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Top 10 Items Found On A Hospitality Management Job Description

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By Johnny Bevers

Writing an effective hospitality management job description can be difficult.  It is recommended that you keep it short and concise, while making sure to lay out all the responsibilities your potential employee will be responsible for.  Managers handle many aspects of the work place and should be informed of what their duties will consist of while in the hospitality management seat.  Your manager represents the image of your company, which is of the utmost important in an industry like hospitality.  Because of this, it is very important to educate them on the ins and outs of the business.

A lot of companies make the mistake of thinking they can learn while they work and that hands-on experience is more valuable.  While this may be true, managers in hospitality – be it hotels, restaurants, catering or event planning – tend to work in a fast paced environment.  This is why it is vital that your job description covers the waterfront of duties and responsibilities.  Here is a list of 10 things that are essential to include on your job description.

1) Mission Statement:  The management team must be up to date on the exact mission of the company.  Your mission statement tells the manager what the values and aims for the business are; the reason for its existence.  A good manager will take these to heart, and work to ensure the mission statement is being upheld.  This means following protocol and suggesting things that could be done better.

2) Rules and Regulations:  There is a difference between rules and regulations.  Rules make the company run more smoothly and let employees know the dos and don’ts of the workplace.  These can include not smoking on the job, acting with honesty and integrity, keeping a drug free workplace, and respecting your supervisors.  Breaking the rules should be handled by the manager or owner with a warning, or in excessive cases suspension and termination.

Regulations tend to be more strictly maintained.  Neglecting to follow regulations should result in suspension, immediate termination, or even getting the authorities involved if it’s something serous.  A harassment policy is absolutely imperative and should be right there on your job description.  Sometimes when people work in a close environment they can get a little too friendly, so be sure to inform all your workers of your policy.  Regulations standardized by law also include sanitation laws, minimum wages, and maintaining a safe work environment among others.  Be sure to check what the exact laws are in your jurisdiction, because it varies from state to state.  A manager needs to know these policies just as much as the employees.  He/she is the one who must give them a nudge in the right direction when a mistake is made or a rule is broken.  Along with a list of the rules and regulations, they should also be provided with a scale of how bad each particular offence is and which action is necessary.  Use your job description to explain how to most painlessly solve these problems.

3) Room for Growth and Perks:  A huge motivating factor is knowing that an employee is not stuck in a dead-end career.  Let your manager know about any profit-sharing opportunities or perks they may receive.  These can include medical/dental benefits, sick days, vacation time, travel opportunities, and provided meals.

4) Dealing with Disgruntled Employees:  A manager tends to deal with their team more than handling the needs of the customer, but a successful manager must know how to deal with a situation that calls for speaking one on one with the patron.  If a customer is angry about the quality of service provided, he will oftentimes demand an employee to grab his manager.  When this happens it is crucial that they don’t lose their temper or come off as incompetent.  A manager is the face of your company, they must demonstrate professionalism at all times.

5) The Ability to Hire or Fire:  Whether your worker has the ability to hire and fire employees is up to you, but it is a common role of a manager.  Tell them about your application process and the implications of firing an employee.  Be clear that letting someone go has its pitfalls.  You want a tight knit group of employees, but you can’t let too much slide.  You need a manager with a balance of care and respect for the rules.

6) How a Manager Should Conduct Themselves:  A manager, as the one in charge, is a reflection of the company.  A rude or standoffish manager can ruin a company’s reputation, especially in the hospitality market.  Be clear that even when things are busy and difficult, they must conduct themselves properly at all times and never show irritation with a customer.

7) Description of Typical Work Activities and Management Meeting Schedule:  You should inform the management of what they will be responsible for on a day to day basis.  Be it tracking profit margins, communicating with guests and staff, keeping track of employees, or up keeping the grounds; it should all be on your job description.  You also need to provide them with the schedule for your management meetings and staff conferences.  There should really be a printed calendar, but a summarized version on the description is helpful.

8) Maximizing Profits:  Without making a significant profit, any job is really just a hobby.  Maximizing your profit margin should be the number one thing on a manager’s to do list, but it is easier said than done.  Giving all your employees rock bottom low wages may seem to help you do this on the surface, but employees will be less motivated.  The manager needs to find a balance of all expenses and revenue in order to make sure profit margins are high as possible.  Marking prices up or down, finding things for your accountant to write off during tax season, looking at overhead, and reviewing your cost structure are all things a manager should be capable of doing.

9) Skills of a Manager:  The required skills of any job are typically discussed in a help wanted listing, even before the interview.  But, this doesn’t mean it shouldn’t be on the job description as well.  Basic skills that you must require your manager to both possess and develop include leadership, organization, recruiting and training abilities, the ability to remain attentive even when business is slow, and a friendly demeanor.  It’s a good idea to have these skills listed in your description to reiterate what you already said on your ad.  Besides, people learn through repetition, it can’t hurt their performance to read it twice.

10) Motivating Your Employees:  Perhaps the most important skill of a manager is the ability to motivate.  Everybody from the cleanup crew to the assistants must feel they are doing a job that is worth doing.  Nobody wants to feel like they aren’t needed.  Developing leadership skills and confidence are integral in hospitality management.  Things like having an employee of the month give workers somebody to look up to, something to aim for, and instill a since of accomplishment in the selected employee.  Pride in one’s work helps to unite the workplace.

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