Restaurant Manager
Også kendt som: Restaurant Manager · Floor Manager
Manages the service team, monitors guest experience and revenue and is responsible for staff scheduling, costs and the day to day running of the floor.
The restaurant manager is responsible for everything happening on the floor, from staff rosters to revenue and guest experience, and works closely with the head chef. Unlike a hospitality manager, who often oversees multiple sites or the whole business, their responsibility lies with a single location. Selection in practice fails on candidates with strong hospitality skills who are not sharp enough on cost control and staff planning under tight margins.
Kompetencer, der skal måles
Dette er adfærds- og kompetencekonstruktionerne i denne profil. Hver enkelt viser, hvilket spørgeskema i hrmforce der måler den.
| Kompetencer, der skal måles | Målniveau | hrmforce instrument | Evalueringsmetode | Adfærdsmæssigt anker på målniveau |
|---|---|---|---|---|
| Directing and steering people Kompetence (50-rammeværk): Management Knockout | N5 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Designs the management line for the whole organisation, addresses managers on their style and defines what good steering means here. |
| Client focus Kompetence (50-rammeværk): Customer Focus Knockout | N4 | Big Fifty, Competency Check, 360 Feedback | 360-degree feedback | Uncovers the real need behind a client question, makes a fitting proposal and checks after delivery whether it works. |
| Managing workload pressure Kompetence (50-rammeværk): Stress resilience | N4 | Big Fifty, Competency Check, Pulse Survey | Structured interview | Cuts or shifts tasks independently when busy on the basis of importance, records this and discusses consequences with clients. |
| Professional demeanour and representation Kompetence (50-rammeværk): Organizational Sensitivity | N4 | 360 Feedback, Competency Check | On-the-job observation | Represents the team with clients and external parties, chooses appropriate language and addresses colleagues on inappropriate conduct. |
| Discipline and keeping commitments Kompetence (50-rammeværk): Discipline | N4 | Big Fifty, 15PF, 360 Feedback | Personality questionnaire | Commits only to what is feasible, tracks own commitments and informs those involved as soon as a deadline comes under pressure. |
| Improvising within boundaries Kompetence (50-rammeværk): Creativity | N4 | Competency Check, 360 Feedback | Situational Judgement Test | Chooses an interim solution within the rules when something fails or an unexpected request arrives, and records afterwards what deviated. |
| Physical strength and endurance Kompetence (50-rammeværk): Energy | N4 | Work sample test | Work sample test | Moves heavy loads independently with aids, spreads the effort across the shift and maintains the agreed pace. |
| Sustaining pace in repetitive work Kompetence (50-rammeværk): Discipline | N4 | Big Fifty, Work sample test | Work sample test | Sustains the pace for a full shift, builds in own rhythm and short recovery moments and stays within the quality standard. |
| Safety awareness Kompetence (50-rammeværk): Discipline | N4 | Big Fifty, Competency Check | Situational Judgement Test | Recognises unsafe situations in own process, intervenes and addresses colleagues without bringing the work to a halt. |
| Accuracy and attention to detail Kompetence (50-rammeværk): Accuracy | N3 | Big Fifty, 360 Feedback | Personality questionnaire | Builds check moments into the own process, keeps track of errors and prevents repetition by adjusting the method. |
| Commercial capability Kompetence (50-rammeværk): Commercial acumen | N3 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Discusses additional services with existing customers on own initiative and records the revenue opportunity in the customer file. |
Kort profil
De ti vigtigste kompetencer i denne profil. Den fulde profil med alle kompetencer, adfærdsmæssige ankerpunkter og vurderingsmetoder findes i downloadfilen.
| T | Kompetence | Målniveau | Vægt | Knockout | Evalueringsmetode |
|---|---|---|---|---|---|
| G | Directing and steering people | N5 | 5 | ja | Assessment centre |
| G | Client focus | N4 | 5 | ja | 360-degree feedback |
| V | Hospitality service | N4 | 5 | ja | On-the-job observation |
| K | Applying food safety and hygiene codes | N4 | 5 | ja | Knowledge test |
| V | Budgeting and cost control | N5 | 4 | nej | Work sample test |
| V | working in teams | N4 | 4 | nej | 360-degree feedback |
| G | Managing workload pressure | N4 | 4 | nej | Structured interview |
| G | Professional demeanour and representation | N4 | 4 | nej | On-the-job observation |
| V | Working with shift work and irregular hours | N4 | 4 | nej | Structured interview |
| V | Clear oral expression | N4 | 3 | nej | Assessment centre |
Se alle 27 kompetencer i den fulde profil
Vurderingsværktøjer til denne stilling
Competency Check
Behavioral-Level Competency Assessment
Work sample test
Representative work sample under standardized conditions
Big Fifty
Personality questionnaire, 150 items, 25 factors
360 Feedback
Multiple assessments based on behavioral anchors
Knowledge test (client-specific)
Professional knowledge test, customized for each client
Structured interview
Behavioral interview with a fixed structure
Conflict Styles
Preferred style in conflict situations
Pulse Survey
Periodic measurement at the team and organizational levels
Communication Styles
Preferred communication style
Mental Resilience (4C)
Mental Resilience According to the 4C Model
15PF
Personality Profile, a shorter alternative to the Big Fifty
Sammenlignelige stillinger
24 kompetencer i profilen · junior
Waiter or Waitress25 kompetencer i profilen · junior
Host or Hostess25 kompetencer i profilen · junior
Barista25 kompetencer i profilen · medior
Bartender26 kompetencer i profilen · medior
Cook26 kompetencer i profilen · medior
Independent Cook26 kompetencer i profilen · senior
Head Chef27 kompetencer i profilen · lead