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ManageFirst Human Resources Management and Supervision with Pencil/Paper Exam,9780132222129

ManageFirst Human Resources Management and Supervision with Pencil/Paper Exam

by
Edition:
1st
ISBN13:

9780132222129

ISBN10:
0132222124
Format:
Paperback
Pub. Date:
4/13/2006
Publisher(s):
Prentice Hall
List Price: $44.40

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Summary

The NRAEF is introducing a new program as part of its strategic focus on recruitment and retention. This new management training certification program is based on a set of competencies defined by the restaurant, foodservice and hospitality industry as those needed for success. NRAEF ManageFirst Program leads to a new credential, ManageFirst Professional (MFP), which is part of our industry career ladder. This competency-based program includes 12 topics, each with a competency guide, exam, instructor resources and certificate. Students earn a certificate for each exam passed. The topics and exams are aligned to typical on-campus courses. For example, the Controlling Foodservice Costs Competency Guide is designed to align with a Cost Control or Operations Management course. Competency Guides and Textbooks:Most guides are 150-200 pages in length and are designed to be used with traditional textbooks for each course area. Each guide contains the essential content for that topic, learning activities, assessments, case studies, suggested field trips & research projects, professional profiles and testimonials. Instructor resources are available electronically and include competency guide content, notes indicating points to be emphasized, recommended activities and discussion questions, and answers to all activities and case studies. Exams:Exams accompany each topic covered in the competency guides. Pencil and paper and online exam formats are offered. They typically are proctored on campus at the end of a course by faculty.Certificates:The NRAEF provides a certificate to students upon successfully passing each exam. The certificates are endorsed by the NRAEF and feature the studentrs"s name and the exam passed. The certificates are a lasting recognition of a studentrs"s accomplishment and a signal to the industry that the student has mastered the competencies covered within a particular topic.Credential:Upon successful completion of five NRAEF ManageFirst Program exams (including three predefined core topics, one foundation topic, and ServSafe Food Safety) a student is awarded the NRAEF ManageFirst Professional (MFP) credential. There is no additional charge for the credential. The program is targeted at the academic community. The program is flexible for use at two-year or four-year restaurant, foodservice and hospitality programs, proprietary schools and technical/vocational career education schools.

Table of Contents

Introduction
A Message from the National Restaurant Association Educational Foundation v
Acknowledgements vii
Features of the NRAEF ManageFirst Competency Guides viii
Tuning In to You x
Professional Profile xi
Building a Welcoming Work Environment and Encouraging Diversity
Overview of Human Resources from a Manager's Perspective
3(2)
Benefits of a Diverse Working Environment
5(1)
Avoiding Illegal Discrimination
6(4)
Prejudices, Stereotypes, Bias, and Cultural Tendencies
10(1)
How Prejudices and Stereotypes Affect the Work Environment
11(1)
Promoting Diversity
12(11)
Defining Job Descriptions
What Is a Job Description?
23(1)
Related Documents and Terminology
24(1)
Function of Job Descriptions
25(3)
Analyzing a Job
28(1)
Developing Job Descriptions
28(6)
Distinguishing Exempt and Nonexempt Positions
34(1)
Maintaining Job Descriptions
35(6)
Finding and Recruiting New Employees
The Recruiting Process
41(1)
Forecasting Staffing Needs
42(2)
Determining the Skills You Need and What You Can Offer
44(1)
Identifying Sources of Potential Employees
44(1)
Recruiting from Internal Sources
45(2)
Recruiting from External Sources
47(11)
Communicating a Job Opening
58(5)
Evaluating Recruiting Methods
63(6)
Screening Potential Employees
The Screening Process
69(1)
Screening Tools and Techniques
70(2)
Avoiding Illegal Discrimination in Screening
72(1)
Managing and Evaluating the Initial Application Documents
72(2)
Conducting Screening Interviews
74(2)
Testing Work Skills and Using Personality Tests
76(1)
Planning for Job Interviews
77(2)
Conducting Job Interviews
79(5)
Conducting Reference Checks
84(9)
Hiring and Orienting New Employees
The Importance of Orientation
93(1)
Hiring and Orientation Activities
94(2)
Making a Job Offer
96(3)
Notifying Unsuccessful Candidates
99(1)
Conducting Final Background Checks
99(3)
Processing Hiring-Related Documents
102(3)
Planning an Orientation
105(5)
Managing the Hiring and Orientation Process
110(4)
Evaluating an Orientation
114(6)
Supervising and Motivating New Employees
Making the Transition to Supervisor
120(3)
What Motivates Employees?
123(5)
Planning for Success
128(1)
Setting the Right Tone
129(1)
Communicating Your Message
129(1)
Monitoring Employees and Ensuring Standards
130(3)
Disciplining Employees
133(1)
Motivating Employees on a Daily Basis
134(6)
Creating Recognition and Incentive Programs
140(10)
Developing Employees
The Function of Employee Development
150(3)
Employee Development Process
153(1)
Employee Development Planning Meeting
153(7)
Methods of Employee Development
160(4)
Coaching Employees
164(9)
Training Employees
Benefits of Training
173(4)
Difference between Education and Training
177(2)
Forms of Training
179(3)
Elements of Good Training
182(5)
Thoroughly Prepared Materials
187(3)
Industry-Recognized Training
190(2)
Five-Step Training Model (ADDIE)
192(6)
Retraining Employees
198(9)
Managing Shifts to Ensure Quality Operations
Setting the Standards of Service and Quality
207(8)
Setting Shift Goals
215(1)
Planning for Your Shift
215(1)
Scheduling Staff
216(3)
Using Checklists to Ensure Quality
219(1)
Using Opening and Preshift Checklists
219(6)
Conducting Preshift Meetings
225(2)
Additional Opening Activities
227(1)
Using Midshift Checklist
227(2)
Using Shift-End and Closing Checklists
229(3)
Additional Closing Activities
232(1)
Evaluating Shift Performance
232(1)
Using Communication Logs
233(2)
Recording Information in Communication Logs
235(3)
Coordinating and Communicating during Shift Change
238(1)
Conducting Postshift Meetings
239(1)
Other Operational Challenges
240(7)
Managing Voluntary Terminations
Using Termination Checklists
247(2)
Purpose of Exit Interviews
249(1)
Information to Gather
250(1)
Exit Interview Methods and Formats
251(5)
Conducting Face-to-Face Interviews
256(3)
Evaluating Exit Interview Information
259(3)
Using Exit Interview Information
262(11)
Ensuring a Lawful Workplace
Impact of Laws on Restaurant and Foodservice Operations
273(2)
Providing Safe Food
275(5)
Serving Alcohol Responsibly
280(3)
Ensuring a Fair Workplace
283(7)
Balancing Needs for Food Safety, Employee Rights, and Legal Compliance
290(6)
Communicating Workplace Hazards to Employees
296(1)
Protecting Younger Workers
297(4)
Ensuring Adequate Breaks
301(1)
Working with Unions
301(3)
Providing Adequate Notice of Closings and Layoffs
304(1)
General Guidelines for Complying with Laws
305(10)
Ensuring Employee Benefits and Compensation
Basics of Employee Benefit Plans
315(1)
Types of Employee Benefits
316(4)
Common Voluntary Benefits
320(8)
Complying with Retirement and Health Benefit Laws
328(8)
Ensuring Mandatory Benefits
336(9)
Keeping Current on Benefits and Related Laws
345(1)
Ensuring Legal Wages
346(5)
Ensuring Accurate Compensation
351(4)
Controlling Labor Costs
355(8)
Field Project 363(2)
Index 365


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