Contextual translation of “horeca medewerker” into English. Human translations with examples: horeca, employees, empleados, assistants, contributor, staff. Marketing en sales voor de horeca deel 1 .. the Hospitality Industry Sector [ Handboek van de Referentie-functies voor de Bedrijfstak Horeca]. Hospitality Analysis System (“Horeca Analyse Systeem (HAS)”) of the Dutch Board for the “Handboek Referentiefuncties Bedrijfstak Horeca” (Landelijke.
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PubHTML5 site will be inoperative during the times indicated! Chapter 1 Personnel policyChapter 1Table of contents The following matters are dealt with in this chapter: Chapter 1 Personnel policy1. She has managed to obtain a substantial bankloan. Her company consists of a large bistro for approximately 80 guests. There are nine hotelrooms where lots of guests can stay when they visit on business trips.
In the weekend therooms can be used by guests who want to go cycling and also spend a day in the town. Thereis also a room that can be used for all kinds of activities such as special dinners, birthdaysand anniversaries. In addition to her work as a hostess, she also wants to be involved inrecruiting staff. This will mean her getting involved in creating the personnel policy. You may also have noticed that the qualityof the service in a hospitality business is largely determined by the employees themselves.
Thepolicy — how to deal with the employees — is referred to as the personnel policy. There are many self-employed people active within the hospitality industry. The entrepreneurusually also plays an active role in the company and is responsible for putting his stamp on thebusiness. For the guest the entrepreneur is clearly recognisable as the host. This means that theentrepreneur fulfils three important roles: A leader thinks about the future, deliberately plots a course and sets targets to ensure that his business is successful in the long term.
Based on the set goals he makes plans, organises and structures the day-to-day work so that he can create conditions in which employees can perform to the best of their abilities. He is also the person who checks whether everything is going according to plan and whether the targets are being achieved.
This means that he has to have competencies required in the workplace for example the specific task of chef or receptionist. The larger a hospitality business is or becomes, and the more employees and departmentalmanagers it has, such as a head chef and restaurant manager, the more we see that the leader entrepreneur and the managers work at different levels.
This policy plan is also referred to as an organisational plan or business plan. The organisational plan includes all policy fields in the form of subplans to enable all activities to be properly coordinated.
The personnel policy is an element of the total business policy. It is the part that relates directly to the personnel. The organisational plan therefore always features the following policy fields: Chapter 1 Personnel policyThe marketing policyAn indication is given, in the form of the marketing plan, as to what the turnover goals are for thecoming year and the way in which these goals should be achieved.
The production policyThis takes the form of a production plan detailing how the production targets can be achievedefficiently and effectively. The personnel policyThis takes the form of a personnel plan with an overview of the number and type of employeesalong with the corresponding job requirements required to achieve the set goals. The financial policyThis takes the form of the financial plan including the investment plan, financing plan and anoverview of the incoming and outgoing cash flows per period, so that payment problems can beavoided.
In most hospitality businesses the manager or entrepreneur is personally involved in the personnelpolicy.
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The personnel policy in its current form is rather new. The business plan was traditionallya financial-economic matter. This changed under the influence of employment emancipationand the ‘socialisation’ of society.
Personnel policy has developed along the lines of political,technological, social and referfntiefuncties developments.
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The traditional company regards personnel as a cost item haneboek is essential for operations. The point of departure of current personnel policy is that the employees are themselves a source of value and, for that reason, personnel costs should be regarded as an investment. Certainly in the hospitality industry, where the employees referehtiefuncties a competitive difference, they are the organisation’s human capital.
The profit is therefore largely depended on the personnel. Chapter 1 Personnel policy 1. In this context a number of terms are important: Primary processPrimary process What is the company’s focus? In the hospitality industry four basic phenomena apply in this respect: Management Management level level In an organisation there are often three management levels.
Each of these levels affects the entire personnel process. Strategic management Draw up the mission and vision and the general organisation targets. Draw up, for example, departmental plans. Tactical referentiefundties in the field of personnel matters: Leadership in the workplace. The personnel plan is implemented using rules, measures and new projects.
Within the framework of the handboei process this means scheduling employees, administering hours and breaks, work consultation meetings and conducting appraisals. The wonderful spacious hotel rooms horeda a unique blend of contemporary comfort and historic details. The hotel’s legendary and well-earned reputation, spanning years, is the result of its unique, personal service, homely atmosphere and beautiful setting.
That is how we want to keep it.
The focus is on quality in all facets of the operations. McDonald’s has translated this into the Good Food Fast vision. McDonald’s wants to offer every guest the best quality and varied vedrijfstak at any given moment.
McDonald’s has been rooted in Dutch society for 40 years already. As part of that society we feel particularly involved in our environment. Think global, act local is our motto. Chapter 1 Personnel policy Mission and vision The board or entrepreneur or the strategic management determines the mission and vision. Mission A company’s mission is also referred to as the mission statement. The mission is an idea that is formulated in the business plan, usually based loosely on the following questions: Vision A company’s vision is also referred to as the corporate vision.
The vision is the company’s view of the future and of where the company will be in, for example, five years. A company’s vision describes: Examples of company missions Mission of Bastion Hotels: Looking continually for the most delicious coffees in the countries of origin, continuing to develop knowledge in the field of roasting and the eventual setting of coffee is what CoffeeCompany does to bring the best coffee to as many people as possible.
This is a shame, particularly if you are the personnel manager or human resources manager.
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Personnel Personnel management management These days personnel management is an integral part of a company’s structure. The aim is to ensure the optimal functioning of personnel and the organisation. As far as service companies are concerned, there bwdrijfstak a number of additional important reasons for making sure that personnel management is properly executed: The following terms are used in personnel management: Personnel policy policy This chapter has already shown that personnel policy is a fundamental element of the business plan.
It is based on ambitions and preferences and, among other things, the aim is to create a working climate in which the employee has the opportunity in the interest of the business and himself to develop his job skills and capacities. The focus of personnel policy is on finding the right balance between the objectives of the business and the personal objectives of the employee. It creates the conditions required to determine an employee’s position in a company.
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Chapter 1 Personnel policyPersonnel 2. Personnel plan plan Staff are sometimes referred to as human capital. Good quality and motivated employees are an important factor for a company’s success. The personnel policy is handgoek strategic plan that has to be supported by all departments.
Formally this is laid down in the company’s personnel plan or social plan. This is a future-oriented description which serves as a guideline for the execution of the personnel referentiefuncries.
Writing a personnel plan In a company, the emphasis is on production through work for example, a chefnature for example, meat and capital for example, the stove. The personnel plan is a description of the way in which the production factor and marketing instrument ‘personnel’ working hours should be used during the coming year. Drawing up a personnel plan means defining the personnel policy. This is part of the business policy and is therefore also included in the business plan.
The personnel plan describes the following elements: Description of the situation The strengths and weaknesses of the personnel policy. This stems from the annual social report final evaluation. Quantity and quality of the personnel In concrete terms this means an indication per department of how many people need to be recruited or need to leave quantity and which quality requirements the personnel have to fulfil for each job.
This is also expressed in figures in the budget. Resources The instruments used to achieve the goals and to stay within the budget: This is done in an annual social report. See chapter 4 Personnel plan, for the phased plan entitled ‘Writing a personnel plan’. Personnel management management First and foremost personnel management relates to the details in the staff records and is usually controlled by a specialised referentifuncties or department: The employees of the refdrentiefuncties department have to collect those details to enable the top management to plan the personnel policy properly.
Secondly, in addition to collecting, registering and processing the details management information from the staff records, conclusions also have to be drawn and action taken in response. It is also important that the operational managers can carry out the personnel work properly in the workplace.