assignment 3 hrm (main)
DESCRIPTION
Orientation and recruiting new employeeTRANSCRIPT
HUMAN RESOURCE MANAGEMENT
COURSE CODE: HRPD 401-103
INSTRUCTOR: IVANA. SAULA
New Employee Recruitment and Orientation Process
ASSIGNMENT 3
CONTRIBUTORS:
KAUR AMANDEEP STUDENT ID # 300641726
SINGH PARAMVIR STUDENT ID # 300632516
JUNEJA PRABHMEET STUDENT ID # 300639629
DHALIWAL RAJBIR STUDENT ID # 300637057
Table of contents
Index Page No.
Introduction 3
Discussion 4 External Analysis 4
Internal Analysis 6
Recruitment Strategy 8 Advertisement 12
Selection strategy 14
Interview Structure 15
Evaluation form 18
Orientation Package 22
Offer letter 23
FCC Policies 26
F&B Training Program 28
References 34
New Employee Recruitment and Orientation Process Page 2
Introduction
In this assignment our team has been asked to develop a “new employee recruitment plan” and
“New employee orientation plan” for a non managerial position in a company. Our group has
picked a company “Farmington country club” which is a reputed private gold club in Virginia,
USA. The company is going to open a new golf club in Ontario and looking to hire new
employees. Our group has focused on food and beverage department and going to make new
recruitment plan, new employee orientation plan for Servers (waiters) in for the restaurants
which are located within the Farmington country club. Firstly our team is going to do the
external and internal analysis, in which we will determine the current labour market conditions,
economic conditions, political climate Law and regulation in Ontario. Our team will also discuss
about the organization`s Vision, core values and human capital: strengths/weaknesses. In order to
make new employee recruitment plan and new employee orientation plan our team will Prepare a
recruitment strategy, prepare a job advertisement, prepare a selection strategy, prepare a testing
strategy, prepare a interviewing structure, prepare a interviewing structure and one-situational
question for the interview with expected answers, prepare a job candidate evaluation form. With
the help of above mentioned steps our team will then prepare a welcome letter, prepare a job
offer letter, prepare three company policies, prepare a basic training plan and finally follow with
the conclusion of the assignment.
New Employee Recruitment and Orientation Process Page 3
Discussion
External Analysis:-
External analysis is the most important part for organizations to get information regarding the
current environment factors and recognise opportunities and threats. Changes in the external
environment have a direct impact on the way of the organizations run and people are managed.
When organizations started new employee recruitment plan than many times problems arise in
the future. External analysis is the first step to prevent from these problems. First of all we have
to do research on the labour market conditions, economic conditions, and government rules and
regulations.
Labour market is the key constraint for recruitment of the employees. Labour market is simply
the available pool of labour from which employers choose their employees. Labour markets are
normally segmented by the geographical location and occupational type. Labour’s availability
and quality is highly affected by economic conditions, government rules and regulations.
We are looking for servers for our new golf club and we will recruit employee from the primary
labour market. Primary labour market consists of people, who have skills of use to an employer
and committed with one particular industry. Primary labour market contains skilled and semi-
skilled workers who choose to work in a particular industry with strong commitment to that
industry.
Labour market for food and servers is tight because supply is low and demand is high. We are
looking for experienced and permanent type of server. But many servers leave their job when
they find job with better working conditions and with suitable work hours. So, it is difficult to
retain employees and it is somewhat seasonal with its peak occurring during the summer months.
Employers are finding it increasingly hard to attract applicants who meet their requirements. The
main reason for this is the difficult working conditions because mainly of work in the evenings
and at weekends. In the next 2-3 years growth in employment for servers is expected. From the
labour market analysis it is clear that this occupational group has a very high turnover and labour
market is tight. In Canada hospitality industry is facing a shortage of skilled and semi-skilled
workforce.
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Another important factor is employment rate of the particular region. Employment rate is the
percentage of labour force that is employed. Ontario employment rate is increased from last year
and in Toronto economic region employment rate is also going up day by day. From the last year
trends overall employment rate is slightly rise from 61.1% to 61.6%. In this region labour force
is increased due to growth in the working-age population. Currently, in Canada hospitality
industry is employing more than 1.7million employee. Number of registered workers are
207,597. In food and beverages server occupation estimated employment was 64,260 people in
year 2006 in Ontario out of which 39% workers worked in the Toronto region. (ONLINE)
(www.gtha.com)
Government rules and regulations also have a great impact on the industry. Employment
Standards Act, 2000(ESA), Common law, The Charter of Rights and Freedoms, Ontario human
rights code, and Pay Equity Law set out rights of employees and requirements that apply to
employers in most Ontario workplaces. The Ministry of labour enforces rules and regulations.
Employers and employees follow minimum standards set out by ESA. Under this act it is our
duty to follow rules regarding hours of work, minimum wages, rest periods, overtime pay,
payday, vacation time and day, public holidays, leaves of absence. (ONLINE) (www.e-
laws.gov.on.ca)
Minimum Wage Rate March 31, 2010
General Minimum Wage $ 10.25 per hour
Student Minimum Wage $ 9.60 per hour
Liquor Servers Minimum Wage $ 8.90 per hour
On the workplace we have to provide freedom and rights to workforce under the Charter of
Rights and Freedoms act. At the workplace minimum standards should be provided.
Discrimination in the workplace on the basis of gender, race, family status, ancestry, based on
association, religion, age, marital status, and national or ethnic region is prohibited. Employment
Equity Act involves identifying and removing systematic barriers to employment opportunities
that adversely affect the rights of designated groups. Pay equity act eliminates the wage gap
New Employee Recruitment and Orientation Process Page 5
between men and women and to ensure that salary ranges reflect the value of work performed.
Human rights commission Canada enforced the rules if any organization does not follow rules.
(ONLINE) (www.e-laws.gov.on.ca)
Internal Analysis:-
Farmington country club as a full service facility has been recognized with membership in the
prestigious 5-Diamond Platinum Clubs of America. It is located in Charlottesville, Virginia
which is set in the foothills of Virginia’s Blue Ridge Mountains, approximately 160 km
southwest of Washington, DC. Monticello, the residence of Thomas Jefferson, the 3 rd president
of the United States, and the University of Virginia are located in this community. The main
building of the club was designed in part by Thomas Jefferson. Completed in 1780, it was once a
plantation house. The club has two restaurants, a formal dining room and a grill restaurant,
seating a total of 300; each has its own kitchen. In addition, there are private dining rooms
seating 100, 50, 40 and 12, a ballroom seating 250 and two seasonal snack bars. Sports facilities
include a 27-hole golf course, 15 outdoor and three indoor tennis courts, three paddle tennis
courts, a swimming complex with diving and lap pools and a zero-depth recreation area, and a
state-of-the-art, professionally staffed exercise center. Club facilities include 40 guestrooms.
The Club’s annual sales revenue exceeds $11.5 million, with approximately one-third from food
and beverage operations.(ONLINE) (www.farmingtoncc.com)
The board of directors and management has decided to step into Canada market after their
success in USA, the project is on its later stages and about to announce their grand opening in
coming month’s time. The club has been fully constructed and is now planning to hire employees
for its food and beverage department. The club is particularly focusing on food and beverage
servers, bussers and host/hostesses for their restaurants. The club is looking for employees who
can work in their four different domains of food and beverage department. The first domain is
Farmington Grill, which is casual restaurant with full menu and patrons can wear casual dress in
this restaurant. The second domain is Terrace room, which is a fine dining restaurant and patrons
are obliged to wear formal dress to dine in this restaurant. The third domain is Banquet Hall, in
which special events will be organized such as parties, weddings, conferences etc. And the fourth
New Employee Recruitment and Orientation Process Page 6
domain is Pool Snack bar, which is snack bar right beside the swimming pool.
The mission statement of Farmington country club is “A proud history, rich traditions and
commitment to the customs of southern hospitality and gracious living”, (ONLINE)
(www.farmingtoncc.com) which clearly states that the core values of the club are enriched by its
rich history; the general philosophy is to keep up with the standards which Farmington has
created in last couple of centuries. The vision of the organization can be interpreted from their
mission statement and which determines the main motive of Farmington is to provide exclusive
and consistent services to their existing and new members. Their main approach to its market is,
retaining existing club members and providing them full satisfaction. The satisfied member will
definitely recommend this club to his or her friends.
Farmington country club also created a “Lend a hand foundation”, as Farmington members often
refer to the club as a home away from home. People who work at Farmington country club has a
strong belief that they are a part of a community that stand ready to help in times of need. In the
past, when an employee suffered serious problems, like serious illness, death in their house,
unexpected financial problems, loss of home, in those times Farmington country club has
collected donations to help the one in need. However these kinds of kind gestures were
considered inadequate in the face of very serious problems or situations. Therefore Farmington
country club decided to create a Farmington Lend a Hand Foundation, which this foundation
Farmington believed that they can do a lot better to help the one in serious situations. This
foundations was proposed by the Human resource department, this is a employee-funded 501(c)(3)
organization designed and managed by Farmington staff to help one another in times of need. This
foundation was established in 2007 and have been doing not only well but also recently got awarded from
the Albemarle/Charlottesville Human Resources Association (ACHRA) as one of four 2010
Human Resources Excellence Award winners. That clearly identifies the core values of
Farmington which derives from its enriched history and the urge of social responsibility
proclaims Farmington high core values. (ONLINE) (www.farmingtoncc.com)
The new employees at Farmington country is provided with a training program in which they
have to go through comprehensive food and beverage training process. In this training program
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employee has to get trained in all four different domains of food and beverage department for at
least three months time to get the full understanding of the food and beverage operations. This is
biggest strength of Farmington human capital, after training the employees are well groomed and
get thorough knowledge of the product and also services. And also the club has a very good
reputation in the market as its facility has been recognized with membership in the prestigious 5-
Diamond Platinum Clubs of America.
RECRUITMENT STRATEGY
Recruitment is the process of finding the individuals who are looking for a job and might job an
organization and encouraging them to apply for existing or anticipated job openings. During
recruitment applicants are fully informed or provided with information required by the candidate
for the job and the benefits the company can offer him. The recruitment can be made from within
the organisation or from outside the organisation depending on the type of job. Recruitment is
one of the crucial roles of human resources professionals. The performance level of an
organisation depends over the effectiveness of recruitment function. The recruitment strategies
are required to hire the best talent for the organisation and to utilise the resources optimally. A
well planned recruitment strategy is always successful and attracts good talents for the
organisation.(ONLINE) (www.recruitment.naukrihub.com)
The employer’s task is to search for new employees. Employees retire, move, quit, are
transferred, or are fired. Regardless of the situation the job openings keep coming and new
employees are required to fill that job. This time we have a new opening for job in the food and
beverages servers and we require the best employee to fill that position in our organisation. We
have to determine the duties, roles, responsibilities that the employee has to perform and the
education or skills which are necessary for food and beverages servers. It is important for us to
look in different places and from variety of sources.
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Sources of recruitment
Outside sources of recruitment:-
The outside sources of recruitment are done from outside the organization. The employee’s
recruitment source can affect the employee’s job performance in large and small organisations.
There are many external sources of recruitment which we are going to mention in brief with their
advantages and disadvantages as well –
Advertisement – Advertisements are one of the most common and widely form of
recruiting employees externally. Advertisement has the advantage of reaching a large
audience. Advertisements can be in the form of Newspaper ads, television ads, radio, etc.
An advertisement should be clear, attractive, and eye-catching, should be reality based.
The type of details which should be included in advertisements is the type of job, the pay
rate should be mentioned, skills and knowledge required for the job should be mentioned.
Advantages Disadvantages
Is effective when the job
responsibilities and tasks are
well defined.
It can reach people in the local,
provincial and national market.
It is an expensive form of
recruitment.
May bring in many unwanted
applications that may not fit
for the job.
Referrals by friends, colleagues, other employees – referrals by friends, business
colleagues and employees are among the most highly used forms of recruitment for any
firm. They are mostly used in small and medium-size business. Employee referrals
accounts for about one-third of new hires. There are several ways to increase the
effectiveness of employee referral program.
Pay for performance
Keep the data
Tailor the program
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Measure the results
Advantages Disadvantages
It is inexpensive
People who know our culture are
most likely to refer candidates
who will fit in well
Fast method of finding candidates
May take unnecessary time
because we may have to
interview all the candidates
even if they don’t fit because
they were referred.
Relationships may become
poor if people continue to
refer inappropriate candidates.
Internet – Internet is the fastest way of recruitment where an employee can send his
resume, degrees or any certificates which are necessary for the job in an email. There are
many different websites where an employer can post the job opening and job seekers may
apply directly by clicking on the link provided or even by email. Some companies even
provide with online questionnaire which can be filled by candidates required for the job.
Advantages Disadvantages
Fast and effective way of recruiting
Information can transferred cheaply
Cheap method of recruitment
Ads can only be seen and
accessed by those who have
internet and computers
Everyone may not be
interested in looking for jobs
in this manner.
Educational Institutions – Educational institutions like schools, colleges, universities is
a very effective way of for recruiting talents who have skills, knowledge and we can
New Employee Recruitment and Orientation Process Page 10
target the particular field and choose candidates from there like in hotel business we can
target hotel management students.
Advantages Disadvantages
Companies can hire specific skills
employees.
Career fairs and on-campus
recruitment helps to build the
reputation of the company.
Attempts to visit too many campuses
instead of concentrating on selected
ones.
Mismanagement of applicant visits
Internal Sources of Recruitment –
Sometimes, Recruiting internally is needed for an organisation when there is no need of
new job. Internal recruitment focuses on attracting potential employees from within the
organisation, through promotions, transfers etc. It is done when the organisation feels that
there employees are leaving because of lack of opportunities and promotions
There are different sources of recruiting internally which are :-
Transfers – in this, the employees are transferred from one department or position to
another within the organisation according to their efficiency and experience.
Promotions – the employees are promoted from one department to another with more
benefits and greater responsibility is given on them
Upgrading and Demotion – according to the performance the employees get promoted
or demoted.
There are several options available to employers who are involved in recruiting employees by
conducting .According to the analysis and by checking all the internal and external sources of
recruitment and how much money our company is willing to pay for recruiting the employee. For
recruiting Food and beverage servers we will select the ADVERTISING as an external source of
recruitment strategy. As our company is USA based and under the law we cannot recruit our
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employees internally i.e. from within the organisation in which we can select two methods of
advertising like –Newspaper Ads and Internet ads
ADVERTISEMENT
In the Newspaper Advertisement – all the details should be provided with clear, attractive and
eye catching layout. Our company’s location, job requirements, education required should be
mentioned, gives details about the type of person required and briefly discussing all the qualities
job require.
We have chosen this Strategy because of the following advantages
It is effective when the job responsibilities and competencies are well defined.
We can reach people in the local, provincial and national community.
It creates awareness among employees about the job
In the Internet advertisement - we have chosen the other alternative i.e. Internet advertisement
because of the following advantages
It is effective and fast way of selecting candidates
Employers seeking for job can fill in the questionnaire and application form over the
internet.
Information can be inexpensively transferred.
Companies can effectively illustrate their culture.
Information can be edited when necessary.
FARMINGTON COUNTRY CLUB
New Employee Recruitment and Orientation Process Page 12
Advertisement sample for News Paper
We are premier full service private club in Charlottesville, Virginia with a proud history,
rich traditions and commitment to customs of southern hospitality and gracious living and
now we have come to Canada to provide a experience of southern hospitality.
Job Opening – Food and Beverages Server
We are looking for someone with at least 2-3 years of experience in serving food and
beverages with a high school diploma in hotel industry. He/she should have knowledge
about all the menus of food and beverages should offer superior customer service and
maintains station in a clean and orderly manner throughout shift.
Basic Requirements/Skills
Fluency in speaking English
Good communication skills
Ability to work in a team
Ability to work calmly and under pressure
Duties to be performed
Direct contact with guests, managers
100% accuracy in hearing
Make recommendations and answers questions regarding food and beverages
Serve food and beverages
Recommend wines that complement meals
Order and maintain inventory of wines and wine glass
Attention to detail is must, as demonstrated we want someone with experience and
passion to server people. In return, you will receive a generous hourly wage, meals, and
gratuities that are often 10-15% of the food bill. There is a strong seasonal requirement
for this occupation.
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If you would like to join our happy and hard-working team, please send your resume to
or for any other inquiries or questions contact (434) 296-5661
SELECTION STRATEGY
The selection criteria which our company will use involves following steps –
1) Screening of applicants – In this step, applicants fill up application form. In these forms
information like candidate’s personal detail, educational details and experiences etc are
checked. These forms are properly screened to check which candidate is most suitable for the
post/job and only those candidates are further processed who meets the job standards.
2) Selection Test – Different kinds of tests are conducted in different organization where we
will come to know more about the candidates and to reject the particular candidate. The
selection can be knowledge, aptitude, interest, personalities, which will provide the actual
information and these information cannot be known by application forms. The candidates
who are passed in the tests will be called in the next step which is Interviews
3) Interviews – selection tests can be made by personal interviews of the candidates. These
interviews are conducted to check the suitability of candidates for job. We also provide the
relevant information about our company to him so that he could comfortable and well
informed about the company he has been applying for. Sometimes we also conduct
preliminary interviews in cases of campus selection.
4) Checking for references – We would also ask the candidate about the reference if he had any
after the interview has been conducted so that more information about the candidate can be
taken.
5) Medical examination – then we would conduct the medical test for the candidates which we
have selected to check the physical and mental abilities of them. Physical education tests are
always required in the job to check the stamina and strengths of the candidates.
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6) Approved by authority – after all these steps, our selection committee will select the list of
candidates which will fit in our company. We may designate various authorities for final
approval of candidates.
7) Final placement – when all the formalities will be done we will place the selected candidate
in our organization initially on probation basis. This period may vary from 3 months to 4
years. When this period will be successfully conducted candidates may be employed as
permanent.
INTERVIEW STRUCTURE
On the first place we evaluate their resumes’ and cover letters and short list candidates. After this
we will call them for interviews. Candidates coming for an interview might be anxious so we
will provide them the environment right for successful interviews. We would like to make them
feel welcomed and relaxed from the moment they step in the door because they will perform
better if put at ease, and they will leave with a positive attitude for our club if they are treated
well.
We will take care to keep the temperature at a comfortable range for the candidates.
We suggest (1) Panel Layout or (2) U Shape Layout of the interview room.
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While conducting interviews we will take care of all law and legislation of Canada.
Legal Requirements
The Ontario Human Rights Act
The Ontario Human Rights Act entitles all individuals to equal employment opportunities
without regard to race or colour, national or ethnic origin, religion, age, family or marital status,
sex (including pregnancy or childbirth), pardoned conviction, disability (either physical or
mental or as the result of dependence on alcohol or drugs), or sexual orientation. The Act covers
employment under provincial jurisdiction.
Bona Fide Occupational Requirements
Before judging whether a person can perform the essential requirements of this position, steps
are taken to ensure that all barriers to participation for people protected under human rights law
are eliminated from the selection, training and promotional standards and practices. We make
sure that we build reasonable accommodation into our policies and practices as far as possible,
and up to the point of undue hardship. This will include consideration of alternative approaches
to do a job so that restrictive requirements can be eliminated by providing wheelchair access.
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Special Programs and Employment Equity
We ensure we comply with the Employment Equity Act, which is designed to improve job
opportunities for four specific groups — women, Aboriginal people, members of visible
minorities, and people with disabilities. We have found special programs helpful in achieving
equality in our workplace. We have collected the data we require to plan and support special
programs, even though the information collected may touch upon one of the prohibited grounds.
However, in the event of a complaint, we are able to show that the data collected have not been
used to discriminate, either in the hiring process or later when deciding promotion opportunities.
Proper Documentation:
Proper documentation is the only defense we have to show that we did not legally discriminate
against any of our candidates. Interviews will be structured and every candidate will be going
through same set of interview questions in the same manner.
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JOB CANDIDATE EVALUATION FORM
Based on the interview, this form will be filled for each interviewee, please evaluate the candidate's qualifications for the position listed above.
Education / Training
The candidate has the necessary education and/or training required by the position.
_____ Exceeds requirements
_____ Meets requirements
_____ needs a little more training
_____ doesn’t meet requirements
Comments:
Work Experience
The candidate has prior work experience that is related to the position.
_____ Extensive experience
_____ Meets requirements
_____ not related but transferable skills
_____ No prior experience
Comments
Leadership Skills
The candidate demonstrated to your satisfaction that he/she had the necessary leadership skills to
perform the job successfully.
_____ Exceeds requirements
_____ Meets requirements
_____ Needs a little more training
_____ Doesn't meet requirements
Comments:
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Interpersonal Skills
Communication: articulated ideas clearly both written and orally.
_____ Exceeds requirements
_____ Meets requirements
_____ needs a little more training
_____ doesn’t meet requirements
Comments:
Teamwork
Demonstrated the ability to work well in a team and with superiors, peers, and reporting staff.
_____ Exceeds requirements
_____ Meets requirements
_____ needs a little more training
_____ doesn’t meet requirements
Comments:
Time Management
Demonstrated the ability to manage time independently and work efficiently.
_____ Exceeds requirements
_____ Meets requirements
_____ needs a little more training
_____ doesn’t meet requirements
Comments:
Customer Service
Demonstrated the ability to customer focused.
_____ Exceeds requirements
_____ Meets requirements
_____ Needs a little more training
_____ Doesn't meet requirements
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Comments:
Motivation for the Job
The candidate expressed interest and excitement about the job.
_____ Exceeds requirements
_____ Meets requirements
_____ Needs a little more training
_____ Doesn't meet requirements
Comments:
Problem Solving
Demonstrated the ability to design innovative solutions and solve problems.
_____ Exceeds requirements
_____ Meets requirements
_____ Needs a little more training
_____ Doesn't meet requirements
Comments:
Skill Needed
--Stress handling and politeness not be short tempered.
Demonstrated the ability to:
_____ Exceeds requirements
_____ Meets requirements
_____ Needs a little more training
_____ Doesn't meet requirements
Comments:
Overall Recommendation
_____ Highly recommend
_____ Recommend
_____ Need clarification of qualifications
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_____ Do not recommend
Comments:
Interview Questions (Appendix 1)
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ORIENTATION PACKAGE
WELCOME LETTER
April 21, 2011
Mr. ABC,
RST Road,
XYZ City
OBJECT: MR. ABC WELCOME TO FARMINGTON COUNTRY CLUB
Dear MR. ABC
It is with great pleasure that I welcome you as a new employee to our Farmington Country Club.
I am very pleased that you have chosen to accept our offer of employment and know that this is
the beginning of a mutually beneficial relationship.
We encourage our personnel to take advantage of selected courses that are available in this
vicinity in order to improve their skills and learn new skills in area such. Courses and
corresponding registration dates are listed on the employee bulletin board for your review. If you
decide to attend one of these courses, please advice your office manager and he will make the
necessary arrangements.
Once again, welcome to Farmington Country Club.
ABC,
Human Resource Manager
(434) 296-5661
New Employee Recruitment and Orientation Process Page 22
OFFER LETTER
Date
Employee name and address
Dear Employee Name
Re: Employment with Farmington Country Club, Ontario
I am very pleased to offer you a permanent position as waiter (server) in food and beverage in
Farmington country club based on following terms and conditions.
1. Position:
You are appointed to the position of waiter (server) in food and beverage department of
Farmington country club and in this capacity, you will report directly to NAME OF DIRECT
SUPERVISOR. This is permanent position, and as discussed and agreed with you, your start date
in the position will be START DATE.
In this assignment of Waiter (server), your key responsibilities will be to provide food and
beverage services in the restaurants to the members of the club.
2. Training/Tasks:
New hired employee will have to go through a mandatory three months of food and beverage
training service which includes banquets, catering, fine dining, casual dining, and snack bars.
You will have assignments in seasonal operations. In the course of the training, you are expected
to undertake tasks as determined by variations in the club’s events and staffing resources.
3. Remuneration:
During the period of training the new hired employee will be eligible to get minimum $10.50
per hour for a 32-40 hour week; $15.75 per hour for time in excess of 40 hours per week. The
trainee will not be eligible for tips in his/her training period. Your hours of work are based on the
normal operating hours of the restaurants However; your shifts will be on rotational basis
New Employee Recruitment and Orientation Process Page 23
throughout the week. After 12 weeks of training period employee will be eligible to get $20 per
hour plus tips. Meals are provided during shifts at the Club
4. Appointment Period:
Your training appointment is for 12 weeks, beginning on DATE and ending on DATE. After 12
weeks of training you will be appointed as full time permanent employee for 52 weeks.
5. Vacation:
You will receive 4 weeks of vacation per vacation year (May 1 to April 30), pro-rated for the
current vacation year. Vacations are to be taken at such time or times as are mutually convenient
to you and the Farmington Country Club.
6. Uniform Requirement:
A uniform will be provided for you by Farmington Country Club. You are required to bring with
you a pair of black, rubber soled shoes (either lace-up or loafers), black socks/stockings, a black
belt,
7. Assessment Period:
For appointments to permanent employees: The first 3 months of your appointment to this
position is a probationary period. We will review your progress in the position on a regular basis
and provide you with regular feedback. We will be in a position to confirm continued
employment upon successful completion of the probationary period.
8. Effective Date:
The terms of this offer shall come into effect on your first day of employment with the
Farmington country club, Ontario, Canada.
By accepting this offer, you also acknowledge and agree that you shall abide by the following
terms and conditions, and that such terms and conditions are reasonable:
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9. Confidentiality: During the course of your employment with the Farmington country club,
Ontario, Canada you will be entrusted with confidential and proprietary information. You
agree that such information will not be released or divulged, whether directly or indirectly,
unless authorized by Club’s policy, required by law, or through the express written consent of
the Farmington Country Club given under the hand of the proper officer with authority to give
such consent.
I would ask that you review the contents of this offer carefully. If the terms of employment as
set out in this agreement are acceptable to you, please sign and date one (1) copy and return a
fully signed copy to my attention by DUE DATE.
I have read and understand the above terms and conditions and accept the offer by the
Farmington Country Club:
______________________________________ ______________
(signature) (date: dd/mm/yy)
New Employee Recruitment and Orientation Process Page 25
FARMINGTON COUNTRY CLUB
PRIVACY POLICY
Your privacy is important to us, in order to provide service to you, our customer; we will from
time to time ask you to consent to us collecting certain personal information about you. We use
that personal information solely for the legitimate business purpose of evaluating and operating
our business and evaluating our relationship with you, including such matters as:
1. To establish and maintain responsible commercial relations with customers and to provide
ongoing service.
2. To understand customer needs and preferences;
3.To develop, enhance, market or provide products and services;
4. To manage and develop our business and operations, including personnel and employment
matters; and
5.to meet legal and regulatory requirements.
We take measures to safeguard the privacy and confidentiality of your personal information.
Farmington Country Club will not edit or deliberately disclose the contents of your personal
information or files to a third party (other than for the provision of the products and services
requested by you) unless required to do so by law, in the good faith belief that such action is
necessary to comply with the law, to comply with any legal process, or if in FCC Canada’s
reasonable judgment there is imminent danger to life or property.
Our promise to safeguard your privacy is reflected in our FCC Canada Privacy Policy, which
governs the behaviour of our organization and our employees with regard to the collection, use
and disclosure of our customer’s personal information.
The FCC Canada Privacy Policy, developed in accordance with the Protection of Personal
Information and Electronic Documents Act, explains why we collect certain personal
information, how we use this information, how we safeguard this information and under what
circumstances we may periodically disclose this information. You have the right to access
personal information that we hold about you, and to challenge its accuracy. To do so, please
contact Farmington Country Club’s Privacy Officer.
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ALCOHOL POLICY
The Farmington Country Club is licensed under LLBO. The Course holds a valid liquor license
for Golf Cart and Clubhouse. It is unlawful for anyone to bring their own alcohol on the
premises. Also, It is the policy of the Club that the responsibility for the conduct of each
Member, his or her family and guests, in all matters involving the consumption of alcoholic
beverages on the Club premises, lies with the individual Member. That responsibility is not and
cannot be assumed by the Club.
NON- SMOKING POLICY
Farmington Country Club is a NON-SMOKING Club. It is committed to provide safe and
healthy work place for our members and guests. The policy prohibits smoking in all clubs
buildings, including clubs restaurants, on FCC property and in FCC vehicles.
Under this policy those who wish to smoke are asked to leave Farmington country club
property. While smoking on public property smokers are asked to avoid littering, to be
respectful of others, and of course to abide by the municipal by-law.
New Employee Recruitment and Orientation Process Page 27
Farmington Country Club, Food and Beverage Training Program
Farmington Country Club
Club Hospitality (Food and Beverage)
3-Month Training Program Outline
Background Information:
Farmington country club has developed a training program for new hired employees to
understand and to develop skills and knowledge in the food and beverage departments of
hospitality operations. The program provides participants ongoing theoretical training while at
the same time receiving practical training in the food and beverage departments. All trainees are
required to participate in all required activities and meetings, and to complete assigned training
projects. If a trainee fails to participate in the required activities, then the training period may be
extended.
Training Objectives:
Develop and demonstrate knowledge through a series of training activities and structured
conversations with managers providing necessary theoretical knowledge in guest service and
business management as it relates to the Farmington hospitality norms.
Demonstrate mastery and understanding of theoretical knowledge gained through training
activities, on-site guidance and training from direct supervisors through increased
responsibilities and positive supervisor evaluations.
Trainee employee Eligibility:
Trainees must be able to demonstrate work experience in the hotel industry or have
significant educational background in the hospitality field.
All employee trainees must have good English language skills.
New Employee Recruitment and Orientation Process Page 28
At the completion of our screening process we will invite employee to participate in this
program. Some applicants may be turned down by Farmington country club recruitment staff.
Some of the participants will have opportunities to receive additional training over and above
that outlined in this plan for supervisory skills for job sharing purposes.
Training Program:
Overview
The main objectives of this training are that the new employee is to achieve and fully understand
the day-to-day operations of the various departments within a hospitality setting and to learn the
methods and procedures by which the departments and divisions are managed. The employee
trainee should obtain an overview of the private club organization and have an insight in how
departments relate to each other. The skills developed in the private club setting are fully
transferable to fine hotel operations where every guest is a VIP
At the end of the 3-month training program, the employee trainee will have gained significant
knowledge and skills in the following areas:
Business Organization and Operations (knowledge of the club’s organization and operations
and their application to the hospitality industry),
Systems (knowledge of the club’s operating systems, including Point-of-Sale, payroll and
scheduling, and billing),
Teamwork (ability to function as part of a team; ability to get along with other employees
and to willingly pitch in when needed),
Technical Knowledge (understanding of each food and beverage operation, including fine,
casual and seasonal dining; banquet sales and service; kitchen; purchasing),
Customer Service (understanding the relationship between providing consistently excellent
customer service and the success of the business; ability to anticipate customer needs and to
take action to deliver customer satisfaction),
New Employee Recruitment and Orientation Process Page 29
Communication Skills (ability to use appropriate language and to effectively convey
meaning, both verbally and in writing,
Productivity (ability to complete training assignments with a high level of quality in the
appropriate time frame), and
Professionalism (ability to maintain a mature and dignified demeanor).
Rotations:
Farmington Grill (casual dress; full menu) (1 month)
Terrace Room (formal dining) (1 month)
Banquets (3 to 4 weeks)
Pool Snack Bars (1 week) (Only in summers)
Plan
After an initial orientation to the club’s facilities, the employee trainee will spend the 3 months
divided into three primary training phases.
Rotations through Three F&B Departments — 3 month
Phase 1:
Farmington Grill (casual dress, full menu dining, up to 1 month)
Objective: Understand and be able to apply successfully the basic skills of casual dining grill
operations, including adjustments for young children and families
Courses and Tasks:
Grill orientation, busser training, busser service, waitstaff training, waitstaff service, host/hostess
training, and host/hostess service.
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Objective: Synthesize a server perspective on various aspects of grill management, including
appropriate handing of tastes of guests from ages 1 through 85
Phase 2:
Terrace Room (formal dining, up to 1 month)
Objective: Learn at close to the mastery level, the service requirements of fine dining; be able to
apply the service skills as “second nature”
Courses and Tasks:
The employee trainee will:
Adapt the busser, wait staff, host/hostess and beverage skills used for the Farmington
Grill for the standards and member expectations in the Terrace Room (fine dining),
Learn the club’s wine menu so as to make recommendations and characterize the
selection for members and guests,
Be knowledgeable about menu (ingredients, preparation methods, and plate presentation)
in order to be able to present and discuss the menu with the customer,
Modify the table setting to reflect specialized service and menu selection,
Sell the menu items in a manner appropriate to the Terrace Room, and
Present the food and beverage selections appropriately for fine dining service.
Phase 3:
Banquets and Catering Sales (business, social and sporting events, up to 1 month)
Objective: Apply previously learned service skills to the special needs and rhythms of catered
events
Courses and Tasks:
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Banquet set up, banquet service, kitchen prep, kitchen expedite.
Introduction to the Club’s sports and recreation operations through banquet support for golf,
tennis, pool, and fitness banquet events.
Additional Learning Opportunities:
Introduction to Club operations through new employee orientation programs.
Participation in Club-sponsored training programs, including: Safety Certification training
(First Aid, CPR, AED, Blood-borne Pathogens, Food Service Safety and Sanitation),
TIPS (Training for Intervention)
Advanced English as a Second Language (ESL) courses (as desired)
Training Duration:
The program duration will be a maximum of 3 months.
Employee orientation:
First day employee Orientation
Paperwork Processing
Departmental / Divisional Training including technical job skills
Training site layout, Tours & Directions
Training Course Assessments
TRAINEE’S ACKNOWLEDGMENT AND AGREEMENT
Employee trainee joins in the execution of this document for the purpose of acknowledging that
employee trainee has received, read and understands the training program outline. Employee
trainee acknowledges and agrees that employee trainee shall be bound by the terms and
conditions contained herein.
New Employee Recruitment and Orientation Process Page 32
Farmington Country Club
By:____________________________
Signature:_______________________
Title:___________________________
Date:_______________________
__________________________________
(Name of Employee)
(Signature of Employee)
(Date)
New Employee Recruitment and Orientation Process Page 33
REFERENCES
http://www.gtha.com/GovernmentRelations/LegislativeUpdates/Labour.aspx (ONLINE)
(Accessed on 16th April, 2011)
http://www.e-laws.gov.on.ca/html/statutes/english/elaws_statutes_00e41_e.htm (ONLINE)
(Accessed on 18th April, 2011)
http://www.farmingtoncc.com/Club/Scripts/Home/home.asp (ONLINE) (Accessed on 18th
April, 2011)
http://recruitment.naukrihub.com/external-sources.html (ONLINE) (Accessed on 19th April,
2011)
http://imrecruitmentblog.weebly.com/sources-of-recruitment.html (ONLINE) (Accessed on 17th
April, 2011)
http://www.careerfaqs.com.au/siteguides/sample-job-advertisement (ONLINE) (Accessed on
15th April, 2011)
New Employee Recruitment and Orientation Process Page 34