COMPETENCY ASSESSMENT AND DEFINITION

Business Challenge
A large global hotel management company identified the need to reassess the organization’s competency model and update their performance appraisal process.  The organization had an aggressive timeline for updating the competencies in order to align with the following year’s performance evaluation cycle.  Due to an aggressive timeline and strategic importance of the effort, the organization needed assistance finalizing company-wide competencies and developing job specific competencies.  Eagle Hill worked with the organization to quickly turnaround the final competency list and definitions.

Solution
Eagle Hill completed the following activities to finalize the core competencies and develop job specific competencies.

• Researched Industry Best Practices.  The Eagle Hill team researched industry best practices to identify key competencies.  The research included interviewing several leading competency experts in the hospitality industry.  The study helped to identify gaps and considerations to the core competencies.
• Analyzed Job Competencies.  The team reviewed and assessed over 55 position descriptions to identify common competencies found across all reviewed positions.  The large number of position descriptions and lack of clear job families made it difficult to analyze the data.  Eagle Hill created a matrix to identify competency groups across the positions / job titles and map each position to the appropriate job specific competencies.
• Finalized Competencies.  Eagle Hill conducted a detailed review of each core competency and definition.  The team created a document that outlined the changes and a description of changes to help stakeholders understand the business reasons behind the changes.  In addition, the team created a detailed plan to finalize the core competencies and implement the updated performance appraisal system.

Results Achieved
By working collaboratively with the client, our team helped complete the core competencies and develop a finalized draft of the job specific competencies within a very aggressive timeline.  The effort resulted in a best practice core competency list, key job specific competencies, job specific competency matrix, and a detailed implementation guide.

SOLUTION SPOTLIGHT

Change Management
Implementing a new program or initiative within your organization affects your employees, customers and other stakeholders, in short, the implementation of a new program affects your business performance.  Read more.