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7.10 Selection of Check Lists, 47pages

7.10 Selection of Check Lists, 47pages

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Published by orientalhospitality
Travel and Tourism Industry Manuals and Guides, From www.orientalhospitality.com
Travel and Tourism Industry Manuals and Guides, From www.orientalhospitality.com

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Published by: orientalhospitality on Oct 13, 2009
Copyright:Attribution Non-commercial


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The Basics Of Training
1. Employee Training2. What Is A Standard?3. Advantages Of Training For Employee4. Advantages Of Professional Training For Management.5. Step By Step Introduction For Trainee6. 4 Step Training Method7. 9 Step Training Method8. Helping Others Grow9. Leadership10. Tasks of A Leader – What Leaders Do11. Factors For Motivation12. Ten Laws Of Customer Satisfaction13. Hygiene Operational Details14. The Six Golden Service Rules For F&B
 Employee Orientation
Material & Papers:
- Orientation Checklist- Sop’s- Job Description- Rules & Regulations1.
The hiring of a new employee for the hotel is crucial for his/her approach and attitudetowards the company.2.
The orientation of the new employee should be accordingly to his/her responsibilities,assigned position and organization level.( Especially supervisors should be informed in detail about their overallresponsibilities )3.
With every new employee, a written contract is issued in 3 copies.( 1 for employee, 1 for management, 1 for Human Resources )4.
Clear information are given about work schedule, necessary adjustments according tobusiness volume, lunch/dinner breaks, overtime, split/shift hours.5.
Before signing the contract the employee will be informed about the wages in detail( gross & net salary, payments, taxes, insurance, overtime pay,holidays, sick leave, maternity leave, family leave ect.)6.
All new team members are informed about the conditions of accommodation publictransport, offices, hospitals, shops etc.7.
Details about safety regulations, accident prevention and health & sanitationGuidelines ( employee’s handbook ) are issued to each new employee.8.
Prior to starting work, team members are informed about their possible futureProspects (training plans, promotions, internal transfer possibilities, salary)9.
Not only material conditions are tipping the balance!10.
Besides the introduction of the direct supervisor, the orientation includes as well theDirector of Human Resources and other Head of Departments.11.
Social attributes like sports events, family days, welfare, special team events( beach cleaning, local community approach) might be mentioned.12.
Additional social benefits like yearly performance bonus and service charge shouldbe explained according to company’s regulations.13. A high staff turnover during pre-opening and grand opening of the property is to beexpected.14. A thorough introduction into the new employment is of outmost importance forproper working conditions, safety regulations and accident prevention. The accidentrisks in the first half year is about 50% higher compared to the second half.15. Detailed guidelines and a comprehensive orientation is handed over to the new staff.16. A copy of the related job description for the assigned employee is issued.17. Moreover an informal introduction with fellow team members is mandatory.18. Prior to starting work, the specific assigned desk & office with related departmentsections are shown and explained.
 19. The new team member is being introduced to the company’s rules and regulations,mission statement, regulations in case of absenteeism and sickness.20. In case of any changes of technical, organisational or personal nature the employeewill be informed accordingly.21. Prior to the introduction of the new employee the team will be informed about thea)
Personality of the new team memberb)
Professional background and gathered hospitality experiencec)
Assigned responsibilities among the team.d)
Competences after successful introduction period.22. New employees should get the feeling of being welcomed and that everybody hadbeen anxious about their arrival. They should be treated as a Human Being and not onlyas a “sheer number” among the rest.23. First impressions and experiences during the first hours of employment, will shapehis/her view and a lasting approach towards work, team effort and company relation.24. The situation of the new employee ( fear, uncertainty, nervousness, good intentionshopes, expectations, pride ) will be considered during the introduction.25. The pre-orientation of the new employees will be decisive for the efforts and futureapproach to built a unique relation with the property and company.26. The introduction of the new team member should not only be based for his/herresponsibilities, but as well regarding the entire team and the cooperate identity.27. For the assignment of staff the existing team members, age and seniority should notbe forgotten as a vital aspect of influence.28. It ought to be considered that entering colleagues should be assigned for specifictasks and responsibilities according to their experience, interests and requests, but as welldue to their intelligence and abilities.29. The supervisor responsible for the “newcomer” provides a comfortable step-by-stepintroduction. Giving him/her time and assistance to fit into the initial probation period.30. The staff’s experience with their previous supervisor will shape and set theirexpectations for the upcoming successor accordingly.31. Rescue and emergency installations, phones, “pigeon box”, elevators, machines &utilities shall be explained to the new colleague.32. After the probation period, it will be analysed by the supervisor whether the colleagueis capable of handling his/her job, ability of adjusting and performing in the team

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