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7.10 Food & Beverage Checklists, 47 pages

39.00 $

This is a selection of various check lists, ideal for F&B/Restaurant Manager for guidance And control. Topics are: F&B training, F&B promotions, service standards, pre-opening check list, F&B policy, outside catering check list, restaurant dry run, room service dry run, food hygiene training table, F&B ratios, pool service check list, etc.


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Food & Beverage Check Lists


1. The basics of training
2. Employee orientation
3. What is a standard?
4. Advantages of training for an employee
5. Step by step introduction for trainee
6. 4 step training method
7. 9 step training method
8. Helping others grow
9. Leadership
10. Tasks of a leader – what leaders do?
11. Factors for motivation
12. Ten laws of customer satisfaction
13. Hygiene operational details
14. The six golden service rules for F&B
15. The stages of food hygiene training table
16. Check list for sanitary section
17. Checklist room service dry run
18. Questions for selection of cash register
19. Pool service check list
20. Outside catering check list
21. Interdepartmental communication
22. Food & Beverage ratios
23. Food & Beverage policy
24. Pre-opening check list
25. Checklist for service standards in F&B
26. Checklist for sanitary sections
27. Checklist for F&B promotions
28. Cashier & computer checklist

Page 1


The Basics Of Training

1. Employee Training

2. What Is A Standard?

3. Advantages Of Training For Employee

4. Advantages Of Professional Training For Management.

5. Step By Step Introduction For Trainee

6. 4 Step Training Method

7. 9 Step Training Method

8. Helping Others Grow

9. Leadership

10. Tasks of A Leader – What Leaders Do

11. Factors For Motivation

12. Ten Laws Of Customer Satisfaction

13. Hygiene Operational Details

14. The Six Golden Service Rules For F&B

Page 2


Employee Orientation

Material & Papers:
– Orientation Checklist
– Sop’s
– Job Description
– Rules & Regulations

1. The hiring of a new employee for the hotel is crucial for his/her approach and attitude towards the company.
2. The orientation of the new employee should be accordingly to his/her responsibilities, assigned position and organization level.
( Especially supervisors should be informed in detail about their overall
responsibilities )
3. With every new employee, a written contract is issued in 3 copies.
( 1 for employee, 1 for management, 1 for Human Resources )
4. Clear information are given about work schedule, necessary adjustments according to business volume, lunch/dinner breaks, overtime, split/shift hours.
5. Before signing the contract the employee will be informed about the wages in detail
( gross & net salary, payments, taxes, insurance, overtime pay,
holidays, sick leave, maternity leave, family leave ect.)
6. All new team members are informed about the conditions of accommodation public
transport, offices, hospitals, shops etc.
7. Details about safety regulations, accident prevention and health & sanitation
Guidelines ( employee’s handbook ) are issued to each new employee.
8. Prior to starting work, team members are informed about their possible future
Prospects (training plans, promotions, internal transfer possibilities, salary)
9. Not only material conditions are tipping the balance!
10. Besides the introduction of the direct supervisor, the orientation includes as well the
Director of Human Resources and other Head of Departments.
11. Social attributes like sports events, family days, welfare, special team events
( beach cleaning, local community approach) might be mentioned.
12. Additional social benefits like yearly performance bonus and service charge should
be explained according to company’s regulations.
13. A high staff turnover during pre-opening and grand opening of the property is to be
14. A thorough introduction into the new employment is of outmost importance for
proper working conditions, safety regulations and accident prevention. The accident
risks in the first half year is about 50% higher compared to the second half.
15. Detailed guidelines and a comprehensive orientation is handed over to the new staff.
16. A copy of the related job description for the assigned employee is issued.
17. Moreover an informal introduction with fellow team members is mandatory.

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18. Prior to starting work, the specific assigned desk & office with related department sections are shown and explained.

19. The new team member is being introduced to the company’s rules and regulations,
mission statement, regulations in case of absenteeism and sickness.

20. In case of any changes of technical, organisational or personal nature the employee
will be informed accordingly.

21. Prior to the introduction of the new employee the team will be informed about the
a) Personality of the new team member
b) Professional background and gathered hospitality experience
c) Assigned responsibilities among the team.
d) Competences after successful introduction period.
22. New employees should get the feeling of being welcomed and that everybody had
been anxious about their arrival. They should be treated as a Human Being and not only
as a “sheer number” among the rest.

23. First impressions and experiences during the first hours of employment, will shape his/her view and a lasting approach towards work, team effort and company relation.

24. The situation of the new employee ( fear, uncertainty, nervousness, good intentions
hopes, expectations, pride ) will be considered during the introduction.

25. The pre-orientation of the new employees will be decisive for the efforts and future approach to built a unique relation with the property and company.

26. The introduction of the new team member should not only be based for his/her
responsibilities, but as well regarding the entire team and the cooperate identity.

27. For the assignment of staff the existing team members, age and seniority should not
be forgotten as a vital aspect of influence.

28. It ought to be considered that entering colleagues should be assigned for specific
tasks and responsibilities according to their experience, interests and requests, but as well due to their intelligence and abilities.

29. The supervisor responsible for the “newcomer” provides a comfortable step-by-step
introduction. Giving him/her time and assistance to fit into the initial probation period.

30. The staff’s experience with their previous supervisor will shape and set their
expectations for the upcoming successor accordingly.

31. Rescue and emergency installations, phones, “pigeon box”, elevators, machines &
utilities shall be explained to the new colleague.

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32. After the probation period, it will be analised by the supervisor whether the colleague is capable of handling his/her job, ability of adjusting and performing in the team the execution of set goals and has reached with achievement the average efficiency.

33. Employee’s orientation is not the responsibility of Human Resources alone, but
Should be followed up as well by the direct supervisor to ensure the expected success.

34. The management supports the newcomers against the expectations of their equal
Levelled colleagues and subordinates.

35. Mistakes in human leadership will have lasting emotions and attitudes, which can
only be reduced and eliminated after a long learning period and emotional exercise.

36. During the introduction and probation period the supervisor should control, correct
and follow up the achievements and assignments of the newcomer, whether they stand
in accordance with the company’s business structures, rules and regulations.

37. It is advisable to issue a copy of names of team members with whom the employee
will be working at the assigned section and department.

38. It will be of advantage to have an additional “buddy” assigned besides the direct supervisor, who will ease and explain further details about the working environment
and responsible department.

39. Prior to the direct orientation, the employee will be introduced to the related activities with other departments and cooperate structure.

40. The company’s instructions and introductions means “Helping To Learn”
a) Preparation of the new employee according to his/her job descriptions & SOP’s
b) Demonstration and explanation of the step-by-step method
c) Execution and exercise by the employee
d) Evaluation of the instructions

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