Is A Hospitality Career your ideal job ?
Working within the hospitality industry could be quite tempting, especially with the various pay scales, associated benefits and in a lot of cases, luxurious resorts that you work within. All this being said though, a hospitality career is still not a venture for the weak of heart. Working within the hospitality industry is not all about perks, benefits and big tips.
So, before you type up your resume and send it in or application to commence training, think very carefully if this is the profession or career that you want. A Hospitality Career is about commitment and determination to your customers that their needs are met, hard work, long hours and at times unappreciative bosses.
Humility, an important component required for a Hospitality Career.
So You Hate Your Job
So you hate your job and are looking for options or are you looking for strategies to survive. Either way, perhaps you don’t really hate your job, maybe it’s just that you find your mind frequently wandering at times — like every minute of the day. Perhaps you are thinking how will you get through another boring, monotonous week without going insane.
If it’s any consolation, a large percentage of people are in the same boat. Recently completed Studies highlight that very few people love their jobs. So where from here. Well you can stay where you are and bemoan your lot in life, you can shift your perception about your job and or work or you can find a new job. The choice is yours. All is not lost however, let’s discuss a number of strategies for successfully overcoming the employment blues.
Strategies For overcoming Employment Or Job Blues
Not all of these strategies will work for you all the time. Every job is different, every work day presents new challenges and more importantly every employee has different reasons for not getting satisfaction from their job. Let’s be totally honest here, some jobs just plain suck and some employers and Bosses are really selfish, soul destroying mongrels. So ensure that you correctly identify why you feel the way you do about your job or work.
Is a frequently asked question when it comes to personnel management: “we always following the law in terms of” pay & conditions “, but what exactly are” pay & conditions and if no right fit? “
Here is a handy summary of the main areas of pay and conditions for, plus key points you can consider.
PAY-Paying employees shall cover the following areas:
* Payment of normal wages and salaries, as required by the legislative minimum standards, procurement, contracts and individual contracts
* Load and Displacement
* Other add-ons, such as first aid, travel, entertainment
* Salary packaging-provide other benefits as part of the overall remuneration package
* Tax compensation of employees
* Other deductions from wages as authorized by employees
* Bonuses, commissions and other incentive payments
* Execution garnishee-where a court orders a deduction from the employee’s wages to the party which obtained the order of the Court
* Providing basic printouts showing employees, specifying full details of wages and deductions (including tax)
* Maintenance of payroll records in accordance with the legislation.
CONDITIONS-“Conditions” refers to the conditions of employment and entitlements to workers.Broad areas covered include the following:
* Office hours-includes full-time vs. part-time employment, casual employment, normal working hours, overtime, hours, which are not standard (such as weekend or evening work or work on public holidays), shift work, fixed-term contracts/project constant, flexible hours, scheduled holidays, meal breaks, rest times, stand by/callback time travelling to/from jobs.
* Leave-includes leave, personal leave/, unpaid leave, compassionate leave, unpaid parental leave (maternity, paternity and adoption) long service and vacation services defence forces, all of which are basic charges, which are available to all employees who qualify for them. Other forms of leave which employers generally provide include study leave, leave emergency service, cultural celebration of leave and leave without pay.
* Barred-employees are entitled to a statutory Gazetted. If the employer requires them to work in those days, may be entitled to pay penalty rates and/or other benefits (such as nonworking time in place at a later date).
Key Points to Remember About conditions and payments
Be proactive: Meeting commitments in respect of compensation of employees, the conditions of employment, productivity and job first involves complying with all legal requirements that apply in these areas But also includes being. proactive: providing supportive workplaces and work culture, attracting employees to your business in the first instance, encouraging good workers remain with your organization and act promptly if you have problems-so as to prevent or minimize the negative consequences.
Be aware of legal obligations: the first step is to become acquainted with the legal commitments must comply; they cover the following areas: payment of employees, hours of work, leave, holidays, working hours, etc. research documents that affect these areas-legislation, awards and agreements, individual contracts of employment and policies/procedures, organization-and configuring system compliance that ensures that still are compatible and are able to stay abreast of any changes which occur, such as new legislation and case law in the field.
Policies and procedures: many aspects of performance are covered by the employee and workplace policies and procedures, such as day off plan policy, work-Life balance policies and company car policy. Prepare policies, which include various problems in your company, their backs with procedures (which are the steps to implement policy in a practical manner) and make sure that they are widely published, explained to the employees and the employees clearly understand them that many employers refer to these policies and procedures in contracts of employment. However, in order to reduce the risk of breach of contract claim, you can avoid making them terms. very small firms can recognise, putting together a bunch of policies as burdensome and unnecessary. However, where the Court held that even the smallest companies should have policies if you are not sure which policies are appropriate for your business, you should consult.
Get Market rates on payment: to ensure you remain competitive as employer survey rates of pay and other conditions provided by rival firms in the industry or locality. Survey are available on the market from sources such as employers and recruitment agencies/consultants, or may informally ‘ Exchange ‘ with other employers; instead, they wish to participate in surveys and provide data about your organization’s own pay rates and conditions.
More information about these and other topics, staff management, see Library HRwisdom.
Ben Geoghegan is HRwisdom-site Manager resources devoted to helping organisations to find, keep and manage good workers. Ben has consulted in WP on four different continents. More information free on staff management, visit: http://www.hrwisdom.com.au
We are often asked by our website visitors if we can help them with their relevant job searches. So naturally, we ask what they are looking for and what keywords or keyword phrases they are typing into the major Search Engines like Google, Yahoo and MSN.
Some of the responses are wide and varied and it highlights why it is important to know what you are seaching for. We have included for your benefit some of their responses. We trust this helps you in your endeavours in finding suitable employment.
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