How To Record And Maintain Accurate Personnel Records, Develop Job Specifications, And Manage Staffing

What You’ll Learn

Job Objective

We are looking for a front office manager to manage our business front office area. The person shall have to act as the face of our organization and make certain that the visitors receive a heart-warming welcome. As a front office manager, the person shall have to coordinate different front office actions, including receiving business calls, attending customers along with delivering guest services.

Front office manager also needs to combine a pleasing personality with a dynamic professional attitude for supervising and dealing with our daily business functions. Our perfect candidate needs to have the potential to manage effectively all the complaints and has a solid approach towards customer service.

Finally, the candidate need to be able to make it certain that our front office manager can deliver professional and responsive service to our clienteles.

-Ensure tidiness of front desk and contains all the essential stationary materials

-Train, oversee and back all the members of the staff of the office, including all other receptionists, security personnel as well as call centre agents

-Management as well as training the caretaker, auditor as well as team of receptionist

-Ensure appropriate distribution of mail

-Arrange, prepare as well as monitor budget of the office

-Ensure compliance with the policies and procedures of the company together with diverse security obligations

-Maintain updated records of different expends and costs

-Make certain that the front desk delivers a professional as well friendly service for different customers

-Manage customers, comprising of managing complaints at the time when they arrive at the desk

-Troubleshoot emergencies

-Scheduling and managing the roster of the member of the staff

-Communicating with other departments

-Recognized work experience as a front office manager otherwise reception manager

-Hands on understanding as regards management of different office machines, for instance, computers, fax machines, printing machines and many others.

-In depth knowledge of providing customer service, management of office and fundamental bookkeeping processes

-Good organizational as well as multitasking capabilities

-Problem solving skills

-High school degree, supplementary certification is favourable

A well-established organization, Holmes Hotel, operating in the hospitality industry of Australia is looking for a right candidate to fill up the vacancy of front office manager.

We are looking for a young, dynamic and committed individual with keenness to learn and who possesses the following skills:

• A sound academic background
• Minimum work experience of around 5 years in the field of customer handling especially in the hospitality industry
• Excellent communication skills (both verbal and written)
• Capability to provide excellent customer service to augment satisfaction of customers and develop strong and enduring customer relationship
• Manage and resolve definite customer complaints and inquiries professionally
• Age should be below 32 years

A lucrative remuneration set commensurate with educational qualification and skills and competencies along with good career prospects await the ideal candidate. Interested candidates are hereby requested to apply latest by 15^th March, 2017.

Email us at: [email protected],com

The primary components of job advertisement mainly includes the description of the vacant position, key areas of accountability, statement of qualifications or requisite work experience and desired skills (Shackleton, 2015). In addition to this, the other components include brief description of the company and the details regarding the mode of application for advertised vacant position together with the deadline for the applications (Bryson et al., 2013).

The given advertisement provides an appropriate job title and the advertisement contains a suitable heading information that explains who the individual reports to and what segment of the business the current vacant position fits in. The given advertisement also explains the vacant position appropriately along with the key areas of responsibility. The advertisement aptly elucidates the key areas of responsibility such as accountability for maintenance of high standard of operation particularly within areas of special events as well as banquets and making certain different factors of dynamic professionalism associated to service, productivity as well as presentation (Shackleton, 2015). Thus, in the given case, the advertisement appropriately expounds the general accountabilities along with descriptions of important tasks, purpose of the tasks, maintenance of associations with the customers and co-workers and the outcomes anticipated of incumbent worker. In addition to this, in the present case, the advertisement posted by Excellcia Lodge explains the requisite skills, educational qualifications, abilities along with necessary qualities that are essential for the current position. For instance, the given advertisement clearly states that the ideal candidate needs to possess minimum work experience of five years in the relevant field with verified records of success.

In addition to this, the given advertisement further adds that the candidate needs to have excellent organizational skills, capability to lead, inspire as well as train the members of the staff of the Banquet, encounter difficult environment, manage gala dinners and other events for more than 250 guests. The current advertisement also explicates illustratively the skill, requisite experience, and training, motivating and leading capabilities. In the context of the given case, the advertisement explains the significant needs and the way the current position can address to the needs and what outcome the identified position is anticipated to attain (Nieves & Quintana, 2016).  

Analysis of the given case reveals the fact that the advertisement posted by Excellcia Lodge does not properly mentions the potential challenges as well as barriers that are in the advertised role. In addition to this, the advertisement in the given case does not specify in detail the requisite knowledge, skills as well as capabilities that are necessary for addressing the identified challenges in this role. Furthermore, the advertisement also does not mention about the different opportunities that the vacant position provides that in turn can help the applicants to understand the prospects of this job (Alves & Wada, 2014). Moreover, the advertisement also does not specify the keywords in the advertisement or else a word cloud that can assist in the process of identification.  

2.Selection criteria can help both the business organization as well as the job applicants to comprehend exactly what is expected from the individual in a particular position. Thus, the selection criteria can help in determining whether a specific applicant can be considered to be a good fit for the definite position (Shackleton, 2015). As such, the criteria for selection offers a guide for the purpose of preparation of necessary job description as well as selection criteria that in turn can attract the appropriate person to fill the vacant position. However, the selection criteria can be categorised into different headings such the mandatory requirements that can state the education as well as necessary formal credentials (Nieves & Quintana, 2016).

Mandatory Requirements:	– The vacant position according to the given case requires the successful candidate to have the Capability to handle different operational aspects including staffing, time and activity scheduling, overseeing service as well as performance. – Again, as per the given case, the current position requires successful candidate to have potential to optimize the sales and minimize costs. The mandatory requirements also include sound knowledge in the areas of management of operational aspects of a restaurant, management of profitability. Growth in the figure of sales and development of effective marketing strategies –  In addition to this, the successful candidates also need to have hands on experience in management of daily operations, management of the people, recruitment, selection and training the staff. This position also calls for the need for leading and inspiring the team, maintaining health and safety at the workplace and ability to understand and confirm proper adherence to relevant legal compliance. – Furthermore, as a restaurant manager, the successful candidate needs to have vivid knowledge regarding the maintenance of reports and establishing strong as well as enduring business relations.
Key Selection Requirements	– As per the given case, the main requirement for selection hereby outlines the requite skills, competence, knowledge and attributes that the successful candidate needs to possess. In particular, the successful candidate for this position need to have willingness to help others, a strong passion for good food and beverages. – In addition to this, the candidate can be selected only if the individual has outstanding skill of organization, capability to lead as well as supervise the entire team and the potential to execute and enforce stringent food safety exercises. In addition to this, the individual needs to have a problem solving acumen along with decision making skills. – The individual also needs to understand the skills of increasing the overall efficiency of operations for maximising sales and at the same time minimizing cost.
Other Selection Requirements	– For the given case Preferred formal educational (vocational education and training) qualification and credentials for the position include professional qualification in hospitality management or human resource management although there is no mandatory educational requirement for entering into a restaurant management position. Thus, qualified restaurant manager who has completed a formal degree in the field of hospitality management, management of tourism or any other associated field can be preferred for this vacant position of restaurant manager.

Table 1: Selection criteria

(Source: Nieves & Quintana, 2016)

References

Alves, T. S. S., & Wada, E. K. (2014). Areas of Hospitality Management and Stakeholders in Recruitment and Selection Multiple Case Study: Estanplaza, Travel in and Transamérica. Iberoamerican Journal of Strategic Management (IJSM), 13(2), 99-116.

Bryson, J., James, S., & Keep, E. (2013). Recruitment and selection. Managing human resources. Human Resource Management in transition, 125-149.

Nieves, J., & Quintana, A. (2016). Human resource practices and innovation in the hotel industry: The mediating role of human capital. Tourism and Hospitality Research, 1467358415624137.

Shackleton, V. (2015). Recruitment and Selection. Elements of Applied Psychology, 153.