HOSPITALITY MANAGEMENT | My Assignment Tutor

HOSPITALITY MANAGEMENT Table of Contents Introduction 3 Staff analysis in hospitality industry 3 Skill gap and its impact 6 Recommendation to minimize skill gap 7 Conclusion 7 References 8 Introduction The report assesses the staff and the workforce that is important with respect to an organization in the hospitality industry. It thoroughly assesses the dynamics associated with their positions and gives and an explanative description of the range of operational duties that fall under their responsibilities. The hospitality sector is a huge sector with a number of staff collaborating in harmony to bestow upon the guests the best of service with the most efficient time management opportunities. The skills required in the workforce and the various situations with respect to those skills have also been discussed thoroughly. Staff analysis in the hospitality industry Waiting staff Waiting workers at the food court are accountable for interacting with and listening to clients. The work includes figuring out what visitors would also like to consume foods, getting everyone their food, taking fees, and keeping vigilant to some other concerns they might have throughout their tour (Krakowiak et al., 2020). Owner of Cafe The store manager has a senior job in the service, and this is perhaps one of the most critical restaurant jobs. It includes overseeing all facets of kitchen activities, from the consistency of nutrition to the economic success of the kitchen to the procurement of fresh supplies, to the recruiting and preparation of restaurant employees (Krakowiak et al., 2020). Staff of Restaurant Kitchen workers also hold one of the most diverse hotel jobs, with roles mostly dependent on the scale of the hotels and the design of the service. Common functions may involve simple preparing food, sweeping of kitchens, washing of kitchenware and pans, preparing menus, and supporting cooks or staff with different tasks (Krakowiak et al., 2020). Cooking Supervisor The business owner would be accountable for overseeing the activity of the restaurant and controlling the quality of efficiency. Operations which involve recruiting and firing kitchen employees, importing cooking equipment, buying ingredients, enforcing sanitation requirements, overseeing preparing food and maintaining that all members of staff have the requisite training. Supervising chef Sous chef or front chef is the highest hotel place for meal preparation. The master will typically be responsible for designing and managing the cuisine of the establishment, whilst overseeing the group of servers, sub staff, and support personnel (Ariza-Montes et al., 2017). In certain instances, the head chef will still have financial duties rather than just the restaurant boss (Ariza-Montes et al., 2017). The hotel space helper Those in housekeeping department hotel jobs prefer to communicate with the cafeteria and service workers, but the primary duty here is to offer facilities to visitors in their hotels. This might involve talking to the customers on the telephone, collecting hotel restaurant instructions, transferring them to the kitchen, and then delivering food and beverages to the customers. Porter Lodging official Alternatively known as bell-shops, hotel attendants are necessary for handling visitors to their hotels, moving their baggage to various levels, and ensuring the bedrooms are appropriate. This is a hospitality job that needs extensive knowledge of hospitality procedures, though as visitors also start discussions and request guidance (Ariza-Montes et al., 2017). Workplace Main Counter First desk employees are applicable to a variety of diverse facets of customer support, including accepting visitors, having them sign in, collecting benefits, and addressing queries (Ariza-Montes et al., 2017). In comparison, personnel at the front counter can need to communicate with customer service workers, cope with grievances, and addressing customer buttons or card readers (Ariza-Montes et al., 2017). Head of Front Counter The front counter supervisor is accountable for managing the activity of the front counter. This includes the completion of duties at the front counter, the management of workers at the front counter and the acquisition of financial planning, recruitment, and selecting activities (Ariza-Montes et al., 2017). A crucial component of the project often includes monitoring while workers are employed so that the reception counter is not left unsupervised (Ariza-Montes et al., 2017). Maintenance and Washing The repair and washing component consists of all hospitality roles relevant to the management of the hotel. In specific, the emphasis is on washing, repairing items, and accommodating demands from visitors. Vip supervisor The position of the executive officer is one of the accommodation positions generally correlated with elevated lodging (Koc and Bozkurt, 2017). The role itself includes conducting activities on behalf of the visitors. For eg, a customer may need travel, and a VIP executive may organize it or a consultant may choose to arrange an amusement pass, or a place at a diner. Servicing Individual Maintaining sanitation, not only in common resort areas, but also in visitor quarters, is the key concern of those in housecleaning hotel roles (Alshamey, 2019). Main applications would include the sweeping of guest quarters, re-stocking of bedrooms prior to the actual special guest reviews, washing of bathrooms, cleaning of beds and other luggage storage (Koc and Bozkurt, 2017). Chief of housecleaning The maintenance support executive would be accountable for overseeing the housecleaning workers and maintaining that they have all the tools necessary to succeed (Alshamey, 2019). This includes monitoring the inventory levels and coordinating the maintenance operation. Around the same period, the work entails recruiting, firing, recruitment of workers and handling the individual department’s expenditure (Koc and Bozkurt, 2017). Hotel/Director Executive The most accountable restaurant, restaurant or managing director would eventually be accountable for all facets of hospitality management (Koc and Bozkurt, 2017). They will be responsible for gathering and monitoring results, implementing structural adjustments, and will have to fill in to manage or conduct different duties throughout the room to embark on this career. Director of marketing The hospitality marketing director would be responsible for advertising the property to prospective visitors and professional colleagues (Goh and Jie, 2019). This includes overseeing promotional policy and investment, as well as seeking ways to advertise the property across alternate means. The communications group will most also assume credit for social networking activities (Koc and Bozkurt, 2017). Sales Director The job of a sales representative is often seen as an alternative hotel function since the main duties could perhaps be carried on by a mixture of the managing director, the administrative assistant or the marketing company (Goh and Jie, 2019). Where it does occur, it includes the sale of hotel accommodation, hotel equipment, marriage facilities and other hospitality items (Goh and Jie, 2019). Director of Sales Revenue control includes optimizing income from a property and maximizing economic health (Alshamey, 2019). This is largely accomplished by adopting a comprehensive approach to delivery, meaning that luxury hotels are delivered to the right client at the right location at the appropriate moment, via the best available route (Alshamey, 2019). Financial Reporting Supervisor The finance management’s hotel job would be monitored by the accounts payable and by all workers inside it (Alshamey, 2019). Obligations would include maintaining that the property is adequately tracking and reporting revenue and expenses, overseeing the compensation of workers, and ensuring that expenses and taxation are collected adequately and on schedule (Alshamey, 2019). Chief of Acquisition Management accountants are liable for the procurement of appliances and other things that establishments use to run. The work includes closely monitoring inventory levels so that the hotels are never left short, but still without causing a scenario where things remain in inventory for too much, undertaking precious inventory (Alshamey, 2019). Public Assets Officer The Human asset management Group specialises in human-related things, and the Staffing Chief will oversee these initiatives. HR duties may involve coping with business matters, designing and enforcing Organizational strategies, participating in committees, establishing rules on the actions of workers and encourage workers to conclude their service professions. Information Management Chief Finally, another of the more professional hotel jobs is the IT boss, who is accountable for overseeing the IT structures, infrastructure and procedures of the hotel. Commitments can vary from guaranteeing that scheduling networks are working, controlling and enhancing hotel information security, and upholding online privacy requirements (Ohunakin et al., 2019). Skill gap and its impact The mixture of long working hours and low pay in the restaurant industry has culminated in a comparatively high attrition rate for workers. This is troublesome for lengthy workforce development and strong education initiatives, which are expensive expenditures (Huertas-Valdivia et al., 2018). The peak season expectations and the strain that brings with it are additional stumbling frames to subject workers to preparation. Both expenses typically require payout, and most businesses are unable to determine the advantages of learning and the resources required to deliver education. This refers in general to minor proprietor undertook companies where nobody is accessible or delegated to enhance the expertise of workers to boost their efficiency (Huertas-Valdivia et al., 2018). The Federal government itself recognizes that it has been proposed that hospitality syllabuses and capacity building initiatives be developed in a way that meets the requirements of the industry, thereby integrating the divide between both the educational sector and the workforce, instantly training professionals for jobs and rendering them appealing to the industry (Huertas-Valdivia et al., 2018). Social programs such as global Professional Acquisition Programs have thus far been under-used. Business owners and tourism companies are scheduled to make their part in recruiting and maintaining expertise within the industry and are expected to use these programs to promote and accelerate the rate of tourism development (Afsar et al., 2018). It is a matter of investing not on skills levying resources on certain questionable projects, but of ensuring that chosen projects provide the requisite standard of skills and have the merit to remain newly acclimated with the requirements of today’s environment (Huertas-Valdivia et al., 2018). Employment is the highest single expense to tourism institutions, and several hospitality and resort businesses are experiencing a second tightening in the context of sector associated shortages of skilled workers. The tourist industry could grow as the total population grows, but there is less skilled tourism staff in the entire business gambling and pleasure vessels to restaurants and bars (Xiong and King, 2019). Any accommodations are utilising technologies to fill the void. Hotel kitchen departments have been increasingly severely affected by a professional labour shortage, with too many shifting to culinary innovations that improve productivity, such as pre container sealed restaurant products (Xiong and King, 2019). Others have been cutting down the impact or overtaxing current members of staff with additional duties asking a prep cooker to produce bread rather than just recruiting a bakery, for example. Although these approaches have allowed market participants to keep up amid the labour gap, they remain largely initiatives. Innovation may substitute a certain number of social labour, and employees may undertake a certain amount of extra tasks, but even that has its limits. Customarily, there seems to be a large competition in the hospitality business (Xiong and King, 2019). The corporation’s requests are rendered by a few people. Remember that workers can work weekends and holidays, restrict leisure space to invest with families or associates, and are required to treat challenging consumers and resolve gratitude challenges. Staff members who do not dedicate their time to self-care can stress out and forced to retire from the profession for doing something simpler (Xiong and King, 2019). Recommendation to minimise skill gap Utilization of employee management software Active working population control application covers attendance and schedule management, schedule, absenteeism, accounting and labour analytical strategies (Afsar et al., 2018). Industry analysts report that administrators invest an equivalent of two or three hours per person per quarter struggling with problems such as annual gross compensation, managing and holidays, retention and sick days (Afsar et al., 2018). Computerized labour management methods may play a significant role in the planning, preparation, monitoring, measurement and regulation of time spent and in the utilisation of resources spent (Selvanayagam and Thiagarajan, 2019). Efficient job schedules can be done by PC-based apps, web-based software, smartphone and smart grid employee associated applications. Any of these methods will modernize labor – intensive procedures thus strengthening labor controls. Individuals are usually shocked to see the end result effect of better labor schedules on cost control and productivity (Selvanayagam and Thiagarajan, 2019). Workflow automation technologies, by associating change patterns with expected sales requests, will efficiently enforce regulatory discussion of the future, recognize staffing levels and capability levels, and achieve labor financial planning objectives (Selvanayagam and Thiagarajan, 2019). Efficient employment management systems control labor costs and mitigate enforcement threats while enhancing labour efficiency by performance and participation reporting, preparation, personnel records, payroll tracking and labour analysis. The goal is to expose unnecessary labor expenses in fields such as holidays, non-productive employee participation and lateness (Selvanayagam and Thiagarajan, 2019). Conclusion The report takes into consideration all of the dynamics with respect to the various positions in terms of the important duties and responsibilities associated with the organization. Thus, at the conclusion, the impact of the skill gaps with respect to the importance of training and skill development have been discussed with respect to the context of the hospitality industry. References Afsar, B., Shahjehan, A. and Shah, S.I., 2018. Frontline employees’ high-performance work practices, trust in supervisor, job-embeddedness and turnover intentions in hospitality industry. International Journal of Contemporary Hospitality Management. Alshamey, O.A., 2019. Factors that affect motivation and job satisfaction of employees within hospitality industry. Journal of University Studies for inclusive Research, 2(1), pp.220-237. Ariza-Montes, A., Arjona-Fuentes, J.M., Law, R. and Han, H., 2017. Incidence of workplace bullying among hospitality employees. International Journal of Contemporary Hospitality Management. Goh, E. and Jie, F., 2019. To waste or not to waste: Exploring motivational factors of Generation Z hospitality employees towards food wastage in the hospitality industry. International Journal of Hospitality Management, 80, pp.126-135. Huertas-Valdivia, I., Llorens-Montes, F.J. and Ruiz-Moreno, A., 2018. Achieving engagement among hospitality employees: A serial mediation model. International Journal of Contemporary Hospitality Management. Koc, E. and Bozkurt, G.A., 2017. Hospitality employees’ future expectations: Dissatisfaction, stress, and burnout. International Journal of Hospitality & Tourism Administration, 18(4), pp.459-473. Krakowiak, E., Sygit, K., Sygit, M., Cipora, E. and Krakowiak, J., 2020. Exposure to Environmental Tobacco Smoke (ETS) among Employees of Hospitality Venues in the Light of Changes in Anti-Tobacco Legislation in Poland. International Journal of Environmental Research and Public Health, 17(10), p.3691. Ohunakin, F., Adeniji, A.A., Oludayo, O.A., Osibanjo, A.O. and Oduyoye, O.O., 2019. Employees’ retention in Nigeria’s hospitality industry: The role of transformational leadership style and job satisfaction. Journal of Human Resources in Hospitality & Tourism, 18(4), pp.441-470. Selvanayagam, B.L. and Thiagarajan, M., 2019. Job involvement of employees in hospitality industry in relation to their job satisfaction. Xiong, L. and King, C., 2019. Aligning employees’ attitudes and behavior with hospitality brands: The role of employee brand internalization. Journal of Hospitality and Tourism Management, 40, pp.67-76.

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