HOSPITALITY MANAGEMENT 2.1 Lesson Plan 1 and 2 2024 March Holeni

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HOSPITALITY MANAGEMENT 2.

1 LESSON PLANS 2024

SEMESTER 1 (ONE) do not copy and paste please (NB)


LESSON PLAN: 1 (one) Date: March 2024
Hospitality management (HM).
• Hospitality Management is the field of work or study of managing hotels,
restaurants, travel agencies and similar organizations in the hospitality industry.
People who work in HM need excellent communication and service skills.
• In addition, they need to be flexible but also tough at times when dealing with
customers and employees.
• Core subject areas in the HM curriculum include.
✓ Accounting,
✓ Administration,
✓ Finance,
✓ Information systems,
✓ Marketing,
✓ Human resources
✓ Public relations,
✓ Business strategy as well as specialized topics in the various areas of
hospitality business.

Job advertisement and its role in staffing exercises.


The curriculum vitae (CV),

✓ Discuss in detail with proper references


✓ What is the deference between a CV and a Resume?

✓ Do you have valid updated CV’S? Please attach


✓ Do you think having a valid CV is important, if so, why?

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The importance of a valid and reliable CV? discuss in detail

• Your CV is the first chance you get to make a good impression on a potential
employer.
• A top-quality CV will considerably boost your chance of getting a face-to-face
interview, so it is worth spending time and effort on the content and presentation.
• It will make all the difference in obtaining the position you want. You must therefore
highlight your skills, expertise and value.
• CV is a summary of a job applicant's professional experience and educational
background,
• Along with other relevant information regarding the candidate's qualifications.
• Is also known as a marketing tool of a candidate, why?

Important Components or categories of a CV discuss in detail

• Contact Information
• It is extremely important to supply your contact details on your resume. Some
applicants forget this basic yet very essential piece of information. Don’t forget to
write your mailing address, telephone or mobile number and your email address. You
would be amazed at how many job seekers make mistakes when filling out their
contact details.
• Career Profile
• Here you should include a brief summary of your skills and areas of expertise. This
will quickly give the potential employer an idea as to what you can do.
• Work Experience
• Include all your work history experience, preferably including the company, job title,
responsibilities and the dates of the companies where you are currently working or
previously associated with.
• Education
• Include all your educational qualifications here. Ensure you include ALL your
education, including licenses or certifications you have acquired.

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• Skills
• Mention any relevant skills in terms of software and hardware systems and other
technical skills

Cover letter of a CV discuss in detail


The following suggestions about what information to incorporate into your
curriculum vitae cover letter:

• The content of your cover letter should be brief and structured. Avoid lengthy
repetition of information covered in your CV. Unlike a CV, it is acceptable to write a cover
letter in the first person.

• Your letter should address the relevant contact, whose name often appears in the job
advertisement. Avoid “Sir” or “Madam” if possible.

• If you are replying to a job ad, say so. Mention the job title, any reference number, and
where and when you saw it.

• In some cases, an advertisement will indicate that a more substantial letter is


required. Always follow specific instructions and include any information if it is specifically
requested. Your current salary is an example.

• Briefly outline your current situation and why you are seeking change. Include
mention of your current or last job, qualifications, and professional and academic training,
tailoring your information to make it as relevant as possible to the organization or job
applied for.

• Tell the potential employer a little about themselves to demonstrate you have properly
read the position description and that you have done some research into the organization.
Also, state why you are interested in them as an employer.

• Ensure that your CV cover letter flows freely, however, and does not slavishly match
every point on the job description. The reader should be left with an overall impression
that you are a potentially valuable addition to the workforce.

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• Negative information of any sort should be avoided in your cover letter as well as on
your CV.

• Close your letter with a polite expression of interest in further dialogue with the
recruiter. Do mention that you would like the opportunity to discuss your suitability further
in a personal interview and that you await a response in due course.

• Ensure your letter is neatly and clearly presented with no grammatical or spelling
errors.

• Emailed cover letters should be written in a common font such as Times New
Roman, Verdana, or Courier New with standard formatting that should emulate a
handwritten letter in terms of style

Job advertisement

✓ What is a job advertisement?


✓ What are requirements of a valid and reliable job advertisement?

Be careful of the following: job advertisement – discuss in detail

• No relevant experience needed - why?


• Willing to travel overseas and no experience needed- why?
• sent from a personal email- why?
• you have been asked to transfer money- why?
• job offers you didn’t apply for the job is too good to be true- why?
• Vague job description, no salary level, no reporting lines - why?

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SEMESTER 1 (ONE) do not copy and paste please (NB)

LESSON PLAN: 2 (Two) Date: March 2024

What is Human Resources? Definition –- textbook

Five (5) human resources attributes. discuss in detail


• Primary benefits
Monetary benefit like pay, salary, pension and shares options
• Secondary benefits and working conditions
Non-monetary benefits such as leave allowance – please note that there are
different types of leave, flexible working conditions, inputs channels, innovation,
recognition, and the availability of well-being policies.
• Training and development
The availability of function related development initiatives and programmes. How
the employer assist employee’s to grow in their roles
• Career development
Includes long term career paths development, talent management, succession
planning and performance management
• Company culture and diversity
The combined efforts of the employer to establish a strong company culture, for
example social and networking opportunities, diversity initiatives, corporate and
social responsibility programmes and employee input.

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The organisation’s human resources management function, is that part of
management process that specialises in the management of people in the
organisation. - textbook discuss in detail
Five (5) important contributions of human resources to organisational
effectiveness.

• The human resource management is very useful for firms to achieve their goals.
• It helps firm to improve its performance by authorizing the right people of doing
some exercises.
• It helps the firm to increase the motivation of its workers, thus increase the
performance.
• HRM helps to develop organisation structures, because they have usually
overview of the whole business.
• It helps also to improve productivity. Its tasks include training, induction,
recruitment, job description and redundancy, which all help to make the product
better, thus increasing consumers' satisfaction. All these determine the goodwill
and reputation of the company.
• HRM is included in record keeping, which helps the company with taxes and
increases its performance.
• As seen HRM helps businesses in many ways. It helps to save money and
increase the reputation of the business. It deals with one of the most important
things in business - with its work force. So no firm can be without HRM and the
better and more efficient it is the more firm can benefit, by reducing its costs and
increasing its goodwill.

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HUMAN RESOURCES PLANNING – Define Textbook discuss in detail
Three (3) steps in human resource planning (Very Important) discuss in detail
• Step 1 - identifying the work being done in the business – job analysis and job
description
• Step 2 – identify the of employees needed to do the job – Job specification
• Step 3 - identify the number of employees who will be needed to do the job in the
future - human resource forecasting

HUMAN RESOURCES PLANNING - continues discuss in detail - textbook


Job analysis.
• Job analysis is a procedure through which an employer determines the duties and
responsibilities, nature of the jobs and finally to decide qualifications, skills and
knowledge to be required for an employee to perform particular job.
• Job analysis helps to understand what tasks are important and how they are
carried on the job
• Job analysis forms basis for later human resources activities such as developing
effective training program, selection of employees, setting up of performance
standards and assessment of employee’s performance appraisal and employee
remuneration system or compensation plan.
Job description discuss in detail - textbook

• A job description is a list that an employee uses for general daily tasks, or
functions, and responsibilities of a position.
• A Job description often include information such as, to whom the position reports,
specifications such as the qualifications or skills needed by the person in the job,
and a salary range.
• Job descriptions are usually narrative, but some may instead comprise a simple
list of competencies; for instance, strategic human resource planning
methodologies may be used to develop a competency architecture for an
organization, from which job descriptions are built as a shortlist of competencies.
• A job description is usually developed by conducting a job analysis, which includes
examining the tasks and sequences of tasks necessary to perform the job.
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Job Specification discuss in detail - textbook

• Job Specification Is known as employee specifications, a job specification is a


written statement of educational qualifications, specific qualities, level of
experience, physical, emotional, technical and communication skills required to
perform a job, responsibilities involved in a job and other unusual sensory
demands.
• Job Specifications includes general health, mental health, intelligence, aptitude,
memory, judgment, leadership skills, emotional ability, adaptability, flexibility,
values and ethics, manners and creativity.

The Purpose of a Job Specification. discuss in detail - textbook

• Job Specification describes the basis of job description, job specification helps
candidates analyse whether are eligible to apply for a particular job vacancy or not.
• Job Specification helps recruiting team of an organization understand what level
of qualifications, qualities and set of characteristics should be present in a
candidate to make him or her eligible for the job opening.
• Job Specification gives detailed information about any job including job
responsibilities, desired technical and physical skills, conversational ability and
much more. It helps in selecting the most appropriate candidate for a particular job

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Step 3 - identify the number of employees who will be needed to do the job in the
future - human resource forecasting - textbook
Three (3) Factors be considered in human resources forecasting – Explain/
Discuss/ Elaborate in detail
• Economic growth - textbook
• New developments in the business - textbook
• Labour markets - textbook

MORE INFORMATION IN YOUR TEXTBOOK, ANY


Relevant Management Textbook will do

Thanks

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