Morgan Vazquez is a Fellows Executive Board Member for The National Society of High School Scholars. In this Q&A, Morgan discusses her experiences in the Human Resources career path.
NSHSS
Running head EXPECTATIONS & GOALS1EXPECTATIONS & GOALS.docxtodd271
Running head: EXPECTATIONS & GOALS
1
EXPECTATIONS & GOALS
5
Expectations and Goals
American Military University
HOSP495
Expectations and Goals
Hospitality and food service remains one of the best courses for me based on my past experiences. I have had a great experience over the past years within the hospitality management, particularly, food and beverage practice. One of the best things within this industry is that it has a myriad of challenges. These challenges are essential in strengthening an individual who is committed to achieve something in the end. These challenges relate to resources, recruitment and facility management. I believe that my past experience will allow me to focus on achieving the best out of this course. What I have learned is that for one to deliver in this course or food service education, the management programs must always respond to the changes within this industry as well as students’ needs. Students’ expectations and satisfaction of food and beverage management course remains important because it is what accurately reflects the educational experiences essential for students before joining the food and beverage industry.
To begin, food and beverage as an operational discipline has been a basic segment of cordiality the hospitality training from the initiation of the neighborliness instruction. Indeed, pretty much every friendliness program offers somewhere around one course in sustenance and refreshment the executives that gives a kitchen and lounge area type condition (Sommerville, 2007). This is a basic issue since nourishment and drink training will have a genuine error between industry's present needs and graduate capabilities, since understudy needs and industry requests are always showing signs of change. The facts confirm that most understudies need to have experiential or reasonable hands-on work involvement since they trust it to be the best utilization of the hypothetical classroom content. My experience demonstrates that understudies selecting in foodservice activity programs are persuaded by expected word related and vocation results.
Also, all accommodation and the travel industry education at colleges are not founded on similar educational programs. A few establishments put a more prominent accentuation on professional preparing through temporary jobs; others build up a scholarly way to deal with cordiality the board. In any case, the primary objective of all projects is to keep up the friendliness business’ intensity in both the scholastic and the professional components. Food and beverage instructional classes are valuable; however these courses have various issues due to resourcing, enrolling and office issues (Sommerville, 2007). For instance, working a sustenance and drink research facility has high segment of operational expenses, and it is hard to discover stable money related assets. Also, schools are gone up against with the testing assignment of making and keeping up an office that .
Morgan Vazquez is a Fellows Executive Board Member for The National Society of High School Scholars. In this Q&A, Morgan discusses her experiences in the Human Resources career path.
NSHSS
Running head EXPECTATIONS & GOALS1EXPECTATIONS & GOALS.docxtodd271
Running head: EXPECTATIONS & GOALS
1
EXPECTATIONS & GOALS
5
Expectations and Goals
American Military University
HOSP495
Expectations and Goals
Hospitality and food service remains one of the best courses for me based on my past experiences. I have had a great experience over the past years within the hospitality management, particularly, food and beverage practice. One of the best things within this industry is that it has a myriad of challenges. These challenges are essential in strengthening an individual who is committed to achieve something in the end. These challenges relate to resources, recruitment and facility management. I believe that my past experience will allow me to focus on achieving the best out of this course. What I have learned is that for one to deliver in this course or food service education, the management programs must always respond to the changes within this industry as well as students’ needs. Students’ expectations and satisfaction of food and beverage management course remains important because it is what accurately reflects the educational experiences essential for students before joining the food and beverage industry.
To begin, food and beverage as an operational discipline has been a basic segment of cordiality the hospitality training from the initiation of the neighborliness instruction. Indeed, pretty much every friendliness program offers somewhere around one course in sustenance and refreshment the executives that gives a kitchen and lounge area type condition (Sommerville, 2007). This is a basic issue since nourishment and drink training will have a genuine error between industry's present needs and graduate capabilities, since understudy needs and industry requests are always showing signs of change. The facts confirm that most understudies need to have experiential or reasonable hands-on work involvement since they trust it to be the best utilization of the hypothetical classroom content. My experience demonstrates that understudies selecting in foodservice activity programs are persuaded by expected word related and vocation results.
Also, all accommodation and the travel industry education at colleges are not founded on similar educational programs. A few establishments put a more prominent accentuation on professional preparing through temporary jobs; others build up a scholarly way to deal with cordiality the board. In any case, the primary objective of all projects is to keep up the friendliness business’ intensity in both the scholastic and the professional components. Food and beverage instructional classes are valuable; however these courses have various issues due to resourcing, enrolling and office issues (Sommerville, 2007). For instance, working a sustenance and drink research facility has high segment of operational expenses, and it is hard to discover stable money related assets. Also, schools are gone up against with the testing assignment of making and keeping up an office that .
Hospitality is an industry that is open to new beginners as an industry where you can learn job development skills through an employer training program. Get a qualification via completing a hospitality staff and rise into a promotion relatively quickly. Well this doesn’t mean that hospitality work is unskilled, it has many profession involved and the employees manages the most skilled professionals out there when it comes to practicing emotional intelligence and soft skills.
Hr solutions - I Meet Hotel webinar - Episode 5I Meet Hotel
Bidroom organizes I Meet Hotel, a global conference connecting hoteliers to the future of hospitality. Since the COVID-19 outbreak, we have to take our conferences online.
I Meet Hotel conducted a survey with 1000s of hotels to design a webinar more suited for hoteliers. One of the subjects that were highlighted was HR management;
In this session, we will cover HR from 3 perspectives; Higher education, Recruitment, and the Hotel.
This webinar will feature;
Mikhail Romanenko @ Swiss Hotel Management School - Building an Inclusive Workforce
Milou van Oosterwijk @ Temper - A different Approach towards your flexible Workforce
Rocco Bova @ Chable' Resort & SPA - Making the Call, Saving the Team or the Business
The webinar is being moderated by Marcin Wesolowski, Director of Operations @Bidroom.
The conference will run for 1 hour which includes; three 15 minute speakers, and one 15 minute Q&A panel.
Limit: 500 participants
Visit www.imeethotel.com/webinar for more information and future events
Recruiting as Religion: A Playbook for Creating a Culture of RecruitingMarcus Tgettis
Create a culture of recruiting by transforming your employees into the engine of your recruiting machine. Social media, sourcing technologies, big data, and gamification have radically changed the recruiting landscape and created the biggest opportunity ever to put the power and passion of recruiting into your employees’ hands. Modern HR and employee engagement practices have also paved the way to introduce recruiting practices at each phase of the employee lifecycle, from a candidate’s first experience with a company all the way until they become alumni.
Hospitality is an industry that is open to new beginners as an industry where you can learn job development skills through an employer training program. Get a qualification via completing a hospitality staff and rise into a promotion relatively quickly. Well this doesn’t mean that hospitality work is unskilled, it has many profession involved and the employees manages the most skilled professionals out there when it comes to practicing emotional intelligence and soft skills.
Hr solutions - I Meet Hotel webinar - Episode 5I Meet Hotel
Bidroom organizes I Meet Hotel, a global conference connecting hoteliers to the future of hospitality. Since the COVID-19 outbreak, we have to take our conferences online.
I Meet Hotel conducted a survey with 1000s of hotels to design a webinar more suited for hoteliers. One of the subjects that were highlighted was HR management;
In this session, we will cover HR from 3 perspectives; Higher education, Recruitment, and the Hotel.
This webinar will feature;
Mikhail Romanenko @ Swiss Hotel Management School - Building an Inclusive Workforce
Milou van Oosterwijk @ Temper - A different Approach towards your flexible Workforce
Rocco Bova @ Chable' Resort & SPA - Making the Call, Saving the Team or the Business
The webinar is being moderated by Marcin Wesolowski, Director of Operations @Bidroom.
The conference will run for 1 hour which includes; three 15 minute speakers, and one 15 minute Q&A panel.
Limit: 500 participants
Visit www.imeethotel.com/webinar for more information and future events
Recruiting as Religion: A Playbook for Creating a Culture of RecruitingMarcus Tgettis
Create a culture of recruiting by transforming your employees into the engine of your recruiting machine. Social media, sourcing technologies, big data, and gamification have radically changed the recruiting landscape and created the biggest opportunity ever to put the power and passion of recruiting into your employees’ hands. Modern HR and employee engagement practices have also paved the way to introduce recruiting practices at each phase of the employee lifecycle, from a candidate’s first experience with a company all the way until they become alumni.
New Explore Careers and College Majors 2024.pdfDr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
For more Information, go to https://bit.ly/3SW5w8W
NIDM (National Institute Of Digital Marketing) Bangalore Is One Of The Leading & best Digital Marketing Institute In Bangalore, India And We Have Brand Value For The Quality Of Education Which We Provide.
www.nidmindia.com
Exploring Career Paths in Cybersecurity for Technical CommunicatorsBen Woelk, CISSP, CPTC
Brief overview of career options in cybersecurity for technical communicators. Includes discussion of my career path, certification options, NICE and NIST resources.
2. Chapter 1 – Restaurant industry as a front-line manager - an
incredible amount of transferable skills
So let’s drill down and explore the transferable skills from the
restaurant industry.
The restaurant industry is where many of us get our start, from fast
food to fast casual, or a corner mom and pop site. Some stay for a
short time while others hang in there and make it a career, but the
one common denominator is that we all learn skills that are valuable
in life and business.
It is hard to find a restaurant location with an onsite HR team. As
restaurant managers, we are tasked with a myriad of responsibilities
that are transferable to any career and many directly related to HR.
Let’s break them down to understand the impact and lasting value
they have on our careers.
3. Leadership skills:
As “managers” we need to lead our teams of exempt and non-
exempt employees. We need to promote teamwork and empower
our teams. These types of experiences prepare one with the skills
needed for any role leading people.
Financial skills:
As a front-line manager I was responsible for projecting, reconciling
and managing the profit and loss statement for a site that was doing
more than three and a half million dollars taking into account
inflation.
We had to craft and implement strategies to bring out of spec line
items like food and/or beverage costs back into spec. It was crucial
to include assistant managers in the strategic planning process to
get their buy-in. This experience has been instrumental in crafting
successful HR strategies to reach HR department budgets and
empowering my direct reports.
4. Coaching/Employee Relations/Discipline/Recognition Skills:
We were responsible for coaching, employee relations, discipline and
recognition.
Recruiting/Onboarding/Retention/Training:
Sourcing, hiring, firing, and training all employees onsite was our
responsibility. I remember going to the Salvation Army, High Schools,
Universities and contacting churches to name a few to recruit.
Retention was key and is more valuable today. In fast food, we
recruited many candidates who were young and green with busy lives
that included family responsibilities, sports, school and homework.
Many times they thought nothing of calling off at the last minute
which hurt the entire team. Our coaching and communication skills
were very important to instill responsibility and build character.
Payroll/Time and Attendance:
Confirming time and attendance and fielding payroll question as they
arose was a daily task.
5. Customer Services: we interacted with hundreds of guests per day.
Project Management: The introduction of new menu items required project
management skills for example.
It is eye opening how many transferable skills are in our toolboxes that we
might not even realize..As jo seekers, it is important that we identify and
communicate them in our story to make our carer pivot easier for the hiring
manager to understand.
As HR professionals we need to recognize that candidates have a treasure
trove of transferable skills that are relative to the role and can make their
transition easier than one might think at first glance.
Stay tuned for future chapters. Join in the conversation, create community
and become an ally for personal and professional growth.
What previous responsibilities did you have that you found surprisingly or
perhaps not so surprisingly transferable? Please share them in a comment.