Management in Restaurant- a Discussion on Tgi Friday and Maradonas

We will be organising some tests and exercises, interviews and group interviews to see how people work together there will be attitude test, interest’s tests, and personality tests the objective of this will be to make sure we fill the roles with the rightly skilled

The ability and strength of an individual to achieve goals by supervising processes, guiding initiatives and employees is defined as Leadership skills. Valuable leadership skills include taking thoughtful decisions, allocation of resources, and the ability to delegate, inspire and communicate effectively. Other leadership traits include honesty, confidence, commitment and creativity. Leadership competencies can be used to effectively select, develop and promote leaders in an organization .The difference between Leadership Skill and leadership competency can explained as the required level of efficiency to perform a task assigned is known as skill whereas the quality to accomplish the same is called as competency. When creating leadership competencies certain factors are considered such as business strategies and future trends. To drive the use of competencies in selecting and developing leaders HR practitioners should use the business strategies. To effectively build a unique set of skills for the organization 's leaders, the firm will sustain competitive advantage. The role of a project manager has always been my interest. The position which I have always desired is a role of project manager.

What are you looking for in a candidate? What kinds of personalities mesh/match best with the organization?

Having a scheduled times step up for the candidates interviews. and having suitable questions ready.

Appropriate staffing can be the key to success for many organizations therefore, the human resources (HR) department must develop a staffing plan. In this paper I will develop a staffing plan for a new division at T-Mobile called Loyalty. Loyalty will consist of marketing, customer service, distribution, and accounting. Specific strategies to recruit the appropriate applicants including the legal compliance of said strategies will be developed in this paper.

The following are some questions I developed for an interview for hiring a manager aim at predicting the leadership capabilities of the person in question:

ASC has its own staff induction programs in the workplace. However due to its lack of clarification and detailed information, there is a requirement to re-design the organisational staff induction program to ensure all the required information and details are included within this new program. This program designing will be broken down into different tasks, with each allocated staff to be responsible for and their associated timelines, budgets and requirements are also detailed.

Another topic discussed which I agree with is whether the candidate is entrepreneurial or is more comfortable improving something which already exist. The leader must decide what they are looking for. If I am looking for someone to come in a break up the current system then someone with more entrepreneurial traits would be the right candidate. If I was looking for someone who could improve the current system, then I would look for the candidate who has past experience doing so.

I have found these concepts very interesting and practical. Within the last twelve months we have five new project managers join our team. All have a few years of experience under their belt, but have never held a formal leadership position. Over the last twelve months Joe, one of the five new employees has really started to be recognized as an upcoming superstar. Many of the project sponsors are requesting Joe to lead projects for their department, and also seems to have earned the respect of all his peers. Many times I have seen peers get jealous of someone that seems to be a natural born leader, but in this case Joe has moved into an informal leadership position with his peers. He also has been assigned to different teams and quickly become the informal leader or co-leader of each team. I believe it would be helpful to take a closer look at Joe’s cognitive skills, personality traits, and his motivation to lead. If we can determine that Joe does possess many of the skills and traits recognized in emerging leaders I am confident this knowledge will help the leadership team quickly recognize other emerging leaders that we would want to recruit into our organization.

When giving this case, allow for some initial planning and brainstorming by the candidate, but then firmly take control of each of the “modules” described below. Try to move the candidate along through each of them, since in the actual interview only those candidates that complete all of the sections will be considered to have done well. This case tests mental horsepower and the ability to move to conclusions quickly.

When an organization is reviewing the working process, one of the highlighted issues is there are staffing. In term of the staff issue, it impact the organization overall performance. Therefore, HR needs to plan on analysing and designing of jobs, hiring the best appropriate employees for the position and managing staffs.

Colin Anthony, the CEO of the Barker Foods, is facing the company’s leadership crisis. He just fired Doug Lothian, the national sales director of Barker’s chocolates and confections division, as he made a lot of bad decisions on marketing. Doug is an aggressive, creative but impulsive. Therefore, his leadership style is abrasive. After dismissing Doug, Colin thinks that there should be a change on leadership development. Anne Baxter is the HR director. She and Colin are working on leadership development project to build a leadership competency model. As Barker expands quickly, the leadership development is not enough. Anne went to Zachary, the chief operations officer at Colonial, to ask for advice. In Colonial, there is a checklist on the employees for keeping track on their required skills. However, Zachary does not recommend applying the checklist on managerial level.

The report is divided into two main sections: a recommended recruitment strategy section, which presents information and solutions for hiring new supervisory and customer service employees; and a recommended selection strategy for head chef section, which provides specific suggestions of using employment test for solving the chefs’ issue.

HR managers will be faced with the challenges of recruiting and retaining the right employees for their organization. The first step would be identifying your organizational culture and the cultural and skill competencies required for success. This will give the recruiters the guidelines by which to assess viable candidates. In developing these objectives for creating an effective recruitment process, we will have to have in place a process that differentiates us from other companies. This strategy for success will provide candidates with sufficient and correct information about job expectations. The following will be address as part of the strategy:

Staffing has been an important aspect in all types of organizations’ development. More and more companies have noticed a good staffing plan could increase productivity and reduce operation costs in terms of lower turnover rate and transition costs. Good staffing could be able to minimize cost in order to maximize profit, because it could assist the company to stay more competitive within the industry. According to the definition by Dr. Green, “staff is the process of identifying work requirements within an organization; determining the number of people and the skills necessary to do the work; and recruiting, selecting and promoting the qualified candidates. It is the selection process of