Human Resources Part 2

Decision Making &
Offers of Employment

The review of credentials requires the ability not only to see the obvious, but also to “sense” strengths and weaknesses of the candidates. A resume needs to be carefully edited and well organised, presenting a clear picture of the candidate’s experiences.

Sort all candidate resumes into three categories, from the very best to the completely unqualified, ( Yes, No, Maybe ) and keep every resume sorted this way during the entire recruiting process-moving resumes from one category to the next when new information makes this appropriate.

Spend as little time as possible in the early stages of the recruiting process eliminating the clearly weaker candidates from consideration, but spend as much time as possible in the final stages of the process sorting out the more subtle differences between the very strongest candidates.

Conduct reference checks only after a shortlist has been established to further narrow the field of candidates

The final decision will be up to the people who authorised the staff requisition form. This is intended to provide for greater consistency throughout the process.

A hardcopy file is to be established for each position to be filled, individually signed dated and appropriately labelled.

Ensure that all unsuccessful candidates are notified, usually by letter.

Successful Applicants – usually a phone call followed by a letter of confirmation. Contract of employment often included in the letter

The Human Resources diary should also show details of the start and finish of this process from Job Analysis to induction

Sensitivity & Security
with Records

Keep details of all job applicants confidential

Retain all applications, resumes & interview notes in a secure file for further reference

This covers you for any disgruntled candidates

You may wish to rehire at a later time

You must keep all employee records for seven years

Privacy Laws

Organisations involved in recruitment and HR activities must be aware of the privacy laws.

These laws relate to how personal information can be collected, used disclosed, altered, kept secure and managed

10 Privacy Principals

1. Personal information can be collected only if it is necessary for the business. Must be

collected lawfully.

2. Information can only be disclosed for the purpose it was collected.

3. Stored personal information should be accurate, up-to-date and complete

4. Information must be kept secure

5. Organisation must have a written policy about why, how, and what person information

they store.

6. Employees must have access to their own information if they would like to see it.

7. An organisation must not use as its own identifier one assigned to an individual by

commonwealth agency or its contractors

8. Individuals have the right not to identify themselves when they enter into

transactions

9. Personal data can only be transferred to other countries that have similar information

protection

10.Organisations cannot collect sensitive information about their employees without

their consent.

Communicating recommendations for improvements in the recruitment processes to

appropriate colleagues promptly.

� Survey applicants that applied for the position.

� Generally only those who made it through to the final stages.

� Ask to complete whilst waiting for interview, or send them after the interview.

� Use a Return addressed envelope.

Induction Program

Induction programs are designed to introduce and welcome new employees to the workplace.

During the induction employees will learn about the way the organisation and their department runs.

The purpose being to ensure employees fit in and is as productive as possible, as early as possible.

‘Starting employees off ‘on the right foot’ helps them become valuable contributors more quickly’.

The induction program is not only a trial for the employee but the employer as well. If the employee doesn’t like the way the organisations operates they may withdraw during the first few weeks.

They should be professional and properly carried out for each employee.

When recruiting numerous people at one time Induction programs can be run more efficiently.

They help to calm peoples nerves when starting a new job.

They should clearly state out the organisations expectations, rules, processes and regulation.

Importance of a good induction

The most important six weeks of a staff member's time was the two weeks before they started and the first four weeks of their employment.

The pre-employment time showed how willing they were to learn theoretical information while the first four weeks created habits – good or bad.

Induction Program (cont)

The following topics should be covered in an induction program.

E..E.O.

what do the employees need to be aware of

And what should we as employers be aware of in relation to EEO in induction?

O.H.&S

what employees need to be aware of

Skills, Qualifications & Responsibilities

How will you tell your employees about their responsibilities?

How will you train them?

Working Relations

What do you need to tell them about the organisation? Policies & procedures.

Contacts

Who will your employee need to be in contact with, external & internal? Levels of Authority?

Sensitivity & Security

Is their any confidential information about the organisation the employees should keep private? Media issues?

Are their any security issues they need to be aware of, keys, codes, personal safety, and data safety?

� Wages, Holidays & Breaks

� What entitlements do they get?

� How much notice should they give the process?

� Best times of the year to take holidays

� When do they get breaks, do they get provided with a meal?

Culture, Vision, Values, Structure & Business Objectives also need to be included in the induction program.

They are essential as they are not just learning how to fit in and do their job. They are learning the purpose of the organisation.

Culture

Culture is the attitudes, values and behaviour that are characteristic of a particular social group or organization.

Organisational culture tells employees how things (not just work) are done, what is important and what kind of behaviour is rewarded.

Vision or Mission

An organisations vision or mission is often a written statement that company strives to constantly obtain and achieve.

This is often the company slogan.

Values

The ideals and customs of the business

Structure

Hierarchy

Reporting relationships

Geographical structure

Links between departments

Business Objectives

An abstract idea for the advancement of business

The objective need to be converted to a measurable result

E.g. Improve customer service by decreasing call waiting time to 10 seconds

Accessibility

Need to make sure all employees go through the induction program. If one is unable to make it at the designated time another staff member should go through the program with them one-on-one.

Online is also another option available.

How to run a ‘Good Induction Program’

Provide a welcome morning tea

Adults like to know what they will be doing, they like to be informed and have a hands on approach.

Therefore we should make our induction programs as practical as possible.

Be able to make the induction program personalised when necessary.

Why do some induction programs fail?

� Overload of information

� Process is not interactive enough, employee need to be involved

� Information given is not relevant. Give them the basic survival information first

� Not focused on individuals’

� Conflicting Information – train the trainer, make sure all involved are giving out the same information

Benefits of Induction Programs

Higher employee retention, which lowers recruitment costs

Greater productivity sooner

Better customer service

Higher morale

Fewer mistakes in the first few weeks of employment, saves operational costs

Assess Induction Programs Continuous Improvement

Ensure that the induction program is checked and updated regularly so that information remains current and relevant to the work area and new staff.

Get feedback about the specifics of your induction program so that it can be modified if needed.

Ask which information was the most and the least helpful

During the Induction and training programs it is often beneficial to have a checklist.

This checklist will be associated with learning and development tasks the employee has achieved.

This is especially useful after the E.E.O. and O.H.&S and Job training sessions as they legally cover the organisation if anything should happen on the job.

By using checklists it will make assessing your employee’s performance easier.

The Buddy System

This is a training program designed to pair-up a new employee with an existing employee.

This is to ensure they will settle in more quickly and easily.

This system is only recommended if the employee has already completed the induction program. As you want information provided to employee to be consistent.

You do not want the employee to learn bad habit

Probation

Probation the testing of an employees conduct, character, qualifications.

Probation periods for employees generally last 1 – 3 months. But in some organisations they can last even longer.

After an employees probation period they will normally have a performance review.

The performance review will determine if the employee should be let go, promoted (etc). It is also a time for the employer and employee to go over the entire induction process and how the employee thought it went.

Complete Induction Blind Fold Activity 16 – Work Book

Complete Induction Flowchart Activity 17 – Work Book

References

Stone, R (2002) Human Resource Management, 4th ed, John Wiley & Sons, QLD.

Dessler, G and Griffiths, J and Walker, B (2004) Human Resource Management, 2nd ed, Pearson Education Australia, NSW.

Johnson, D (2001) Human resource Management in the Tourism Industry Book 3, McGraw-Hil Australia, NSW.

Banister, R and Harding, J (2004) Human Resource Management an Introduction to the Australian Workplace, Pearson Education Australia, NSW.

Sample Staffing Manual pg 1-13(author unrecognised)

Group Discrimination Activity 1

What are common factors for discrimination?

Task: write down as many reasons as possible:

Discrimination Activity 2

http://www.adcq.qld.gov.au/Cases/Race.htm

An Aboriginal woman with considerable hotel/hospitality experience was interviewed for a full-time receptionist position with a local Hotel. She had been previously employed as a receptionist in a five star hotel at a Resort and had applied for a position at a lesser rated motel because she wanted to move back to the city.

The complainant became suspicious about the interview, as she believed she had all the experience and skills necessary to do the job, and further was told by her previous employer that he had provided a glowing referee report to the interviewer of her work performance to date. The woman became concerned when, after being informed that she was unsuccessful for the position, she saw the very same position advertised again a week later. She contacted the Hotel for an explanation but could not get one.

Questions

What kind of discrimination is this?

__________________________________________________________________________________________________________________________________________________

Should the Aboriginal woman take action?

__________________________________________________________________________________________________________________________________________________

If she was to take action what could she do?

What preventative measures should the company take for the future?

Staff Requisition Activity 3

Fill in all sections of the staff requisition form. The requisition form is once again for a new full-time food and beverage supervisor at the Meridian Hotel Restaurant.

Staff Requisition Form – The Meridian International Hotel
Date of Request
Title of Position
Department
Head of Department
Telephone
Fax
Email
Supervisor of Proposed staff member
Telephone
Fax
Email
Position status Please circle	Full-time Part-time Casual Temp
No of hours (only required if not full-time)
Salary Scale:
Details of previous post holder	Attach position description/job description
How are the hours currently being covered?
2. HR COMMENTS – HR USE ONLY

3. FUNDING
Please indicate if this cost centre is:		F&B Department ☐ Room Service Division ☐ Front Office ☐
4. FUNDING APPROVAL – FOR FINANCE USE ONLY When Staff Requisition Form is Received it will be passed for approval to the Finance Department. The position can not be advertised or filled until funding is confirmed.
I confirm that there are adequate finances available for the duration of this post. Signed: Date: Director of Finance (or Finance Officer)
5. RECRUITMENT DETAILS
Outline any changes proposed to Job Description If no changes proposed the job description will remain as per the previous post holder unlany legal / collective agreements dictate otherwise
Outline any changes proposed to Person Specification If no changes proposed the job description will remain as per the previous post holder unless any legal / collective agreements dictate otherwise

Duration of Position Advertising:
Preferred Closing Date:
6.Human Resources Approval Staff Requisition Form must be signed off by relevant HR manager
I wish to approve the submission of a request for the detailed post. Name: _______________________________ Signed: ______________________________ Date:____________________________ Contact Number:______________________

Job Analysis Activity 4

Create a list of approximately 15-20 questions that you could ask the food and beverage supervisor that is leaving the busy 200 seat 5 star restaurant at the ‘Meridian Hotel’. The questions should come under the following headings.

Skills and Responsibilities

_______________________________________________________________

Working Relations and Contacts

_______________________________________________________________

Sensitivity & Security

_______________________________________________________________

Selection Criteria Activity 5

What would be the Essential Selection Criteria for a Full-time food and beverage supervisor at the Meridian Hotel?

____________________________________________________________

What would be the Desirable Selection Criteria for a Full-time food and beverage supervisor at the Meridian Hotel?

____________________________________________________________

Job description activity 6

Task: Complete the following job description for a full-time food and beverage supervisor at the Meridian Hotel.

THE MERIDIAN INTERNATIONAL HOTEL

JOB DESCRIPTION

Position Title:___________________________________________________

Department:____________________________________________________

Effective Date:__________________________________________________

Approved By:___________________________________________________

Position Statement:

Key Accountabilities:

Other Responsibilities:

__________________________________________________________________________________________________________________________________________________

_________________________________________________________________________

Reporting Relationship:

Authority:

This position description has been devised by the General Manager of The Meridian International Hotel.

Person Specification Activity 7

Task: Complete the following person specification for a full-time food and beverage supervisor at the Meridian Hotel.

THE MERIDIAN INTERNATIONAL HOTEL

Person Specification

Position Title:_________________________________________________________

Essential Minimum Requirements:_____________________________________

Educational/Vocational Qualifications:

Personal abilities/aptitudes/skills:

__________________________________________________________________________________________________________________________________________________

Experience:

Knowledge:

__________________________________________________________________________________________________________________________________________________

Other details or desirable characteristics______________________________

Educational/Vocational Qualifications:

__________________________________________________________________________________________________________________________________________________

Personal abilities/aptitudes/skills:

__________________________________________________________________________________________________________________________________________________

Experience:

Knowledge:

__________________________________________________________________________________________________________________________________________________

Group Advertising Activity 8

Fill in the blank spots in the table below.

Source of Applicant	Advantages	Disadvantages	Examples of Positions	Best use of option for Hospitality Industry
National Newspaper			Managerial
Local Newspaper			Operational Staff
Employment Agencies	Often guaranteed placement Are time efficient Cast a wider net for the pool of applicants Can headhunt without encroaching on inter organisational politics and confidentiality
Word of Mouth		May bring problems of interpersonal nature Small number of applicants
Internet	International/National/Local Applicants (wider net for the pool of applicants) Time efficient Easy for applicants to access Easy for applicants to forward information *Easy for employers as many internet recruitment sites have sample templates for you to fill in
Television	Good when there are many different jobs available Also publicity for larger organisations			Government Agencies like the Navy Chef positions large Hotels
Radio	*Target audience Provide lots of information with a friendly ‘voice’ of the organisation	Applicants only listen to that particular radio station, which can be a bonus if the station reflects the culture of the organisation advertising the position
Public Notice Boards		Limited except when in a popular public place May attract only a limited number of applicants *May attract everybody
Internal Notice Board		May not get the best person for the job as you have limited your pool of applicants
Sign in your businesses window	Cost Effective			Small Cafes/restaurants who want to hire local staff who know the area and customer base

Group Advertising Activity 9

Read through the following sample job advertisements and fill in an advertising rating grid for each one. Decide which advertisement is the best and why, and which is the worst and why?

Advertising Rating Grid
	Not at all	Insufficient	OK	Good	Very Well
	1	2	3	4	5
Attention Getting
Eye-Catching Title
Creates Interest
Gives Sufficient Information about the following:
*Job Duties and Responsibilities
*Prospects
*Rewards
*Qualifications Required
*The Company
*Location
Makes it easy for the candidate to take action
Uses space effectively
Makes attractive use of colour
Uses attractive type face
Has attractive graphics
Has an attractive border
Is an appropriate size
Creates a strong positive image of the company
Satisfies E.E.O. requirements
Presents a distinct corporate image likely to persuade good candidates to apply
Total Marks
Total Over All Score: /70

Barista

Wanted: Nice, Diligent Person

- Very busy cafe, no kitchen

- Situated in Spring hill

-Objective of job is to satisfy customers in both service and coffee making

-Wonderful and friendly working crew

Duties

- Honest, friendly and motivating barista

- Opening at 6AM

- Ordering and stocking

- Has to have experience at making fast, delicious coffee

- Serving customers with versatile interaction

- Maintaining pleasant environment

Experience

Experience preferred

Starting Wage - $19 per hour

- Probation period of one week

- Must be prepared to start right away

Resume

Email only. No phone calls please.

Email: Please click the 'Apply Now' button below.

Advertising Rating Grid
	Not at all	Insufficient	OK	Good	Very Well
	1	2	3	4	5
Attention Getting
Eye-Catching Title
Creates Interest
Gives Sufficient Information about the following:
*Job Duties and Responsibilities
*Prospects
*Rewards
*Qualifications Required
*The Company
*Location
Makes it easy for the candidate to take action
Uses space effectively
Makes attractive use of colour
Uses attractive type face
Has attractive graphics
Has an attractive border
Is an appropriate size
Creates a strong positive image of the company
Satisfies EEO requirements
Presents a distinct corporate image likely to persuade good candidates to apply
Total Marks
Total Over All Score: /70

Job Advertisement

Want a Great Job...

• Having fun, making great money and working in an exciting and friendly environment
• Attending major sporting and charity events

• Being featured in magazines such as Cosmopolitan, Ralph, Zoo and FHM

• Travelling throughout Australia and New Zealand promoting new sites

• Modelling opportunities in commercials, swimsuit contests, and an international calendar!
• Getting fashion and beauty advice as part of our personal development program from an international style consultant
• Have a career path within the organisation

We are Hooters Restaurants Australia – part of the Hooters worldwide network, with over 400 restaurants, an airline, newsstand magazine, credit card, hotel casino in Las Vegas, Professional Golf Tour and Motor Racing Series.

The Hooters concept is simple – a classic sports-themed bar and casual dining restaurant. It's a unique experience of quality food, excellent customer service, sports on TV with a fun atmosphere in the company of world famous Hooters Girls.

As a world famous Hooters Girl you will be bubbly, energetic, a team player and generally personify the all Australian “cheerleader” girl-next door.

For 20 years the Hooters Girls have been the core of the Hooter success story and we would like you to join more than 20,000 Hooters Girls worldwide.

So, if you want a unique, exciting, glamorous job and you think you have what it takes then EMAIL YOUR CV & A RECENT PHOTO to recruitment@hooters-oz.com for your application to be processed.

No previous experience is necessary – extensive training program provided.

www.hooters-oz.com

Email: Please click the 'Apply Now' button below.

Advertising Rating Grid
	Not at all	Insufficient	OK	Good	Very Well
	1	2	3	4	5
Attention Getting
Eye-Catching Title
Creates Interest
Gives Sufficient Information about the following:
*Job Duties and Responsibilities
*Prospects
*Rewards
*Qualifications Required
*The Company
*Location
Makes it easy for the candidate to take action
Uses space effectively
Makes attractive use of colour
Uses attractive type face
Has attractive graphics
Has an attractive border
Is an appropriate size
Creates a strong positive image of the company
Satisfies E.E.O. requirements
Presents a distinct corporate image likely to persuade good candidates to apply
Total Marks
Total Over All Score: /70

Job Advertisement

Experienced Wait & Bar staff

We are currently looking for Experienced Wait and Bar staff with enthusiasm, and a can- do attitude to join our team.

Essential:
• Outgoing and fun personality
• Well groomed
• Excellent communication skills
• 1 year previous hospitality
experience in a similar role.
(References may be required)

As well as working with great people in a magnificent venue in the C.B.D. we also offer:

• A thorough training Academy and Development programme
• In-house discounts
• Great incentive schemes
• Flexible Hours

Immediate start for the right candidates. Training and development offered to all team members. Full time and Casual positions available.

(Must be available for a minimum of three months)
Possible trainee management position available to the right person.

Advertising Rating Grid
	Not at all	Insufficient	OK	Good	Very Well
	1	2	3	4	5
Attention Getting
Eye-Catching Title
Creates Interest
Gives Sufficient Information about the following:
*Job Duties and Responsibilities
*Prospects
*Rewards
*Qualifications Required
*The Company
*Location
Makes it easy for the candidate to take action
Uses space effectively
Makes attractive use of colour
Uses attractive type face
Has attractive graphics
Has an attractive border
Is an appropriate size
Creates a strong positive image of the company
Satisfies EEO requirements
Presents a distinct corporate image likely to persuade good candidates to apply
Total Marks
Total Over All Score: /70

Text Box: Job Advertisement

Qualified Chef

Fine Fish, a division of Martin’s Seafood’s, is a new dining outlet offering a 50-seat restaurant, a seafood wet-bar and take-away service. We are seeking qualified chefs who are passionate about quality produce to join our professional team.

We seek applicants who are:

- Passionate about food

- Focused on quality service and consistent product

- Have great communication skills

- Show initiative

- Are dedicated and reliable

- Able to work in a fast-paced environment

Training and mentoring is offered but you should be a confident chef who is able to run a section and keep calm under pressure.

The menu is predominately seafood, incorporating the highest quality seafood available in Sydney, therefore seafood experience is essential.

Competitive salary and conditions are offered and we encourage members of our team having a creative input into the future of the kitchen.

This is a fantastic opportunity for an enthusiastic professional to join this friendly, small team and play an integral role in this new venture.

Please email resume with cover letter to info@finefish.com.au

Advertising Rating Grid
	Not at all	Insufficient	OK	Good	Very Well
	1	2	3	4	5
Attention Getting
Eye-Catching Title
Creates Interest
Gives Sufficient Information about the following:
*Job Duties and Responsibilities
*Prospects
*Rewards
*Qualifications Required
*The Company
*Location
Makes it easy for the candidate to take action
Uses space effectively
Makes attractive use of colour
Uses attractive type face
Has attractive graphics
Has an attractive border
Is an appropriate size
Creates a strong positive image of the company
Satisfies E.E.O. requirements
Presents a distinct corporate image likely to persuade good candidates to apply
Total Marks
Total Over All Score: /70

Text Box: Job Advertisement

Sous Chef

Career minded professional

Excellent salary and working conditions

Flexible roster

Greasy Joe’s Bar and Grill St Kilda are seeking an experienced sous chef for our busy iconic restaurant. The successful applicant must be able to take charge in the absence of the Head Chef and run a large busy kitchen. It is their responsibility to meet and exceed each customer's expectations of Greasy Joe’s experience by maintaining the highest standards of food quality.

The role will involve assisting the Head Chef in the daily running of the kitchen, including menu planning, ordering and stock take.

We are looking for a career minded, motivated professional experienced in working in a high volume environment. Excellent salary package and working conditions on offer for right candidate. Please contact 9525-3755 or email CV to greasy.joes@yahoo.com.au

Email: Please click the 'Apply Now' button below.

Writing a Job Advertisement Activity 10

Write a job advertisement to be put in www.seek.com. You are to write an advertisement for a full-time Food and beverage Supervisor. Remember the selection criteria that you have devised in a previous activity.

________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Click here to apply

Resume Activity 11

Task: Choose one of the previously listed jobs from the sample advertisements. Create your resume that would be suitable to send as an application.

Name:

________________________________________________________________________

Contact Information:

________________________________________________________________________

Education:

Date:____________School:___________________________________________________

Degree/Certificate Obtained:__________________________________________________

Date:____________School:___________________________________________________

Degree/Certificate Obtained:__________________________________________________

Date:____________School:__________________________________________________

Degree/Certificate Obtained:_________________________________________________

Employment History:

Date:______-______Company:_______________________________________________