The external sources listed on page 102 of the, Managing Hospitality Human Resources provide value to hospitality operations including:
- Colleges- job fairs, contact with placement counselors, guest speakers, contact with teachers and coaches, participation, in work-study programs, contact with campus social and professional clubs, hospitality management programs, dormitory counselors.
- Employment agencies- state and private. Have job placement opportunities with a variety of businesses looking for employee.
- Community events- Meeting people in the community that can help you network or meet people within your industry.
Wednesday, October 20, 2010
EOC: Culinary Surivors
Survivors: Ferraro’s & Andre’s
Failing: El Sombrero & Bob Taylor’s Ranch House
Ferraro’s has been successful at keeping up with the times and coming up with periodic innovative ideas to keep customers returning to their restaurant. “If you don’t know where you are going, any road will take you there.” In hospitality, operations that don’t know where they are going- that is, don’t plan- take the road to high recruitment costs, high training costs, and low productivity.”(Managing Hospitality Human Resources. Robert H. Woods. Page 87) Ferraro’s was first established in 1985 that gives them 25 successful years of human resource planning and recruiting.
Andre's first opened its doors in 1973 as a bakery in downtown Las Vegas. “The labor supply available to the hospitality managers comes from two principal sources. These two sources are internal and external supply labor. The external supply is influenced by factors beyond the control of hospitality managers: changes in demographic trends, addition of competitors to their market place, governmental regulations, and so on. While hospitality managers cannot control the external sources of labor, they can anticipate how these sources will affect their organization.”(Managing Hospitality Human Resources. Robert H. Woods. Page 89) The management at Andre’s inside of the Monte Carlo says: "Our advantage is being a small operation, we have better control of our labor, which helps us a lot in the hard times like now. We're able to do with less people or more part-time people. If we come in on an afternoon and there aren't many reservations, we can send somebody home. That helps a lot." Being in control of their labor gives them an advantage of keeping loyal employees.
Its amazing EL Sombrero has been in business since the 1950’s, it’s sad to see them failing. El Sombrero is not keeping up with the times and the restaurant is not adapting well with the change in the economy. “These days, he said, "we're barely hanging on. The last five years have been terrible, because of the downturn of the economy and people are without work. A lot of customers used to come every week, now they only come twice a month. He has adapted by cutting hours to 11 a.m. to 4 p.m. Mondays through Thursdays, until 9 p.m. Fridays and Saturdays.” Cutting hours doesn’t make it any better. How can the business succeed when there is no opportunity?
Bob Taylor’s Ranch House should defiantly have human resources participating in a trend analysis. The atmosphere is offbeat, too, with a prominent indoor mesquite grill and Western memorabilia.
"The only thing I've changed is that the bar has a lot of (Pittsburgh) Steelers stuff," Special said.
The past few years, he said, have been "the worst in my lifetime, as far as it's affected the masses of people in town. It's affected us, too, but I knock on wood every day. I feel fortunate. I think because of our longevity and people knowing us, we haven't been hit as hard as other people have." This doesn’t sound like a trendy place anyone would want to dine at when there are so many other options, especially for the tourist they say they attract. The “trend analysis is one method commonly used to forecast human resources demand. As we mentioned, competition, demographics and changing government regulations can influence the demand for human resources. The key to trend analysis is selecting the single factor that most accurately predicts demand.” (Managing Hospitality Human Resources. Robert H. Woods. Page 90)
Failing: El Sombrero & Bob Taylor’s Ranch House
Ferraro’s has been successful at keeping up with the times and coming up with periodic innovative ideas to keep customers returning to their restaurant. “If you don’t know where you are going, any road will take you there.” In hospitality, operations that don’t know where they are going- that is, don’t plan- take the road to high recruitment costs, high training costs, and low productivity.”(Managing Hospitality Human Resources. Robert H. Woods. Page 87) Ferraro’s was first established in 1985 that gives them 25 successful years of human resource planning and recruiting.
Andre's first opened its doors in 1973 as a bakery in downtown Las Vegas. “The labor supply available to the hospitality managers comes from two principal sources. These two sources are internal and external supply labor. The external supply is influenced by factors beyond the control of hospitality managers: changes in demographic trends, addition of competitors to their market place, governmental regulations, and so on. While hospitality managers cannot control the external sources of labor, they can anticipate how these sources will affect their organization.”(Managing Hospitality Human Resources. Robert H. Woods. Page 89) The management at Andre’s inside of the Monte Carlo says: "Our advantage is being a small operation, we have better control of our labor, which helps us a lot in the hard times like now. We're able to do with less people or more part-time people. If we come in on an afternoon and there aren't many reservations, we can send somebody home. That helps a lot." Being in control of their labor gives them an advantage of keeping loyal employees.
Its amazing EL Sombrero has been in business since the 1950’s, it’s sad to see them failing. El Sombrero is not keeping up with the times and the restaurant is not adapting well with the change in the economy. “These days, he said, "we're barely hanging on. The last five years have been terrible, because of the downturn of the economy and people are without work. A lot of customers used to come every week, now they only come twice a month. He has adapted by cutting hours to 11 a.m. to 4 p.m. Mondays through Thursdays, until 9 p.m. Fridays and Saturdays.” Cutting hours doesn’t make it any better. How can the business succeed when there is no opportunity?
Bob Taylor’s Ranch House should defiantly have human resources participating in a trend analysis. The atmosphere is offbeat, too, with a prominent indoor mesquite grill and Western memorabilia.
"The only thing I've changed is that the bar has a lot of (Pittsburgh) Steelers stuff," Special said.
The past few years, he said, have been "the worst in my lifetime, as far as it's affected the masses of people in town. It's affected us, too, but I knock on wood every day. I feel fortunate. I think because of our longevity and people knowing us, we haven't been hit as hard as other people have." This doesn’t sound like a trendy place anyone would want to dine at when there are so many other options, especially for the tourist they say they attract. The “trend analysis is one method commonly used to forecast human resources demand. As we mentioned, competition, demographics and changing government regulations can influence the demand for human resources. The key to trend analysis is selecting the single factor that most accurately predicts demand.” (Managing Hospitality Human Resources. Robert H. Woods. Page 90)
Wednesday, October 13, 2010
EOC: This Charming Man
The short film “The Charming Man,” Lars Hansen who was enrolled in job training program finds an opportunity to work at a print shop but his credential’s get mixed up with a Pakistani, El Hassan.” El Hansan was going to be in a foreign language program since he was an immigrant to the country. El Hassan was discriminated against for being a different race this was a bad decision on behalf the management. “Human resources management is the practice of legal discrimination. There is a difference between legal and illegal discrimination. From a technical standpoint, selection, training, and appraisals are all discriminatory practices, since they all involve choosing one individual over another based on discernible differences.” (Managing Hospitality Human Resources. Robert H. Woods. Page 3)
The management should not have judged him or told him he couldn’t get the job based on his name being ethnic. “All employers all employers are required to abide by EEO laws and regulations. However, only employers are required to abide by EEO laws and regulation.” It seems there was no regulation of human resource policies. “Because there was almost no regulation of human resource policies, wide-spread employment discrimination was often the rule, especially for some groups.” (Managing Hospitality Human Resources. Robert H. Woods. Page 3)
The management should not have judged him or told him he couldn’t get the job based on his name being ethnic. “All employers all employers are required to abide by EEO laws and regulations. However, only employers are required to abide by EEO laws and regulation.” It seems there was no regulation of human resource policies. “Because there was almost no regulation of human resource policies, wide-spread employment discrimination was often the rule, especially for some groups.” (Managing Hospitality Human Resources. Robert H. Woods. Page 3)
EOC: Zippy Airline Catering
The changes made by the hospitality company are significant redesigns of the work they have done. They restructured the entire catering process of the company. “Hospitality managers use a variety of forecasting methods to anticipate business levels; in turn, determine personal level.” , The catering decided to re-engineer the preparation process. “Essentially, this made the preparation proceeds easier and faster for the employee’s.” The company had a high demand for the products and they needed a to increase the volume and speed produced. “Accurate labor use predictions require mangers to anticipate business volume for each day of an up coming period. After forecasting potential sales, a manager must determine how many employees are required to serve the estimated number of customers.” The company saw the demand for the conveyor but and it took a weigh off the employees already working there. They will have more business as a result of the redesign, Before initiating the substantial changes in the way zippy airline works it catering I would have I would have made sure there was a need for the changes by conducting market research. I would determine the total anticipated sales and guest volume. Once productivity standards assessment has been completed, a manager can use the data to establish productivity standards for each position in the operation. Productivity needs assessment
Wednesday, October 6, 2010
EOC: Old Timer Makes Wakes
The hotel is trying to be more modern, and grow with the clientele. She doesn’t want to change with the company. “Has the quality of her work changed.” Caleb asked. “No but that’s not the problem. We’re in a newly competitive environment.” Sally hasn’t changed but the company is changing.
Sally not following the chain of command is an issue. If that’s what the job requires, and if you cant keep up with the chain of command then you are properly performing your job. “She has been told along with the everyone else that we have a new market segment and are taking on guest who demand a higher level of service, she hasn’t been willing to make that with us.”
The management team is supposed to observe, evaluate, and write an analysis when they have a problem. You evaluate the performance of the employee and their previous performance history that they have with the company. Performance reviews need to be conducted.
Sally should not have special treatment but she has been loyal to the company for many years. Over the past 7 years her performance history shows that it has been steadily declining. Management should have noticed this issue well before her almost being terminated.
Managing Hospitality Human Resources, Robert H. Woods
Sally not following the chain of command is an issue. If that’s what the job requires, and if you cant keep up with the chain of command then you are properly performing your job. “She has been told along with the everyone else that we have a new market segment and are taking on guest who demand a higher level of service, she hasn’t been willing to make that with us.”
The management team is supposed to observe, evaluate, and write an analysis when they have a problem. You evaluate the performance of the employee and their previous performance history that they have with the company. Performance reviews need to be conducted.
Sally should not have special treatment but she has been loyal to the company for many years. Over the past 7 years her performance history shows that it has been steadily declining. Management should have noticed this issue well before her almost being terminated.
Managing Hospitality Human Resources, Robert H. Woods
EOC: My Voice
My career falls into the hectic world of advertising. It's fast paced just how I like things -- where the only thing constant is change. I love to come up with new innovative business concepts. I would like to start a snowboard shop/ skate park, coffee shop in the heart of Mammoth Mountain Ca. I'm addicted to snowboarding and I would like to expand on children’s and tween’s winter sports apparel. I would like to create a home away from home with this facility. I enjoy coming up with fashion forward designs for winter apparel and I believe the market for children and tween’s needs to by targeted. I am the quintessential professional artiste’. I live “Out side of the box.” I paint, draw, sketch, cast, sculpt, mold, build, imagine and create things. I started school at the Art Institute in January of 2009 to take my business to the next level.
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