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Human Resources Management and Supervision / Edition 1

Human Resources Management and Supervision / Edition 1

by National Restaurant Association

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ISBN-10: 0132222124

ISBN-13: 9780132222129

Pub. Date: 05/10/2006

Publisher: Prentice Hall

The NRAEF is introducing a new program as part of its strategic focus on recruitment and retention. This new management training certification program is based on a set of competencies defined by the restaurant, foodservice and hospitality industry as those needed for success. NRAEF ManageFirst Program leads to a new credential, ManageFirst Professional


The NRAEF is introducing a new program as part of its strategic focus on recruitment and retention. This new management training certification program is based on a set of competencies defined by the restaurant, foodservice and hospitality industry as those needed for success. NRAEF ManageFirst Program leads to a new credential, ManageFirst Professional (MFP), which is part of our industry career ladder. This competency-based program includes 12 topics, each with a competency guide, exam, instructor resources and certificate. Students earn a certificate for each exam passed. The topics and exams are aligned to typical on-campus courses. For example, the Controlling Foodservice Costs Competency Guide is designed to align with a Cost Control or Operations Management course. Competency Guides and Textbooks: Most guides are 150-200 pages in length and are designed to be used with traditional textbooks for each course area. Each guide contains the essential content for that topic, learning activities, assessments, case studies, suggested field trips & research projects, professional profiles and testimonials. Instructor resources are available electronically and include competency guide content, notes indicating points to be emphasized, recommended activities and discussion questions, and answers to all activities and case studies. Exams: Exams accompany each topic covered in the competency guides. Pencil and paper and online exam formats are offered. They typically are proctored on campus at the end of a course by faculty. Certificates: The NRAEF provides a certificate to students upon successfully passing each exam. The certificates are endorsed by the NRAEF and feature the student’s name and the exam passed. The certificates are a lasting recognition of a student’s accomplishment and a signal to the industry that the student has mastered the competencies covered within a particular topic. Credential: Upon successful completion of five NRAEF ManageFirst Program exams (including three predefined core topics, one foundation topic, and ServSafe Food Safety) a student is awarded the NRAEF ManageFirst Professional (MFP) credential. There is no additional charge for the credential. The program is targeted at the academic community. The program is flexible for use at two-year or four-year restaurant, foodservice and hospitality programs, proprietary schools and technical/vocational career education schools.

If you are interesting in purchasing managefirst for your organization and you are NOT affiliated with a school or university, please email managefirst@pearson .com so we can have someone from our business and industry group contact you directly.

Product Details

Prentice Hall
Publication date:
NRAEF ManageFirst Program Series
Edition description:
Product dimensions:
8.40(w) x 10.70(h) x 0.90(d)

Table of Contents

Chapter 1 Building a Welcoming Work Environment and Encouraging Diversity

o Overview of Human Resource from a Manager’s Perspective

o Benefits of a Diverse Working Environment

o Avoiding Illegal Discrimination

o Prejudices, Stereotypes, Bias, and Cultural Tendencies

o How Prejudices and Stereotypes Affect the Work Environment

o Promoting Diversity

Chapter 2 Defining Job Descriptions

o What Is a Job Description?

o Related Documents and Terminology

o Function of Job Descriptions

o Analyzing a Job

o Developing Job Descriptions

o Distinguishing between Exempt and Nonexempt Positions

o Maintaining Job Descriptions

Chapter 3 Finding and Recruiting New Employees

o The Recruiting Process

o Forecasting Staffing Needs

o Determining the Skills You Need and What You Can Offer

o Identifying Sources of Potential Employees

o Recruiting from Internal Sources

o Recruiting from External Sources

o Communicating a Job Opening

o Evaluating Recruiting Methods

Chapter 4 Screening Potential Employees

o The Screening Process

o Screening Tools and Techniques

o Avoiding Illegal Discrimination in Screening

o Managing and Evaluating the Initial Application Documents

o Conducting Screening Interviews

o Testing Work Skills and Using Personality Tests

o Planning for Job Interviews

o Conducting Job Interviews

o Conducting Reference Checks

Chapter 5 Hiring and Orientating New Employees

o The Importance of Orientation

o Hiring and Orientation Activities

o Making a Job Offer

o Notifying Unsuccessful Candidates

o Conducting Final Background Checks

o Processing Hiring-Related Documents

o Planning an Orientation

o Managing the Hiring and Orientation Process

o Evaluating an Orientation

Chapter 6 Supervising and Motivating Employees

o Making the Transition to Supervisor

o What Motivates Employees?

o Planning for Success

o Setting the Right Tone

o Communicating Your Message

o Monitoring Employees and Ensuring Standards

o Disciplining Employees

o Motivating Employees on a Daily Basis

o Creating Recognition and Incentive Programs

Chapter 7 Developing Employees

o The Function of Employee Development

o Employee Development Process

o Employee Development Planning Meeting

o Methods of Employee Development

o Creating Development Opportunities

o Organizing a Cross-Training Program

o Coaching Employees

Chapter 8 Training Employees

o Benefits of Training

o Differences between Training and Education

o Forms of Training

o Elements of Good Training

o Industry-Recognized Training

o Five-Step Training Model (ADDIE)

o Retraining Employees

Chapter 9 Managing Shifts to Ensure a Quality Operation

o Setting the Standards of Service and Quality

o Setting Shift Goals

o Planning for Your Shift

o Scheduling Staff

o Using Checklists to Ensure Quality

o Using Opening and Preshift Checklists

o Conducting Preshift Meetings

o Additional Opening Activities

o Using Midshift Checklists

o Using Shift-End and Closing Checklists

o Additional Closing Activities

o Evaluating Shift Performance

o Using Communication Logs

o Coordinating and Communicating During Shift Change

o Conducting Postshift Meetings

o Other Operational Challenges

Chapter 10 Managing Voluntary Terminations

o Using Termination Checklists

o Purpose of Exit Interviews

o Information to Gather

o Exit Interview Methods and Formats

o Conducting Face-to-Face Exit Interviews

o Evaluating Exit Interview Information

o Using Exit Interview Information

Chapter 11 Ensuring a Lawful Workplace

o Impact of Laws on Foodservice Operations

o Providing Safe Food

o Serving Alcohol Responsibly

o Ensuring a Fair Workplace

o Balancing Needs for Food Safety, Employee Rights, and Legal Compliance

o Communicating Workplace Hazards to Employees

o Protecting Younger Workers

o Ensuring Adequate Breaks

o Working with Unions

o Providing Adequate Notice of Closings and Layoffs

o General Guidelines for Complying with Laws

Chapter 12 Ensuring Employee Benefits and Complications

o Basics of Employee Benefit Plans

o Types of Employee Benefits

o Common Voluntary Benefits

o Complying with Retirement and Health Benefit Laws

o Ensuring Mandatory Benefits

o Keeping Current on Benefits and Related Laws

o Ensuring Legal Wages

o Ensuring Accurate Compensation

o Controlling Labor Costs

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