chapter twelve: organization,recruiting and staffing processes for creating job and task analysis...
TRANSCRIPT
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CHAPTER TWELVE: ORGANIZATION,RECRUITING
AND STAFFING • Processes for
Creating Job and Task Analysis
• Job Descriptions and Guidelines
• Legal Issues Surrounding Hiring and Employment
• Interview Questions
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Task and Job Analysis• Task: A related sequence of
work.
• Job: A series of related responsibilities.
• Job Analysis: Detailed examination of tasks and jobs to be performed.
• Job Specification: Identifies the skills and qualification needed to perform the job.
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Two Approaches to Task and Job Analysis
• Bottom-Up Method: Most frequently used when an organization already exists an the work behavior of the employees is the basis for analysis (ex. shortcuts).
• Top-Down Method: Used when opening a new restaurant ( no existing employees to be analyzed). Missions, goals, and objectives are examined to determine what tasks must be performed.
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Emphasize on the Job Objective
• Examine the tasks separately, describe them and use the analysis as a basis for training
• Help in creating a clean and common understanding of the purpose and expected outcomes from each job
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Guidelines for a Job Description
• Describe the job• Do not describe in fine detail such
as would be the result of a time and motion study
• Sentences should be short, simple and to the point
• If technical jargon is used, explain it• Description should be detailed, to
include all aspects of the job• Include the essential functions of
the job and the outcomes expected
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Job Specification
•Lists the education and technical/conceptual skills a person needs to satisfactorily perform the requirements of the job.
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The Job Instruction Sheet
• Task analysis converted into job instructions
• Serves a a guide for new employees and as a quality assurance measure for the maintenance of work standards
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Organizing People and Jobs
• Human resources management and supervision
• Food and beverage purchasing
• Receiving, storing, and issuing
• Food preparation
• Foodservice
• Food cleaning; dish and utensil washing
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Organizing People and Jobs
• Marketing/sales
• Promotions, advertising, and public relations
• Accounting and auditing
• Bar service
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Recruitment
• Prospective employees are attracted to in order that a suitable applicant may be selected for employment
• This must be carried out in accordance to federal and state employment laws
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Preemployment Testing
• Must be valid and reliable.• A valid test measures what it is
suppose to.• A reliable test shows the same
results with repeated testing.• Range of tests to choose from:
Intelligence, aptitude, and achievement.
• Some test for substance abuse and honesty, some use psychological tests to select the best possible employees.
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Interviewing
• The purpose of the interview is to:– GAIN sufficient
information to determine that the applicant is capable of doing the job
– GIVE information about the company and the job
– ASK appropriate “legal but leading” questions
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Interviewing Questions
• Experience• Work experience• Transportation• Languages• School• Sports• Availability• Goals/Ambition• Hobbies/Interests
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Examples of Interview Questions to Avoid
• Marital Status• Age• National Origin• Family Relationship• Mental or Physical
Handicap• Race• Sex• Injured Worker• Religion
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Ideal Employee Profiles
• Employees constitute a large part of the restaurants ambiance, spirit, and efficiency.
• Employees must fit into the job
( ex. the ideal cook will not make the ideal server and vice versa).
• Outgoing personalities fit well in the front of the house.
• It is important to give employees a chance to succeed in the restaurant.
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Selection
• Determining the eligibility and suitability of a perspective employee ( how well they will do the job and how well they will fit in with the team).
• Personal appearance, grooming, and hygiene are also important.
• The purpose is to hire a employee that will be a team player and exceed expectations.
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Employment of Minors• Beginning at
the age of 16• Restrictions by
Federal Government
• Maximum work hours
• Night work restrictions
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The Multiple Interview Approach
• During the first interview the candidate may be given a rating of 1 to 5
• Only those rating a 5 are given an additional interview with a second interviewer
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Telephone References
• Follow up by phone- it is more effective than a written request
• Direct the call towards the applicants strengths and weaknesses
• Verify the applicants information
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Three Main Hiring Objectives
• Hire people who project an image and attitude appropriate for your restaurant
• Hire people who will work with you rather than spend their time fighting your rules, procedures, and system
• Hire people whose personal and financial requirements are a good fit with the hours and positions you are hiring for
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Laws• Civil Right Act of
1964• Equal Employment
Opportunity(EEO)• Immigration Reform
and Control Act of 1986
• American with Disabilities Act (ADA)
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Screening
• Screen out the substance abuser: Employment records may provide indicators.
• Preemployment Physical and Drug Examinations: They are permissible as long as they pertain to the job as long as the ADA regulations are conformed with.
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The End