 |
|
DAY 1 -
PICTURE THE PRIZE WHAT A GREAT OPPORTUNITY TO GET YOUR BUSINESSES READY FOR A BUMPER 2010 WITH OUR 7 DAY ROADMAP TO A PROFITABLE YEAR
If it is not measured, it is not managed. That is the bottom line when it comes to financial management, project management and operations management. And it is no different for staff management. Staff are the key resource in any business. The process of reviewing and measuring how they have contributed in the past and planning for improved contribution in the future, like any of the processes above, requires planning and forethought. The place to start is to have clear business targets in place. These targets provide the direction from which objectives will be set with staff and link the development of your people with the development of your business. Secondly, you need clarity on measures of acceptable work performance. These measures provide a base line for staff performance and can be supported in writing with job descriptions and policies. Defining acceptable performance should not just include what staff do, but how they do it. For example, it will always be easier to track takings rather than a barman’s productivity or to monitor food costs rather than the chef’s ability to manage the kitchen team. But these things are all measurable. Lastly there needs to be a commitment to time. The process of sitting down with your staff to discuss with them how they are doing, set objectives and identify support needed to achieve those objectives, takes time and energy. However, this time and energy is a tangible investment in your people and, for the most part, will be welcomed by staff who will see the process as an opportunity to get some feedback on how they are doing and how they can develop. A robust process will also prove critical for other staff related practices. Information from such a process can inform your salary plans, provide information on training needs and identify talent worth developing. The emphasis is not just on tracking performance but setting performance goals to achieve higher levels of business performance. It is about motivating and challenging staff to develop with your business.
Download: Employee Discipline Package
 Download:
Employers Interview Notes FormInterviews are essential when recruiting. This Interview Notes Form enables you to note down any questions you wish to address before the process is complete. It could be these questions or these notes that make all the difference in ensuring that you get your recruitment right. Preview>>  Download:
Potential Employee Reference Checklist
All employers should check the references
of potential employees. Use this Employee Reference Checklist as a
standard form in your HR Department.
Tailor this Job Description Template for
any role in your establishment. Allows you a reference point when hiring
and inducting new staff.
Preview>>
Looking for new staff for your
established business? Are you starting up a new hospitality venture?
Staffing is one of the most important and yet notoriously difficult
factors you’re going to have to deal with.More>>
 Download:
Management Career Development Worksheet
Use this worksheet to set goals for
management and develop a career path and plan together. A very useful
tool.
Preview>>
Record all training courses and holiday
requests for your staff on one At a Glance Spreadsheet.
Preview>>
When an employee leaves your employment,
you must make sure you have completed all necessary paperwork. Use
this checklist to assist.
Preview>>
SO WHAT IS THIS ROADMAP?
DAY 1
Cheers! Barry Chandler Managing Director Barkeeper Ltd |
5
Aspects Of A Successful Incentive Programme For Staff
A
Video Strategy Overview
A
Step by Step Plan to Follow
Access
to all the tools in our toolkit that you will need for your strategy
|
