Recruit and Select staff Completed Yes / No Task 1 - Calculations – as per hospitality award – Appendix - A - Cook – part time - Kitchen hand – Casual - Kitchen hand – Volunteer - Business need...

Assignment requirements are in portal . I have provided some documents to follow while completing the assignment. it is Recruit select and induct staff unit from Advanced diploma of hospitality management.


Recruit and Select staff Completed Yes / No Task 1 - Calculations – as per hospitality award – Appendix - A - Cook – part time - Kitchen hand – Casual - Kitchen hand – Volunteer - Business need analysis - Discuss 2 points mentioned - Staff cost – Elaborate more in detail - Selection criteria - 2 Cook / Kitchen hand (templates provided – sample for F&B Supervisor only) **(Use Appendix – B – Job descriptions to complete this task) - Recruitment timeline – Should be between 15th April – 1st June - where you conduct interview / what you do in case if they do not attend -advertisements - 3 - include all points (Use selection criteria / Appendix – B – Job descriptions) -cost of ads in details – genuine – 3 locations - 5 interview questions for each position (total 10) - what checks you perform for each position (total 4) - what strategies you follow to attract more candidates – mention 2 Task 3 -Induction Program -Induction checklist (sample provided – Appendix – C) Task - 4 - Successful / Unsuccessful letters - 2 - (provide in appropriate letter format) - Appendix - D - completed with details Task 5 -Interview record forms - 6 - Appendix – E (Need to complete 10 Questions for each position and provide response/feedback on each question - not YES/NO ....GOOD/BAD) Task 6 Part A -Appointment letter - 1 – (not 3) -Employee file with cover sheet – attach all 4 documents from Task 3,4,5 and 6 Part – B -email - Need more detailed email - refer assessment task Selection criteria – F & B Supervisor Position name: F & B Supervisor Essential skills · Support senior leadership by developing and assuming basic management responsibilities · Leads other associates by coaching, giving direction and may include training, scheduling, payroll and interviewing. · Fundamental food and beverage knowledge and serve as the liaison between culinary and restaurant operations. · Product quality and service standards Desirable skills · Strong leadership skills · Communication and relationship skills · Great Ms Office skills · MYOB Skills Essential knowledge and experience · A true desire to satisfy the needs of others in a fast paced environment. · Refined verbal and written communication skills. · Must be available to work a flexible schedule that includes evenings, weekends and holidays. Desirable knowledge and experience · Proven leadership skills · Refined verbal and written communication skills. · Computer skills Essential / Desirable personal and interpersonal qualities · Can work under pressure · Positive attitude · Can do attitude · Maintain good personal presentation Essential / desirable qualifications / education / training · Diploma in Hotel management · Relevant previous experience · Certifications in computer skills Letter of engagement template for hiring new employees - full-time/part-time Letter of engagement template for hiring new employees – full-time/part-time A letter of engagement is a useful document to use when hiring new employees. The letter informs new full-time or part-time employees about the terms and conditions of their employment with your business, including: · start date · position · hours of work, and pay and other entitlements. Suggested steps for preparing and using a letter of engagement If at any time you need more information or assistance, call the Fair Work Infoline on 13 13 94 or visit www.fairwork.gov.au. Step 1: Create your letter of engagement Check what minimum entitlements apply to the position so you can fill in the relevant sections in the template, including: · pay · hours of work · shift penalties and loadings · leave entitlements, and termination of employment notice periods. Minimum entitlements can come from a range of sources including industrial instruments (e.g. an award or an enterprise agreement) and legislation, such as the Fair Work Act 2009. This letter of engagement template has been colour coded to assist you to complete it accurately. You simply need to replace the red <> writing with what applies to your employee and situation. The letter is broken into numbered clauses. Some of the clauses are optional because they might not apply to your employee and can simply be deleted. Explanatory information is shown in blue italics at certain clauses to assist you and should be deleted once you have finished the letter. Step 2: Consider whether you need legal advice You don’t have to seek legal advice when you’re hiring new staff, but for some jobs and in some industries it’s a good idea to ask for professional help. For example, certain jobs and industries might have specific requirements to do with restricting future trade or confidentiality clauses; this template does not provide the legal details you might need in these instances. It may be necessary or appropriate to have an employee sign a detailed written contract of employment as well as a letter of engagement. Even in more straightforward roles, you may want specific professional advice to assure yourself that you have covered all the important issues that relate to your business and the position you are filling. Step 3: Meet with the new employee and provide the letter of engagement Meeting face to face with your new employee to provide the letter and talk about the contents is a good opportunity for: · you to explain the terms and conditions of employment · the employee to ask questions, and you to describe your expectations for the job. Step 4: Give your new employee time to consider the letter of engagement You should give the person enough time to consider the contents of the letter of engagement and seek their own advice (if they want it) before they accept the offer. When providing the letter you should give a date by when you’d like the person to let you know whether the offer is accepted. Also, it is good practice to give the employee your contact details in case they have more questions. Step 5: Keep a copy of the signed letter of engagement and provide the employee with a copy Once you have received the signed letter of engagement from the employee, return a copy to them. This ensures you both have a record of what has been agreed. Private and confidential Dear Letter of engagement I am pleased to offer you employment in the position of with us at (‘the employer’) on the terms and conditions set out in this letter. 1. Position 1.1 Your start date will be . 1.2 Your employment will be . 1.3 The duties of this position are set out in the attached position description. You will be required to perform these duties, and any other duties the employer may assign to you, having regard to your skills, training and experience. 1.4 You will be required to perform your duties at , or elsewhere as reasonably directed by the employer. 2. Probation This clause is optional. Delete all of clause 2 if no probation period will apply. 2.1 A probation period will apply for the first months of your employment. During this time we will assess your progress and performance in the position. What is a reasonable probation time will depend on things like industry practice, the job and individual circumstances. Please note that having a probationary period will not affect an employee’s entitlement to lodge an unfair dismissal complaint. Unsure or want more information? Contact the Fair Work Infoline on 13 13 94. 2.2 During the probation period you or the employer may end your employment by providing notice in accordance with the table in clause 8.1 below. 3. Terms and conditions of employment 3.1 Unless more generous provisions are provided in this letter or in the attached Schedule, the terms and conditions of your employment will be those set out in the and applicable legislation. This includes, but is not limited to, the National Employment Standards in the Fair Work Act 2009. Neither the nor any applicable legislation are incorporated into your contract of employment. Call the Fair Work Infoline on 13 13 94 for information about your award or enterprise agreement. 3.2 The additional terms and conditions set out in the attached Schedule will also apply to your employment. Delete this clause if none apply. 4. Ordinary hours of work 4.1 Your ordinary hours of work will be per week, plus any reasonable additional hours that are necessary to fulfil your duties or as otherwise required by the employer. What are reasonable additional hours? There are many things you need to consider. Call the Fair Work Infoline on 13 13 94 for information and advice. 4.2 Your ordinary hours of work may be averaged over a week period. This clause is optional and can be deleted. There are strict rules about when and how hours can be averaged. For help call the Fair Work Infoline on 13 13 94. 5. Remuneration 5.1 You will be paid at the rate of $ per . 5.2 The employer will also make superannuation payments on your behalf in accordance with the Superannuation Guarantee (Administration) Act 1992. If superannuation is set out in your award or enterprise agreement you must pay at least that amount. If you are unsure about superannuation, contact the Super Hotline on 13 10 20. Or, contact the Fair Work Infoline on 13 13 94 to check your award/enterprise agreement. 5.3 Your remuneration will be reviewed annually and may be increased at the employer’s discretion. Note that the employee must always be paid in line with, or above, the relevant minimum wage. 6. Leave 6.1 You are entitled to leave (e.g. annual leave, personal leave, carers leave, compassionate leave, parental leave, community service leave and long service leave) in accordance with the and the National Employment Standards. 7. Your obligations to the employer 7.1 You will be required to: (a) perform all duties to the best of your ability at all times; (b) use your best endeavours to promote and protect the interests of the employer; and (c) follow all reasonable and lawful directions given to you by