Teaching Team HOSPITALITY

Student Name MELINDA AGUSTINA Student No. CBC190300

Teacher Semester/Year 7/2021

Program Name and Code SIT50416 – DIPLOMA OF HOSPITALITY MANAGEMENT

Unit Name and Code SITXHRM002 – ROSTER STAFF

Assessment Description and ASSESSMENT B – MULTIPLE CHOICE – KNOWLEDGE TEST

Version

1. Read the following description of a workplace agreement and then select the type of
industrial relations document it describes.
A structured and agreed upon set of terms and conditions of employment for a particular

m
industry or sector within an industry. Along with terms and minimum conditions, it also

er as
lists job roles and typical duties undertaken as part of the daily activities within each role,

co
along with the minimum hourly pay rates for each classification, penalty rates,

eH w
allowances and leave entitlements.

o.
(a) An enterprise agreement.
rs e
(b) An Australian workplace agreement (AWA).
ou urc
(c) An award.
(d) A collective enterprise agreement.
o
aC s

5. What documentation needs to be altered and mutually agreed to by each existing staff
v i y re

member involved, if the enterprise decides to multi-skill or cross-train staff, enabling

them to perform combined duties or perform two or more job roles?
(a) Job specifications.
(b) The award.
ed d

(c) Training techniques.

ar stu

(d) Probationary reports.

sh is

6. Complete the following statement.

Rostering staff on shifts they prefer, making the best use of their strengths and interests
Th

and complementing other employees on the shift are examples of…

(a) keeping wage costs down to a minimum.

(b) showing employees who is the boss.
(c) demonstrating rostering flexibility.
(d) effectively using the available skills base of available staff.

14. According to the Hospitality Industry (General) Award 2010, how much notice should
regular part-time and full-time employees be given for their rostered day or days off?
(a) Two weeks.

This study source was downloaded by 100000834991015 from CourseHero.com on 10-20-2021 11:09:55 GMT -05:00

https://www.coursehero.com/file/107114592/SITXHMR002-Melinda-Agustina-revisedpdf/
 (b) One week.
(c) Three hours.
(d) Three weeks.

17. What is the minimum period of time employers must legally keep records of all past,
present and prospective employees?
(a) 2 financial years.
(b) 4 years.
(c) 7 years.
(d) 10 calendar years.

20. What is the most direct, cost-effective and efficient method to identify ways in which
rosters and roster development processes may be improved?
(a) Talk to staff whose names are listed on the rosters.
(b) Call in roster consultancy experts.

m
er as
(c) Install a staff suggestion box in or near the staff lounge or change rooms.
(d) Ask customers about the quality of the products they purchase and their overall

co
eH w
service experience.

o.
rs e
ou urc
o
aC s
v i y re
ed d
ar stu
sh is
Th

This study source was downloaded by 100000834991015 from CourseHero.com on 10-20-2021 11:09:55 GMT -05:00

https://www.coursehero.com/file/107114592/SITXHMR002-Melinda-Agustina-revisedpdf/
 Teaching Team HOSPITALITY

Student Name MELINDA AGUSTINA Student No. CBC190300

Teacher Semester/Year 7/2021

Program Name and Code SIT50416 – DIPLOMA OF HOSPITALITY MANAGEMENT

Unit Name and Code SITXHRM002 – ROSTER STAFF

Assessment Description and ASSESSMENT C – WORK BOOK - SHORT ANSWER

Version

6. What could you do to make sure you have a thorough understanding of the individual
skills of each employee so that rosters can be drawn up effectively?

m
Along with rostering the correct number of employees to cover each shift, it is also essential that the

er as
correct skill mix of staff is rostered to meet your organisation’s productivity and services standards.

co
For example, if an appropriate number of staff are rostered for a given shift, but they are relatively

eH w
new to the job and lack experience, the service level may suffer. Alternatively, if a quiet shift is
comprised of all highly experienced staff members, their skills may be wasted and result in higher-

o.
than-expected wage costs. rs e
ou urc
Teaming new and inexperienced staff members or trainees with highly skilled staff for mentoring and
training purposes is a proven and cost-effective method of developing proficiency and raising skills
levels, while keeping within the wage budget. For example, in every shift we can putt one team
leader, at least two really experienced staff to help with the less skilled staff, and a first aid
o

representative.
aC s
v i y re

9. Explain why it is good practice to consult with and gain input from colleagues when
drawing up staff rosters.
ed d
ar stu

Consultation is a highly developed form of communication. It is defined as the process by which a

community's input into matters affecting them is obtained. It is vital to engage colleagues in the
change process as early as possible, and to make sure that as far as possible the plans dovetail with
their own values and beliefs. Consultation is therefore a critical element of the successful change
sh is

leader's toolkit.
Th

When monitoring the effectiveness of the current roster system always consult colleagues, including:
managers, supervisors and employees who appear on the rosters and other departments affected by
them. Gather information on how well the system is working and ask for suggestions on where
improvements could be made. When consulting with colleagues about the effectiveness of the roster,
you can collect information in a variety of ways, such as team meetings or one-on-one meetings.

This study source was downloaded by 100000834991015 from CourseHero.com on 10-20-2021 11:09:55 GMT -05:00

https://www.coursehero.com/file/107114592/SITXHMR002-Melinda-Agustina-revisedpdf/
Powered by TCPDF (www.tcpdf.org)