Personnel Management Personnel Management B A R B N I S S E L R E - - PDF document

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Personnel Management Personnel Management B A R B N I S S E L R E - - PDF document

Personnel Management Personnel Management B A R B N I S S E L R E T I R E D F O O D S E R V I C E D I R E C T O R C O N S U L T A N T S O S G R O U P , I N C . Orientation Session for New Foodservice Directors 1 What is Personnel


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SLIDE 1

Personnel Management 1

B A R B N I S S E L R E T I R E D F O O D S E R V I C E D I R E C T O R C O N S U L T A N T – S O S G R O U P , I N C .

Personnel Management

Orientation Session for New Foodservice Directors

1 What is Personnel Management?

In the next hour we will talk about…..

(1) leadership (2) planning personnel needs, (3) selecting the right people for the job, (4)

  • rienting and training, (5) determining and

managing wages and salaries, (6) providing benefits and incentives, (7) appraising performance, (8) conflict resolution, (9) communicating with employees at all levels

2

Leadership

OP OP OP

strong financials

OP CI

f l e x i b i l i t y

CI

Trends

CI

Going Green

S

3

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SLIDE 2

Personnel Management 2

Leadership

Define your leadership style by examining the way you handle……..

Personnel Workflow View Your Role

4 Leadership Growth Model

— Self-Mastery - Know your values, strengths and

weakness

— Communications – Core Values — Transformational Leadership – Release human

potential, interact and align - Change

*https://itunes.apple.com/us/app/franklincovey-living-7-habits/id816415048?mt=8

5 What Leadership Style Are You?

Se Servant Focuses primarily on the growth and

well-being of people and community

Pa Participatory

Invites Input

Tr Trans nsformationa nal

C Committed to change

6

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Personnel Management 3

Leadership Style …..con’t La Laissiz Fa Faire

  • Au

Authoritarian

Hands off, allowing group members to make decisions.* Dictates policies and procedures, decides what goals are to be

  • Achieved. Centered on the boss.

*Least satisfying and least effective

7 Personnel Needs 8 Job Analyses

Starts with a honest, current job description

Job…JOB….job

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Personnel Management 4

Productivity Study

School:______________________ Position: _____________ Name: ______________________ Date: ________________ Record Activity @ 15 minutes 8:00 a.m. 8:15 a.m. 8:45 a.m. Detailed Description of Activity

Brought in bread, removed fruit from dry storage, opened up register

Put out yogurt, cereal, fruit and juice for breakfast bar

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Function of Work: To serve food on a cafeteria tray line, cashier and perform cleaning activities. Level of Work: Basic. Responsibilities: 1.Prepares salads; cuts desserts; makes tea, Jell-O, and sandwiches; and fills salt and pepper shakers prior to mealtime. 2.Takes out garbage, runs garbage disposal and dishwasher, washes pots and pans, cleans refrigerator, mops floors, and performs other duties involving cleaning and sanitation of food service area……… Minimum Qualifications: No specialized experience or training is required. Must be able to read on a 5th grade level and complete basic math skills Must be able to lift 40 pounds unassisted Must be able to communicate and read the English language

Job Descriptions 11 Selecting the Right Person for the Job

— Know what you need in a candidate before

you begin the interview

— Require employment tests — Ask structured questions that will require

some thought

— Note body language, listening skills, eye

contact, hand shake

— Have at least one other person interview

candidates who are "finalists"

— Contact references – Record

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SLIDE 5

Personnel Management 5 Orientation

Training

Welcome Banner Provide Qualified Mentor 5 & 30 Day Evaluation Phone Sheets Post cards bearing graphics representing the company’s core values and desired behaviors Civil Rights Training Staff Development On-Line

(SafeSchools, ICN, Tool Box, )

SOPs Off Premises Webinars

13 Wages & Benefits

NetShare

14 Incentives

* Engagement

is not the number one reason people stay at their jobs!

*Provide room to grow

* Protect capacity to produce

* E * E x x p p r e r e s s s s A A p p p p r e r e c c i i a a t t i i

  • n

n

* Au

Authority and Empowerment to do the job right

* Shared Knowledge

*Respect

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Personnel Management 6

Performance Appraisals

Perform in the Spring…… but document all year Be honest……don’t wait until evaluation to inform if there is a problem! Self evaluations give you input and knowledge from employee’s perspective Be specific 360 Degree

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FOOD SERVICE EVALUATION Key: E:exceeds expecations S: Satisfactory ND: Needs Development U: Unsatisfactory Employee_____________________________________ W ork Location___________________________________ _

  • A. W ORK HABITS

E S ND U

  • 1. Performs duties effeciently
  • 2. Utilizes time appropriately
  • 3. Maintains organized and safe
  • 4. Insures confidential and safe work area
  • 5. Adheres to regulations
  • 6. Produces quality of work

7.Produces acceptable quantity of work

  • 8. Completes work on schedule

9.Shows initiative

  • 10. Demonstrates flexibility

Sample Evaluation 17 Conflict Resolution

Deal directly and timely Inquire…listen….listen again Establish the desired environment and expectations to produce the culture you want Teach employees how to appropriately talk with each other Review Policy/Procedure Act fairly…Explain why.

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SLIDE 7

Personnel Management 7

Communication

Don’t let it be one way Committees Professional Articles Give Them the Big Picture Produce Newsletters Utilize Social Network Face book…..Tweeter…..Websites

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Remember…….

— Believe in your people — Encourage them to do and be more — Challenge them to dream big and think big — Correct them gently when they get off track

R e s p e c t D i f f e r e n c e s MODEL YOUR CORE VALUES

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