Employability Of The Hospitality Graduates -Myassignmenthelp.Com

Question: Discuss About The Employability Of The Hospitality Graduates? Answer: Introducation The main reason for food reaching late to the table is the lack of enough employees when there is increased pressure of customers. Apart from that there are situations when some of the employees are not enough quick in passing the order to the chefs so that they start making the order. There are more chefs needed, the existing chefs often procrastinate, and the orders get late. There are situations when there is unavailability of certain ingredients, which has to be brought in by someone. The main solution of this problem is to increase the number of employees in the organisation. The HR department of the company must work towards appointment of more employees in different positions like waiters, waitress, and chefs. The logistic department of the restaurant would work more efficiently to ensure that there are no situations where there is unavailability of any ingredient. Reasons for food not being hot enough There is a lack of employees which result in situations where the existing employees are busy in serving some customers, and the food of the new customers are ready and waiting in the kitchen. In that situation the food becomes cold till the time the waiters frees themselves to carry the food waiting in the kitchen to the tables. The solution discussed above would be useful in this problem as well. By employing more people, the problem will be solved. The existing employees must do hard work in a smart way so that one customer is served faster and the employee can go ahead to the next customer. Reasons for waiters waitresses not being timely It has been seen that many of the employees are not very satisfied with their pay scale. Therefore, they procrastinate and often found unmindful at their workplace. Apart from that the lesser number of employees than what is required sometimes creates such situations where there are no employees to cater to new waiting customers. The management must take necessary steps to increase employee motivation by better pay and other motivational factors so that the employees are satisfied and work in a better way. New employees will be hired which would further solve the problem. It is very important for the employees of a restaurant to be well versed in the art of communication to understand the requirements of the customers and to interpret the desires of the customers in their real meaning (Solnet 2016). The employees will go through a whole course of communication training from a communication expert. Few restaurants spend extensive measure of money on preparing their staff to communicate with the visitors (Nieves and Quintana 2016). Great quality of communication skill is a scholarly quality and not a characteristic expertise so one ought to consider preparing to upgrade staff aptitudes. Great hoteliers upgrade visitor encounter. Aside from speaking with the visitors, the staff should know how to compose messages. Great relational abilities will inspire the visitors, which will additionally demonstrate helpful to ones hotel business (Wang and Tsai 2014). Timeframe required for the whole exercise will be 3 months approximately. The increased communication skill will enable the employees to communicate with the customers in a better and professional way, which will increase the brand good will of the restaurant. A motivated employee is always productive to the company because he or she works more which results in better productivity (Karatepe 2014). Therefore, seminars and techniques, which increase employee motivation, are very important. The main factor for employee motivation is monetary incentives, but apart from that recognitions, awards and promotions also work wonders (Karatepe and Karadas 2015). Junior workers will probably exceed expectations in their positions and remain with the organization in the event that they believe they have an opportunity to climb the stepping stool. Setting clear objectives and execution focuses for workers to demonstrate to them how they can raise their wages and move to better employments to propel the staff will be helpful. Motivated employees propel the companies to growth. Better employee motivation is very helpful in employee productivity and retention. Working in a particular industry requires a full-fledged knowledge of that industry that requires updated information of what is happening around. Everyday there are new incidents that are worth contemplating and understanding. The employees will be supplied with a full supply of contemporary case studies of different restaurants and will be trained how to tackle with similar situations in their workplace (Walker 2016). There will be sessions and seminars, where industry experts will visit and explain why crisis management is important, and what is the role Empowering the employees with industry knowledge will make the employees better prepared for situations which are critical and need attention. Most important quality that the waiters and waitresses should have is a great conduct and behaviour with customers who are coming in to enhance the dining experience of them (Jani and Han 2014). The hotel business is tied in with interfacing and dealing with individuals, regardless of whether that be ones clients or colleagues. Obviously, aptitudes and experience can be instructed and learnt, but attitude or behaviour cannot and this is the reason it is such a basic component for managers to consider. It has been discovered that the significance of worker states of mind and attitude to benefit and the level of fulfilment with the administration change essentially among clients of various nationalities. For instance, American explorers underscore components, for example, workers having the capacity to take care of their issues (Nieves, Quintana and Osorio 2014). Taiwanese clients push the significance of workers treating clients equally to all the customers equally. Following is a scenario where one student enacts a staff member and another manager of the restaurant. Situation number one is selected as the scenario and the role play that is provided is of a cook who has high absent rates without proper evidence or reason. Student 1 is playing the role of a Manager and Student 2 as the absentee cook. Manager- You have been continuously and repeatedly going absent from your work, this cannot be tolerated by the company anymore. Cook- But Sir, I fall sick often and that compels me to stay at home. How can I come if I am sick? Manager- Even if you are sick you need to communicate to the restaurant so that there can be backup plans, and a person cannot be sick for the whole of the year. Cook- I was really sick sir. But I didnt visit the doctor because it was fever and every time a fever comes how can I visit the doctor. Manager- If someone is sick and that too for a prolonged period that person has to positively provide medical certificate from the doctor or just the spoken words of the person cannot be considered as evidence of the persons sickness. Apart from that you are often late at work and you are found to procrastinate during your job. If you are not serious about your job then you may think otherwise. Cook- Sir I am really sorry because of repeatedly being late. The place I come from is faraway and sometimes it is found that there are less number of transport. Manager- The company would not care about where you stay and whether there is transport or not. If you are repeatedly late that impacts the productivity of the restaurant. You have to start early from your house in order to reach the workplace at time. Cook- Yes sir I will keep that in mind. Also I will go to the doctor for medical certificates when I am sick. Manager- Yes both of these are required to be done as soon as possible. Apart from that it has been found that the orders you get often are late supplied to the tables of the customers, and the customers who have reviewed online about our food, most of them negatively reviewed when you prepared the food. Cook- May be at times when I was sick I could not do the work properly, I will make sure my cooking is the best from now. References Jani, D. and Han, H., 2014. Personality, satisfaction, image, ambience, and loyalty: Testing their relationships in the hotel industry. International Journal of Hospitality Management, 37, pp.11-20. Karatepe, O.M. and Karadas, G., 2015. Do psychological capital and work engagement foster frontline employees satisfaction? A study in the hotel industry. International Journal of Contemporary Hospitality Management, 27(6), pp.1254-1278. Karatepe, O.M., Beirami, E., Bouzari, M. and Safavi, H.P., 2014. Does work engagement mediate the effects of challenge stressors on job outcomes? Evidence from the hotel industry. International Journal of Hospitality Management, 36, pp.14-22. Nieves, J. and Quintana, A., 2016. Human resource practices and innovation in the hotel industry: The mediating role of human capital. Tourism and Hospitality Research, p.1467358415624137. Nieves, J., Quintana, A. and Osorio, J., 2014. Knowledge-based resources and innovation in the hotel industry. International Journal of Hospitality Management, 38, pp.65-73. Solnet, D., Baum, T., Robinson, R.N. and Lockstone-Binney, L., 2016. What about the workers? Roles and skills for employees in hotels of the future. Journal of Vacation Marketing, 22(3), pp.212-226. Walker, J.R., 2016. Introduction to hospitality. Pearson Higher Ed. Wang, Y.F. and Tsai, C.T., 2014. Employability of hospitality graduates: Student and industry perspectives. Journal of Hospitality Tourism Education, 26(3), pp.125-135.