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

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.

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.

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

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

Job Specification

•Lists the education and technical/conceptual skills a person needs to satisfactorily perform the requirements of the job.

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

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

Organizing People and Jobs

• Marketing/sales

• Promotions, advertising, and public relations

• Accounting and auditing

• Bar service

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

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.

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

Interviewing Questions

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

Examples of Interview Questions to Avoid

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

Handicap• Race• Sex• Injured Worker• Religion

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.

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.

Employment of Minors• Beginning at

the age of 16• Restrictions by

Federal Government

• Maximum work hours

• Night work restrictions

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 and weaknesses

• Verify the applicants information

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

Laws• Civil Right Act of

1964• Equal Employment

Opportunity(EEO)• Immigration Reform

and Control Act of 1986

• American with Disabilities Act (ADA)

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.

The End