The Ocean Broiler Restraunt Case Study Example | Topics and Well Written Essays - 750 words

The Ocean Broiler Restraunt - episode Study ExampleAdditionally, any head of department who requires additional staff members should submit written capability requirements for such persons to be recruited. The human re author department then makes an advertisement and recruits individuals who successfully meet the avocation requirements and skills before organizing an interview. The human resource department should have colluded with the recruiting department to outsource the recruitment job to a qualified person or agency, but to carry out interview on that same person. Notably, it is the tariff of the human resource manager to deal with the organizations work force thus, it is their mandate to correspond that the organization employs highly qualified people in its entire departments. After the recruitment process, a fosterage session is then organized for the recruits. The nature of the educate process and materials required for study depend on the functions of the departme nts. Training should be done using a manual of work as a source of reference (Pandey, 2006 p239). It is evident from the case study that the Ocean Broiler Restaurant lacks a formal system of training its new employees, since the recruits under training are engaged to a trainer who is fully engaged in the normal retune of the restaurant. In other words, there is not proper training accorded to the new recruits. Moreover, the restaurant does not provide the trainees with an opportunity to synthesize and understand what is being learned (Blue, 2011 p4). A training session that immediately engages the recruits into the companys daily routine makes this process ineffective, since the trainer inescapably address both the customers needs and the needs of the trainees (Mullins, 2011 p236). Since the Ocean Broiler restaurant uses the same inadequate training method its help outcome is pass judgment to be below standards. In addition, since the new recruits are assigned to different train ers, there is a conceptive probability that consistency in service delivery will emerge compromising the feel of service offered to the customer (Blue, 2011 p2). The quality of Services offered to the customer depends on the quality of training the staff members received. Therefore, proper methods of training are paramount for quality service delivery. The restaurant management should, therefore, ensure that their staff members receive precedent training. Proper training of the staff members usually involves two distinct training methods (Pandey, 2006 p239). The first part involves corporate training of the new recruits before narrowing down to training the recruits along their specific duties. Moreover, training should be a duty assigned to a single department in order to maintain quality in training, and to achieve consistency in service delivery. To ensure that quality of training is not compromised, every department should link with the human resource department that is comp etent in obtaining qualified staff members (Mullins, 2011 p237). In addition, the training session should be reasonably longer to facilitate proper mastery of the work or service delivery techniques required of a person. At some point, the restaurant should consider training the elderberry bush staff members (Koontz & Weihrich, 2006 p214). This may be done to refresh the already existing techniques within them or to hive away them to new techniques for quality enhancement. All training methods should aim at boosting service delivery to the customers. Due to the changing customers