357.5-Exhibits-Ch03

357.5-Exhibits-Ch03 - Exhibit 1 Sample Chart: Occupancy and...

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Unformatted text preview: Exhibit 1 Sample Chart: Occupancy and Employee Demand Year Occupancy Rate % 2007 2008 2009 2010 2011 60 61 64 65 65 Number of Employees 900 824 1,024 943 975 ������� � ������ ������ ��������� ��� �������� ���� ��������� 80 70 60 2007 2008 2009 2010 2011 2012 2013 2014 2015 Year ������ ���������� �� ����� ������ Average Daily Occupancy Rate % Average Daily Rooms Sold Number of Employees 2007 60 600 900 2008 2009 2010 2011 2012 2013 2014 61 64 65 65 65 65 65 610 640 650 650 650 650 650 824 1,024 943 975 975 975 975 Labor Productivity Ratio 1.5 1.35 1.6 1.45 1.5 1.5 1.5 1.5 employees per occupied room projected ������� � ������� � ������ ����������� ����� Classification: Room Attendant Source of Recruits Number Current Level Transfers Promotions New Hires 3 2 5 Total 10 Current level Recruits Losses Total 25 )10 *15 20 25 Losses Resignations Discharges Demotions Retirements Transfers Promotions Total Needed 5 Number 6 2 1 0 4 2 15 ������� � ������ ���������� ����� Chef Jean-Paul Jones Assistant Chef Pastry Chef Bill Thomas • John Worrell Salad Chef Trainee Stuart Thompson • Broiler Cooks ••• Assistant • Jillian Jones Thomas Johnson • Assistants ••• Bob Muller •• Chris Woods June Huggins • Assistants ••• Anne Donne • Bill Turner Promotability Coding Needs Considerable Training • Needs Some Training •• Ready Now ••• Mike Penner •• Craig Stevens •• ������� � ������ ���������� ���� ��� �������� Probability of Vacancy Within 6 months Date • Within 1 year •• Within 18 months ••• Within 2 years •••• Name Comments: Training, Experience Needed Jim Thomas •• Requires interpersonal skills, management training Bill Jones ••• Housekeeping, front desk, valet service, room service Ann Shanahan Gloria Cavanaugh • •••• Seminar in accounts receivable, payable Hired without prior experience; kitchen, front desk, bell captain ������� � ��� ��������������� ������� Define job requirements. Review job analysis information, job descriptions, and job specifications. Identify and review applicable laws and regulations. Determine the message you wish to convey to applicants. Determine what you want to learn from recruits about competitors and the community. Decide whether to recruit internally, externally, or both. Determine where to recruit. Select recruiters. Select and implement recruitment strategies and methods. Establish criteria for evaluating the pool of applicants. Establish criteria for evaluating the recruiting methods. Exhibit 8 Recruitment Effectiveness Log Employees Targeted Servers Front Desk Agents Busers Methods Used Newspaper Ads Internal Recruiting Radio Cost of Methods $700 $350 $1,350 Employees Hired Cost per Hire 2 3 4 $350 $115 $337 Exhibit 9 Recruitment by Table-Service Restaurants Percentage of Table-Service Restaurants Choosing Recruiting Methods, by Size of Guest Check Recruiting method Less than $8 $8–$14.99 $15–$24.99 More than $25 Employee referrals 54% 62% 62% 56% Walk-in 40 43 41 37 Newspaper ads 45 43 38 44 Colleges/ schools 26 23 35 38 Job fairs 22 16 15 26 Targeted minority recruiting 16 12 13 22 Recruitment firms 18 13 26 16 Government employment office 26 23 16 16 Internet 16 11 15 13 ������� �������� ���������� ����������� ����� �� ��������� ����������� �������� �� ����� �� ����� ������� �������� ��� ������� ����������� ����������� ���� ������� ����� �� ��� Exhibit 10 Sample Interview Questions Relevant Job Background • What were your gross and take-home wages? • Did you regularly work 40 hours a week? How much overtime did you get? • What benefits did you have? How much did you pay for them? • What salary are you looking for? What is the lowest amount you can accept? • Which days of the week work out best for you? • Have you ever worked weekends before? Where? How often? • Which shift do you enjoy working the most? Which shift can’t you work? • Do you regularly have to be somewhere besides work at a certain time? • How many hours a week would you like to work? • Are you a morning person or a night person? • How will you get to work at that hour? • Is your transportation reliable? • How many days a year do you think is normal for a person to be absent or late? • What position did you hold when you started that job? When you left? • What was your starting salary there? What were you making when you left? How did you get increases? • How many people gave you orders there? • What were the most important duties of your job? • What three things do you want to avoid on your next job? • What do you expect from a supervisor? • Why did you choose this line of work? Education and Intelligence • What subjects did you like best/least? • Do you think your grades are a good indicator of your overall abilities? • What accounted for your good grades? • Have you ever thought about continuing your schooling? • Why did you choose that school/major? • Is it a good school? Why or why not? • If you had to do it all over again, would you make the same decisions? Why or why not? • What is the most important thing you’ve learned in the past six months? • Do you like to read? What do you like to read? Physical Factors • What do you like to do in your spare time? • How many times were you absent or late on your last job? Do you think that’s normal? What were the reasons? • On your last job, were they tough on absenteeism and lateness? Do you think their policy was fair? Did they ever talk to you about it? • What do you consider a good night’s sleep? Personal Traits The following are more suitable for younger people without much work background. • What does your family think of your working as a cook? • How old were you when you got your first job? • What was the first job you ever had? • What was your first boss like? • How did you get your first job? Your most recent job? (continued) Exhibit 10 (continued) The following are general questions about personal traits. Change the job title to meet your needs. • Who has the greater responsibility—a desk agent or a reservations agent? • Do you feel that food servers are too competitive among themselves? • Do you find that a lot of guests are leaving smaller tips these days? • How would you handle a guest who never tips? • Have you ever had to deal with a guest who is angry or complaining about everything? How did you calm the person down? • Were you ever chewed out or criticized unjustly? • What do you consider to be the main reasons cooks quit their jobs? • What do you consider to be the most important responsibilities for a good desk agent? Why? • Why is the housekeeper’s job so important? • Suppose your supervisor insisted you do a certain thing in a certain way, when you definitely know there’s a better way. What would you do? • Have you ever had a supervisor “play favorites”? What did you do about it? • Which company did you like working for the most/least? Why? • What would you change if you managed that department? Did you try to change it? • What was your biggest accomplishment or contribution at that job? • Would you go back and work there again? Why or why not? • Who was the best/worst supervisor you ever had? • What can you do for us that other applicants can’t do? • What made you stay at that job for so long? • Did your last company have a good product? • How much notice did you give when you left your last job? Why? • Have you ever had to “stick your neck out” and make a decision on your own? How long did it take you to decide, and what did you consider before you decided? • How would your former boss and fellow employees describe you? • What areas did your last performance review say you needed to improve on? • What was the most important thing you learned on that job? • What are your three strongest assets? • What are the three areas in which you would most like to improve yourself? • Are you happy with your present status and income? Do you think it’s in line with your peers? • What one thing have you done of which you are the proudest? • Where would you like to be five years from now? Ten years from now? What are you doing to make it happen? • What’s the funniest thing that ever happened to you? Questions for Managers • When you left, who replaced you? • What type of training program did you have for your employees? • What have you done in the last twelve months to improve your department and/or customer base? • What do you think are the most important attributes of a manager? • Who were your biggest competitors? What were their strengths/weaknesses? • Did you ever have to take an unpopular stand? • How would your employees describe you as a supervisor? • Why do you think people today are hard to motivate? • How many people did you have to fire on your last job? For what reasons? ������� ����� ����������� �������� ����� ��������� �� ��� ����������� �������� ��������� ������ ����������� ��������� �� ��� �������� ����� � ������� ������������ ������ ������ Exhibit 11 Transformation of the Human Resources Department 20th Century 21st Century HR is a caretaker for employees HR and employees are strategic partners Focus on employee records Focus on cost effectiveness and employee development Personnel department Human resources and development department ...
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