Chapter 15 Organization, Recruiting & Staffing

• Task & Job Analysis• Job Descriptions • Organizing People & Jobs• Staffing the Restaurant• Civil Rights Laws• Interviewing

Task & Job Analysis

• Task: A related sequence of work.• Job: A series of related

responsibilities.• Job Analysis: Detailed

examination of tasks & jobs to be performed.

• Job Specification: Identifies the skills and qualifications needed to perform the job.

Two Approaches to Task & Job Analysis • Bottom-Up Method: Most

frequently used when the organization already exists. – The work behavior of the employees is

the basis for analysis (ex. shortcuts).

• Top-Down Method: Used when opening a new restaurant. – Missions, goals & objectives are

examined to determine what tasks must be performed.

Emphasize the Job Objective

• Examine the tasks separately, describe them & use the analysis as a basis for training.

• Create a clean & common understanding of the purpose & expected outcomes from each job.

Guidelines for a Job Description• Job Title; reports to; location.• Describe the job, not the person in the

job.• Describe the performance standards:

What is expected as a result of doing the required work.

• Give a copy of the evaluation form for the job to the employee.

• Be sure that the requirements listed support the essential function of the job.

• Do not describe in fine detail.

Guidelines for a Job Description• Sentences should be short,

simple & to the point. • If technical jargon is used,

explain it.• The description should be

detailed enough to include all aspects of the job.

• Include the amount of time to do each job function.

• Describe the job setting or environment.

Job Specification• Lists the education and

technical/conceptual skills a person needs to satisfactorily perform the requirements of the job.– Once the tasks performed

in a job are described, a separate section of the job description form can be developed.

The Job Instruction Sheet

• Task analysis can be converted into job instructions.– These serve as a guide

for new employees & as a quality assurance measure for the maintenance of work standards.

Organizing People & Jobs• Every restaurant is organized so that

the following restaurant functions are performed:– Human resources management &

supervision.– Food & beverage purchasing.– Receiving, storing & issuing.– Food preparation.– Foodservice.– Food cleaning; dish & utensil washing.– Marketing/sales.– Promotion, advertising & public relations.– Accounting & auditing.– Bar service.

Staffing the Restaurant

• Recruitment, pre-employment testing, interviewing, selection, employment, placement, orientation & training are key words in finding the right people & preparing them to work successfully in the restaurant.

Recruitment

• Prospective employees are attracted to the restaurant in order for a suitable applicant to be selected for employment.

• This must be carried out in accordance to federal & state employment laws.

Pre-employment Testing

• Must be valid and reliable.– A valid test measures what it is

supposed to measure.

– A reliable test shows the same results with repeated testing.

• There is a range of tests to select from (i.e., intelligence, aptitude, and achievement).

• Some restaurants test for substance abuse and honesty, & some use psychological tests to select the best possible employees.

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 & the job.

– Ask appropriate “legal but leading” questions.

Ideal Employee Profiles• Employees constitute a large part

of the restaurant’s ambiance, spirit, and efficiency.

• Employees must fit into the job

(Ex. The ideal cook will not make the ideal server & 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.

Selection

• Determining the eligibility & suitability of a perspective employee (how well they will do the job & how well they will fit in with the team).

• Personal appearance, grooming, & hygiene are also important.

• The purpose is to hire an employee that will be a team player & exceed expectations.

Employment of Minors• Several leading restaurant chains

have found that teenagers, beginning at age 16, are excellent candidates for almost every restaurant job, from bussing & dishwashing to cooking & order taking.

• A number of federal regulations control the kind of work permissible for minors (under age 16).

• There are age restrictions stating the maximum amount of hours a minor may work.

Laws

• Immigration Reform and Control Act of 1986: Makes it illegal for employers to employ undocumented aliens.

• Equal Employment Opportunity (EEO): Recruitment, selection & promotion practices which are open, competitive & based on merit.

• American with Disabilities Act (ADA): Prohibits discrimination against employees who are disabled & requires making “readily achievable” modifications in work practices & working conditions that enable them to work.

Questions You Can Ask:

• Experience• Work experience• Transportation• Languages• School• Sports• Availability• Goals/Ambition• Hobbies/Interests

Interview Questions to Avoid

• Marital Status• Age• National Origin• Family Relationship• Mental or Physical

Handicap• Race• Sex• Injured Worker• Religion

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.

Telephone References• Follow up by phone.

– It is more effective than a written request.

• Direct the call towards the applicants strengths & weaknesses.

• Verify the applicants’ information.

• Few people voluntarily make adverse comments about applicants. – The tone of voice & what is not

said may be more important than the words that are said.

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.

Screening

• Screen out the substance abuser. – Employment records may provide

indicators.

• Pre-employment physicals & drug examinations are permissible as long as they pertain to the job and conform with ADA regulations.

The End

Copyright © 2008 John Wiley & Sons, Inc.