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Orienting New Employees: More Powerful with a Results-Oriented Job Description

Orienting New Employees: More Powerful with a Results-Oriented Job Description

When you need to orient new employees to what their jobs entail, don’t start by hauling out operations and procedures manuals. Instead, use the job description which already contains an outline of what an employee needs to know.

“Here’s this, and by the way, here’s that. And, oh yes, don’t forget this.” Amidst a deluge of disorganized information, most folks just aren’t going to remember what they need to know. Job descriptions organize the orientation process and eliminate haphazardness.

Still, a job description that only lists tasks and duties misses an important organizing feature: Why this information is important?

A Results-Oriented Job Description clarifies the result that must be accomplished by performing the tasks and duties, and provides an umbrella under which the tasks and duties make more sense.

The following Job Orientation Guide is arranged as a checklist, and includes a place to identify organization standards and procedures for each job requirement.


Job Orientation Guide

A guide for the specific way job responsibilities are accomplished according to organization standards and procedures.


WAITER-WAITRESS


1. PREPARES TABLES FOR DINING
by

 cleaning and covering tables;

Organization standards and procedures:

______________________________________________________________________

 setting utensils, napkins, decorations, condiments, candles, and service plates.

Organization standards and procedures:

______________________________________________________________________


2. HELPS DINERS SELECT FOOD AND BEVERAGES
by

 presenting menu;

Organization standards and procedures:

______________________________________________________________________

 suggesting courses;

Organization standards and procedures:

______________________________________________________________________

 explaining daily specials;

Organization standards and procedures:

______________________________________________________________________

 answering food preparation questions;

Organization standards and procedures:

______________________________________________________________________

 offering beverages;

Organization standards and procedures:

______________________________________________________________________

 identifying appropriate wines.

Organization standards and procedures:

______________________________________________________________________


3. TRANSMITS ORDERS TO KITCHEN AND BAR
by

 recording diners’ choices;

Organization standards and procedures:

______________________________________________________________________

 identifying diners’ special dietary needs and requests;

Organization standards and procedures:

______________________________________________________________________

 noting timing of meal progression.

Organization standards and procedures:

______________________________________________________________________


4. SERVES FOOD AND DRINKS
by

 picking-up and delivering items from bar, kitchen, and service areas.

Organization standards and procedures:

______________________________________________________________________


5. MAINTAINS DINING EXPERIENCE
by

 inquiring of needs; removing courses as completed;

Organization standards and procedures:

______________________________________________________________________

 replenishing utensils;

Organization standards and procedures:

______________________________________________________________________

 refilling water glasses;

Organization standards and procedures:

______________________________________________________________________

 being alert to spills or other special needs.

Organization standards and procedures:

______________________________________________________________________


6. CONCLUDES DINING EXPERIENCE
by

 acknowledging choice of restaurant;

Organization standards and procedures:

______________________________________________________________________

 inviting diners to return.

Organization standards and procedures:

______________________________________________________________________


7. OBTAINS DINING REVENUES
by

 totaling charges;

Organization standards and procedures:

______________________________________________________________________

 issuing bill;

Organization standards and procedures:

______________________________________________________________________

 accepting payment;

Organization standards and procedures:

______________________________________________________________________

 returning change or credit card.

Organization standards and procedures:

______________________________________________________________________


8. PROTECTS RESTAURANT AND DINERS
by

 adhering to sanitation, safety, and alcohol beverage control policies.

Organization standards and procedures:

______________________________________________________________________


9. IMPROVES WAITER/WAITRESS JOB KNOWLEDGE
by

 attending training sessions;

Organization standards and procedures:

______________________________________________________________________

 reading technical publications.

Organization standards and procedures:

______________________________________________________________________


10. CONTRIBUTES TO FOOD SERVICE AND RESTAURANT SUCCESS

 welcoming related, different, and new requests

Organization standards and procedures:

______________________________________________________________________

 helping others accomplish job results

Organization standards and procedures:

______________________________________________________________________





Orienting New Employees More Powerful with a ResultsOriented Job Description - To learn more about this author, visit Roger Plachy's Website.

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 Orienting New Employees More Powerful with a ResultsOriented Job Description This is superb and enhances the knowledge of HR recruitment and management. Thank you very much Ethel
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Leanne Hoagland-Smith
Are your sales where you want them to be? Will you be one of the few who achieves sales or business success or one of the many who have failed to change? Are you tired of being told you are like everyone else? Then you may find my first book on sales of interest. Be the Red Jacket in the Sea of Gray Suits, The Keys to Unlocking Sales available at Amazon or at http://www.processspecialist.com/red-jacket.htm. This book is a reflection of my no-nonsense approach to improving sales to overall business results. If you are truly committed to making sustainable changes, then I can help you secure a positive return on your investment because I focus on executable solutions not telling you the problems you already know you have. From training to corporate (group) coaching to executive one on one coaching, my approach is to assess, create awareness, build a goal driven action plan and then execute. The bottom line question is "Not do you or your employees know it, but do you or they want to do it?" Please call for a free strategy session at 219.759.5601. - Visit Leanne Hoagland-Smith's Website

Cheryl Matthynssens

Cheryl is a life skills coach, licensed Chemical Dependency Counselor and a 20 year entrepreneur.  Cheryl's dedication to achieving a life of balance led to her expanding her teaching from the simple managing of life's daily challenges to adding financial well being as well.  A direct marketer with DrinkACT, she is gaining ground in the online community with her concepts of making sure business owners, entreprenuers and employees have well rounded life styles.  She opened up a small affiliate site - The Balance Guide-  to help others find resources for mental and emotional well being.  Visit Cheryl's blog to see more of the diversity beyond business she has began offering online at www.thebalanceguide.blogspot.com

- Visit Cheryl Matthynssens's Website

Dianne Crampton

Dianne Crampton is an executive leadership coach, team culture consultant, author and president of TIGERS Success Series, Inc. Dianne has been helping CEO's and Executives connect their employees to their core values and goals for over 20 years using the trademarked TIGERS team culture process, which stands for trust, interdependence, genuineness, empathy, risk and success. To download a free white paper on behaviors that build strong teams and behaviors that will predictably tear them down go here.

Dianne's contribution to the 2010 Pfeiffer Consulting Journal (an imprint of John Wiley and Sons Publishers) entitled TIGERS Hearted Teams is available in November 2009.  Her new book TIGERS Among Us: 5 Winning Business Team Cultures And Why, Three Creeks Publishing will release in March 2010.  To receive publishing discounts, subscribe to the free TigerTracks Newsletter here.

- Visit Dianne Crampton's Website


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About The Author


Roger Plachy
(Visit Roger's Website) Roger Plachy and Sandy Plachy are a husband-wife human resources management consulting team. Their interest in results-oriented thinking and managing employee performance led them to establish the Job Results Management Institute, and to create the Results-Oriented Job Description. At www.jrmi.com they offer the world’s largest database of results-oriented job descriptions. They have also responded to management’s need to keep employment actions centered on job requirements instead of personality, creating management forms tailored to each job description, for interviewing, orienting, training, and appraising performance. Free family job descriptions on their site bring a results-orientation to non-work aspects of life. Roger and Sandy consult with all types of organizations worldwide, and are authors of the books, Results-Oriented Job Descriptions, More Results-Oriented Job Descriptions, Performance Management, and Building a Fair Pay Program. Roger also wrote: When I Lead, Why Don’t They Follow? At www.results-orientedthinking.com, they offer commentary about their results-oriented management approach.

Roger Plachy is a Silver author on EvanCarmichael.com
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