Exhibit 6- steps in job instruction training (Managing Hospitality Human Resources, Robert H Woods, page 203)
Coaching/ Mentoring- (Managing Hospitality Human Resources, Robert H. Wood, pg 203- 204)
Training for Nonmanagers- pg 202
step 1: prepare the employee
- the only real training this lady was getting was mentoring and shadowing but even then it was kind of more her figuring things out on her own or at least trying to.
- she just kept saying that yes she knew and never really asked any questions where this is the exact time in which to ask any questions.
Step 2: Present the Task or Skill
- didn't really catch any specific tasks that were assigned to her.
- with the xerox machine she was shown exactly what to do but was not given any deep explanations if there was anything to go wrong.
- not the best
Wednesday, November 10, 2010
Week 6 BOC: Stolen Valor
The company at which these two men were applying already gives preferences to the veterans. There were some definite mistakes on the company’s behalf. The first at least I think was that they gave the supposed veteran the preference without thoroughly checking his background. What I think was the companies biggest mistake was telling the other guy who was passed over for the position the reason that they were hiring the other man over him. Due to the mistake of actually saying they chose the veteran they have now opened themselves up to a valid lawsuit. The only solution I see right now is that they settle with the guy and give him, not six months, but some kind of compensation.
Wednesday, November 3, 2010
EOC Week 5: Stolen Valor
At one point or another I think we have all met someone who has lied about working somewhere they really have not. There is a big issue recently about people mentioning they have experience in the military when they truly have none. The issues being that some want to now make it illegal to say anything of the sort. “It starts off simple enough. A casual mention of military service. And, oh by the way, a Purple Heart and a few other honors earned. How can you not trust a man who served his country so gallantly?” (http://www.stolenvalor.com/)
As someone in Human Resources I feel that I would feel like if they can lie about this than they must have lied about a number of other things if not everything. Military experience is such a respected position and for someone to lie about it would be disturbing, but should it be illegal?
“Criminalizing speech is a tricky business, in a 2-to-1 ruling, the appellate court said that if the law were held constitutional, many everyday lies could become criminal acts.” (http://atwar.blogs.nytimes.com/2010/08/18/stolen-valor-act-is-declared-unconstitutional-by-circuit-court/) While I do not agree that someone should lie about this I find that I agree with the appellate court. I do not and would not ever hire someone who finds it easy to lie about military service but do not find it illegal to do so. At that point anything exaggerated on Facebook profiles would become criminal.
Wednesday, October 27, 2010
EOC Week 4: Mini Case Study.
Going through this mini case study I discovered that Bob Borich’s situation is very similar to a situation my family and I were faced with.
Bob Borich’s predicament is on dealing with how much turnoever he is having to go through. Some of his employees are not even lasting a year with his company now that he has expanded his business."New employees have many questions about their jobs and their new organization." (Managing Hospitality Human Resources, Robert H. Wood,pg 169)
With bob recently having expanded his business he is no longer doing the training himself as he did before. Unfortunately I, at least, believe that having some employees in charge of the training program is not the best idea. "Proper planning of orientation programs ensures that all the pertinent topics are covered without application." (Managing Hospitality Human Resources, Robert H. Wood,pg 170) I truly believe in “if you want it done right you must do it yourself.” How will his new incoming employees know what exactly he wants if he doesn’t tell them himself.
"Orientation should be followed by a period of close supervision."(Managing Hospitality Human Resources, Robert H. Wood,pg 175)
Bob Borich’s predicament is on dealing with how much turnoever he is having to go through. Some of his employees are not even lasting a year with his company now that he has expanded his business."New employees have many questions about their jobs and their new organization." (Managing Hospitality Human Resources, Robert H. Wood,pg 169)
With bob recently having expanded his business he is no longer doing the training himself as he did before. Unfortunately I, at least, believe that having some employees in charge of the training program is not the best idea. "Proper planning of orientation programs ensures that all the pertinent topics are covered without application." (Managing Hospitality Human Resources, Robert H. Wood,pg 170) I truly believe in “if you want it done right you must do it yourself.” How will his new incoming employees know what exactly he wants if he doesn’t tell them himself.
"Orientation should be followed by a period of close supervision."(Managing Hospitality Human Resources, Robert H. Wood,pg 175)
Analyse Your Job
I have had different jobs at different companies. The longest job I held was with, di Gianna, as the store manager. This is the overall analysis of the position of a store manager.
Job title: Store Manager
- The title describes it generally. What a store manager does is to strategically drive results to ensure the store achieves maximum sales and that the goals set are met through leadership on their behalf, communication with all other employees, being able to hire, train, and manage a team, and excellence of all the retail operations.
- The store manager fits into the company as basically a communicator. They communicate with corporate above them and let them know how things are going in the store but also communicate with the sale associates and let them know how to better their performance or what corporate wants from them.
Chain of Command
- Store Managers don’t report to anyone except for corporate or owners depending on the kind of store they work in. Everyone reports to the store managers.
Duties:
- Ensure loss prevention awareness and shrink control
- Adhere to all store policies and operational procedures; ensure follow through of operational standards
- Meet deadlines
- Ensure proper store maintenance, cleanliness and safety standards
- Implement and ensure follow-through of visual presentation standards.
- Provide weekly feedback to District Manager regarding merchandise mix, stock levels, recommended markdowns and consolidations.
- Recruit, interview, hire and retain world class talent.
- Train and develop store team.
- Evaluate store team performance and provide timely coaching, feedback, and reviews
- Accurately assess strengths and development needs of store team and complete succession planning.
- Educate store team on fashion trends and terminology.
Physical Requirements:
- The only requirements are to be able to be stand and walk around the store attending to customers for 8 hours at least.
- Also being able to receive packages and being able to lift and carry boxes up to 30 pounds.
Basic Qualifications:
-High School graduate or equivalent; college degree preferred
-Communication skills- both written and verbal, and have strong listening skills
-Basic computer skills
-Ability to travel to other store locations; overnight travel occasionally required.
-Able to cope with pressure, multiple deadlines and working under pressure
-Organizational skills- be able to prioritize tasks.
-People skills- be able to relate to both customers and employees.
Job title: Store Manager
- The title describes it generally. What a store manager does is to strategically drive results to ensure the store achieves maximum sales and that the goals set are met through leadership on their behalf, communication with all other employees, being able to hire, train, and manage a team, and excellence of all the retail operations.
- The store manager fits into the company as basically a communicator. They communicate with corporate above them and let them know how things are going in the store but also communicate with the sale associates and let them know how to better their performance or what corporate wants from them.
Chain of Command
- Store Managers don’t report to anyone except for corporate or owners depending on the kind of store they work in. Everyone reports to the store managers.
Duties:
- Ensure loss prevention awareness and shrink control
- Adhere to all store policies and operational procedures; ensure follow through of operational standards
- Meet deadlines
- Ensure proper store maintenance, cleanliness and safety standards
- Implement and ensure follow-through of visual presentation standards.
- Provide weekly feedback to District Manager regarding merchandise mix, stock levels, recommended markdowns and consolidations.
- Recruit, interview, hire and retain world class talent.
- Train and develop store team.
- Evaluate store team performance and provide timely coaching, feedback, and reviews
- Accurately assess strengths and development needs of store team and complete succession planning.
- Educate store team on fashion trends and terminology.
Physical Requirements:
- The only requirements are to be able to be stand and walk around the store attending to customers for 8 hours at least.
- Also being able to receive packages and being able to lift and carry boxes up to 30 pounds.
Basic Qualifications:
-High School graduate or equivalent; college degree preferred
-Communication skills- both written and verbal, and have strong listening skills
-Basic computer skills
-Ability to travel to other store locations; overnight travel occasionally required.
-Able to cope with pressure, multiple deadlines and working under pressure
-Organizational skills- be able to prioritize tasks.
-People skills- be able to relate to both customers and employees.
Wednesday, October 13, 2010
EOC Week 2: This Charming Man
Illegal immigration is not a problem exclusive to the United States. Many other countries such as France, Mexico, and even Brazil. The problem we saw in the film was the racism. how people think that they are better than immigrants, and how someone who is ignorant to someone’s culture they can obviously be insensitive towards that person and the persons very lifestyle. I think that coming from a family of immigrants definitely changes the perspective of which we see things. Some people are very ignorant to other cultures and do not bother to learn anything about the other cultures.
In France there is a strong presence of Muslims. But recently there was a ban on any type of face coverings approved by the French government. This is definitely a way of forcing out their culture. In a debate over this issue some people said that if Muslim women want to wear their face coverings and practice their faith, they should go back to their country. The other part of the debaters claimed that Muslim people should be able to practice their faith in the privacy of their schools and homes.
There is definitely a problem with not understanding their culture. The problem being that we tend to see it from the perspective of soldiers. US soldiers over in Iraq and many patriots have come to see the burqa as something negative and not accepting it as simply a form of practicing their religious belief that Muslim women must practice. They have stated that this ban is a form of security precaution but is definitely seen as a way for the majority to control and get rid of these beliefs and force them to assimilate.
The United States is a country of immigrants. Unfortunately there is a form of discrimination towards immigrants.
(http://www.thaindian.com/newsportal/politics/burqa-ban-in-france-approved-by-senate_100441303.html)
In France there is a strong presence of Muslims. But recently there was a ban on any type of face coverings approved by the French government. This is definitely a way of forcing out their culture. In a debate over this issue some people said that if Muslim women want to wear their face coverings and practice their faith, they should go back to their country. The other part of the debaters claimed that Muslim people should be able to practice their faith in the privacy of their schools and homes.
There is definitely a problem with not understanding their culture. The problem being that we tend to see it from the perspective of soldiers. US soldiers over in Iraq and many patriots have come to see the burqa as something negative and not accepting it as simply a form of practicing their religious belief that Muslim women must practice. They have stated that this ban is a form of security precaution but is definitely seen as a way for the majority to control and get rid of these beliefs and force them to assimilate.
The United States is a country of immigrants. Unfortunately there is a form of discrimination towards immigrants.
(http://www.thaindian.com/newsportal/politics/burqa-ban-in-france-approved-by-senate_100441303.html)
EOC Week 2: Zippy Airline Catering
At the beginning and birth of a company most companies are small and independent. The fact that they are small and independent makes these small companies have a higher level of productivity standards.
Later when companies grow in order to keep up with demand the productivity standards that were originally set, tend to lack or are changed. “To meet the tremendously increased demand brought by additional flights into the airport, the company decided to re- engineer the preparation process.” (Managing Hospitality Human Resources, Robert H. Wood, page 83) In the case of Zippy Airline Catering they went from having one employee prepare each meal to taking the assembly line approach to the preparation of their meals in order to meet demand brought on by additional flights into the airport. “To package a meal, an employee would sit at a long table and place portions in a ceramic tray,” (Managing Hospitality Human Resources, Robert H. Wood, page 83) was the original way of packaging airplane meals.
There are many jobs that sometimes are re- engineered to make the processes easier and more efficient. In some cases it is definitely beneficial. Zippy Airline Catering is one of the cases where I believe that re- engineering the production and preparation process is definitely beneficial to the company. The demand is being met but what worries people would be whether or not the standard or quality of the food was lacking. Considering there is a much higher demand for these meals it would be understandable for the quality of food to be lacking. Yet it is not lacking. Zippy Airline Catering, at least from my point of view did a good thing with the re- engineering.
1. Are the changes made by the hospitality company significant redesigns of the work done? Why or why not?
Honestly the redesign of the work that is being done is not much of a big change. Whereas before it was one person who had to prepare each meal by themselves now it is three people preparing the meals together. Rather than one person having to handle all of the responsibilities now it is various people taking on a distinct responsibility. In the end the way it is done was changed not what the end result always was.
2. What do you think will happen as a result of the redesign?
-It is definitely worrying that the redesign might make it so the quality of the meal is lacking but so far it has not.
3. What steps would you have taken before initiating substantial changes in the way work is done at Zippy Airline Catering.
- I m not sure what exactly I would have done in this situation. I will definitely face a situation similar to this one. I honestly would have done exactly what Zippy Airline Catering did.
Later when companies grow in order to keep up with demand the productivity standards that were originally set, tend to lack or are changed. “To meet the tremendously increased demand brought by additional flights into the airport, the company decided to re- engineer the preparation process.” (Managing Hospitality Human Resources, Robert H. Wood, page 83) In the case of Zippy Airline Catering they went from having one employee prepare each meal to taking the assembly line approach to the preparation of their meals in order to meet demand brought on by additional flights into the airport. “To package a meal, an employee would sit at a long table and place portions in a ceramic tray,” (Managing Hospitality Human Resources, Robert H. Wood, page 83) was the original way of packaging airplane meals.
There are many jobs that sometimes are re- engineered to make the processes easier and more efficient. In some cases it is definitely beneficial. Zippy Airline Catering is one of the cases where I believe that re- engineering the production and preparation process is definitely beneficial to the company. The demand is being met but what worries people would be whether or not the standard or quality of the food was lacking. Considering there is a much higher demand for these meals it would be understandable for the quality of food to be lacking. Yet it is not lacking. Zippy Airline Catering, at least from my point of view did a good thing with the re- engineering.
1. Are the changes made by the hospitality company significant redesigns of the work done? Why or why not?
Honestly the redesign of the work that is being done is not much of a big change. Whereas before it was one person who had to prepare each meal by themselves now it is three people preparing the meals together. Rather than one person having to handle all of the responsibilities now it is various people taking on a distinct responsibility. In the end the way it is done was changed not what the end result always was.
2. What do you think will happen as a result of the redesign?
-It is definitely worrying that the redesign might make it so the quality of the meal is lacking but so far it has not.
3. What steps would you have taken before initiating substantial changes in the way work is done at Zippy Airline Catering.
- I m not sure what exactly I would have done in this situation. I will definitely face a situation similar to this one. I honestly would have done exactly what Zippy Airline Catering did.
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