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Identify the segments and trends of the hospitality industry Define important technical terminology used in the hospitality industry. Examine the organization and structure of hospitality and foodservice operations. Design an employee evaluation instrument that includes performance standards. What key positions did you observe (general manager, executive chef, sous chef, cooks, utility, FOH manager, bartender, servers, etc Did you observe any examples of supervision or management occurring during your visit? Which of these positions are management (why do you think this is the case)? What does each role entail (what do these people do? one hourly position (server, cook, bartender) one supervisory position (sous chef, FOH manager) one management position (executive chef, general manager). SCHOOL OF HOSPITALITY FOOD & BEVERAGE MANAGEMENT Updated Fall 2017 FSM3001 Food Service Management Systems & Human Resource Applications Final Term Project Due Dates: See the final page of this document Required Paper Format: Cover Page: Per MLA format for each section submitted Table of Contents: 1 page – MLA format for each section submitted Project sections: Part one- all sections must start on a new page Part two- all sections must start on a new page All stand-alone HR documents must start on a new page and be in HR/Business format (including logo’s etc) Works Cited Page: MLA format for each section submitted Font: New Roman Times Font Size: 12-point font Line Spacing: MLA format-double Margin: MLA format- 1” Page Numbers: MLA format This project allows students to apply human resource concepts to the restaurant the observed conducted during the term (project part I). The purpose for this assignment is to allow, through a critical analysis of a working restaurant, the development of skills and knowledge linked with course objectives. These course objectives include: 1. Identify the segments and trends of the hospitality industry 2. Define important technical terminology used in the hospitality industry. 3. Examine the organization and structure of hospitality and foodservice operations. 4. Design an employee evaluation instrument that includes performance standards. You will assume the role of general manager of the restaurant you analyzed for project part I. As general manager, you will conduct a human resource analysis with recommendations following the outline listed below answering all questions in sections 1-6 from the perspective of being the general manager of the restaurant you visited. Please maintain this perspective throughout your project. Again - your goal is to take the concepts taught in the classroom and apply them in a real-life restaurant setting. The project is fun but be forewarned – it does take time to complete. Please plan accordingly and do a professional job. Section 2.1: Human Resource Analysis: Organization Structure (5%) Develop and Organizational chart of the restaurant and explain each role. Estimate persons work in each positon. Your organization chart must be in organizational chart format. Write a narrative about how the restaurant team is organized with a brief description of each role in the hierarchy. Include an organization chart in the narrative as an example (insert a JPEG of the chart to make this easy). · What key positions did you observe (general manager, executive chef, sous chef, cooks, utility, FOH manager, bartender, servers, etc.) · What does each role entail (what do these people do?) · Which of these positions are management (why do you think this is the case)? · Did you observe any examples of supervision or management occurring during your visit? Section 2.2: Human Resource Planning: Job Descriptions/Specifications (10%) In this section you will apply knowledge gained in class to draft three sample job descriptions: · one hourly position (server, cook, bartender) · one supervisory position (sous chef, FOH manager) · one management position (executive chef, general manager). Follow guidelines for developing a job description presented in your textbook (pgs. 34-39). Your job descriptions must include: a job title, job summary, duties, and position requirements. You must use the template provided to you when creating the job descriptions. Using the internet, conduct research to see if the restaurant you visited has posted job descriptions for these positions. If it has – how does your job description compare to the one(s) posted. What observations can you share? If not give a rational in your opinion as to why. The format of this section includes a brief introduction in narrative form explaining what you have written and why followed by each of the three job descriptions (inserted after the narrative). I may be easier to capture a PDF of the job description once it is complete and then convert the PDF to a JPEG so you can insert it easily into the document. Format does matter. Each job description should be separated from the other, when one stops start the next one on a new page. Section 2.3: Human Resource Recruiting (10%) Now you will write a recruiting plan to fill the positions based on the job descriptions listed above for all three positions. (detailed you are creating a recruitment plan). Following guidelines presented in your text (pgs. 40-47), write a strategy for recruiting these three positions. Conduct internet research to determine how the restaurant you visited currently recruits employees. Pull up a recruitment posting for the establishment and consider how the restaurant communicated job openings. If the restaurant currently has no postings available to review explain how (in your opinion) the restaurant currently recruits. Create a help wanted recruitment ads for all three positions. On three separate pages (three different formats) Section 2.4: Employee Screening and Selection (10%) In this section you will write a brief employee screening and selection plan for the two positions you seek to recruit following guidelines presented in your text (pgs. 48-58). This includes the development of five behavior based (open ended) interview questions that you would use for recruiting each position (15 total questions). Be sure to explain in narrative form why you have chosen each question. List the applicant tests you will use for screening candidates and explain why they will be used. Create a job offer letter for each of the three positions. (use company logo’s letterhead, etc.) Create a rejection letter (1). (use company logo’s, letterhead, etc.) Each letter should be on its own page Section 2.5: New Hire Check List (5%) Based on the restaurant you analyzed, create a new hire checklist for use in your establishment (use company logo, info etc. the checklist should be on its own page/pages.) Be sure to explain why you selected each item on the list. Your explanation must be in narrative form follow by the checklist itself. For more information, please refer to your text book (pgs. 70 -75) Section 2.6: New Hire Orientation Plan, including an Orientation Checklist (5%) Again – based on the restaurant you analyzed, create a detailed orientation plan including an agenda and timeline for all new hires. Consider all aspects of the role (as noted in the job description) that require orientation. Think about what a good orientation program includes (general knowledge that all new hires should know) and the process the person should go through to become familiar with the job and role expectations. For more information, refer to your text book (pgs. 75-81) Section 2.7: Employee Handbook (5%) Based on the restaurant you analyzed, create a list of the categories with specific topics you would address in your employee handbook. (pgs. 79,94) · table of contents format Section 2.8 Social Media Policy (5%) Create a social media policy statement with examples of policy violations. Section 2.9: New Hire Training Plan- 1 Task (10%) Based on the restaurant you analyzed, create a training plan for one job – one day Consider all aspects of the role (as noted in the job description) that you are training for. Think about what a training program includes (job specific knowledge that a new hire should know) and the process the person should go through to become efficient on what they are being trained to do. For more information, refer to your text book (pgs. 75-81) Professor Ron Blum, M.S. CHE