الفهرس 
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Abstract
This study aims to develop a proposed model for the development of job replacement charts in five-star hotels in Sharm El-Sheikh city. In order to achieve these objectives, a semi-regular interview was conducted with 50 human resource managers and 700 questionnaire forms were distributed, 699 valid for statistical analysis, in a five-star hotel in Sharm El-Sheikh. The obtained results indicated that there are some related reasons for their lack of interest in implementing job replacement charts. Hotel management mainly focuses on current and future issues and requirements. On the other hand, do not plan for the future needs and requirements of the hotel. Fear of replacement job between leaders, in addition to time, is another constraint because planning for replacement charts cannot be done effectively in emergency situations; It also takes time to ensure that the organization is moving in the right direction. Based on the results, a model was proposed to develop job replacement charts in five-star hotels in Sharm El-Sheikh city. Succession is the process of identifying and evaluating potential successors to key positions throughout an organization, and providing these successors with the appropriate skills and experience for their current and future jobs so that they are prepared to assume new leadership roles, and are prepared to fill key positions when appointed to do so. Important and influential jobs in the organization such that if a key employee leaves, the replacement is ready to do his job without negatively affecting work performance. The succession planning process is an integral part of the tasks performed by the Human Resources Department in the Hotel Management Department. It contributes to developing the professional skills of employees, as it has become one of the basic activities and tasks that the head of the human resources department must perform. It is also his duty to draw the attention of management to all issues related to the replacement, in line with the hotel’s strategy and budget. Any organization must identify its main and important jobs, and then work on human resources planning as a cornerstone and entry point for job succession planning, due to the role of job replacement in maintaining the continuity of providing the organization’s distinctive competencies, and the organization must also follow scientific foundations in selecting job candidates. The mission and leadership positions, and they must work in an institutional and organized manner when developing job replacement policies with the aim of preparing alternative leadership cadres. The importance of job replacement lies in identifying employees with distinctive competencies and skills, striving for promotion and reaching leadership levels. Attracting and retaining people with distinctive capabilities and competencies for the organization by creating common tasks between human resources planning and job replacement. Career succession aims to improve the recruitment process for key leadership positions, and effectively develop potential successors by ensuring career development, analyzing workloads, defining responsibilities, and demonstrating the skills and knowledge needed for the future. This study seeks to investigate and know the mediating role of job replacement plans, and the extent of its impact on the effectiveness of training programs that lead to improving job competencies in Egyptian hotels. The study was divided into five chapters. The first chapter is entitled “Introduction to the Study.” This chapter includes: a general introduction to the study, a statement of the problem, the aim and objectives of the study, the hypotheses of the study, the limitations of the study, definitions of terms, and the organization of the study. The second chapter is entitled “Previous Studies”. This chapter aims to study previous studies related to the subject of the study. This chapter aims to identify the most important terms in the study in addition to providing the researcher with information about previous studies most closely related to the subject of the study, and is divided into three parts. The first part of this review “Strategic Planning in Human Resource Management” The second part of this review is about an overview of succession planning in the hotel industry. The third part focuses on hotel training programs. The third part focuses on employee competencies. The third chapter is entitled “Study Methodology”. This chapter presents a step-by-step procedure for this study. The research structure of the study depends on the research methodologies. Study methodology is the treatment that will be applied to the data collected. It specifies the research design, study methodology, population, study sample, data collection tools, and data analysis. Chapter Four is entitled “Results and Discussion”. This chapter presents the results of the data that were allocated with the third chapter dealing with the results and analysis. Chapter Five is entitled “Summary and Recommendations”. It outlines a summary or summary based on interpretations or recommendations for further research. In addition to a proposed plan to implement job replacement plans in Egyptian hotels. Objectives of the study: 1- Determine the replacement plans for the hotels under investigation. 2- Verifying the design of training programs based on job replacement plans. 3- Highlighting the effectiveness of these training programs in improving job competencies. 4- Clarifying the relationship of job succession maps to employee development. 5- Determine the impact of developing job succession maps on developing the skills of hotel employees. 6- Study the relationship between job succession maps and training programs to improve job competencies. 7- Building a proposed model for developing job replacement maps in hotels. Recommendations 1. Hotel governance and relying on institutional decisions instead of individual decisions is a good solution to overcome the problems of employee replacement. 2. Increase employee loyalty 3. Senior management is responsible for identifying and selecting candidates capable of working in senior positions within the organization in the future. 4. The leader must change his lifestyle 5. Preparing employees to accept the concept and policy of job rotation. 6. Job enrichment through training and guidance. 7. Combining hotel guidance. 8. Appointing a specific party in the hotel to develop a job replacement policy and set general controls for its implementation.