pre pay caf@' hospitality and management!
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onaldLewis
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008
PRE-PAY-C
AF@HOSDPI
TALITY!
PRE-PAY-CAF@ HOSPITALITY AND MANAGEMENT RULES AND
REGULATIONS EXPLAINED!
ENTROPY UK LTD
19 DEASWAY LONDON N9 9TX
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PRE-PAY-CAF@ HOSPITALITY AND MANAGEMENT RULES!
The Rules of Our Trade!
The Pre-Pay-Caf@ Enterprise and Association aims always
to fully ensure that all of our members and also all other
franchise member operators,
are always ready and fully able to comply with all of the
current and latest government regulation and legislation
policies as they arise,
one of our key roles as an organisation is to keep our whole
industry abreast of all current and new government
or other regulatory requirements and or company
developments.
To this end the Pre-Pay-Caf@ Association has even
developed a collaborative relationship with all ofour members and franchise member organisations
within which we install a complete unified compliance
solutions package which compromises and includes in the
development of online compliance toolkits for all of our
members and associated partners,
we achieve this by producing a wide range of postedpublications that will be made available in printed
format or as a digital downloadable document file.
Designed specifically for the staff and management teams
of the Pre-Pay-Caf@ Enterprise Hospitality Association
These are our Kitchen Management and Staff Member Rules
and Regulations set out for compliance by all and to be
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fully enforced and executed whilst working or operating
within our Hospitality and Catering Arena of our Association.
The Pre-Pay-Caf@ Organisation expects that all of our staffmembers would fully abide by these all of these company
guideline rules whist working within the confines of a
Pre-Pay-Caf@ Indoor Diner Establishment
These Rules are to be dutifully followed by all staff members
At All Times.
RULES FOR ALL STAFF MEMBERS:
Before any staff members will be accepted to join our
Pre-Pay-Caf@ Shop Floor Catering Services and
Management Environment Team,
they will all first have to undertake and Pass an
Industry Standard Health and Safety Course Testthat will address the following subjects;
Health and Safety.
Food Safety.
Fire Awareness.
Fire Risk Assessment.
Fire Risk Safety Management Systems.
Industry Updates.
Training of New Staff Members (inducting rookies)
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Management Staff and Rules:
Our Pre-Pay-Caf@ Staff members are not just valued by our
organisation as just normal people and we must all thank
the lord for that fact.
It is because of the eclectic personal backgrounds skills and
the differing qualities that our management staff brings to
the table that is one of the key reasons why our managersstand out in front from all others.
Our organisation we believe is working at its best when
working with groups of managers in which we believe
that we can toss away our own regulatory rules manual
in order for our managers to create an outstanding and
dynamically flowing workspace environment programmes
that would be just what all of our staff member delegates
would want and would like to see,
managers that create peaceful and happy working
atmospheres in all stores keeping staff focused happy
and ready to put their acquired skills to the test in a
moments notice.
The Pre-Pay-Caf@ Organisation would expect that all
managers wishing to join our organisations network
management team, should be already well trained and
previously skilled in the following areas of expertise.
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COMMUNICATION SKILLS:
All managers should be aware of all the pitfalls and
minefields that litter our everyday communication issues.
PRESENTATION SKILLS:
All mangers should know how to present themselves and
their authority with balance- for excellent presentation skills.
TEAM BUILDING SKILLS:
All managers should know that team building is an art it is
not as simple as it may sometimes seem, but when carefully
balanced it seems to make the whole team work more
effectively together.
LEADERSHIP SKILLS:
All managers should be aware of the fact that leadership
skills start from the top down regardless of your race gender
or professional class prerogative.
EXECUTIVE COACHING SKILLS
All managers should be aware of effective coaching and
support for all members of your selected personnel team
and key command personnel.
Be Firm.
Be Effective.
Be Human.
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The first role of our managers would be to provide and
explain for all staff members the purpose of our mission
providing then all with a clear vision and helping staff
members understand the bigger picture of our operation
our goals and also our focus for the future, our managers
roles therefore are to.
OUR MANAGERS MAIN ROLES:
To develop a definite goal focus for all staff members.
To communicate clearly persuasively and confidently.
To intelligently organise people and effectively prioritise
work.
To confidently manage conflict and handle even youre
most difficult people.
To self motivate with a positive mental attitude.
To inspire others and create a positive and productive
working atmosphere.
Set Standards.
Adhere to our Personal Code of Conduct Policies.
Enforce Rules and Regulations.
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CONFLICT MANAGEMENT:
Conflict management in the workplace can be beneficial or
destructive depending on how it is managed.
Proper conflict management requires that that you;
Always protect your staff members self concept.
Always tell them precisely what is wrong.
Always give them a way out of a conflict situation.
Always be objective and specific not emotional and
inflammatory.
Always distinguish reasons from excuses and have a
different strategy policy to deal with each scenario.
Always know when to negotiate and when not to.
HUMAN RESOUCES:
The human resources department within our organisation
manages the administrative aspects of all of our employees.
THE (P-P-C) HR DEPARTMENT:
The HR department of our organisation is charged with
Finding, Screening, Recruiting, and Training all job applicants
as well as administering employee benefits programmes.
Our human resources policies plays a key role in helping our
company deal with a fast changing competitive environment
and also the greater demand for quality employees.
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It helps to;
Effectively manage and utilise staff members.
Develop performance appraisal and compensation to
competencies.
Develop performance enhancements that then enhance
overall organisational performance.
Increase the innovation creativity and flexibility necessary
to enhance competitiveness.
Apply new approaches to work process design, succession
planning career development and inter organisational
mobility.
Manages the implementation and integration of new
technologies through improved staffing training andcommunication with all employees.
KITCHEN HOSPITALITY MANAGEMENT STAFF AND RULES:
THESE RULES ARE TO BE FOLLOWED BY ALL STAFF AT ALL
TIMES WITH NO EXCEPTIONS
Kitchen Management Rules:
Our Pre-Pay-Caf@ Head Chefs and all other successful relief
staff candidates wishing and chosen to join with us and work
within the Pre-Pay-Caf@ Diner Establishments.
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Must of course already have some form of cooking or kitchen
management qualifications and experience in
Modern Day British Cooking Practises.
Our Chefs must be tidy, organised, hard working, and also
very passionate about their food.
They must be ready and able to quickly adapt to small menu
changes on a daily basis with an emphasis on
Seasonal, Local Produce, Fresh Sea Food and Game.
Cooking and Kitchen management skills would then therefore
be a huge advantage for any chefs that would be wishing to
acquire this role.
We would not dream of ever offering any of our customers
poor service.
We further eradicate that probability factor and ensure
that our kitchen staff always delivers first class service
to all customers,
by the way and use of adapting our service functions
throughout the whole of our network enterprise
to a system that is factory pre-installed into our veryexecutive fabric operating systems and that consists
of the latest in
Kitchen EPOS Food Ordering and Management Systems
that then deliver massive increases in control efficiency
and productivity across the board.
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Improved food delivery time is the most significant benefit
and this then in turn translates to improved customer
satisfaction.
Our kitchen management systems revolutionise
communications between kitchen servers and
staff and also helps to provide immediate and accurate
data information that enables head office managers
to monitor and manage kitchen staff performance.
Our Chef is in charge of everything related to our in-store
hospitality catering and management including
menu creation staff management and also some small
forms of business related aspects.
Whilst this position still requires some extensive cooking
experience and often involves actively cooking customers
meals this role is still not necessarily very hands on.
BASIC ROLE:
Our Head Chef is someone who knows how to cook and
someone who can also comfortable manages to run and
control a kitchen.
Leadership and management skills are also a required trait.
Our in-house chefs have the ability to execute a vision with
consistency making decisions large or small.
The ability to make brilliant creatively dazzling and delicious
food is near worthless if your chefs cannot produce the same
standard of perfection time and time again in exactly the
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same way, whilst also still having to operate and work at high
speed when they are also constantly under the gun.
So we then therefore regard our In-store Hospitality Cateringand Management Team as Top-Chefs.
OUR CHEFS ARE THE BEST:
Head Chefs who can create new dishes that are different
from all others.
Head Chefs who have the knowledge to surround themselves
with those who will follow their lead diligently.
Head Chefs who have the insight to hire relief staff workers
who also share the same initiatives and imagination to bring
that little something more to their kitchens.
Head Chefs who are so devoted to our operating brand andstyle so as to achieve perfection in all that they do and that
are also open to all of the abundant culinary styles that our
current world has to offer.
HEAD CHEF RULES:
Always make sure that management must lead.
Always be aware of what is happening in the kitchen and
enforce rules appropriately.
Always be in control when in management arena.
Always be aware of what is happening on the shop floor.
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Always ensure that all of your allocated staff is in the right
place at the right time.
Always make sure that all of your allocated staff dressesaccordingly.
Always make sure that you never stop improving on your
own standards.
RELIEF AND WAIT STAFF ROLES AND RULES:
Shop Floor Relief and Wait Staff Attendant Rules:
General Purpose:
Our Pre-Pay-Caf@ Relief and Wait Staff serves food and
beverages for all of our in-store customers that use our
hospitality catering and management services environment.
Essential Primary Functions:
The primary responsibilities of the relief and wait staff are to
provide the highest quality service to all customers at all
times.
Other responsibilities include seating customers presenting
them with assistance on the use and operation of our
customer-table-top-ordering-systems i.e. help navigate
ordering menus, making the appropriate meal and beverage
suggestions and also answering questions regarding food
preparation.
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After memorizing the customers food order via our handheld
wait staff ordering device, the wait staff then relays the order
to the kitchen for preparation
(which would have already been sent to the kitchen via the
customer touch screen ordering interface terminal)
When preparation is complete the relief or wait staff then
serves the food to the customer using proper rules of
etiquette.
In addition the wait staff may total bills and may even be
asked to respond to some occasional complaints regarding
the food and or service.
The relief or wait staff may also accept bill payments refer
customers to the cashier or instruct customers on the use of
making payments via the touch screen swipe facility installedon all customer touch screen interface terminals.
The relief and wait staff may carry and distribute supplies
and equipment, assist others in the preparation of foods and
properly store food, utilizing their knowledge of temperature
requirements and spoilage.
The relief and wait staff are also expected to clean and
sanitise workstations and equipment and follow all Pre-Pay-
Caf@ Client Regulatory Rules Procedures and Regulations.
The supervisors of the relief and wait staff may often assign
other duties as and when they arise and when needed
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including clearing and resetting tables and the training and
supervising of other dining room employees.
MAIN AREAS OF YOUR WORK:
Constantly communicate with your leadership and
management teams at all times
Confidently tend to all customers needs.
Confidently transport food orders to designated tables
efficiently.
Clean and clear all tables after use.
Clean and wipe all terminals after use.
Constantly check and clean public convenience areas.
Concentrate on what you can do and not on what you cant.
Create for yourself your own personal code of conduct that
will enhance your own abilities.
Always have positive mental attitude.
Gather and evaluate feedback both positive and negative.
OUR UNBREAKABLE RULES:
Always obey your controlling management team.
Always be on time.
Always be dressed appropriately.
Always be ready to attend and to serve.
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Always be happy and friendly to all customers.
Always be ready to exceed to go that extra mile and to even
out perform even your own expectations.
Always be yourself.
Note:
The Pre-Pay-Caf@ Organisation also has other available
job applicant positions for the right selected candidates these
positions include;
Technological Terminal Field Technicians
role includes;
Backup and Maintenance of In-store Out-door Hardware
Terminals In-store Display Devices All Areas All Stores.
Technological In-store Staff Technicians
Role includes;
Assist customers Clarify Operating Systems Format and
Functions for all In-House Peripheral Devices i.e.
Customer Table-Top TouchScreen Interface Terminals
Hand-held and Display Signage Devices.
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OUR BONUS AND INCENTIVE SCHEMES:
The Pre-Pay-Caf@ Organisation also adopts bonus and
incentive schemes for the benefit of all of our staff membersthat consist of;
Directors and Managers Reward Packages.
Our directors and managers rewards bonuses and incentives
packages are designed and are administered to reward all of
our managers and directors alike for their outstandingcontributions that they bring on board when signing on and
joining the forces with the
Pre-Pay-Caf@ Enterprise Organisation.
Our directors reward strategy is crucial for all of our
employed managers and directors.
These are the people who drive our business, set the
direction, and through their combined leadership, achieve all
of our companys business strategic objectives.
So therefore our managers and directors would expect a
rewards package that strikes the right balance between
Contributions, Results, Risks, Simplicity, and Tax Efficiency.
One of the most difficult and important areas in setting
rewards for managers and directors, is the setting of
challenging but realistic targets.
Based on the achievements of our companies strategic
objectives and also defined in SMART terms.
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Our board of directors define the objectives that ensure
that our managers and directors buy in to the reasons
that will determine their incentives.
Company Staff Employee Reward Packages.
We compensate all of our relief and wait staff employees
with rewards bonuses and incentives for all of their hard
work.
We believe that even they would expect that their rewardsshould match their own view of their value and service that
they deliver to our business.
We believe that if our employees felt that their rewards did
not match with their own view of the contributions that they
have so far provided for our company they will not be
motivated.
Worse still they may even feel the need to gain a little
payback in other ways, i.e.
(Failing Sickness Absenteeism for example)
They even feel the need to leave their designated posts
taking all the knowledge and the training that our company
had provided, and then take that knowledge and work
experience and work for our competition local competitors
even the guys next door.
So developing the right incentive reward package for all of
our employees is crucial.
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Your employees are the backbone and the competitive edge
of your company and keeping them focused on achieving
your business objectives is an essential priority.
Thats why the Pre-Pay-Caf@ Organisation deploy bonus
incentive schemes and reward packages that meet the
expectations of all of our potential employees.
Employment Packages.
Our Pre-Pay-CAF@ Employment Package Solutions Facility
Helps all of our managers and directors manage all of our
staff more efficiently effectively and productively.
This solution helps all of our management team personnel
to seamlessly and easily manage and handles employee
problems such as;
Contract of Employment.
Recruitment
Dismissal.
Discrimination.
Grievances.
Equal Opportunities.
Absenteeism.
Maternity.
And many other available options.
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Whatever the employee issue that may arise we have the
help and guide lines already in force and in place to deal with
all and any aspects involving employment enrolment feature
also include;
Employment Law.
Employment Documents.
Employment Policies.
Employment Procedures.
And all and any other necessary regulatory rules and or guide
lines that would be needed or would be necessary.
OUR PRE-PAY-CAF@ HUMAN RESOURCE PACKAGE:
Human Resource Packages.
Our Human Resources Support Package Solutions helps
all of our company board members to be fully aware of
and abide by and enforce all rules and regulations with which
we install to keep our company on the right side of the law
and also up to date.
Policies and Procedures, Tailored Solutions that can help our
organisation through any worrying times and provide even us
with all the advice and support that we would therefore
need.
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OUR PRE-PAY-CAF@ JOB EVALUATION PACKAGES:
Job Evaluation Packages.
Our Pre-Pay-Caf@ Job Evaluation Solution Packages Facility
is one of our tools that we use to decide the relative
importance or (pecking order) of each job placement within
our organisation.
These tools are essential for developing an objective reward
structure.
At its simplest Job Evaluation is a list of all the jobs listed or
posted from within an organisation,
Ranked from the most senior down to the most junior but
like all things it is not as easy as it sounds.
Job evaluation executed properly involves a carefulconsideration of well prepared job title placements and
descriptions against a set of criteria that covers all aspects of
a job.
This is called a Points Factor System and is regarded as the
most objective method for evaluating posted job placements
and this is the method used by most companies today that is
noted for producing the best results.
Job evaluation needs experienced support from someone
who has done it all before, who also know all of the problems
and the pitfalls and understands how to gain and achieve the
best results.
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