assignment 3 hrm (main)

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


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.


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.


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


http://www.gtha.com/

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


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


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.


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


Measure the results


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.


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


target the particular field and choose candidates from there like in hotel business we can

target hotel management students.


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


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


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.


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.


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.


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.


http://www.cartersgreenbusinesscentre.co.uk/images/Interview/interview_ushap

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.


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


_____ 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.



_____ Needs a little more training

_____ Doesn't meet requirements

Comments:


Interpersonal Skills

Communication: articulated ideas clearly both written and orally.





Comments:

Teamwork

Demonstrated the ability to work well in a team and with superiors, peers, and reporting staff.





Comments:

Time Management

Demonstrated the ability to manage time independently and work efficiently.





Comments:

Customer Service

Demonstrated the ability to customer focused.






Comments:

Motivation for the Job

The candidate expressed interest and excitement about the job.





Comments:

Problem Solving

Demonstrated the ability to design innovative solutions and solve problems.





Comments:

Skill Needed

--Stress handling and politeness not be short tempered.

Demonstrated the ability to:





Comments:

Overall Recommendation

_____ Highly recommend

_____ Recommend

_____ Need clarification of qualifications


_____ Do not recommend

Comments:

Interview Questions (Appendix 1)


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


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


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:


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)


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.


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.


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.


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),


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.


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:


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.


Farmington Country Club

By:____________________________

Signature:_______________________

Title:___________________________

Date:_______________________

__________________________________

(Name of Employee)

(Signature of Employee)

(Date)


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)


http://www.farmingtoncc.com/Club/Scripts/Home/home.asp

http://www.e-laws.gov.on.ca/html/statutes/english/elaws_statutes_00e41_e.htm

http://www.gtha.com/GovernmentRelations/LegislativeUpdates/Labour.aspx