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Human Resource systems for foodservice operators: Staffing
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Basic building blocks of an effective human resource function for your business
It is common to hear companies profess that their most important asset is their people; but how many really apply the same basic business principles to their human assets as they do to other tangible company assets?
Effective human resource management requires strategic planning, budgeting and execution at all levels of your business. In addition to stereotypical HR activities (i.e., payroll, benefits administration, record-keeping, etc.), basic management of your Human Resources function requires a variety of critical everyday activities. Some of the most basic building blocks of a good HR program for your foodservice operation include:
1. Staffing
2. Training
3. Compliance
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This article addresses staffing and is part one of a three-part collection. Use the links above to review other building blocks for HR systems.
Staffing - Planning for staffing and sourcing the best employees for your business
Sourcing the best employees for your business is a key ongoing Human Resource activity for any hospitality business regardless of the size of the company, or the stage of the business life cycle it is in. The people you select to have contact with the key stakeholders of the business — suppliers, customers, and the community where you do business — can truly be a significant competitive advantage.
Key components that need to be addressed in order to effectively staff your business include:
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· Developing a staffing plan – What positions are required, how many employees are required for each position and what are your forecasted hiring needs for the next quarter? (See also our section on “Short Interval Scheduling”)
· Knowing where and how to source the best candidates – There are myriad vehicles to communicate your hiring needs including major newspaper ads, community newspaper ads, on-line sites, your company website, billboards, professional recruitment services and help wanted posters and signs. You will need to determine which vehicle will reach the greatest number of qualified candidates and the optimum advertisement cost per hire.
· Selecting the best candidates - Avoid gut hiring and guesswork, and focus on selecting the best fit of applicant for each position using the following steps:
i. Develop job descriptions to determine the knowledge and skill requirements for each position
ii. Develop a standard application form, and ensure the information it asks complies with province employment laws.
iii. Screen applications against job description requirements to narrow down which candidates to contact
iv. Develop interview and selection materials, such as standardized questions, work sampling assignments and behavioural assessments to ensure that the interview process is consistently and equitably applied to all candidates
v. Establish a multiple interview process, and train multiple interviewers to assess candidates for the best match to the position in question. Make sure your interviewers know what questions are, and are not appropriate to ask.
We have provided a Checklist outlining important topics regarding staffing and recruiting.
About the author:
Patricia Csapo is an Associate with fsSTRATEGY Inc, a consulting firm specializing in business strategy in the foodservice industry. Patricia provides extensive consulting support to the foodservice industry in the area of Human Resources. For more information, visit www.fsSTRATEGY.com or contact us at 416-229-2290
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