Matakuliah
Tahun
: V0246 - Operasional Tata Hidang 1
: 2009-2010
Organization, Recruiting & Staffing
Pertemuan: 12
Organization, Recruiting & Staffing
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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 government &
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
Refer to labor law on respective
country
Interview Questions You Can Ask:
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Experience
Work experience
Transportation
Languages
School
Sports
Availability
Goals/Ambition
Hobbies/Interests
Interview Questions to Avoid
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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 rules and
regulations.
Have a nice day…
Bina Nusantara University
25