Working as an Executive Chef at Hilton Hotels - Developing a Workplace Learning Environment - Research Paper Example

Name Class Unit Working as an executive chef at Hilton hotels Introduction Hilton is a leading global hospitality firm. This is a hotel and resorts that are well known for their high class services globally (Hilton, 2016). Working as an executive chef at Hilton hotel is a job that demands a lot of responsibility and expertise. This is due to fact that one is expected to be in charge of food production which is being used in restaurant. Chef Job responsibilities include developing the menu, recipe, food specifications as well as supervising the staff (Pratten, 2003). This is a job that sets the tone in a restaurant. This is due to fact that food quality and pricing has a great impact on the business reputation (Zopiatis, 2010). Being a chef at Hilton implies that one has to continue upholding the high status of Hilton. Hilton is a fast growing hospitality company and is a preferred location for travellers and partners (Hilton, 2016). Part A Major Tasks of position Training/Skills development If yes, identify what training needs exist How will this be achieved? (e.g. on the job training, external training) When? Who to organise? Training provider? Yes No Overall responsibility in the kitchen The required training is on managing kitchen duties This can be attained through hands on experience or using a simulated work environment This can be attained within a month Local restaurant will provide the training. The manager will assist in getting a training placement. Liaising with purchasing firms on the food orders Coming up with menus Developing new dishes Team work Ensuring high standards of sanitation and cleanliness Ensuring high standards of cleanliness and sanitation On hands training in a simulated working environment Can be attained within three weeks The manager will conduct the training Safeguarding food preparation Support safe working habits Food safety in hospitality industry Practicing and hands on experience in a simulated working environment Can be achieved within a month The manager will provide the training Supervisory responsibilities Good communication skills Educational qualifications Reason for TNA Training Need Analysis (TNA) is the first step in professional approach to training. It acts as the foundation for the training intervention hence acts as a norm (Brown, 2002). To come up with TNA, I have based it on the knowledge and skills required based on the job specification if a chef. To become a chef, one is supposed to take overall kitchen responsibility. This is a major skill required which made it top in the TNA. A chef is expected to work mostly in the kitchen which is their area of responsibility. At Hilton, one is expected to take full responsibility in the kitchen. Due to lack of hands on experience, this is an area that I lack adequate skills. I will have to train in handling and managing kitchen duties for me to succeed. This can only be attained through hands on experience as stated in TNA. To gain the skills, use of simulated work environment plays a very important role. Through simulation, it is possible to gain hands on experience prior to joining the industry. The second area chosen is liaising with firms on food orders. I have done some training on supply and purchasing. This is a skill that is required for an executive chef to succeed. I believe that I am capable of liaising with firms supplying the hospitality industry using the purchase orders. The other skill listed on TNA is coming up with new menus. A chef is expected to be innovative and come up with new menus that will enhance the establishment reputation. My passion in the hospitality industry has enhanced my creativity. Also, knowledge on food preparation and different dishes makes it possible to come up with new dishes. Another skill included in TNA is ensuring high standards of sanitation and cleanliness. This is an area that I believe I requires to enhance my skills. This will be attained through enhanced training. Safeguarding food preparation is vital in the hospitality industry and is a role of a chef. This has made it to appear in the TNA. The working environment should always be safe and a chef has a role to play to ensure this happens. Practicing on a simulated work environment can work a lot in sharpening this skill. A chef is a supervisor hence has a major role in the kitchen. Good communication skills ensure one is able to communicate freely with the rest of team, staff and other stakeholders. Lastly, education qualification must be attained. Establishing the gaps Through giving honest answers on the questions asked, I have a better picture of the skills which I am required to have. The areas which I have answered in a negative manner show the gaps that I have at the moment. To address the gaps in skills requirement, one has to engage in training based on simulation of the working environment as well as job attachment. This is due to fact that the main gaps in skills falls under areas requiring hands on experience. For example, managing a kitchen in large restaurant requires one to have hands on experience due to nature of job and the fact that it is demanding. Gathering feedback about team member performance The best mean to gather feedback is by asking colleagues and supervisors on my progress. Also, use of performance indicators such as ability to attain a given score in cleanliness is a good way to measure performance. In this case, asking other members and use of performance indicators was highly used. The main source of information in this case was from the manager and peers. I also looked at the job requirements and compared them with the available skills. Part B Skills and work competency areas behaviours, attitudes and personal style Self-assessment 2nd view 3rd party Kitchen responsibility 4.5 6 5 Purchasing and supply 7 6 6 Menu design 8 8.5 8 Developing new dishes 7 8 8 Team work 8 8 9 Sanitation and cleanliness 5 7 7 Safeguarding 8 8 8 Food preparation 7.5 8 8 Safe work habits 5 6 6 Supervisory 8 8 9 Communication skills 8 8 8.5 This assessment out of ten showed the areas which I excelled in and where I needed to put more effort and train. The manager and the third party scores did not differ a lot hence making the score valid. According to this assessment, it was advisable to improve on kitchen responsibility, hotel sanitation and cleanliness and safe work habits. This score showed that while excelling in some areas, there was still a lot to improve on before graduation in order to work in the hospitality industry. The industry is highly sensitive hence the need to excel in all areas based on the job requirement. Training analysis play a major role in ensuring that one skill fit the job description. This assessment acts as a foundation for the training needs. This is a first step in training approach. This is due to fact that training must be performed in a manner which will lead to high quality and planned training. Part C: learning plan Name Learning goals Current status Learning strategies Required resources OHS requirement Key Performance indicators Ability to train in having responsibility for the entire kitchen based on Hilton hotel needs within a month Ability to manage normal kitchen operations Knowledge of different types of wares in a kitchen Understanding of underpinning knowledge Reading materials on how to manage a kitchen successfully Use of simulating working environment to gain hands on experience Kitchen management guide. A simulated work environment The right PPE. Understanding hazards in a kitchen such as risk of fire, gas leak, sharp objects and slippery floor. Understanding the current procedures to prevent contamination Passing both written and oral assessment in this training. Ability to gain recommendation from a satisfied staff. Attaining and maintaining high standards of sanitation and cleanliness in a simulated hotel environment within a period of three weeks. Ability to carry out basic sanitation standards Understanding of the current sanitation and hygiene requirements in a hotel Need to understand more on how to maintain high standards of sanitation and cleanliness through reading. Practicing on a simulated working environment. Familiarising with current sanitation requirements. Cleanliness and sanitation requirements and guidelines Simulated working environment -This pertains to hygiene and sanitation requirements in the hospitality industry. Having a hotel environment which sanitation and hygiene meets international standards. Ability to gain approval from management on cleanliness Improve safe working habits in hotel setting within a month Maintaining workplace safety. Maintaining order in workplace Following OHS Training on a simulated working environment Simulated working environment Current copy of OHS standards in industry Right PPE Ensuring the place of work is safe. Maintenance of all appliances Use of safety signs Using right equipments Having safety equipments I have been able to train and gain approval from staff and management. Assessment 2 Stage 1 Based on the learning plan, I agree with the most of the means in the learner aims to use at gaining the required skills. Use of a simulated working environment is a major method in which one can attain hands on experience. This is due to fact that in some cases, it would be hard to gain experience before joining the industry. It is recommendable that the simulated work environment is close to the real work experience as possible. The timeline for these activities is reasonable due to fact that the learner is just required to improve on their skills for duration not more than a month. Despite this, the learner ought to gain the experience within the stipulated time. There was a slight disagreement on time and best method to learn on maintaining sanitation and cleanliness in a restaurant. It is important to note that despite having time limits, learning is a continuous process which one engages throughout working life. It is important to fully follow this learning plan to ensure success in career (Gould, Kelly, White and Chidgey, 2004). The learning plan gives one a plan to develop their career and attain new skills. It is through learning plan that one is able to analyse their weakness and work in improving their skills. It is thus advisable to fully implement the learning plan (Brown, 2002). Stage 2 Session plan Name Overall kitchen responsibility /safe work environment Date 3/7/2016 Duration 3hrs Objectives To understand basics of kitchen responsibility. Understanding theory on kitchen and importance of being a responsible chef (theory and practical) Gain understanding on safe working in a major restaurant kitchen Session outcome Understand the theory of kitchen responsibility and ability to manage entire kitchen responsibly Gain knowledge on maintaining a safe working environment Equipment Main kitchen appliances Simulated working environment Steps to be followed in training session Skills and competency Instructional strategy Equipment and resources Time allocation Parts and OHS of the equipments Identify all areas in the kitchen where the learner is expected to oversee and manage. Explain what responsibility is expected from the learner in these areas. How to maintain high level of safety in a kitchen. Simulated working environment All kitchen equipments 1hr Duties delegation in the kitchen The learner is supposed to be explained on all staff in the kitchen and their duties. After this, duty delegation should be explained through hand-outs and examples. Simulated working environment 1hr Question and answer Asking on learner if they require more explanation in any of the areas. Quiz 30 min Report Identifying and applying chosen learning strategies The learner main weakness has been on three areas which are, kitchen responsibility, cleanliness and sanitation and safe work environment. These are areas in which the session plan has put focus on. The time delegation in the session will ensure that each of these areas is well covered. It is important to realise that OHS is a vital component in every industry. There are cases where poor OHS has led to hotel fires and accidents. If a learner fails to adopt the best OHS, they endanger themselves as well as the public. At the moment, the hotel industry has one of the strict OHS standards due to nature of the work. Accidents are avoided at all costs to avoid loss and damaged reputation. Also, hospitality industry employs a lot of young and inexperienced workers which poses a challenge in safety. Most of the injuries in the industry can be avoided hence the need to make the workplace safe. OHS is a very practical class and having hands on experience is required. Need for learner self-assessment There is need for self-assessment as the learning experience progresses. This is due to fact that one is able to note areas which they require more exposure and training. This is the only way one is able to know their learning and development needs (Brown, 2002). In this case, the learner requires training more on OHS and ensuring that they take full responsibility in a kitchen environment. This is an area that the learner feels inadequacy and need for skills development. Additional work After this training, it is advisable that the trainee seeks an attachment with a busy hotel establishment. This will help in applying the skills learnt and improving on them. Working in a hotel setting will make it possible to enhance skills on kitchen responsibility and OHS. Continuous enhancement of learning program Based on the feedback from involves personal observation and asking other managers on their opinion. All this will ensure that the training is a success (Brown, 2002). Maintaining records The staff must always have an update on the HR files. The training record is always updated and stored in personal files. This helps in determining the learners’ progress. References Brown, J., 2002, ‘Training needs assessment: A must for developing an effective training program’, Public personnel management, Vol.31, no.4, pp.569-578. Gould, D., Kelly, D., White, I. and Chidgey, J., 2004, ‘Training needs analysis. A literature review and reappraisal’, International journal of nursing studies, Vol.41, no.5, pp.471- 486. Hilton, 2016, About Hilton, Retrieved 4th July 2016 from, http://www3.hilton.com/en/index.html?WT.mc_id=zELWAAA0GL1WW2PSH3Cluster4 DGBrandx&WT.srch=1&utm_source=AdWords&utm_medium=ppc&utm_campaign=pa idsearch Pratten, J.D., 2003, ‘What makes a great chef?’, British Food Journal, Vol.105, no.7, pp.454- 459. Zopiatis, A., 2010, ‘Is it art or science? Chef's competencies for success’, International Journal of Hospitality Management, Vol.29, no.3, pp.459-467. Read More