Chapter 1: Hospitality Human Resource Management and Supervision

Why Management is Important: Managers in restaurants and food places do specific tasks to help work and meet goals.

  1. Planning: Setting goals and deciding how to reach them and do the work.

  2. Organizing: Figuring out who will do what tasks.

    • Span of Control: The number of people one manager can supervise well.

  3. Coordinating: Making sure all parts of the operation work together smoothly.

  4. Staffing: Finding and hiring the right people for jobs.

  5. Supervising: Helping employees do their jobs well each day.

  6. Controlling: Checking how things are going and keeping the business on track to reach goals.

  7. Evaluating: Looking for problems and successes in the operation.

The Supervision Process and Steps

  1. Finding Potential Employees: Looking for good sources of talent.

  2. Recruiting: Actively searching for new employees.

  3. Screening: Reviewing applications to find the best fit for the job.

  4. Hiring: Offering the job to the chosen person.

  5. Onboarding: Helping new employees get used to the company and training them.

  6. Direct Supervision: Managing the employee's work directly.

  7. Managing Terminations: Ending the employment relationship when necessary.

Understanding Different Generations at Work

  1. Workforce Facts: The U.S. workforce has five generations, so different management styles are needed.

    • Traditionalists: 2%

    • Baby Boomers: 25%

    • Generation X: 33%

    • Millennials: 35%

    • Generation Z: 5%

  2. Traditionalists (1925-1945): Loyal and prefer personal communication. Value respect and stability.

  3. Baby Boomers (1946-1964): Competitive and team-oriented. Value loyalty and hard work.

  4. Generation X (1965-1980): Flexible and independent. Seek work-life balance.

  5. Millennials (1981-2000): Open-minded and achievement-driven. Prefer quick communication.

  6. Generation Z (2001-2020): Entrepreneurial and creative. Value independence and diversity.

Managing Employee Performance and Leadership

  1. Leadership Skills: Giving direction and motivating others. Building teamwork.

  2. Supervision Skills: Managing budget and looking for ways to improve.

  3. Interpersonal Skills: Listening well and helping employees grow. Removing obstacles that block their work.

  4. Leadership Styles:

    • Autocratic: Manager makes decisions alone.

    • Bureaucratic: Following strict rules.

    • Democratic: Including others in decisions.

    • Laissez-Faire: Giving employees freedom to work.

  5. Corporate Culture: Shared beliefs and values that can attract great employees and give a market edge.

Diversity in the Workplace

  1. Benefits of Diversity: A positive work culture attracts more customers and good workers.

  2. Diversity vs. Prejudice:

    • Prejudice limits the workforce, while diversity expands it.

    • Diversity leads to better ideas and happy workers.

  3. Promoting Diversity: Encourage a diverse group of workers, educate employees, and ensure respect for all.

Making Ethical Decisions

  1. Core Ethical Principles: Trust, loyalty, fairness, concern, and commitment to excellence.

  2. Checklists for Ethics: Questions to ask if a decision is legal, respectful, and fair.

  3. Code of Ethics: A guide to expected behavior and standards for making choices.