how identifying hospitality skills shortages assists with business planning
TRANSCRIPT
How Identifying Hospitality Skills Shortages Assists With Business PlanningBy Marlowe Bennett
From the performance management of your front of house staff through to your management teams, it’s important to be able to clearly document how long it takes to get your team from ‘not so sure’ to highly effective and profitable personalities in your venues.
By understanding and documenting this detailed process down to a specific timeline, you are effectively able to:
1. Manage forecasted growth
2. Predict seasonal influences
3. Realise industry
trends and expected
departures
4. Prepare for resignations or visa expiry’s
5. And generally be prepared for (almost) anything
To identify skills shortages in any new employees, employers can do the following:
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1. Ask new employees to complete one or more self-assessments to assess their own job competency/proficiency level
2. Conduct tests/quizzes to assess key knowledge and skill levels
3. Observe (job shadowing) new employees as they perform their jobs and specific work assignments
4. Check off descriptions (checklist) of what job competencies you see them demonstrate
Hospitality businesses need to evaluate what kind of service they want to be known for, and then take measures to ensure that their workforce is aligned to those goals.
In times of business growth it’s crucial that leaders are proactive with their talent acquisition and onboarding, and know how long it takes for new staff to become proficient.
By knowing how long it takes for staff to close their skills gaps, leaders arm themselves with critical information that assists in growing an effective, and service focused, hospitality business.
Do you know how long it should take for your new staff to become your best staff?
Are your recruitment and onboarding processes working as best they can?
If you answered “no” to either of those questions don’t worry, we have a free resource for you.
Register for a complimentary discovery session where we’ll analyse your current HR and recruitment processes, provide
recommendations on what can be improved and show you what impact these changes can have on your your
bottom line.
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