Skip to main content

How to recruit a Restaurant Manager?

I have been hired as a consultant to help Red Lobster recruit management level staff.  I will describe the design of an overall strategy that will help create job descriptions to improve the fit between its new management hires and its new business strategy. The Job descriptions created by me should help convey the importance of the Restaurant Manager position within the company and also in the restaurant itself.  The process should help Red Lobster, develop other restaurant job descriptions for the service-level staff.
In this paper, I will –
·       Describe the process I would follow in order to fulfill the charge.
·       Draw up a job description for the Red Lobster Restaurant Manager position that includes, at a minimum, the following:
1)     Job Title
2)     Overall purpose statement - overall description of the broad function and scope of the position
3)     List of duties or tasks performed critical to the success
4)     Decision-making requirements
5)     Description of the relationships and roles within the company, including supervisory positions, subordinating roles and other working relationships
6)     List of minimum qualifications and what experience/competencies an ‘ideal candidate’ would possess


 Job Design Process – Red Lobster has 670 locations and 63000 employees. The restaurant as a business has a decentralized business model. I will adopt the “Job Characteristics Approach” to design the process. Red Lobster needs restaurant managers who will be motivated, fun, customer focused, encouraging and someone who can create a light and fun environment. Finally, who would have previous experience of running a restaurant and should be open to constructive feedback?  But finding someone who would understand the organization mission and hold similar values would be critical.
While designing this job I will consider the fact that this job will contribute to the fact that Red Lobster needs a manager who would follow their mission and have the same values. The duties should reflect Red Lobsters commitment towards quality, hospitality and customer satisfaction. As a manager, the person will have to take care of the customer needs and take care of other employees.
Per Hackman and Oldham, employees will work hard when they are rewarded for their work and when they find satisfaction in their work ( whatishumanresource.com, n.d.). According to Job Characteristic approach Job can be described in terms of five core job dimensions:
·       Skill Variety
·       Task Identity
·       Task significance
·       Autonomy
·       Feedback

 Job Description –
Job Title - Chief of Food
Red Lobster is looking for Chief of Food to manage the restaurant. As “Chief of Food” you will need to manage the quality of the food so that customers “sea” food differently(brassring.com, n.d.). And when they leave our tropical themed food paradise, they leave with a smile and our northeastern imagery in their minds.
What you need to succeed
A big smile and hospitality mindset. Excellent customer handling skills and employee management skills. Multi-tasking and problem solving would be must-haves.
Responsibilities –
            Making sure the customer receive a very warm welcome when they enter the restaurant
            Making sure that Red Lobster means the best quality seafood in mid-range price
Employee management, which would include training and mentoring new joiners, firing existing staffs when needed
Being able to take decisions to meet customer needs on the spot or referring to higher management where needed
Making sure the restaurant staffs do show up on time and in case there is a shortage of staff, knowing how to handle the situations.
As a manager, you will have to supervise other employees in the restaurant while you need to understand the mission and values of Red Lobster from higher management and take it forward
The right person for this job would know when to say yes to the customer, when to say no and when to take guidance from higher management to meet customer satisfaction.
Minimum Qualification Required – 18 years or older and previous experience in the service Industry












References –
Retrieved on 2/11/2019. Retrieved from http://www.whatishumanresource.com/job-design
Retrieved on 2/11/2019. Retrieved from https://sjobs.brassring.com/TGnewUI/Search/Home/Home?partnerid=26151&siteid=5546&Codes=RL#jobDetails=201411_5546


Labels:

Comments

Post a Comment

Popular posts from this blog

What are the Cultural Makeup We are Unaware Of?

          Having a thorough understanding of cultural influences and components is a prerequisite that helps employers and the human capital managers tolerate and better manage individuals and employees with cultural differences to avoid misconceptions and altercations due to “cultural misunderstandings” (Lynch, 2017).           In as much as there are tangible aspects/elements of culture such as dressing, language, food, etc., the biggest components of culture are actually hidden beneath the surface. This comprises of the invisible values and rules that differentiate one culture from the other (Penstone, 2011). It is always difficult to use the rule of culture to interpret the components of another culture. Crucially, the tangible and visible aspect of a culture is usually influenced by the hidden components, such as values, notion, attitudes, and assumptions (Penstone, 2011). Edward T. Hall in his 1976 theory de...
Post a Comment
Read more

how can HR Managers help raise the cultural intelligence of an organization.

I will start by saying that, I have worked for 2 employers so far in my 12 years career and I do not think the HR took any substantial step to raise cultural awareness. Saying that I will share my thoughts on what the HR can do.             I have always worked in multinational companies with people from various national backgrounds. While working regardless of cultural differences you are supposed to know your work and deliver. So, there is no bonding or cultural exchanges happen. But someone like myself who worked in multiple geographies can easily distinguish between work culture in India, USA, and Australia.             So, first thing, HR can do, before sending employees in foreign assignments they can train them about the countries culture and people. Along with any other training that is useful. In fact, I would say, learning the language and being able to follow accent i...
Post a Comment
Read more

How the four areas of cultural intelligence aid a leader in understanding culture as well as intercultural efforts?

The introduction to this Unit points out that technological and globalization have taken our interdependence with our work colleagues outside the office. We are now connected in so many ways, to so many people, from so many walks of life. Such, often unintentional, interconnectedness changes the rules about how we need to think about the world and how we need to interact with the people we meet in it. Cultural intelligence can help us negotiate this new world, help us engage people, “create systems of inclusion” (Saylor, 2012, p.188), and thereby be more included ourselves. The four areas in which cultural intelligence will significantly improve our understanding of culture and intercultural work are; reframing, adaptive work, systems thinking, and consciousness. (Saylor, 2012, p.187) Cultural intelligence is our ability to successfully adapt to unfamiliar cultural settings. (Saylor, 2012, p.68) Reframing, adaptive work, systems thinking, and consciousness are all part of our cult...
Post a Comment
Read more