Hospitality Management: Q&A on Rostering, Efficiency, and Employment

This assignment comprises a series of questions and answers related to hospitality management, focusing on rostering, employee management, and operational efficiency. The solution addresses topics such as roster adjustments based on employee availability, opportunities to improve existing processes, and alternative communication methods for rosters. It also covers questions regarding annual leave requests, penalty rates, handling employee misconduct, and covering shifts during emergencies. Furthermore, the assignment delves into record-keeping obligations as outlined by the Fair Work Act, factors influencing rostering decisions, and the eligibility of part-time employees for overtime. The solution provides insights into penalty rates for public holidays, the difference between penalties and allowances, and the importance of keeping employment records up-to-date. Finally, the assignment evaluates rosters, identifying questions to assess effectiveness, methods for incorporating feedback, consequences of poor rostering, and ways to improve operational efficiency through rostering practices.

Running Head: Q AND A 1
HOSPITALITY
Student’s name
Course
University
Date

2
TASK 2: QUESTION AND ANSWER
QUESTION ONE
What changes (if any) do you need to make to your roster following consultation with
group members?
The changes we noted were as follows:
Lee who is a part timer should be allowed to work within the available time frame when he is
available for the task.
Kerry who is a casual worker should avail herself on Sunday from 11.00am because of her
annual leave on Saturday.
QUESTION TWO
During the consultation with group members, did you identify any opportunities to
improve existing processes? If so explain what they are
During the consultation process, we discovered that the company was making huge profits due to
sufficient customers hence we saw it as an opportunity to request for an increase in our salaries
to enhance improved performance among all the employees within the enterprise.

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QUESTION THREE
In task 1, you communicated verbally with group participants. What other methods can
you use to communicate rosters?
Other methods for communication in relation to the rosters are:
Through a various social platforms
The information can be posted on the various social platforms which are usually accessed by the
members such as Facebook, twitter, WhatsAppetc.
Notice boards
The relevant information can be posted on the organization’s notice board which shall easily be
accessible to all the individuals.
Posters
This can be placed at strategic points to enhance an effective access to the information.
QUESTION FOUR
Would you approve Kerry’s annual leave request? Why or why not?
I would have advised her to apply for the annual leave the next Saturday so that we facilitate the
success of the event as a team.

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QUESTION FIVE
Penalty rates are not cumulative what does this mean?
Non – cumulative penalty rate means that over time shall not be subjected to penalty equivalent
to the normal rate of working but shall only be penalized in relation to the trade and services
policy.
QUESTION SIX
One of your GRAs accidentally broke a lamp in a guest room when cleaning it. Can you
deduct these damages from their pay? Explain.
All the employees have a direct liability over the assets of the organization hence I shall deduct
the amount from the salary. If I tolerate the person just because it was an accident many other
employees shall be damaging the assets with justifications which at long last ends the
organization into a loss so the penalty shall make the employees to be very careful with the
organization’s assets.
QUESTION SEVEN
One of your GRAs rostered on has had to have emergency surgery and won’t be in for two
weeks. What options do you have to cover the roster?
I shall recruit a person with relevant skills to offer services until when the patient shall resume
for work.

5
QUESTION EIGHT
If you need help with understanding an industry, where can you go for assistance?
In order to have a thorough understanding of an industry award, I shall go to the manager who is
well acquainted with the history of the organization. As a result the manager shall in details to
me what an industry award is.
QUESTION NINE
What are your record keeping obligations as outlined by the Fair Work Act?
The record keeping obligations as outlined by the Fair Work Act is as follows:
All the records must be properly kept in the files for future reference
The records should only be accessed by authorized persons to prevent leaking of the
organization’s crucial information to the competitors
The records should be updated accordingly to avoid obsolescence.

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PART 2, TASK 2: QUESTION AND ANSWERS
QUESTION ONE
List five factors that could influence how many GRAs are rostered on each day
Various employees issues such as annual leaves
The extend of roles by employees such as the case for the manager who have supervisory roles
hence needs some time off work
The employment terms and conditions between the employer and the employee
The security need of the enterprise.
The extend of job satisfaction by the employee.
QUESTION TWO
Are part time employees eligible for overtime?
The part time employees are eligible for overtime because of their sacrifice for the performance
of some critical duties for the organization.
QUESTION THREE
What penalty rate would a part time employee receive on a public holiday?
The penalty rate would be 225% for the part time employees during a public holiday.

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QUESTION FOUR
What is the difference between a penalty and an allowance?
According to Engler & Stein (2016) a penalty refers to the amount charged by the employer to
the employee as a result of indiscipline at the work place such as absenteeism while an allowance
refers to the additional benefit to the basic salary of an employee.
QUESTION FIVE
Penalty rates are not cumulative what does this mean?
Non – cumulative penalty rate means that over time shall not be subjected to penalty equivalent
to the normal rate of working but shall only be penalized in relation to the trade and services
policy.

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SECTION 4: EVALUATE ROSTERS
QUESTION TWENTY TWO
What records relevant to rostering is the work place required to keep?
The work place should keep the following records which are relevant to rostering:
The daily routine tasks for the employees
The reporting time for the employees at the work place
The departure time of the employees from the workplace
Number of days absent during the entire month.
QUESTION TWENTY THREE
How would you ensure you keep employment records up to date?
I ensure that I have kept the employees’ records up-to-date by indicating each activity done
against the date as the day’s progress. I also ensure that I go through the previous files and
ensure that all the information such as policies affecting the employees are applicable.

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QUESTION TWENTY FOUR
List five questions you could ask to determine the effectiveness of your rosters?
How often do employees work overtime?
How often does employees get late to work?
How many working hours did you record this month in your department?
How many employees report on weekends on average?
How effective is the overtime in the organization?
QUESTION TWENTY FIVE
List two ways you could include feedback from colleagues in the evaluation of your rosters?
By having a column in a worksheet for recording the figures
By outlining it as a note in the records book.
QUESTION TWENTY SIX
What are four consequences of poor rostering?
Poor rostering results to:
In effectiveness in monitoring the employees performance at the work place
Lack of preciseness in the administration of overtime
Employees may misuse the assets of the organization if they are not clearly assigned
responsibility through record keeping.

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QUESTION TWENTY SEVEN
Identify five ways you can use rosters to improve operational efficiency
According to Nicholson & Jarvis (2017) rosters can be used to improve efficiency in the
following ways:
By ensuring that the total working hours of the employees are recorded to enhance compensation
especially if it’s based on the number of working hours.
By ensuring that all the necessary records are sequentially kept in the organization to enhance the
process of monitoring various organizational operations.
By ensuring consistency recording of all the relevant aspect in the work place.
Making it a mandate for all the employees to sign in when entering the work place and sign out
when leaving to monitor absenteeism.
Ensuring that it is controlled by a specific department in the organization for accountability
purposes.

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References
Engler, M. L., & Stein, E. D. (2016). Not too separate or unequal: Marriage penalty relief after
Obergefell. Wash. L. Rev., 91, 1073.
Nicholson, M., & Jarvis, J. (2017). Effective rostering and staffing levels. Management in
Healthcare, 2(1), 29-36.