HUMAN RESOUCES MANAGERRestaurant Ma

HUMAN RESOUCES MANAGER
Restaurant Manager Job Analysis
The NRA has formulated an analysis of the foodservice managers job by functional areas and tasks, which follows a natural sequence of functional areas from human resources and safety.
Human Resource Management
Recruiting/ Training
1. Recruit new employees by seeking referrals.
2. Recruit new employees by advertising.
3. Recruit new employees by seeking help from district manager / supervisors.
4. Interview applicants for employment.

Orientation/ Training
1. Conduct on-site orientation for new employees.
2. Explain employee benefits and compensation programs.
3. Plan training programs for employees.
4. Conduct on-site training for employees.
5. Evaluate progress of employees during training.
6. Supervise on-site training of employees that is conducted by another manager, employee leader, trainer, and so on.
7. Conduct payroll signup.
8. Complete reports or other written documentation on successful completion of training by employees.

Scheduling for Shifts
1. Review employee work schedule for shift.
2. Determine staffing needs for each shift.
3. Make work assignments for dining room, kitchen staff, and maintenance person(s).
4. Make changes to employee work schedule.
5. Assign employees to work stations to optimize employee effectiveness.
6. Call in, reassign, or send home employees in reaction to sales and other needs.
7. Approve requests for schedule changes, vacation, days off, and so on.


Supervision and Employee Development
1. Observe employees and give immediate feedback on unsatisfactory employee performance.
2. Observe employees and give immediate feedback on satisfactory employee performance.
3. Discuss unsatisfactory performance with an employee.
4. Develop and deliver incentive for above-satisfactory performance of employees.
5. Observe employee behavior for compliance with safety and security.
6. Counsel employees on work-related problems.
7. Counsel employees on non-work-related problems.
8. Talk with employees who have frequent absences.
9. Observe employees to ensure compliance with fair labor standards and equal opportunity guidelines.
10. Discipline employees by issuing oral and/or written warnings for poor performance.
11. Conduct employee and staff meetings.
12. Identify and develop candidates for management programs.
13. Put results of observation of employee performance in writing.
14. Develop action plans for employees to help them in their performance.
15. Authorize promotion and/or wage increases for staff.
16. Terminate employment of an employee for unsatisfactory performance.