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Facilitating Performance of Production Staff. Chapter 7. Learning Objectives After completing this chapter, you should be able to:. • List and describe the procedures for performing a position analysis to create job standards. • Explain strategies for developing job descriptions.
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Learning Objectives After completing this chapter, you should be able to: •List and describe the procedures for performing a position analysis to create job standards. •Explain strategies for developing job descriptions. • Describe procedures for implementing performance-based training programs that help employees consistently attain job standards.
Learning Objectives continued: After completing this chapter, you should be able to: •Explain how checklists can help managers ensure that job standards are being met. •Describe procedures for evaluating employees’ performance as needed to maintain job standards. • Describe a five-step process for controlling labor costs during production.
Use Job Descriptions Uses of Job Descriptions
Train Employees to Attain Job Standards Training Benefits
On-the-Job Training Training Preparation Training Presentation Trainee Practice and Demonstration Follow-Through
Use Checklists Opening and Pre-Shift Checklists Mid-Shift Checklists Shift-End and Closing Checklists
Evaluate Employees against Job Standards Coaching Problem Solving
Control Labor Costs During Production Factors Affecting Labor Costs
Managers Math Answer the Questions: 1. 2. 3.
1.List and describe the procedures for performing a position analysis to create job standards. • A position analysis identifies each task that is part of a position and explains how it should be done. • Four steps are involved: develop a task list, plan task breakdowns, consider performance standards to explain what will happen when the task is done correctly, and write a job description. • Supervisors and experienced workers should be consulted when developing task lists and job breakdowns. • Any available written information and observation will also be helpful.
2. Explain strategies for developing job descriptions. • Job descriptions summarize the major tasks in a position. • They are used for recruiting and screening, selection and orientation, professional development and training, and performance appraisals. • They are also useful for salary administration, safety and security, legal, and union relations purposes. • Job descriptions should be specific but not so detailed that they will be difficult to maintain if minor job tasks change. • They must be in compliance with the Americans with Disabilities Act (ADA) and focus on essential functions an employee must be able to perform.
3. Describe procedures for implementing performance-based training programs that help employees consistently attain job standards. • Performance-based training requires that all position tasks are identified, specific knowledge and skills required for each are known, and training addresses this knowledge and skill base. • Competencies are also considered, and an evaluation process is used to measure success. • Benefits of effective training include improved job performance, reduced operating costs, and more satisfied customers. • On-the-job training involves a manager or another trainer teaching job skills and knowledge to trainees at the work site. • There are four steps to training: preparation, presentation, practice and demonstration, and follow-through. • Training evaluation methods include objective tests, observation of after-training performance, interviews with trainees and trainers, and exit interviews.
4. Explain how checklists can help managers ensure that job standards are being met. • Checklists remind employees about tasks that must be performed and help ensure the maintenance of quality standards. • They are also used to keep records of tasks performed. • Opening or pre-shift checklists help ensure employees are ready to serve customers when the shift begins. • These checklists address equipment, ingredients, mise en place, POS system updates, and food-production requirements.
4. Explain how checklists can help managers ensure that job standards are being met continued… • Mid-shift checklists help confirm job standards are met as work evolves. • Food safety is a significant concern. • Checklists should confirm clean and safe work stations, refrigerator and freezer temperatures, and HACCP logs. • Shift-end and closing checklists address all activities required to end the shift or close the operation. • Cleaning and sanitation activities are important, as are tasks to secure the establishment.
5. Describe procedures for evaluating employees’ performance as needed to maintain job standards. • Managers use effective coaching when they encourage employees working correctly (positive coaching) or discourage employees from working incorrectly (negative coaching). • Coaching is typically an informal activity involving conversations with employees as they work. • Successful coaching involves being tactful, emphasizing the positive, conducting negative coaching in private, demonstrating and reviewing correct procedures, and explaining reasons for changes. • Effective managers ask employees about ideas for procedure improvements and evaluate each employee’s work against performance standards rather than other employees. • They also interact with employees to establish time frames for corrective action.
5. Describe procedures for evaluating employees’ performance as needed to maintain job standards continued… • More significant challenges may require a problem-solving approach. • The basic steps are to define the problem, determine its cause, analyze alternative solutions, and select the best alternative to develop and implement an action plan. • Documenting the process for future reference is also important.
6. Describe a five-step process for controlling labor costs during production. • Labor costs are affected by several factors including the menu, food preparation methods, and quality of employee training. • A five-step process can be used to control labor costs. • Step 1 involves using budget information to plan the amount that can be spent for a specific day or shift. • Step 2 involves forecasting customer counts. • Step 3 requires planning the number of labor hours based on the forecast. • Step 4 involves scheduling employees so allowable labor hours are not exceeded; schedules may be adjusted due to certain occurrences. • Step 5 is determining whether actual labor hours exceeded budget standards, causing a variance.
Key Terms: Action plan A series of steps that will be taken to resolve a problem. Bona fide occupational qualifications (BFOQs) The realistic range of skills or credentials needed to perform the essential job functions. Competencies Standards of knowledge, skills, and abilities required for successful job performance. Cost-effective Yielding time and money savings that are greater than what an item costs. Essential function (Americans with Disabilities Act)The key duties that an employee must be able to perform to do the work. Job description A description that indicates the most important tasks that are part of a job.
Key Terms continued: Job specification Information in the form of a list of the personal qualifications necessary for an employee to be successful in the position. On-the-job training Training that occurs when a manager or other trainer teaches job skills and knowledge to one trainee, usually at the work site. Operating budget A financial plan that estimates revenues and expenses for a specific time period. Overtime The hours for which a wage premium of 1.5 times the hourly rate must be paid. Performance standard A standard that specifies required quality and quantity outputs and defines the “correct” way to perform a task. Position analysis An analysis used to identify each task an employee must do and explain how it should be done.
Key Terms continued: Reasonable accommodation A change in the job application process, in the way a job is performed, or to other parts of the job (such as employer-sponsored training and benefits) that enables a person with a disability to have equal employment opportunities. Task A duty or activity that is part of a job (position). Task breakdown A description of how each task in the task list should be done. Task list A list that specifies all tasks that are part of a job. Training lesson The information and methods used to present one training session. Variance (budget) The difference between an amount of revenue or expense indicated in the budget and the actual amount of the revenue or expense.
