25604
page-template-default,page,page-id-25604,page-child,parent-pageid-25538,stockholm-core-2.4,tribe-no-js,select-child-theme-ver-1.1.2,select-theme-ver-9.10,ajax_fade,page_not_loaded,,qode_menu_,wpb-js-composer js-comp-ver-7.7,vc_responsive

How to use the toolkit to revise and develop job/occupational profiles

 

Within the Tourism Sector Skills Toolkit there are examples of occupational profiles that show roles across the tourism industry, throughout the sub-sectors and levels.  The top section of the profile i.e. overview of the role, responsibilities, working environment and hours, entry requirements and progression pathways have been developed to show the typical information that you would expect to find for that role.  However, the second section of the profile, where it shows Knowledge and understanding (know it), Competencies (show it) and Behaviours (live it) has been developed solely using the skills, knowledge and behaviours identified within the matrix.

 

This means that the end-user can quickly and easily identify knowledge, skills and behaviour requirements that are directly linked to green, digital and social attributes.  This, in turn, allows for faster comparison to existing profiles and person specifications to see where the gaps are in the present documentation / resources and what needs to be added to bring the profile up-to-date and green, digital and social compliant.  The toolkit has a wide- range of roles which will give the end-user a good understanding of the type of knowledge, skills and behaviours that may be needed for the role within the workplace, even if the exact profile is not included.

 

These profiles can be used by industry and educational establishments to understand the knowledge skills and behaviours that are required to enable a person to successfully carry out their role with regards to the green, digital and social aspects.

 

Within the toolkit there are some templates, checklists and guidance documents to further support HR departments, employers and other stakeholders during the process of revising and developing this essential HR documentation.

How to use the matrix to revise and develop HR documentation

 

The online skills and competency matrix will be an invaluable tool when reviewing and updating all HR documentation including job descriptions, recruitment advertisements, selection criteria and grading sheets, person specifications and performance reviews.

By referring to the matrix to identify knowledge, skills and behaviours for HR documentation, HR practitioners will know that the data is up-to-date, internationally recognised and future-proof.  By using the same data set for all HR documentation, it will allow for standardisation across the HR documentation and processes for green, digital and social skills within an organisation. It will also facilitate benchmarking with other organisations and to occupational standards.

 

Performance management is an important HR function and will ensure that all staff are supported to achieve their best output and have opportunities to develop and progress.  Green, digital and social attributes are becoming increasingly important within society and in the workplace.  Legislation, awareness campaigns, increased moral duty, a desire to protect the environment and digital evolution are all factors raising the importance of the green and digital agenda.  Combined with the ever-increasing demand from employers for educational establishments and college led training programmes to produce work-ready graduates resulting in social skills being key for employment and progression, for many HR practitioners, green, digital and social knowledge, skills and behaviours are key focus areas.

 

List of resources:

Mapping documents: 

Level 1 D, S, G Mapping Document 

Level 2 D, S, G Mapping Document 

Level 3 D, S, G Mapping Document 

Level 4 D, S, G Mapping Document 

Level 5 D, S, G Mapping Document 

Level 6 D, S, G Mapping Document 

Level 7 D, S, G Mapping Document 

Level 8 D, S, G Mapping Document 

 

Occupational profiles: 

Catering Manager  

Environmental Education Officer  

Events Manager  

Fast Food Restaurant Manager  

Head Chef  

Head of Marketing – National Tourist Board  

Project Manager  

Heritage Manager  

Hotel Receptionist  

Housekeeper  

Tourism Officer  

Museum or Gallery Exhibitions Officer  

PR and Social Media Manager  

Public House Manager  

Theme Park Manager  

Tourism and Destination Marketing Manager  

Tourist Information Centre Manager  

Visitor Centre and Gallery Assistant  

Waiter or Waitress  

 

Templates and checklists: 

Job description basic template 

Job description detailed template 

Person specification template 

Occupational profile template 

Learning needs analysis process  

Identifying learning needs checklist 

Focus group outline – Identifying learning requirements  

Skills audit guidance 

Sample appraisal form template 

Sample performance management process 

Read the next section ‘Toolkit Uses for Businesses’ to learn more.