2.4.3. Human Resource Management

Human Resource Management

This refers to the administrative policies and activities involved in managing people, including the acquisition, development, reward, maintenance, supervision, discipline, and labor relations of employees

Staffing

This refers to the personnel function of employing and training people and maintaining favorable working conditions, with the goal of obtaining capable employees and developing their skills and abilities.

Skill Standards

These refer to nationally recognized standards of performance that specify the knowledge, skills, and abilities required to successfully perform a particular job.

Recruitment

This refers to the process of locating and encouraging potential applicants to apply for a job opening and identifying suitable sources of labor supply.

Internal Sources

These refer to recruitment sources within the organization, such as promotion, transfer, rehiring former employees, and referrals from present employees.

Promotion

This refers to the vertical movement of an employee to a higher-level position, usually involving greater responsibility, authority, status, and compensation.

Transfer

This refers to the horizontal or lateral movement of an employee to another position at approximately the same organizational level.

Rehiring

This refers to bringing a former employee back into the organization, commonly because the individual is already familiar with the organization and job.

External Sources

These refer to recruitment sources outside the organization, such as advertising, employment agencies, schools and colleges, labor unions, and other external labor markets.

Advertising Job Recruitment

This refers to an external recruitment method used to reach a large group of potential applicants for available positions through websites, newspapers, job postings, and such.

Employment Agencies Job Recruitment

These refer to outside organizations that assist employers in locating and screening potential applicants for available jobs.

Selection

This refers to the process of comparing an applicant's knowledge, skills, abilities, and qualifications with the requirements of a job and choosing the most qualified individual.

Application Form

This refers to a document used to obtain basic biographical and job-related information from an applicant, indicate interest in the position, and provide information for interviewing and employee records.

Structured Interview

This refers to an interview in which the same specific questions are asked of all applicants, allowing more consistent comparison among candidates.

Unstructured Interview

This refers to an interview that gives the interviewer freedom to ask questions considered important or relevant during the interview.

Interview

This refers to a selection method used to obtain information about an applicant's qualifications, attitudes, feelings, personality traits, and suitability for the job.

Employment Tests

These refer to assessment tools used in employee selection, such as intelligence, trade, aptitude, and psychological tests, provided they are job-related and legally appropriate.

Medical Examination

This refers to a health assessment used to determine whether a prospective employee is healthy and physically capable of performing the job and to establish a baseline for future examinations.

Hiring Decision

This refers to the final stage of selection in which the employer chooses the applicant to be hired and communicates the job details, working arrangements, compensation, and conditions of employment.

Affirmative Action

This refers to a commitment to nondiscrimination and equal employment opportunity, with the goal of ensuring fair treatment and opportunity for qualified individuals.

Orientation

This refers to the process of familiarizing new employees with the organization, job, work unit, policies, work rules, benefits, and daily routines.

Training

This refers to an ongoing process of teaching employees the correct way to perform their work, updating their skills, correcting behaviors that need improvement, and establishing improved standards of performance.

Development

This refers to activities intended to promote the long-term growth, abilities, and professional development of employees.

Management Development

This refers to programs designed to improve managerial skills, particularly technical, human, and conceptual skills.

On-the-Job Training

This refers to training that takes place within the actual work environment while employees perform or learn their jobs.

Job Rotation

This refers to an on-the-job training method in which employees are assigned to different jobs over time to broaden their skills and experience.

Internship

This refers to a training arrangement that combines practical job training with classroom instruction.

Apprenticeship

This refers to training in which an employee learns a trade or skill under the guidance of skilled or experienced workers.

Off-the-Job Training

This refers to training conducted away from the employee's normal work duties, which may include simulations, case studies, role-playing, seminars, lectures, and films.

Job Breakdown

This refers to an analysis of a job that identifies the essential steps of what must be done and the key points for performing each step correctly, commonly used in developing training programs.

Performance Appraisal

This refers to the systematic assessment of an employee's work performance and overall contribution to organizational objectives, including evaluation of competence, progress, strengths, weaknesses, and development needs.

Employee Evaluation

This refers to the ongoing assessment of employee performance, considering job skills, quality and quantity of work, work habits, communication, initiative, judgment, and leadership.

Self-Evaluation

This refers to a performance appraisal method in which the employee rates his or her own performance, which may then be compared with the supervisor's evaluation.

360-Degree Feedback

This refers to a performance appraisal method in which an employee receives feedback from multiple sources, including supervisors, peers, subordinates, customers, suppliers, or others familiar with the employee's work.

Critical Incident Technique

This refers to an appraisal method in which significant positive and negative employee behaviors or incidents are recorded and reviewed.

Checklist

This refers to a performance appraisal method using performance statements or questions, often answered with yes/no responses, to identify strengths or deficiencies.

Graphic Rating Scale

This refers to a performance appraisal method that rates an employee on a defined scale, such as from poor to excellent.

Mixed Standard Scale

This refers to a rating method that measures employee performance against a mixture of predetermined performance standards.

Behaviorally Anchored Rating Scale (BARS)

This refers to a performance appraisal method that rates performance according to specific observable behaviors associated with different levels of performance.

Management by Objectives (MBO)

This refers to a management and appraisal approach in which manager and employee establish measurable objectives, develop plans for achieving them, and review progress regularly.

Appraisal Interview

This refers to a discussion between the supervisor and employee used to review performance, identify strengths and areas for improvement, explore growth opportunities, and establish realistic goals.

Demotion

This refers to the movement of an employee to a lower-level position within the organization.

Separation

This refers to the voluntary or involuntary termination of employment between an employee and the organization.

Resignation

This refers to the voluntary termination of employment initiated by the employee.

Dismissal

This refers to the involuntary termination of employment without the employee's consent, generally for recognized organizational reasons.

Retirement

This refers to permanently leaving the workforce, generally after meeting established age, service, or retirement requirements.

Disciplinary Action

This refers to corrective action taken in response to employee misconduct or violations and may range from an informal warning to suspension, demotion, transfer, or discharge depending on the circumstances.

Unrecorded Oral Warning

This refers to the initial informal verbal warning given to an employee regarding an unacceptable behavior or violation.

Oral Warning with Notation

This refers to a verbal warning that is documented in the employee's personnel record.

Written Reprimand

This refers to a formal written warning issued to an employee regarding unacceptable conduct or performance.

Suspension

This refers to the temporary removal of an employee from work duties as a disciplinary measure.

Discharge

This refers to the termination of an employee's employment as a disciplinary action.

Grievance Procedure

This refers to a formal process designed to handle employee complaints and ensure due process in disciplinary or employment-related disputes.

Employee Assistance Program

This refers to a program that provides employees with counseling, assistance, and referrals for personal, emotional, health, or related problems that may affect work performance.

Personnel Record

These refer to records of an employee's appointment, work activity, and progress within the organization, which may be used for merit ratings, salary adjustments, and other personnel decisions.

Supervision

This refers to the process of coordinating and directing the work of employees to accomplish organizational goals, while providing guidance, support, motivation, and appropriate authority.

Routine Supervision

This refers to regular supervisory activities involving personal observation, checking records and charts, monitoring work in progress, and verifying that scheduled work has been completed.

Staff Conference

This refers to a meeting used to exchange information, discuss work-related matters, coordinate activities, solve problems, and encourage employee participation.

Decision-Making

This refers to the managerial process of identifying a problem, determining objectives, generating and evaluating alternatives, choosing a course of action, implementing it, and evaluating the results.

Brainstorming

This refers to a technique for generating numerous possible ideas or alternatives before evaluating the advantages and consequences of each.

Compensation

This refers to the financial and nonfinancial rewards provided to employees in return for their work, including salary, wages, and employee benefits.

Salary

This refers to compensation commonly paid as regular earnings of managerial and professional personnel.

Wages

These refer to compensation commonly based on hourly earnings or other units of work performed.

Benefits

These refer to noncash or supplemental forms of compensation, such as health insurance, retirement plans, and paid time off.

Wage Mix

This refers to the combination of factors influencing wage levels, including the labor market, geographic area, cost of living, organizational conditions, employee qualifications, and employer's ability to pay.

Job Evaluation

This refers to the systematic process of determining the relative worth of jobs within an organization, usually for establishing equitable wage classes or grades.

Job Ranking

This refers to a job evaluation method in which jobs are ordered according to their relative worth.

Job Classification

This refers to a job evaluation method in which jobs are grouped into predetermined wage classes or grades according to their characteristics or relative worth.

Supplemental Payments

These refer to additional compensation beyond regular wages or salary, including bonuses, allowances, health benefits, retirement or separation pay, service charges, and pooled tips.

Staff Scheduling

This refers to assigning employees to specific work periods, shifts, hours, and days according to organizational staffing requirements.

Work Schedule

This refers to an outline of the work to be performed, procedures to be followed, and sequence or timing of activities for a particular position or work unit.

Employee Schedule

This refers to a schedule showing the days, hours, shifts, and work assignments of individual employees.

Production Schedule

This refers to a schedule identifying the production tasks that must be performed and the time or sequence in which they should be completed.

Overtime

This refers to work performed beyond the employee's regular scheduled hours, which increases labor costs and should be managed according to operational requirements.

Compressed Workweek

This refers to a scheduling arrangement in which employees work fewer days while completing approximately the same total number of weekly work hours.

Flexible Hours

This refers to a scheduling arrangement that allows employees some flexibility in determining their starting and ending work times within established limits.

Job Sharing

This refers to an employment arrangement in which two employees share the responsibilities and working hours of one full-time position.

Job Splitting

This refers to dividing the duties or working time of a position among more than one employee.

Part-Time Employment

This refers to employment in which an individual works fewer hours than the organization's standard full-time schedule.

Predominantly female

What are

57

About what % is predominantly female in the characteristics of the foodservice labor force in terms of gender?

Under 30 years old

What is the common age characteristic of the foodservice labor force?

Single

What is the common marital status of the foodservice labor force?

Mostly single

What is the common marital status of the foodservice labor force?

two or more wage ear

What is the common household characteristic of the foodservice labor force?

Part-time

What is the common employment status of the foodservice labor force?

25.2 hours

What is the common employment status of the foodservice labor force hours per week?

Part-Time Employees

These are employees who work less than 35-40 hours per week and may not be eligible for some employee benefits.

Temporary Employees

These are employees used to fill short-term staffing needs, often hired through temporary employment agencies.

Leased Employees

These are employees hired through employment leasing companies to provide labor for an organization.

Productivity Level

This refers to the amount of output produced in relation to labor input and may be expressed in foodservice as meals per labor hour.

Full-Time Equivalent (FTE)

This refers to a staffing measure that converts total labor hours into the equivalent number of full-time employees. FTE = Total hours worked ÷ 40.

Meal Equivalent

This refers to a method of converting snacks and nourishments into equivalent meal numbers for workload and productivity calculations.

Master Schedule

This refers to an employee schedule that shows days off and vacations.

Shift Schedule

This refers to a schedule that indicates employees' positions, working hours, and relief assignments.

Production Schedule

This refers to a schedule that identifies the meal production tasks that must be performed.

Overtime

This refers to work performed beyond regular scheduled hours. Uncontrolled overtime increases labor costs and should therefore be managed through authorization requirements.