School Of Hospitality Food & Beverage Management FSM3001

School Of Hospitalityfood Beverage Managementfsm3001 Food Service Ma

This assignment requires a comprehensive analysis of a local full-service restaurant, including an operational review and a human resource management plan. The project is divided into two parts: the first involves an observational and analytical report of the restaurant’s operations, while the second focuses on developing HR strategies and documentation as if you are the general manager. The paper must adhere to MLA formatting, include detailed sections such as background, analysis, executive summary, HR structure, job descriptions, recruiting strategies, screening procedures, orientation plans, employee handbook, social media policy, and training plans. All documents should be professionally formatted, well-written, and properly cited with credible references.

Paper For Above instruction

Introduction

The purpose of this project is to critically analyze a full-service restaurant through direct observation and apply hospitality management principles to develop a comprehensive human resources plan. This involves evaluating the restaurant’s operational structure, customer engagement strategies, and internal HR processes to formulate improvement strategies in line with industry standards and best practices.

Part I: Operational Observation and Analysis

The initial phase involves selecting a local restaurant, collecting data through observation, and analyzing various aspects of its operation. This includes documenting the restaurant’s background, ownership, history, customer demographics, competitor landscape, seating capacity, catering services, and industry positioning. Also, the restaurant's mission statement or the creation of one if absent must be critically evaluated, interpreting its purpose in guiding the business’s strategic direction.

The analysis continues with detailed insights into the restaurant’s market segment—whether casual, family, fine dining, etc.—and rationalizes its position. This section assesses the pricing point, target market, unique selling propositions, value-added offerings such as specials and entertainment, and technological features such as online reservation systems, POS systems, and social media platforms. An overview of customer feedback through social media and review sites further informs understanding of perceived strengths and weaknesses.

A comprehensive menu analysis examines variety, pricing, quality, and relevance to current trends, providing insights into the restaurant’s competitive stance. An evaluation of trade organization memberships or affiliations provides perspective on industry engagement and credibility.

The culmination of Part I is an executive summary distilling key findings into a professional, strategic perspective about the operation’s strengths, weaknesses, market positioning, and opportunities for growth and innovation.

Part II: Human Resource Management Plan

The second part adopts the perspective of the restaurant’s general manager, focusing on HR organizational structure and employee management strategies. Constructing a clear organizational chart highlights key personnel roles—including management, supervisory, and hourly staff—and describes their responsibilities, relationships, and supervision mechanisms. This analysis aligns observed staff functions with standard industry practices.

Next, detailed job descriptions for three roles—such as a server, sous chef, and general manager—are developed following professional guidelines, including duties, qualifications, and specifications. These descriptions are compared with actual postings if available, providing insights into industry norm deviations or alignment.

A strategic recruitment plan is then formulated for each position, defining preferred channels, advertising methods, and outreach efforts tailored to the restaurant’s target demographics. Parallelly, screening and selection procedures—including interview questions, assessment tools, and orientation processes—are designed to ensure effective hiring and onboarding procedures.

Additional HR tools such as a new hire checklist, detailed orientation agenda, employee handbook draft, and social media policy are created to standardize HR practices and mitigate risks associated with social media misconduct. A focused training plan for a designated role illustrates practical implementation of staff development programs, emphasizing efficiency and consistency.

Conclusion

This comprehensive analysis emphasizes applying classroom concepts to real-world restaurant management challenges. The integration of operational assessment and HR planning aims to enhance organizational effectiveness, elevate service quality, and foster a positive workplace culture, ultimately contributing to the restaurant’s long-term success.

References

• Baum, T. (2015). Human Resource Management for Hospitality and Tourism. Routledge.
• Gupta, S., & Sharma, V (2018). Restaurant management and operations. International Journal of Hospitality Management, 45, 102-116.
• Johnson, P., & Kwak, Y. H. (2019). The impact of technology on restaurant operations. Journal of Hospitality and Tourism Technology, 10(2), 149-165.
• Martinez, L. (2020). Developing effective job descriptions in the hospitality industry. Journal of Human Resources in Hospitality & Tourism, 19(3), 289-310.
• National Restaurant Association. (2022). Positioning and Trends in Restaurant Industry. NRA Publications.
• Robinson, R. (2017). Social media strategies for restaurants. Hospitality Review, 35(4), 45-60.
• Seymour, T., & Williams, D. (2021). Employee training and development in foodservice environments. International Journal of Contemporary Hospitality Management, 33(4), 1257-1275.
• Society for Human Resource Management. (2023). HR Guidelines for Hospitality Businesses. SHRM Publications.
• Walker, J. R. (2017). Introduction to Hospitality Management. Pearson Education.
• Zeithaml, V. A., Bitner, M. J., & Gremler, D. D. (2018). Services Marketing. McGraw Hill Education.