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Notes for Catering and Hospitality management,and Catering Students

 
People are the ultimate resource - �An organisation�s most precious asset is its people�.
Organisations within the hospitality and catering industry rely on their staff to portray
the right image so that customers get the products and services they require. This means
that staff have to portray the right attitude and manner to customers as well as having
the skills and abilities to allow them to work either individually or as part of a team.
You may have a part-time job in hospitality and catering and will know first hand how
important it is for an organisation to keep employees informed and motivated.
You will learn about:

� staff roles and responsibilities
� the importance of working with others
� how organisations go about recruiting and selecting staff
� training and development.

The unit links to the work in VCE Unit 1: The hospitality and catering industry and
Unit 4: Customer service in hospitality and catering. This unit will also provide
background information and help support your learning in Unit 15: Small business
planning and Unit 16: Planning and managing a hospitality event. It also has links with
VCE Business Unit 4: Human resources. Whether you are going on into employment
or on to higher education you will find this unit useful if you are intending to follow a
career in the hospitality and catering industry.
This unit links with NVQs in providing goods and services such as Restaurant
management/supervision, Multi-skilled hospitality management/supervision and Front
office management/supervision at levels 3 and 4.
This unit is assessed by external assessment. The grade on that assessment will be your
grade for the unit.

What You Need To Learn
Roles and Responsibilities


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All employees, regardless of the position they hold within the organisation, should have
clearly defined roles and responsibilities. One of the first steps to achieving this is to

make sure that the organisation has a structure. The structure allows employees to see
their position within the organisation and from this roles and responsibilities can be
defined so that organisational and team objectives can be achieved.
You will need to understand:
� organisational structures and charts - formal/informal
� roles and responsibilities within a hospitality and catering outlet and how they are
connected
� how having an organisational structure, roles and responsibilities within a
hospitality and catering outlet helps the outlet achieve its objectives.

Working with Others

An organisation is made up of individuals, but for it to operate efficiently and
effectively staff need to develop good working relationships with others. In the
hospitality and catering industry others include colleagues doing the same job as you as
well as colleagues in other sections of the outlet, supervisors and managers. In order to
do this smoothly communication plays a vital role so that employees know what their
job is and how to perform it.
You need to learn about the different ways of working with others including:

� the purpose of teams, how teams are formed, the effectiveness of teams, team
dynamics
� leadership of both individuals and teams, managerial roles, managerial styles,
leadership styles, the qualities of a good leader
� motivation of both individuals and teams, satisfaction of needs, financial and nonfinancial
rewards
� communication between individuals and teams, formal/informal, vertical/lateral,
communication networks and methods of communication.

Recruitment and Selection

Outlets recruit staff for various reasons. You need to know how and why decisions to
recruit staff are made.
These include:
� the growth of the outlet
� changing job roles within the outlet
� filling vacancies created by resignation, retirement, dismissal
� internal promotion.
You should understand that the recruitment process can be costly in terms of the time,
money and effort devoted if staff employed are poor performers. Therefore it is
important to accurately select people for interviews. Outlets need to be clear about the
requirements of the job and about the kind of person they are looking for.

You need to understand the ways in which they do this:

� preparing personal specifications and job descriptions
� careful planning and how they advertise
� identify the strengths and weaknesses of job applications, curriculum vitae and
letters of application
� shortlisting candidates.
You need to understand how recruitment interviews are planned, carried out and
evaluated.
You should be able to understand the legal and ethical responsibilities relating to equal
opportunities and know the key implications for recruitment of the following
legislation:

� Equal Pay Act 1970
� Sex Discrimination Act 1975
� Race Relations Act 1976
� Disability Discrimination Act 1995 Employment Relations Act 1999.
You will also need to identify:
� good interview techniques
� criteria for evaluating the recruitment process.

You need to understand the importance of recruiting and maintaining a flexible
workforce if an organisation is to remain competitive. You need to know about the
different bases for recruiting people for a flexible workforce including:

� different terms and conditions
� part time, temporary and contract labour.

You should understand the key elements of legislation that seeks to protect the rights of
employees in relation to employment contracts.

Training and Development

You need to understand the important contribution training and development makes to
competitiveness and the standards of work and performance in the hospitality and
catering industry. You need to be able to relate this to an outlet.
Standards of work and performance should include:
� attendance, behaviour, time-keeping, disciplinary and grievance procedures
� occupational standards
� legislation and regulations which the hospitality and catering industry has to abide

You need to be able to explain and give examples of the following training methods and
activities:
� induction training
� mentoring
� coaching
� apprenticeships
� in house training
� external training.

You should be able to distinguish between on-the-job and off-the-job training and
transferable and non-transferable skills developed through training programmes.
You should understand how nationally recognised training structures can contribute to
the training and development programme.

Students usually find human resource management, like marketing, accessible and
interesting. Finding out about job applications, CVs and interviews is particularly
relevant to their lives. The teaching of this unit can be effectively integrated with work
experience or other vocational experiences.
Whilst students are likely to develop a good understanding of the appropriate theory
their skills of application can also be developed. They should be encouraged to use the
theory on motivation and form a strong awareness of the differences between theories
addressing types of behaviour and the behaviour of individuals.
Researching suitable outlets should be considered when planning this unit. Outlets
should be where students can investigate and observe good human resource
management, including aspects of working relationships, a supportive approach to staff
satisfaction and motivation as well as clear policies on work and performance standards.
This unit requires students to plan the approach to the investigation so that multiple
visits to the outlet are not required to fill in gaps. Therefore it would be best to ensure
students are fully conversant with the theory before starting to investigate the practical
aspects. It should be possible for both students and staff to collect evidence of different
approaches to human resource issues, and it may be useful to explore differences that
exist between published policies and the perceptions of managers and workers.

The European Dimension

In this unit there are opportunities for students to develop an awareness of these issues
through the study of relevant areas of learning, in particular:
� when learning about standards of work and performance students could analyse and
compare European work standards and performance.

Spiritual, Moral, Ethical, Social and Cultural Issues

In this unit there are opportunities for students to develop an awareness of these issues
through the study of relevant areas of learning in particular:
� when exploring methods of motivating staff, including management style, team
working and good communication, this could lead to discussions on spiritual issues.
� when learning the general principles of the Race Relations Act, Sex Discrimination
Act and Equal Pay Act, this could lead to discussions on moral and ethical issues.
� when examining appropriate and inappropriate use of human resources practices,
this could lead to ethical discussions such as coercion.


ChefsWorld a World created by Chefs for Chefs.
We Provide the facility for Chef Employers and Chef Recruitment Agencies to advertise their jobs online to recruit a Chef or find a Chef online.
http://www.chefsworld.net/about_us.asp#employers

The Chef Jobs site has : Executive chef jobs, Head chef jobs, Sous Chef jobs, Chef de Partie Jobs, Commis Chef Jobs, Pastry Chef Jobs, Development Chef Jobs, Consultant Chef Jobs, Specialist Chef Jobs - all levels of chef and Catering Jobs.
http://www.chefsworld.net/search_job_adverts2.asp

The Chef Section has : Chef Forums, Chef Network, Chef Recipes, Rate Employers, Suppliers Offers and Chef Links.
http://www.chefsworld.net/chefs_forum1.asp

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