* Trades unions, professional bodies and industrial tribunals
Depending on the size of the establishment these functions may carried out by a personnel department, a small group of people or an individual.
INDUCTION
This is the progress of integrating a new person into an organization or team. When people have been appointed to a job, new staff need to be given a short training time aiming at making them familiar with:
1. Company policies
2. Company rules and procedures
3. An overview of the company’s activities
4. The range of products or services
5. The structure and organizational systems
6. Introductions to the employee’s immediate colleagues
Induction is not something that takes place on the first morning of a new job; it can be a relatively long process, with some people taking many weeks to settle in. This is because every job has two parts to it. First there is the work itself and second there are all the peripherals to the job including conditions and social contacts.
RECORDS
It should be useful for the company apart from the basic details and wage records who is a legal requirement to have a database with information relating to the employees.
PERFORMANCE ASSESMENT AND APPRAISAL
It is very important that the workforce is able to meet the demands and expectations of the organization, and that they achieve the levels of performance the company requires. Therefore it is also important that people know what the company is aiming for, but these aims should be broken into segments and delegated to the appropriate sections or teams. This means that supervisors will be expected to set goals at which individuals should aim. Inherent in this is the constant monitoring and evaluation process of people to ensure that they are working to their potential. From a properly conducted appraisal programme an employer should obtain the following:
1. An analysis of training needs which enables individual and group training programs to be produced.
2. A succession plan and management development programme that earmarks individuals for promotion and identifies their particular development needs.
3. A reasonable objective basis for salary review.
4. Improved communications.
The individual also benefits by knowing:
a) How he or she stands and what help is to be given to improve performance.
b) What his or her career prospects are.
There are three main steps in conducting appraisals correctly:
(i) Having an up-to-date and objective job description, and performance targets.
(ii) Comparing the person’s performance with the job description and targets.
(iii) Communicating and discussing the supervisor’s and the person’s views regarding his or her performance, and the recording of both the supervisor’s and the subordinate’s views.
DISCIPLINARY AND GRIEVANCE PROCEDURES
Under the employment legislation there is a wide range of legal responsibilities to provide employees with fair and just conditions of employment and safeguards against unfair dismissal and discrimination. This procedure should ensure that any disciplinary action is not taken until the case has been thoroughly investigated and that employees are not dismissed for a breach of discipline, except in the case of gross misconduct (such as theft, etc.).
There should be a system through which employees are told if a complaint has been against them and they should be given the opportunity to state their case before any decision is made. The employee should have the right to be accompanied by a ‘friend’ (either a trade union representative or fellow employee) when stating his or her case. The procedure should also ensure that the employee knows the penalties that can be imposed and informed of the appeals mechanism.
The contents of a disciplinary code should include reference to areas which cause genuine disruption to the smooth running of the firm. Hopefully your list includes some of the following areas:
* Persistent lateness
* Absenteeism
* Violation of health, safety and welfare regulations
* Theft
* Smoking in prohibited areas
* Drinking on duty
* Fighting or abusive behavior
The seriousness of each of these will vary in terms of the number of times the action is committed and in relation to the situation in which it was committed.
TRADES UNIONS, PROFESSIONAL BODIES AND INDUSTRIAL TRIBUNALS
There isn’t a union who is representing the catering industry due to the fact that the industry is large and diverse and people are constantly gaining employment with new establishments or changing responsibilities within existing ones. The only unions that made efforts to represent the industry is the Transport and General Workers Union (TGWU) and the General and Municipal Workers Union (GMWU).
The principal association for the hospitality and catering industry is the HCIMA – the Hotel Catering and Institutional Management Association. While the Association is best known for its educational work, it provides a wealth of information about all aspects of the industry through a handbook which is updated annually. The association also provides publications, advisory services, meetings, conferences and lectures to both industry and its members.
The function of the industrial tribunals is to provide an informal and speedy method for employees to enforce their rights against employers for breach of some Acts including:
* Health and Safety at Work Act 1974
* Sex Discrimination Act 1975
* Race Relations Act 1976
* Employment legislation
For most situations, the tribunal will be made up of a chairperson and two other members. The chairperson must have a barrister, advocate or solicitor for at least seven years. The other two members are appointed by the Secretary of State for Employment from lists proposed by the Confederation of British Industry, (CBI – an employers’ organization) and the Trades Union Congress (TUC – an employees’ organization). These can be appeals against the tribunal’s decision (on a point of law).
CRISP ENERPRISE LTD.
HANDBOOK OF WORK STANDARDS
AND PERFORMANCE OF STAFF
Checklist for induction programmes:
1. DOCUMENTATIONNameAddressTel. No.
Are the following pointsNext of kinNameAddress
covered?Tel. No.National Insurance no.
P45Bank address
2. INFORMATIONWages/Pensions/Insurance/
Are the following Personnel/Training/etc.
departments informed?
3. TERMS OF EMPLOYMENTHours of duty/Meal breaks/Days off/
Are the following explainedMethod of calculating pay/Holiday arrangements
and understood?Sick leave/Pension scheme.Grievance procedures
Rights regarding trade unions and Staff Assoc.
Additional benefits such as group Insurance rates
or other discounts.
4. HISTORY AND ORGANIZATIONOrigin and development of the organization.
Are the following explained andPresent situation
understood?Objectives.
5. ESTABLISHMENT/Layout of establishment including toilets,
ORGANIZATIONshowers, etc.
Are the following explainedNames of relevant supervisors and colleagues,
and understood? Introduction where necessary, to supervisor,
shop steward, etc.
6. RULES AND REGULATIONS(a) Statutory; licensing laws and hours, food
Are the following explainedhygiene, Innkeepers Liability Act, etc.
and understood?(b) Company rules; punctuality, drinking,
smoking, appearance, personal business,
use of employer’s property, etc.
7. THE JOBPurpose/methods/training needs
Are the following explained
and understood?
CRISP ENTERPRISE CO.
JOB SPECIFICATION FOR A HEAD WAITER
JOB TITLE:Head waiter
SEX:Male/Female
AGE RANGE:21-35
ESSENTIAL
QUALIFICATIONS
a) Educational:No formal requirements
b) Technical:NVQ Food Service and previous experience
EXPERIENCE TO INCLUDE:Experience of all corners of the restaurant
Experience to control a brigade of not less than
four
Recent experience of good quality service
PERSONAL QUALITIES:Able to control mixed staff
Stable employment record
Above average intelligence
PERSONAL CIRCUMSTANCES:Flexible to work more if necessary
Will have to live out
DUTIES:Supervise and assist the casual and part-time
staff, serve customers, take orders etc.
KNOWLEDGE:Licensing laws, procedures for taking food
orders, deal with customer complaints, etc.
DESIRABLE
QUALIFICATIONS:GNVQ at Hosp. & Cater. , NVQ Food service
EXPERIENCE:Previous experience at working in restaurants
CRISP ENTERPRISE CO.
JOB SPECIFICATION FOR A CHEF
JOB TITLE:
SEX:
AGE RANGE:
ESSENTIAL
QUALIFICATIONS
a) Educational:
b) Technical:
EXPERIENCE TO INCLUDE:
PERSONAL QUALITIES:
PERSONAL CIRCUMSTANCES:
DUTIES:
KNOWLEDGE:
SKILL:
SOCIAL SKILLS:
DESIRABLE
QUALIFICATIONS:
EXPERIENCE:
CRISP ENTERPRISE CO.
JOB SPECIFICATION FOR A COUNTER ASSISTANT
JOB TITLE:Counter assistant
SEX:Female
AGE RANGE:18-26
ESSENTIAL
QUALIFICATIONS
a) Educational:GCSE’s at Math’s
b) Technical:Previous experience
EXPERIENCE TO INCLUDE:Experience of making correct cash transactions
Experience of food service
PERSONAL QUALITIES:Able to work under pressure
PERSONAL CIRCUMSTANCES:Flexible to work more if necessary
DUTIES:Keep the dining areas in a clean and tidy state
Serve customers
Clean and lay up canteen dining area
Clear away used plates, utensils, trays, and wipe
down tables and working surfaces during and
after the service period
Clean and polish equipment after service periods
Comply with company standards and statutory
hygiene regulations
KNOWLEDGE:Licensing laws, procedures for taking food
orders, making correct cash transactions,
disposal of cutlery, crockery, linen, etc.
DESIRABLE
QUALIFICATIONS: NVQ food service
EXPERIENCE:Previous experience at working in a restaurant or a counter
CRISP ENTERPRISE CO.
JOB SPECIFICATION FOR A WAITRESS
JOB TITLE:Waitress
SEX:Female
AGE RANGE:18-25
ESSENTIAL
QUALIFICATIONS
a) Educational:No formal requirements
b) Technical:NVQ food service or previous experience
EXPERIENCE TO INCLUDE:Experience of food service
PERSONAL QUALITIES:Able to work with others
Able to work under pressure
PERSONAL CIRCUMSTANCES:Flexible to work more if necessary
DUTIES:Preparation of food service areas
Service of customers
Taking orders
Preparation for cleaners after last customers have
left
Stripping tables
KNOWLEDGE:Licensing laws, procedures for taking food
orders, disposal of cutlery, crockery, linen, etc.
DESIRABLE
QUALIFICATIONS:NVQ food service
EXPERIENCE:Previous experience at working in a restaurant
CRISP ENTERPRISE CO.
JOB SPECIFICATION FOR A CHEF
JOB TITLE:Head Chef
SEX:Male/Female
AGE RANGE:28-50
ESSENTIAL
QUALIFICATIONS
a) Educational:No formal requirements
b) Technical:NVQ Food Prep., City and Guilds of London
706/1/2 or formal apprenticeship
EXPERIENCE TO INCLUDE:Experience to all corners
Experience to control a brigade of not less than five
Recent experience of good quality service (up to 100 covers a day)
PERSONAL QUALITIES:Able to control mixed staff of English,
Continental, and Asian nationalities
Stable employment record
Above average intelligence
PERSONAL CIRCUMSTANCES:Flexible to work more if necessary
Will have to live out
DESIRABLE
QUALIFICATIONS: HCTC on job trainer
EXPERIENCE:Large-scale banqueting
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