How should hotel management draw the competency model of ideal position?

That is to say, don't talk about establishing competency model from the beginning, but adopt iterative thinking of gradual evolution to do this work.

1, starting with the job description.

The following steps are recommended:

1) Organize posts;

2) Confirm the post name, responsibilities, work contents, work standards and assessment indicators;

3) Distribution and refinement of rights;

4) Establish a qualification system, and gradually introduce abstract capability description into the qualification system;

I think that through these four steps, you can do some practical things in job identification, job positioning and job evaluation, and you can also accumulate some experience, which is beneficial for you to make a competency model with external help or do it yourself in the future, and it is easier to promote the landing of competency model in your company.

2. Gradually introduce post quality evaluation.

By gradually introducing post quality evaluation in key positions, it is suggested to take two steps. First, it is used in recruitment to evaluate and select talents for job seekers and accumulate some practical experience, so that leaders and employees can see the advantages of quality evaluation.

If the first step is done well, introducing talent evaluation into competitors who will be promoted to middle-level cadres in the future will not affect the worries and antipathy of the former post leaders, but also stimulate everyone to make a fairer judgment on competitive selection.

3. Accumulate experience, and first establish a job quality model in an easily identifiable position.

Suggest a three-step strategy:

1) Starting from HR, first establish the quality model of post personnel in the human resources department;

2) Promote other functional management departments and gradually establish competency models of these functional management departments;

3) Establish the competency model of front-line departments.