Sales, Food, and Catering Portfolio Template

This portfolio template is designed for sales, food, and catering professionals. It includes sections for education, work experience, skills, and certification. It also covers the topics of remuneration and performance management, providing models and practices for each. The template is suitable for individuals looking to showcase their qualifications and experience in the sales, food, and catering industry.

SALES, FOOD, AND CATERING PORTFOLIO TEMPLATE
SALES, FOOD, AND CATERING PORTFOLIO TEMPLATE
NAME: Magic Jones
555 323 7337 | [e-mail]
CA 91010, Irwindale, CA 91010
A graduate from LA TROBE BUSINESS SCHOOL, as core subject of retail management
associated with the successful background in the delivery of exceptional customer service.
Leveraging with the values of competence, integrity, and efficiency for rendering high service
standard with strong customer care skills for respective organization.
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SALES, FOOD, AND CATERING PORTFOLIO TEMPLATE
CURRICULUM VITAE
EDUCATION:
ORGANISATION COURSES GPA
LA TROBE University,
Bundoora, VIC
Masters in Project
Management with higher and
minored diploma in food and
catering
Scored 3.5 GPA
SALES AND MARKETING
LA TROBE University,
Bundoora, VIC
Dissertation topic
Comparative sales and
marketing analysis in catering
units in Australia with
member of marketing team of
undergraduates
Scored 3.8 GPA
WORK AND INTERNSHIP EXPERIENCE:
01/2016 to 02/2017
Worked as a Server Assistant at Pizzeria Pepperoni | Fohnsdorf, Steiermark
 Contribute and promoted the restaurant’s brand image through offering exceptional
customer service of serving hot and fresh food.
 Served and prepare beverages including tea, coffee, and fountain drinks
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SALES, FOOD, AND CATERING PORTFOLIO TEMPLATE
 Worked on automated POS system for note down and computing customers’ orders with
minimal errors
 Render services for placing drinks order into carriers including packaging of takes away
orders.
02/2017 to 07/2017
Worked as a Cocktail Server
 Work experience at Bernie’s From the Bay | Charnwood, ACT
 Experienced at sanitizing station for collecting flatware and glassware
 Record inventory
 Maintained cleanliness and organized bar area and also offered alcoholic and non-
alcoholic beverages in a bar environment
SKILLS
 Excellent in restaurants operations, retail sales also well practice of handling in
automated POS system and credit card transitions
 Language proficiency includes the fluency in English and Bilingual in Australian
 Consist of team work and interpersonal skills with superior organization ability as a
Management skills
CERTIFICATION AND ACHIEVEMENTS
 Institute of Management Accountants (IMA) awarded a Certified Management
Accountancy (CMA) certification
 Awarded by Australia Food Handlers Card
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SALES, FOOD, AND CATERING PORTFOLIO TEMPLATE
PART: A
REMUNERTION
Remuneration refers the payment and reward received in exchange for an employee’s services
performed by employees in the form pay, salary, or wage, including allowances, benefits,
bonuses, and cash incentives. It is lies on different aspects like employee’s value to company, the
job type, and the business model of a particular company.
MODEL OF A REMUNERATION SYSTEM
ANALYZE PRESENT COMPENSAION STRUCTURE: it determine or examine company’s
pay decisions based on both external that is current market situation and internal factors include
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. Analyze Present Compensation Structure
. Formulate Salary Policies
. Select Compensation System
. Develop Implementation Plan
. Evaluate and Monitor the Plan

SALES, FOOD, AND CATERING PORTFOLIO TEMPLATE
the organization goals and objective. The ultimate objective of analyzing compensation structure
is to attaining higher commitment towards goals and objective of company.
FORMULATE SALARY POLICIES: the next step includes formulation of the salary policies
based on seniority, distinguishing between high and low performers, overtime pay through
determine the company’s compensation philosophy, conduct a job analysis and job evaluation by
using ranking method by market research.
SELECT COMPENSATION SYSTEM: after formulating the salary policies selection of
compensation system is follow up. Human resource management decides the compensation
system based on the company pay structure capacity and pay policies.
DEVELOP IMPLEMENTATION PLAN: planning for implementation of compensation system
refers to turns strategies and plans into action. Implementation is important to achieve the set
objectives. In remuneration model successfully implementation plan able to attract, engage, and
retain a quality workforce.
EVALUATE AND MONITER THE PLAN: it includes the process of systematic gathering data
and feedback to analysis performance against the respective task to identify the best practices in
remuneration and work upon improvement if needed. Recommendation for improvements to
remuneration process also suggested.
PRACTIES SUPPORTED TO THE MODEL OF A REMUNERATION SYSTEM
EXAMINE OF MARKET CONDITION: evaluate the current trend of the market and economy
and compare with the rival organization’s compensation philosophy, establishment of job
analysis and group into job families to create the market average rates by dividing the company’s
currently pays by market average.
TRAINING AND DEVELOPMENT: It refers as a systematic process of productive
enhancement in which organization, individuals and teams are included. Introduction of training
and development opportunity can leads to the value maximizing of employee and they become
more competent. Remuneration decided based on employee knowledge base and capacity to
perform.
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SALES, FOOD, AND CATERING PORTFOLIO TEMPLATE
ENGAGEMENT OF CONSULTANT: For the need and selection of basic guidelines,
consultation with staff is takes place within the organization while setting the renmuration
policy. Absence of expertise staff member, require of high transparency in the selection process
are the reasons for the consultant engagement. Consultation with staff also leads to the greater
employee engagement in business decisions and it results in higher productivity, lower costs ,
high revenue, greater efficiency and better service quality.
PART: B
PERFORMANCE MANAGEMENT
Performance management defined as a strategic and integrated approach to delivering
sustained success to organizations by improving the performance of the people who
works in them and by developing the capabilities of terms and contributors. (Bates and
Holton, 1995)
MODEL OF PERFORMANCE MANAGEMENT SYSTEM
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SALES, FOOD, AND CATERING PORTFOLIO TEMPLATE
ESTABLISHMENT OF OBJECTIVES: objective defines the set goals and vision that the
organization and individual expected to achieve in particular set of time. Focused on setting up
of SMART goals that is specific, measurable, attainable, result – oriented and time-defined.
EXAMINE THE PERFORMANCE: the next step incudes the evaluation of performance through
both employee and employer in against to measure and examine the performance of employee
regarding to his/her target achieved. It also consists of behavior or attitude of employee while
performing the particular task.
FEEDBACK OF PERFORMANCE RESULTS: this is a stage where the subordinate and
superior review the performance of an employee and provide feedback. For the successful
implementation of this stage, a two-way communication between employee and employer is
essential. With all these, performance result also discussed and examine where the training
needed and skills have to improve.
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ESTABLISHMENT OF OBJECTIVES
EXAMINE THE PERFORMANCE
FEEDBACK OF PERFORMANCE
RESULTS
REWARD SYSTEM BASED ON
PERFORMANCE OUTCOMES
AMENDMENTS TO OBJECTIVES
AND ACTIVITES

SALES, FOOD, AND CATERING PORTFOLIO TEMPLATE
REWARD SYSTEM BASED ON PERFORMANCE OUTCOMES: a form of reward system in
which employees compensated according to their respective individual and team performance.
The system refers as the best way to motivate the employees. Also extrinsic and extrinsic are
included in reward scheme.
PRACTICES FOR MODEL SUPPORTING
SETTING OF PERFORMANCE GOALS AND COMMUNICATE WITH COMPANY GOALS
: the first and foremost thing for the effective performance management is there should be,
clarity in outlining the company’s objectives and communicate with employees in proper way.
Now days by using different methods like goal-tracking software, preparing chart, organizing
meeting and distributing a flyer within office are while formulating the goals so that employee
can align them to their self-goals individual goals.
PROPOSE PERFORMANCE FEEDBACK: offering timely performance feedback to employees
whether they are doing right or wrong after performing the set objectives. Tools like Google
forms, survey monkey, peer reviews from 360-degree reviews.
PERGFORMANCE REVIEW: a systematic and formal process of appraisal through which
manager evaluates an employee’s work performance, strengths, weaknesses also provide
feedback. The main purpose is to facilitate cordial working relationships, to provide past records
about performance and to facilitate professional development.
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SALES, FOOD, AND CATERING PORTFOLIO TEMPLATE
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