Chapter 11 Organization, Recruiting, and Staffing

Objectives After reading and studying this chapter, you should be able to: –Describe the processes for creating job and task analyses –Describe the components of a job description, and list the guidelines for creating one

Objectives (cont’d.) –Identify legal issues surrounding hiring and employment –Determine the legality of potential interview questions

Task and Job Analysis Task: related sequence of work Job: series of related responsibilities Job description: tasks and jobs written down Job specification: identifies skills and qualifications needed to perform the job

Task and Job Analysis (cont’d.) Task and job analysis approaches: –Bottom-up method: frequently used when the organization already exists Work behavior of employees is the basis for analysis (e.g., shortcuts) –Top-down method: used when opening a new restaurant Missions, goals, and objectives are examined to determine what tasks must be performed

Technical Tasks Vary with the Establishment Each establishment will have somewhat different jobs and tasks within jobs –Tasks that might be broken out of a broiler cook job are: Care of broiler Broiling seafood exactly as ordered Broiling steaks exactly as ordered Broiling chicken to specification Cleaning the broiler

Job Descriptions Guidelines: –Describe the job, not the person in the job –Do not describe in fine detail –Use short, simple, and to the point sentences –Explain technical jargon if used –Make the description detailed enough to include all aspects of the job –Include essential functions and outcomes expected

Job Specification Lists education and technical/conceptual skills a person needs to satisfactorily perform the job –Once the tasks 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 –Serve as a guide for new employees and as a quality assurance measure for the maintenance of work standards Comprise a list of the work steps –Arranged in sequential order if there is a natural cycle to the work

Organizing People and Jobs Every restaurant is organized so these restaurant functions are performed: –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 (cont’d.) –Marketing/sales –Promotion, advertising, and public relations –Accounting and auditing –Bar service

Staffing the Restaurant Key words in finding the right people and preparing them to work successfully: –Recruitment –Pre-employment testing –Interviewing –Selection –Employment –Placement –Orientation and training

Recruitment Process by which prospective employees are attracted to the restaurant –In order for a suitable applicant to be selected for employment Must be carried out in accordance to federal and state employment laws

Pre-employment Testing Must be valid and reliable –Valid test: measures what it is supposed to –Reliable test: shows the same results with repeated testing Range of tests to select from –Examples: intelligence, aptitude, etc. Some test for substance abuse and honesty Some use psychological tests

Interviewing The purpose of the interview is to: –Gain sufficient information to determine the applicant is capable of doing the job –Give information about the company and the job –Ask appropriate, but leading questions

Ideal Employee Profiles Employees: –Constitute a large part of the restaurant’s ambiance, spirit, and efficiency –Must fit with the restaurant style –Outgoing personalities fit well in the front of the house –It is important to give employees a chance to succeed

Selection Determining eligibility and suitability of a perspective employee –How well they will do the job and fit in with the team –Personal appearance, grooming, and hygiene are important Purpose is to hire an employee that will be a team player and exceed expectations

Employment of Minors Teenagers, beginning at age 16, are excellent candidates for almost every restaurant job –From bussing dishwashing to cooking and order taking –Federal regulations control the work permissible for minors (under age 16) –Age restrictions state the maximum amount of hours a minor may work

Employment of Undocumented Aliens Immigration Reform and Control Act of 1986: –Makes it illegal for employers to employ undocumented aliens –Several documents are used to determine the status of a prospective employee –Consequences of hiring undocumented aliens are substantial fines

Employee Sources Include: –Current employees –Facebook, Twitter, and the Internet –State employment service –Classified ads –Schools –Vendors and customers –Youth groups, fraternities, and sororities –Walk-ins

Employee Sources (cont’d.) –Minority sources –Church groups –Bus ads –Radio –Veterans’ organizations –Retiree organizations –TV –Community bulletin boards –Job fairs and local partnerships

Civil Rights Laws Equal Employment Opportunity (EEO): –Recruitment, selection, and promotion practices which are open, competitive, and based on merit American with Disabilities Act (ADA): –Prohibits discrimination against employees who are disabled –Requires making “readily achievable” modifications in work practices and conditions that enable them to work

Hiring People Who Are Physically or Mentally Challenged Employees usually overlooked: –Those who are seriously disadvantaged emotionally, mentally, or physically Keep in mind that you are selecting personnel for facilities used in the tasks to be performed –Avoid hiring those at obvious risk for the work (e.g., a person with epilepsy may make a great book-keeper, but would be at risk as a cook)

AIDS Acquired Immune Deficiency Syndrome –Cannot be transmitted through the air, water, or food –Contracted by: Exchange of bodily fluids Shared needles Infusion of contaminated blood The placenta from mother to fetus

Questions to Avoid: Application Form and during the Interview Include: –Marital status –Age –National origin –Family relationship –Mental or physical handicap –Race and/or sex –Injured worker –Religion

Questions You Can Ask Include: –Work experience –Transportation –Availability –Hobbies/interests –Goals/ambitions –Sports –Languages

The Multiple Interview Approach Effective when there are plenty of applicants available –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 –More effective than a written request –Direct the call towards applicants strengths and weaknesses –Verify applicants’ information –Few people voluntarily make adverse comments about applicants Tone of voice and what is not said may be more important than the words said

Careful Selection of Personnel 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 and drug examinations: –Permissible as long as they pertain to the job and conform with ADA regulations