The selected business for this assignment is an organisation that operates under the hospitality industry. The business provides high quality facilities to its consumers, which include authentic food experience at an affordable price. This hospitality business also follows the regulatory guidelines, introduced by the Government of Australia. Hence, the operational roles of managers in this industry have been discussed below:
A restaurant manager is responsible for developing the revenue of the restaurant. Besides this, it is observed that a restaurant manager is liable to ensure profitability and quality goals of a restaurant, along with the high production and a better customer service.
Hence, to compose a compliance system, following terms and conditions should be considered for the food and beverage staff for the restaurant:
Hence, following regulatory requirements will be required for this hospitality business
Licensing and legal requirements needed for compliance and consequences of not complying with them
The insurance firms, solicitors and the organisational accountants provide the expert advice about legal information. The expert advice of legal information is necessary to make contracts (Altmann, 2015). Based on the written document any commitments and the process of employment are done. It also helps in making the organisational insurance policies which are needed for providing compensation guarantee. The bankruptcy can be solved by this legal advice, and the performances level can be improved. The devices are as follows:
Therefore, a breach in the regulatory compliance that might trigger legal issues for the restaurant business. According to the updated legislation it is essential for business enterprises to follow the guidelines strictly.
1.1 Informational Source:
In the business of hospitality industry, the compliances refer to the endurance of the methods so that the company’s employees and management can be ensured to follow the laws, regulations, standards, and ethical consideration which have been applied in the hospitality organisation. The effective compliances can cover the companies’ internal policies and governmental laws. The rules of the Australian Business Laws are known as the compliances of the hospitality industry, and the hospitality organisations must meet these standards.
Q1. Accessed sources and authorities of regulatory information:
Several sources have been obtained for gathering the data which is needed for the business of hospitality industry. Internet and professional networks have been accessed for gathering regulatory information for hospitality business purposes. In the internet, several governmental websites have been accessed which apply to the business of hospitality industry. The experienced experts of the sector develop the professional networks, business associates, associations of industry and professionals, suppliers, colleagues and contractors (Gatt and Schranz, 2015).
Reference books have been used for gathering regulatory information. These references books have been obtained from government departments, industry associations, experts and libraries. The updated versions of the reference books have been used for gathering the regulatory information. Magazines, newspaper, radio, and televisions have been used as .media for achieving the regulatory information. In the associations of the industry and the organisations the AHA, EEAA, HMCA, AHRI, and R&CA have been used for acquiring the regulatory information.
On the other side, some regulatory authorities have been contacted for gathering the regulatory information. In the regulatory authorities the local offices of government, commonwealth government departments, and the departments of the territory and state government are included. Apart from these resources, several website links of the Australian government have been accessed for gathering regulatory information for the hospitality business purposes.
establishment of the system of business compliances:
Following changes have been made in the policies and procedures:
Both parties must create the legal relations for proposing he updated information of the licensing and regulations requirements, and the organisational communication can establish this relationship. The updated information of the licensing requirements and laws can be intended by the corporate communicational process (Lencucha and de Lima Pontes, 2018). This organisational communication process can be written communication and verbal communication. Both parties can intend the agreement. The agreement can be created successfully if another party can accept this agreement.
After making the proper policies and procedures, it is essential to distribute these procedures among the staff of the organisation. The systems and policies are distributed through an intranet. On the intranet, the methods and strategies can be read by the employees of the organisation (Kellner et al. 2016). The induction manual can also help the employees of the organisation for having the procedures and policies. Several critical regulatory procedures and policies are included in the manual induction of the organisation. By the manual installation, the employees of the organisation can know the maintenance of the version-controlled registers. By these two elements, the regulatory procedures and policies can be distributed.
The manager needs to check the staff that they know the duties and functions very clearly and for this reason, the manager must develop a meaningful communication with the personnel of the organisation. The manager must set a deadline for communicating the changes and compliance information. The briefings must be conducted before allocating the services to the personnel of the company. Communication must be created so that the staff can inform the compliance information. Email and intranet need to be used for identifying the compliance issue and can reduce these issues. The compliance issues must be discussed to the employees of the organisation. Information sheets and compliance handbooks must be distributed among the employees of the organisation. A training session must be conducted so that the employees can communicate with the compliance information.
The assistance is provided from the compliance policy for managing the deceptive activities and violation. This policy can ensure the process of adherence of the regulatory requirements. This policy also helps in the management of the people by the provision of the proper guidelines to the employees of the organisations. The statutory procedures and policies must be developed for caretaking the compliance policies (Mazzarol and Clark, 2016).
The employee comprehension of the advanced systems must be tracked for managing the regulatory compliances. As per the compliance policy it is mentioned that the strong criminal action and litigation must be avoided for managing the regulatory agreements. Detail reporting must be delivered at the proper time. The subsequent cots and operational inefficiencies need to be reduced for maintaining the regulatory approvals. The audit needs to be prepared for handling the regulatory approval.
The manager of the organisation must purchase the insurance of public liability as the organisation can be sued for any unpredictable negligence. This insurance covers the negligence. The negligence is such as injury or death of the organisational personnel, damage to anyone’s property and any economic loss (Zawawi . and Raml, 2017). This insurance can cover these types of negligence. Thus, the manager of the organisation must purchase this insurance for minimising the risks of the organisational business.
Review and modification of two of the policies
Several systems are used for maintaining the occupational as well as business license, and these systems are such as software as services, quick delivery, flexible design, automated workflows, reporting and many more. However, in this sector of hospitality business, the software as services system has been chosen by the manager of the organization as the hospitality business is benefited by the advanced technology thus the software as services system has been chosen for maintaining the business as well as occupational license (Manoharan et al. 2014). The government can be agile and can afford the agencies due to the system of software as services. The staff of the organisation can easily use this tool for maintaining the business as well as occupational licensing.
In the contractor compliance, the compliance must be checked by both parties on a regular basis. This checking is done by conducting the financial audits and by inspecting the services and products of the organisation (Crews, 2016). The other processes of checking the contractor compliance are such as research conducting, accounting the KPIs and information gathering. Apart from these, there are some other processes by which the contractor compliance can be checked which are such as following the pricing structures, meeting the deadlines, reaching the targets and achieving the customer satisfaction.
The business operation area must be evaluated by following five several methods. The meeting must be conducted with the organisational employees by the organisation. By increasing the level of staff-appraisal, the area of business operation can be evaluated. If the employees of the organisation get proper training from the organisation then also the area of the business can be assessed.
The non-compliance which has been identified in this sector is such as that the alcoholic beverages are served under-age customers and this is illegal in the business of hospitality industry (Fren? et al. 2016). For mitigating this non-compliance, the RSA law must be implemented by the organisation of hospitality business. As per this law, the organisation must modify their business structure. The alcoholic beverages must be provided within the licensed premises, and the only adult can purchase the alcoholic beverages. If the alcoholic beverages are sold to the under-aged person, then the legal charges should be asked to the organisation.
Highlighted changes
Several possibilities are identified for managing the organisational culture, and these opportunities are such as outcome opportunities, learning opportunities, and training opportunities. However, if the current understanding of the organisation can be identified, then the chance of networking must be determined. In the possibilities of networking both professional and personal networking are included. If the current knowledge is defined, then the professional networking opportunities must be implemented. The professional networking is held by the business associates, colleagues, industry associations and professional clubs. By this professional networking, the knowledge of currency can be easily identified.
The signs and posters of the compliance must be displayed so that the other can have the regulatory information. The issues of the agreement must be discussed with the others so that they can have the organizational knowledge of the organisation. Both verbal and written communication can be developed properly for having regulatory information.
|
Compliance area |
Relevant legislative |
Relevant informational source |
Procedures and policies |
|
Human rights |
Racial Discrimination Act (1975), the Human rights act, Workplace gender-equality act (2012). |
www.humanrights.gov.au, Workplace Gender Equality Agency www.wgea.gov.au, accessed June 2016 |
Anti-discrimination. |
|
Superannuation |
Superannuation Guarantee Act (1992) |
www.legislation.gov.au |
Contributing proper funds for marinating the organisational business. |
|
Food safety |
Food Act (2001) and Food Regulation (2009) |
www.sahealth.sa.gov.au |
Maintaining food standards and security |
|
Consumer act |
Competition and Consumer Act (2010) |
www.legislation.gov.au |
Keeping the consumers of the organisation. |
|
Service of alcoholic beverages |
Liquor Act in Queensland (1992) |
ablis.business.gov.au |
For selling alcoholic drinks |
Table 1: Legislations of laws
(Source: created by author)
The organisation must adequately train the employees of the organisation for developing as well as implementing any plan. The before implementing the program the employees must consult with the experts of the organisation.
As per the laws of food standards and safety the selling of low quality food must be prohibited (Sahealth.sa.gov.au. 2018). As per the requirement of alcoholic beverages service, alcoholic beverages must not be sold to the under-age people (Legislation.gov.au. 2018). The discrimination within the workplace must be prohibited. Improper compensation to the employees must be banned (Accela 2018).
The regimes of inspection and auditing are such as increasing the surveillance of the health departments and also increase the grading system. The act of Food Safety Protection must be implemented in the organisation. Regular inspection needs to be required for maintaining the hospitality business of the organisation. The jobs need to be made easier. The regulatory changes must be updated on a regular basis. The checklist of food safety must be created by the organisation so that the control logs can be monitored. The advanced technology must be used for providing the updates of the regulatory changes as well as information of the organisation.
Training of the employees is essential it helps in enhancing the knowledge of the organisation (Datta. and Jha, 2015). If the employees are appropriately certified, then they can be enthusiasm for doing more work, and it is beneficial for the organisational business. The regular updates of the employees’ performance are required for having proper training and certificates as per the performance level (Dattaand Jain, 2017).
The computer and the handbook of the regulatory information are required for keeping the regulatory information in safe. The company’s website is also applicable to keeping the company’s regulatory information.
In the statutory reporting, the financial information of the organisation is kept. By this reporting, the regulatory information of the organisation can be identified.
References:
Accela, 2018. Five Critical Components to Any Business and Occupational Licensing Solution – Accela.
Altmann, E., 2015. Industry professionalisation of strata title managers: what are the implications for governance? Property management, 33(2), pp.187-204.
Crews, J., 2016. The Management of Ethical Dilemmas by Australian Executives: Is what’s said and what’s done aligned?.
Datta, A. and Jain, A., 2017. Millennials’ Perception of Work Environment: A Climate Study Amongst Employees of Hotel Industry. Yogesh C. Joshi and Mukesh Pal 3. Social Media and E-Tail-A Theoretical Perspective 15-22 Akshat Aditya Rao and Rajesh Kothari 4. Millennials’ Perception of Work Environment: A Climate Study Amongst Employees of Hotel Industry 23-30, p.23.
Datta, A. and Jha, B., 2015. Industrial training and its consequences on the career perception-A study in the context of the hotel management students’ of Jaipur. EPRA International Journal of Economic and Business Review, 3(2), pp.146-152.
Fren?, C., Niculescu, A. and Trif?nescu, R., 2016. Risk And Risk Management: Theoretical Considerations And Some Applications In Tourism. Romanian Economic and Business Review.
Gatt, K. and Schranz, C., 2015. Retrofitting a 3-star hotel as a basis for piloting water minimisation interventions in the hospitality sector. International Journal of Hospitality Management, 50, pp.115-121.
Kellner, A., Peetz, D., Townsend, K., and Wilkinson, A., 2016. ‘We are very focused on the muffins’: Regulation of and compliance with industrial relations in franchises. Journal of Industrial Relations, 58(1), pp.25-45.
Legislation.gov.au. (2018). Federal Register of Legislation.
Lencucha, R. and de Lima Pontes, C., 2018. The context and quality of evidence used by tobacco interests to oppose ANVISA’s 2012 regulations in Brazil. Global public health, 13(9), pp.1204-1215.
Manoharan, A., Gross, M.J. and Sardeshmukh, S.R., 2014. Identity-conscious vs identity-blind: Hotel managers’ use of formal and informal diversity management practices. International Journal of Hospitality Management, 41, pp.1-9.
Mazzarol, T. and Clark, D., 2016. The evolution of small business policy in Australia and New Zealand. Small Enterprise Research, 23(3), pp.239-261.
Sahealth.sa.gov.au. (2018). Home: SA Health.
Zawawi, M. and Raml, N., 2017. Shariah-compliant hospitality services or Muslim friendly hospitality services: searching for a balance. Malaysian Journal of Consumer and Family Economics, 20(S1), pp.28-37.
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