve
those results.
 Many employees in the tourism industry are
college graduates but there is also a large
number of non-college graduates. This second
group comprises employees who are either high
school graduates or graduates of technical-
vocational courses. For them, certifications
matter a lot as some employers tend to look at
these documents as a good alternative to a
college degree.
 EXAMPLE

Kyle, 19 years old, graduate of a Patrick, 22 years old, is a

technical-vocational school, has
earned a National Certificate of
Competency II in Food &
Beverage Service from TESDA,
has 2-year experience as a
waiter in a fast-food outlet and
a buffet restaurant.
graduate of B.S. Hospitality
Management in a university in
Manila had on-the-job training in
a 3-star city hotel, attended
several seminars on food and
beverage service, and has no
work experience.
Technical Education and Skills Development Authority
(TESDA)
In the Philippines, one A TESDA assessor conducts a
variety of assessment
of the most valued
methods for example: written
certifications is the test, oral examination, and
one given by the practical test to ascertain the
government through applicant's true competency
the (TESDA). in the skill applied for.
pursues the assessment and
certification of the
competencies of the middle-
level skilled workers through
the Philippine TVET
Competency Assessment and
Certification System (PTCACS).
 The assessment process seeks to determine
whether the graduate or worker can perform
to the standards expected in the workplace
based on the defined competency standards.
Certification is provided to those who meet the
competency standards. This ensures the
productivity, quality, and global
competitiveness of middle-level workers.
TESDA has a Registry of Certified Workers that
provides information on the pool of certified
workers for certain occupations nationwide.

TESDA also has accredited assessment centers

as well as competency assessors who conduct
the competency assessment processes for
persons applying for certification.
Why are tourism and hospitality certifications important?

1 WITH THE SHEER NUMBER OF PROFESSIONALS DESIRING TO JOIN

THE INDUSTRY, FORMAL RECOGNITION OF EXCELLENCE IS DESIRED.

TOURISM AND HOSPITALITY CERTIFICATIONS HELP THOSE WITH HIGH LEVELS

2 OF INDUSTRY EXPERTISE AND JOB PERFORMANCE STAND OUT FROM THE REST.

THOSE WHO ARE PASSIONATE ABOUT THEIR CHOSEN PROFESSION ARE MORE
3 THAN LIKELY TO PURSUE ONE OR MORE CERTIFICATIONS.
TESDA issues national certification (NC) and certificate of competency (COC)
on the following:
 Culinary Field
There are many certifications issued in the United
States but may be availed by culinarians around
the world. In terms of food handling, the most
prominent are ServSafe Certification and the
Hazard Analysis Critical Control Point
Certification. Some certifications are issued in
various regions and countries.
 Housekeeping
there are not too many available
certifications and most of them are in the
United States. There are also certifications
for more senior positions (e.g., rooms division
manager, executive housekeeper, and laundry
manager).
 Front Office/Guest Services
the few very specialized certifications range from
basic receptionist work to butler and concierge
services.

Travel trade sector

there are a number of selected certifications
that would suit one's specialization
Examples of Certificates
CULINARY FIELD

FRONT OFFICE AND GUEST SERVICES

 HOUSEKEEPING

TRAVEL TRADE SECTOR

Thank you for
listening
Bayos, Jemina Margaret
Chica, Mary Algerie
Imperial, Kimberly
Lopez, Neil
Mondia, Jolina May
Salva, Paulene