Chapter 11

1. Chapter 11 Organization, Recruiting, and Staffing

2. 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

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

4. 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

5. 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

6. 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

7. 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

8. 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

9. 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

10. 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

11. Organizing People and Jobs (cont’d.) • Marketing/sales • Promotion, advertising, and public relations • Accounting and auditing • Bar service

12. 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

13. 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

14. 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

15. 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

16. 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

17. 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

18. 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

19. 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

20. 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

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

22. 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

23. 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)

24. 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

25. 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

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

27. 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

28. 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

29. 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

30. 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