Free Essay

Job Competency Model

In: Other Topics

Submitted By Jazminemonae
Words 458
Pages 2
The job that I decided to pick for this assignment is the job of a waiter/waitress. A waitresses responsibility is to take orders and serve food/beverages to patrons in a dining establishment. He or she may also have to recommend food/beverages to people who have never been to the restaurant before. It’s important for them to know the menu thoroughly so that they are able to answer any questions that someone may have regarding menu choices.
A waiter/waitress has to write patrons’ food orders on order slips, memorize orders, or enter orders into computers for transmittal to the kitchen staff. They have to then check with customers frequently to ensure that they are enjoying their meals and take action to correct any problems. The main goal is for your customers to be satisfied so that the result is a great tip to the waiter/waitress and for them to return to the business establishment in the future. Waiters/waitresses prepare checks that itemize and total meal costs and collect payments from customers (O Net 2015).
Competency Model
Occupation Specific Task
• Present menus to patrons and answer questions about menu items, making recommendations upon request.
• Explain how various menu items are prepared, describing ingredients and cooking methods.
• Inform customers of daily specials.
• Serve food or beverages to patrons, and prepare or serve specialty dishes at tables as required.
• Stock service areas with supplies such as coffee, food, tableware, and linens.
Academic Competencies
• High School diploma or equivalent
• The ability to listen and understand information and ideas through spoken words and sentences.
• The ability to speak clearly so that others can understand you.
• The ability to remember information such as words, numbers, pictures, and procedures.
• The ability to concentrate on a task without being distracted.
Technical Competencies
• Operate credit card processing machines
• Point of sale software knowledge
• Operate touch screen monitors
• Operate cash registers
Developing the Competency Model
The competency model that I developed is a description of the competencies that are required for a job as a waiter/waitress. I was able to develop this competency model from the O*Net website. The set of competencies information is readily available on the website which made the model easy to develop.
Competency or Training
A person trying to get a waiter/waitress job does not have to have all of the necessary skills to be hired. Training can easily be done by an employee who has experience with the restaurant business. Most people already know how to do most of the skills needed for the academic competencies. For someone new to the business, training will need to be done so that the person is able to master the competencies necessary to do their job well.

Similar Documents

Premium Essay

Competency Models - a Review of Literature and the Role of the Employment and Training Administration

...Competency Models: A Review of the Literature and The Role of the Employment and Training Administration (ETA) Pilots and Demonstration Team Division of Research and Evaluation Office of Policy Development and Research Employment and Training Administration U. S. Department of Labor January 29, 2008 Michelle R. Ennis Acknowledgements The author would like to thank Heidi M. Casta, Division Director, Research and Evaluation, and Jonathan Simonetta, Team Leader, Pilots and Demonstrations, for their thoughtful review of early versions of this paper and helpful feedback. 3 Competency Models: A Review of the Literature and The Role of the Employment and Training Administration (ETA) For over 30 years, business and industry has utilized competency models to select employees. The trend to use competency-based approaches in education and training, assessment, and development of workers has experienced a more recent emergence. With the mobility of the workforce and retirement of the baby boomers, competency models are being used for succession planning as well. It is within the last few years that the Employment and Training Administration (ETA) has turned its focus on skills acquisition and assessment to the competency model process for determining the needs of business and employers and the requirements of skilled workers. Recently, ETA has been engaged with business, industry, and education/training leaders to develop competency models for targeted industries and broker...

Words: 6251 - Pages: 26

Premium Essay

Competency Mapping

...on in recent times on the issue of competency mapping. A lot of resource is spent and consultants are invited to do competency mapping. Competency mapping is gaining much more importance and organizations are aware of having good human resources or putting the right people on right job. Competency mapping is important and is an essential exercise. Every well managed firm should have well defined roles and list of competencies required to perform each role effectively. Such list should be used for recruitment, performance management, promotions, placements and training needs identification. In performing or carrying out work, it is essential that the required job skills first be articulated. This information not only helps to identify individuals who have the matching skills for doing the work but also the skills that will enhance the successful performance of the work. Yet often to perform well, it is not enough just to have these skills. It is also critical to complement the skills with the necessary knowledge and attitudes. For e.g. the necessary knowledge will enable an individual to apply the right skills for any work situation that will arise while having the right attitude will motivate him to give his best efforts. These skills, knowledge and attitudes required for the work are usually collectively referred as competencies. How Is “Competency” Defined in the Context of This Article? Many definitions of the term “competencies” have arisen over the past decade...

Words: 4496 - Pages: 18

Premium Essay

Bsc, Business Score Model

...Mô hình năng lực Career and Competency Pathing: The Competency Modeling Approach By Maggie LaRocca Introduction Competencies are behaviors that encompass the knowledge, skills, and attributes required for successful performance. In addition to intelligence and aptitude, the underlying characteristics of a person, such as traits, habits, motives, social roles, and self-image, as well as the environment around them, enable a person to deliver superior performance in a given job, role, or situation.Competency modeling is the activity of determining the specific competencies that are characteristic of high performance and success in a given job. Competency modeling can be applied to a variety of human resource activities. This research paper will describe how organizations identify their core competencies and how they are applying this competency data to improve performance. It will also explain some emerging trends in competency modeling. Developing Competency Models Competencies enable employees to achieve results, thereby creating value. It follows that competencies aligned with business objectives help foster an organization's success. Organizations must understand their core competency needs - the skills, knowledge, behaviors, and abilities that are necessary for people in key roles to deliver business results.According to Boulter, et al (1998), there are six stages involved in defining a competency model for a given job role. These stages are: 1. Performance criteria -...

Words: 1154 - Pages: 5

Premium Essay

Leadership Competency Model

...Leadership Competency Models Sabrina Flemming Ashford University Contemporary Issues in Organizational Leadership NBM1508A Dr. Ray Powers February 23, 2015 Leadership Competency Models Competency model describes the behaviors and skills managers need to exhibit if an organization is to be successful (Hughes, R.L., Ginnett, R.C., & Curphy, G. J. (2008). The competency model is determined from skills, attitudes, behaviors, and knowledge of the appointed leader in charge. The Chief Executive Officer has many responsibilities to take on as a leader. He/she must perform their work well while in the work place. This leader has to make big decisions when it comes down to the planning of different meetings, and there must be time management when doing so because in order to be responsible, you must make the right decisions at all times. If not, then the Chief Executive Officer as well as the company can draw negative feedback. Steve Kossakoski is the chief executive officer of the Virtual Learning Academy Charter School in Exeter, N.H. that state’s first statewide online public high school that launched in January 2008, and has since grown to 11,500 course enrollments and many of the students served by the school are high achieving learners (Ash, 2011). The Chief Executive Officer oversees every objectives, and strategies, he/she leads and direct the work of others and perform many other tasks. The board of directors must report to the chief executive officer before any decision...

Words: 987 - Pages: 4

Premium Essay

Assessing Human Resource Practices Alignment: a Case Study

...HUMAN RESOURCE PRACTICES ALIGNMENT: A CASE STUDY HERBERT G. HENEMAN III AND A N T H O N Y T. M I L A N O W S K I Research has established the link between HR practices and organizational performance, suggesting that the HR system has great strategic potential to drive organizational effectiveness. To capitalize on this potential, the organization must design and deliver HR practices that focus on necessary employee performance competencies, creating an HR system with vertical and horizontal alignment around those competencies. Doing this requires that the organization first assess how its HR practices are currently aligned and then develop ideas for improving HR practice that will be alignment enhancing. We call this diagnostic process Human Resource Alignment (HRA) assessment. We describe an HRA assessment process we developed and applied in a large public school district for the key job of teacher. The assessment was based on the district’s formal teacher performance competency model used, and was conducted by a group of human resources and instructional job experts from the district. These experts rated the degree of vertical and horizontal alignment and then developed suggestions for HR practice changes that would improve alignment. After describing the process and results, we present a series of lessons learned and directions for future research. © 2011 Wiley Periodicals, Inc. Keywords: strategic human resource management, human resource alignment assessment Introduction ...

Words: 10368 - Pages: 42

Premium Essay

Ha Hrm 5540

............................... I 1) Key competencies ...................................................................................................................................... 1 2) Utilization of key competencies ........................................................................................................... 1 3) Individual Use .............................................................................................................................................. 3 4) Personal Learning ...................................................................................................................................... 4 5) Literature ..................................................................................................................................................... II 1 1) Key competencies Competencies are defined as a set of behaviours and knowledge that enables a person to do its job properly.1 Competencies and knowing which competencies are needed are most important for a company. McClelland analysed in its paper from 1973 already that it is better for a company to test on a person’s competencies than on its intelligence.2 Not every job position needs the most intelligent person but the person who takes the job needs to have the requested competencies to fulfil the job. The problem is that there are not the one key competencies. Every single company or job requests its own competencies. To receive a better understanding about...

Words: 3407 - Pages: 14

Free Essay

Training and Development in Health Care

...the success of any organization, but when human lives are involved a bigger influence is weighted on the organization to ensure that their employees are fully trained and educated. There are many types of health care jobs out there and most of them require some sort of college education. It is imperative that the employees of any health care organization are properly trained and educated to fulfill the job requirements. Health care employees are working with patients where the smallest mistakes can have very dangerous consequences. Every action that the employee does must be done in the correct fashion to protect both the patient and the health care organization. There are state and federal standards that must be upheld by each health care organization and each employee must be properly trained and education on these standards. Billing departments, human resources departments, and various other departments have laws that have to be abide by and it is imperative that all employees are properly trained on these laws. It is vital to the organization that they understand this as well as the competencies needed to fulfill the job requirements. Competencies are the measurable or observable knowledge, skills, abilities, and behaviors (KSABs) critical to successful job performance...

Words: 805 - Pages: 4

Free Essay

Competency Mapping

... 10 * RESPONSIBILITY 11 * DISCOVERY AND DEVELOPMENT 12 4. COMPENETCY MAP 13-18 5. HUMAN RESOURCE DEPARTEMENT 19 6. PERSONNEL DEPARTMENT 20 7. ADMINISTRATIVE DEPARTMENT 21 8. RATIONALE AND OBJECTIVE 22-23 9. COMPETENCIES MAPPING AT MSD INDIA...

Words: 8260 - Pages: 34

Free Essay

Competeny Model

...Assignment On “COMPETENCY MODEL OF PERFORMANCE MANAGEMENT.” An Assignment submitted to the School of Business in partial fulfillment of the requirements of the Mid-term examination in Performance Appraisal Management, Spring—2011 Prepared By: HIMEL NISARUL HASAN ID: 08-11431-2 A Dissertation Submitted to HAFSA MARYAM Faculty Department of Human Resources Management American International University-Bangladesh Section: C Date: MARCH 4, 2011. Competency Model What is a competency? A competency is the capability to apply or use a set of related knowledge, skills, and abilities required to successfully perform "critical work functions" or tasks in a defined work setting. Competency is also used as a more general description of the requirements of human beings in organizations and communities. What is a competency model? A competency model is a collection of competencies that together define successful performance in a particular work setting. For several decades, business and industry has used competency models to select and develop their employees and for workforce planning purposes. A competency model is a "blueprint for outstanding performance". Why Competency Model importance...

Words: 646 - Pages: 3

Premium Essay

Competency Mapping

...Talent Management project On Competency modeling in IT industry Guided By: Submitted By: (DR. GANESH SINGH) Faraz Khan Kanika Sharma Pratibha Yadav Rahul Pandey Soumyani Chatterjee IILM Graduate School of Management 16, Knowledge Park II, Greater Noida-201 306 ACKNOWLEGDEMENT It is our privilege to take the opportunity to thanks all those who have directly or indirectly helped us in the completion of this present Project work. We are delighted to thanks DR.GANESH SINGH for his able guidance, constructive criticism and generous help throughout project. We would also like to express our appreciation for the encouragement and direct assistance, excellent cooperation, valuable suggestion and help given by him at every step of our project. Words fail to express our humble gratitude and profound regards to our Parents for their affectionate encouragement and blessing which always being a source of inspiration for us without which, it could not have been possible to achieve the objective. Content 1. COMPETENCY A competency is an underlying characteristic of a person, which enables him to deliver...

Words: 9627 - Pages: 39

Premium Essay

Competency Modelling

...Competency modelling: A better approach in contemporary HRM practice? Introduction In the contemporary human resource management (HRM) practice, the process of human resource assessment and selection is shifting from the traditional job-based system of HRM to a newly-established competency approach. According to Dubios’ work (1998), more and more medium-sized and larger organizations are adopting the competency approach to replace the traditional job-oriented method to select and assess their employees in the USA and around the globe. This change happens mainly for the reason that the traditional job-based personnel management systems have shown a tendency to break down when jobs are dissolving under more flexible working conditions and simplification of the bureaucratic hierarchies of the contemporary organizations (Lawler, 1999). Based on the works of Nyboe (2004), in principle there are two distinct approaches to align work and competencies: to start with the work and adjust people and their qualifications to work requirements (job or production approach) or, alternatively, to start with the worker and assign tasks to workers according to their skills (competency or training approach). On one hand, in the job approach, tasks are grouped into individual jobs according to what is regarded a rational division of labor, and workers are recruited and trained to meet the requirements of those tasks. On the other hand, a competency approach has a shift of focus from...

Words: 2345 - Pages: 10

Free Essay

What Is Competency?

...WHAT IS COMPETENCY? Competencies refer to skills or knowledge that lead to superior performance. These are formed through an individual/organization’s knowledge, skills and abilities and provide a framework for distinguishing between poor performances through to exceptional performance. Competencies can apply at organizational, individual, team, and occupational and functional levels. Competencies are individual abilities or characteristics that are key to effectiveness in work. Competencies are the characteristics of a manager that lead to the demonstration of skills and abilities, which result in effective performance within an organizational area. Once the job requirements have been clarified (and competencies provide a framework for doing this), then competency interviewing helps interviewers look for evidence of those requirements in each candidate. For people already in jobs, competencies provide a way to help identify opportunities for growth within their jobs. Competencies are not "fixed"–they can usually be developed with effort and support (though some are harder to develop than others). Employees and their managers together can identify which competencies would be most helpful to work on to improve the employee’s effectiveness. They can then integrate that into a learning plan that may include on-the-job experience, classroom training, or other developmental activities. Competencies are not a tool to be used for evaluating people for layoffs. Competencies are only...

Words: 1643 - Pages: 7

Premium Essay

Competency Mappin

...Competencies include the collection of success factors necessary for achieving important results in a specific job or work role in a particular organization. Success factors are combinations of knowledge, skills, and attributes (more historically called “KSA’s”) that are described in terms of specific behaviors, and are demonstrated by superior performers in those jobs or work roles. Attributes include: personal characteristics, traits, motives, values or ways of thinking that impact an individual’s behavior. Competency mapping journey has to be very clear about the business goals, capability-building imperatives and core competencies of the organization. Thecompetency mapping process needs to be strongly integrated with these aspects. Competencies in organizations tend to fall into two broad categories: - Personal Functioning Competencies: These competencies include broad success factors not tied to a specific work function or industry (often focusing on leadership or emotional intelligence behaviors). - Functional/Technical Competencies: These competencies include specific success factors within a given work function or industry. Here we need to identify the BFSI domain knowledge with technical expertise. The most effective route is to employ recognized best-practice internal research methodology using behavioral event interview (BEI) techniques to selectively sample the target population (supplemented with expert panels and 'Competency Requirement Questionnaires'...

Words: 402 - Pages: 2

Free Essay

Hr Lessons

...WHAT IS COMPETENCY? Competencies refer to skills or knowledge that lead to superior performance. These are formed through an individual/organization’s knowledge, skills and abilities and provide a framework for distinguishing between poor performances through to exceptional performance. Competencies can apply at organizational, individual, team, and occupational and functional levels. Competencies are individual abilities or characteristics that are key to effectiveness in work. Competencies are the characteristics of a manager that lead to the demonstration of skills and abilities, which result in effective performance within an organizational area. Once the job requirements have been clarified (and competencies provide a framework for doing this), then competency interviewing helps interviewers look for evidence of those requirements in each candidate. For people already in jobs, competencies provide a way to help identify opportunities for growth within their jobs. Competencies are not "fixed"–they can usually be developed with effort and support (though some are harder to develop than others). Employees and their managers together can identify which competencies would be most helpful to work on to improve the employee’s effectiveness. They can then integrate that into a learning plan that may include on-the-job experience, classroom training, or other developmental activities. Competencies are not a tool to be used for evaluating people for layoffs. Competencies are only...

Words: 1643 - Pages: 7

Premium Essay

Research Method

...A Study on “COMPETENCY MAPPING” (TITAN INDUSTRIES LTD., HOSUR) Prepared by RICHA JAUHARI Registration No: 11010121094 Under the Guidance of Dr Debashish Sengupta Prepared by RICHA JAUHARI Registration No: 11010121094 Under the Guidance of Dr Debashish Sengupta In partial fulfillment of the Course-Industry Internship Programme (IIP) in Semester II of the Master of Business Administration (July 2011-13) Industry Internship Programme (IIP) Declaration This is to declare that the Report titled “COMPETECNY MAPPING” has been made for the partial fulfillment of the Course: Industry Internship Programme (IIP) in Semester II (July 2011-13) by me at TITAN WATCH DIVISION,HOSUR under the guidance of Dr. DEBASHISH SENGUPTA . I confirm that this Report truly represents my work undertaken as a part of my Industry Internship Programme (IIP). This work is not a replication of work done previously by any other person. I also confirm that the contents of the report and the views contained therein have been discussed and deliberated with the faculty guide. Signature of the Student : Name of the Student (in Capital Letters) : RICHA JAUHARI Registration No : 11010121094 Master of Business Administration Certificate This is to certify that Mr. / Ms. ’Richa Jauhari’ Regn. No. 11010121094 have completed the report titled...

Words: 3947 - Pages: 16