Contemporary Hospitality Industry

Staffing is the achievement of organizational goals through the effective and efficient deployment of people. Staffing deals with people as a resource in the organization. It is more than a department called human resources or the personnel department (Reilly, Minnick & Baack, 2011).

There is not enough information about the role if it is full – time or permanent.

Job descriptions are a vital part of recruiting and managing employees. These written summaries of jobs ensure that applicants and current employees have clear understanding of their roles and what is expected of them in order to be held accountable. Despite the various job descriptions and posts for new hire, it is imperative that job descriptions be thoroughly written because it will help employees understand the major areas of their job or position and also help attract the right candidates for the job. In this essay, I will be writing on the components of job description with emphasis on the role of Operations Manager with careful analysis of the important facts about the job with respect to the tasks, tools and technology, knowledge,

The Hospitality Industry has been regarded as one of the “most fascinating, fun, and stimulating industries in which to work” (Walker, 2016, p. 4). This is evident within special events which are “recognized as unique moments in time with ceremony and ritual to satisfy specific needs” (Walker, 2016, p. 310). Special events fall into four separate categories: mega events, association, corporate, and social functions. Out of these four separate classifications over 80% of the event market is corporate events which allows for a variety of advancement opportunities within corporate event management (Walker, 2016, p. 311). While this profession is both satisfying and rewarding it has been ranked as one of the most stressful careers

This job description meets our needs but could do with some minor changes. If I had the responsibility of updating it I would:

Supporting job descriptions because it is a valuable tool in recruiting and hiring (Doggett, 2002). It assists in identifying candidates who are not qualified for a certain position, thereby reducing the odds of making a poor employment decision. Perhaps their greatest value is defining for new employees what is expected from them (Doggett, 2002). There is considerable evidence to show that many a potentially good employee was lost because he never knew what was expected of him and he and his boss were seeing his accomplishments from totally different perspectives.

Homework: Homework will be assigned randomly. Late submission will result in a deduction of points.

• Adapt new subordinates concerning policy and processes, work rules, and performance prospect levels. Review applicant responsibilities.

- Employers aren’t legally obliged to create a job description, yet producing one enables them to focus on their thinking and decide how the role must contribute to the business and who is likely to fulfill that role.This document provides an understanding of the position’s major responsibilities, details how the responsibilities are accomplished, and identifies the knowledge, skills and abilities necessary to perform the job. A well written job description not only describes the position’s responsibilities, it supports effective human resources management in a variety of ways. It sets the foundation for recruiting, developing and retaining

HR needs to re assess the job descriptions and re-evaluate them in terms of business

However, there are a few things which I feel could be improved within your training strategy. I understand the pressure of a fast paced restaurant environment and the time constraints staff must operate within, however it is important to employee morale that managerial staff provide sufficient time to address their

The role of the human resources has increased exponentially throughout the past recent decades, during which time the employees have transformed from the force operating the machines into the most valuable organizational asset. In a contemporaneous business climate that is competitive and dynamic, economic agents have to devise a wide array of competitive advantages and strategic efforts to preserve their competitive position, and one effort in this sense is represented by the development and appraisal of the staff members. And the role of the human resource is even more so important within the hospitality industry, where the satisfaction of the customers is directly linked to the satisfaction and performances of the staff members. Furthermore, the assessment of the hospitality industry's approach to its staff members is most relevantly conducted in the case of a highly popular tourist destination, this time, Greece.

To convert cross cultural awareness and the increase of employees’ productivity into achieving hotel business goals.

Safety and quality apart most hotels are striving to be eco-friendly in their choice of equipments too. Most hotels are shifting to equipments that minimize consumption of natural resources like energy and minimize their impact on environment by being ctc free and causing less air pollution, noise and heat pollution. In many a branded hotels latest environment friendly non ODS (ozone depleting substances) refrigeration system, equipments which are based upon HFC-134A (hydrofluro carbon).

According to research, the hospitality organizations in Harare have been facing a lot of challenges that have been affecting the way they operate as well as the way they deliver their services to customers. These challenges have caused them to lose