Employee met for an introduction to their new departmentsSchulze explained about responsibility for the bar and in-room serviceFor the bar : making the customers feel wellIn-room service : giving the customers private space
The Ritz-Carlton Hotel Company Syndicate 4 : Yunus Arie Wiratama Rieke Fitri Yuniar Joseph Enrico Hadi Pramadona Rachmi Rida Utami
Day-one: Staff Orientation Schulze’s The Gold Address Standards Service Leadership Philosophy Orientation
Day Two Schulze Introduce explained For the bar : In-room serviceEmployee to about making the : giving the their new responsibility customers feel customersdepartments for the bar and well private space in-room service
Day Three• Uniform fitting Personal grooming • Introduce to the service daily lineup procedure
Day FourInstructured in the standardized procedure for Trained to imediately “handling Guest break away from their Difficulties” normal activities to solve a customer’s problem
Day Five - Seven The details involved in Departmental performing theirtechnical training jobs to the standards set by The Ritz-Carlton Making the Employees transition showed up in betweencasual attire for practice runsThe Ritz-Carlton and real service delivery
Dilemma The training is too short Should be longer, but what would that mean for The Ritz-Carlton? Should McBridge try changing the Seven Day Countdown process that was a worldwide best practice for the company?
SUGGESTION The Seven Day Countdown is enough to make theemployees to ready with the job. The training is enough if we can maximize theemployee potention in On The Job Training. We don’t recommend any other training because thelong time of training can make the employee feel boringand make the employee can not implement the skilldirectly.