BOC: WEEK 4 ANALYSIS OF YOUR JOB

What is the job title? Does the title explain what the job is? If not, what title would offer a better explanation?

Floor & Decor

My job title is Tile Sales Specialist, The title en tales that I am a specialist, which I know a little more then the average customer so I wouldn't consider myself a specialist! 

How does the job fit in with the rest of the company? What jobs are comparable? Is the wage/salary comparable to other jobs within the company? Within the industry? Use reference materials (library, Internet) to justify your answer.

The job as a tile specialist fits the company, there are many specialist within the company. There are specialist for each department, Wood, Tile, Stone, Slate, Wall Tile, and Customer Service. We do lots of tasking, I think that's why they don't call us sales associates! Everyone that starts no matter your experience gets 9.00$ an hour. Management gets salary. All departments have lots of duties, selling, stacking, labeling, tracking product, forklift driving, and many other duties you get daily! Lowe's and Home Depot are our competitors. They offer more pay and better training! I looked on their website and also work with people who have worked at both places!www.lowes.com/ www.homedepot.com/?cm_mmc=SEM|RPM|ST_Branded|GGL_2883&skwcid=TC|13614|%2Bhomedepot||S|b|5936144124)(www.lowes.com/)

What is the chain of command? To whom does the person with this job report? Is this person responsible for monitoring the work of others? Describe the internal and external contacts of the person holding this position.

Chain of command at Floor & Decor is as follows, employee, manager, general manager, district manager, and owner/cooperate. Me as a Tile Specialist, I report to my manager first. My manager is responsible for managing the work of others. The manager then reports to the G.M. We have our managers cell number and home number.

What duties and tasks does the person holding this job perform? What are the physical requirements of the job? 

The duties of a Tile Specialist consist of, marketing, merchandising, sales, product knowledge, customer service, closing and opening cleaning. This job includes many random side projects as well. The physical requirements of a Tile Specialist include, lifting 30-80 lbs, walking approximately 12 miles or more a day and other tasks they may include driving a forklift and using a pallet jack.

What tools and equipment are required for this job? Include any computer equipment.

Tools and equipment required are, gloves, pen, paper, tape measure, box cutters, forklift, and pallet jacks. Also a basic computer system to order and check inventory. Intranet services used internally. 

Describe the baseline knowledge, skills, and abilities necessary to perform this job.

The basic knowledge for this job is selling, measuring or using a calculator, and some tile and floor product knowledge. All of which is picked up through the selling process.

EOC: WEEK 4 Bob Borich

What advice would you give Bob Borich? "Orientation should be followed by a period of close supervision" (Managing Hospitality Human Resources, pg 175" 

If Bob would have followed up with his plan of having other employees train I believe we would have had more success with the training of the new employees. Although he didn't have time to train a general follow up should have been utilized to assure proper procedures were taken.

How unique to think Bob Borich's situation is? "Employee Turnover in hospitality industry averages as much as 200 to 300 % per year." (Managing Hospitality Human Resources, pg 16)


Turnover rate is very high in today's society! Unfortunately Bob's situation is common. Businesses that are family owned or smaller tend to have this problem because there isn't enough money to have training programs and testing. I have noticed or experienced that when you start a job with a company that is struggling financially or smaller ma/pop operations there tends to be lack of training either because it costs money or it costs money! So generally you are thrown into a job duty or just expected to figure it out, which then makes it hard to be confident in asking questions, because you don't want to seem incompetent. Then that leads to quitting because the person may feel to overwhelmed. Or it could lead to that person being fired because they never had a chance to learn the job the right way. 

What types of orientation should be turned over to employee's ? "Unfortunately, many managers do not take orientation seriously." (Managing Hospitality Human Resources, pg 174) 

It all depends on the employees you have and how you have trained them. Also I would say that no orientation should turned over to employees if you want it done right from the beginning! I feel like that way there wouldn't be any questions as to what was learned, taught, or consumed while in orientation. Again it depends on the job, the employee, and what I want out of the employee!

WEEK 3 EOC:Networking and External Sources

Ways to recruit people for a retail clothing store...
Job posting is good for getting the word out. Internal recruiting allows you to bring people who want the job forward. Job bidding helps internal recruiting because you can again you know who wants it. External resources could include, newsletters, woman's shelters, job fairs, job fairs at colleges, military postings for part time help, restaurants, bus stops, and many more. Online recruiting can include, craigslist, monster, employment911.com, and more. Advertising on television or radio ads can also help.(Managing Human Resources pg 103-105)

I think all of these sources are great for finding people. Essentially you can use any of these methods but what it comes to is the actual interview and the person interviewing for the job. I find that job fairs are great because, you get to meet and greet, feel the person out, and do quick info interviews to see if they are what you need. Also this allows you to check availability and status of a future prospect. I have found that whenever I go to a job fair I get a job!

WEEK 3 EOC: Culinary Survivers

"Bottoms up forecasting, this method of forecasting is intuitive; it is based solely on the experience of the managers."(Managing Hospitality Resources pg 90) 

 Bob Taylor's Ranch House seems to use bottoms up forecasting, in which its a smaller entity and they haven't used any other methods to overcome the economy let down. Seems almost like they are just living off of hope. If the restaurant looked into outside options such as upgraded menu's, promotions, or labor ideas, at least they would be able to see if they could achieve a stable business. Doesn't seem like the company has looked into any options. "If you don't know where you are going any road will take you there" (Managing Hospitality Resources pg 87)

"The human resource planning process involves anticipating an organizations business demands and providing the staff to meet these demands" (Managing Hospitality Resource pg 87) 

 Ferraro's company chooses to offer a promotion on the weekend tailoring to the events in the area, although this is somewhat beneficial, it can be a lost opportunity during the week. If they continue this it could lead to a business that will only be open Thursday to Sunday!

"The human resource planning process involves anticipating an organizations business demands and providing the staff to meet these demands." (Managing Hospitality Resources pg 87) 

Metro Pizza, has utilized focus groups of the younger generation. This allows metro to see new trends and business flow today. They have thought about the idea of using food trucks, which is a new way to establish customers, new and old! I think this company will grow into a chain!

 "A hospitality organization must function in real world settings where there are either too many or too few employees with skills to meed the needs of the business." (Managing Hospitality Resources pg 89)

 Bootlegger Bistro focuses on new food trends and has hired a nutritional person to add healthy items to their menu. While at the same time they utilize the 93 yr old woman that has worked with her own recipes for years, this keeps everything consistent on the regular menu items they continue to serve.

 

 

WEEK 2 EOC: Zippy Airline Catering

"Hospitality managers use a veriaty of forecasting methods to anticipate business levels, in turn, determine personnel levels." (Managing Hospitality Human Resources pg 79)

I believe the changes done at Zippy were not sufficient enough they needed to brainstorm their ideas. Instead of carrying hot foods why not just make cold food served. Or add microwaves and have prepackaged food and still serve warm. All of these ideas are currently taken place on airlines today. Plus adding a conveyor belt probably costed a lot.

"Managers must consider the time it takes to set up and or clean up after a shift." (Managing Hospitality Human Resources pg 76) 

Seems like they will need to train people to use this method and or there could be safety issues, company may need to increase their insurance for those around or using conveyor belt. Another factor is the set up or tare down of equipment or product used. Also instead of having one food item per person they could have each person do 2 or all then you would get double the work done. "After forecasting potential sales, amanager must determine how many employees are required to serve the estimated number of customers." (Managing Hospitality Human Resources pg 75)

Zippy should have brainstormed all options. I think they could have done more research and thought about labor cost and staffing.

Week 1 EOC: Old Timer Makes Waves

“Indicated is that Sally has had several change in managers, this not only causes confusion to associates, but also to the job the associates feel they are entitled to.” (Managing Hospitality, Pg 52)

Sally doesn't seem as if she is taking change well. The problem here consists of her getting new managers and not being adaptable to change. It may be an issue in the chain of command in which Sally may not benefit contacting upper management first because they may refer her to talk to the manager she has a problem with first. Most management is open door policy.

 “Indicates that Aging in the work force may become a problem with baby boomers.” (Managing Hospitality Pg. 35)
 This may be exactly what is happening to Sally in reference to her not keeping up with the times. Baby boomers are learning technology very slowly and the younger people are more fast and efficient because of new technology in today’s society. This generation is introduced to technology pretty much when we are born. Baby boomers didn’t even have technology. I think the baby boomer generation needs to step it up or they will lose their jobs. On the other hand the current generation needs to remember the old ways also! 

“Seniority rules are legal as long as others are not discriminated against.” (Managing Hospitality, Pg. 31)

I believe Sally has seniority at her job, but is being overlooked, because she isn’t relating to company change and new innovation. I think if she could adapt to change better then she could benefit from having seniority!

Week 1 EOC: My Voice

Create is my favorite word! I want to say I am a professional Creator! Ever since I was younger I have been creating, clothing, art, projects, everything. Creating can consist of anything! To create is using your imagination, your mind, and even your soul! If you cant create then your probably boring! I have been creative at everything I do. Everyday and every minute I am observing created things and recreating them in my mind, particularly with fashion and marketing. I have had an eye for style ever since I was little. I was able to pick out brands without even being aware of them, just by style and appearance, when I was 10 yrs. old. I worked in retail for 13yrs. I have been employed at various retailers such as, Ann Taylor, GAP, Victoria’s Secret, Express, Guess, and Marciano. I have a strong passion for fashion and a personality that exceeds any kind of customer service expectations. I hope to pursue a career within the fashion field whether it is in the business end or style end of fashion. If you like creativity and free spirit you’ll love me!