Induction Program
INDUCTION PROGRAMME
Hospitality Industry has relatively high employee turnover, averaging as much as 200 to 300 percent per year (Woods, 2002). Employee turnover in their first 30 days is to blame for such high percentage. New environment, overload of information, pressure to perform for new bosses and obey new work rules, this combination of new things may make a new employee feel insecure and overwhelmed and often are the cause of resigning. Company which invest their money into recruiting process wants their new employees to stay. Orientation programs are an important tool in succeeding in that aspect. Although orientation programs are design to reduce stress associated with starting the new job, quite often new employees are presented with huge amount of information and procedures, compressed into short brief which only increases the level of anxiety their experience. It is up to management to find the right balance. In Australia where unemployment is at its lowest mark since 1974 and stands at just 4 per cent, staff shortages in hospitality industry are significant (Austin, 2008). Keeping the new employees at the job by developing well-designed orientation program is than vital.
The purpose of this paper is to develop an induction plan for the first month of work for a restaurant hostess. To do so a short description of a restaurant and few assumptions are needed.
Restaurant is located in historic Rocks area in Sydney. It is a busy restaurant with capacity of 800 guests. Big terrace has about 350 seats and caters for a la carte customers, inside of the restaurant holds up to 450 guests and is mainly used for weddings and various functions. Open for business 7 days and nights.
First two days of the orientation program would be away from normal, everyday duties and divided into three and five hour blocks.
DAY 1 (3 hours)
On the first day new employee will get familiar with the organization and the property as a whole. Main occupational health and
Hospitality Industry has relatively high employee turnover, averaging as much as 200 to 300 percent per year (Woods, 2002). Employee turnover in their first 30 days is to blame for such high percentage. New environment, overload of information, pressure to perform for new bosses and obey new work rules, this combination of new things may make a new employee feel insecure and overwhelmed and often are the cause of resigning. Company which invest their money into recruiting process wants their new employees to stay. Orientation programs are an important tool in succeeding in that aspect. Although orientation programs are design to reduce stress associated with starting the new job, quite often new employees are presented with huge amount of information and procedures, compressed into short brief which only increases the level of anxiety their experience. It is up to management to find the right balance. In Australia where unemployment is at its lowest mark since 1974 and stands at just 4 per cent, staff shortages in hospitality industry are significant (Austin, 2008). Keeping the new employees at the job by developing well-designed orientation program is than vital.
The purpose of this paper is to develop an induction plan for the first month of work for a restaurant hostess. To do so a short description of a restaurant and few assumptions are needed.
Restaurant is located in historic Rocks area in Sydney. It is a busy restaurant with capacity of 800 guests. Big terrace has about 350 seats and caters for a la carte customers, inside of the restaurant holds up to 450 guests and is mainly used for weddings and various functions. Open for business 7 days and nights.
First two days of the orientation program would be away from normal, everyday duties and divided into three and five hour blocks.
DAY 1 (3 hours)
On the first day new employee will get familiar with the organization and the property as a whole. Main occupational health and
References: Austin, K 2008, ‘Situation vacant’, Good Living, The Sydney Morning Herald, 1 April, pp. 8-9. Occupational Health and Safety in Hospitality n.d., viewed 2 April 2008, Summers J & Smith B 2006 “communication Skills Handbook”, Australia: Wiley. Woods, RH 2002, Managing Hospitality Human Resources, Educational Institute of the American Hotel & Lodging Association, Michigan.