Our New Topic on Job Description

I have already read this essay which is written by Neha Barooah, and it talks about the important role and benefit of Standard Operating Procedure (SOP) for hotel, so it can help me to answer the questions related to that essay.
1. Yes, there is. Because Hotel Standard operating procedure is for setting policy, protocols and the hotel in written form that is readily available in the hotel staff. It means that the hotel staff has responsibility to do the best thing in his/her job to create the excellent service for every guest who visits in the hotel. Actually, job description has a standard rule to be done with the necessary properly. Then, each employee carries on the procedures in order to reach the purpose of hotel because standard operating procedures are made to ensure that customers specially to receive the same treatment every time they visit the hotel. Besides that, it has different types that can be used by hotel. One of them is tool procedures which focus on specific tasks, such as the hotel staff might have to deal with. Moreover, rule procedures help the hotel staff in the face of potentially difficult situations. It may include employee behavior acceptable, as if an employee can accept a tip in cash from a hotel guest. It means that the training of the staff through standard operating procedures is the best way to handle every situation whether handle the light thing or difficult thing like handling guest complaint or another trouble that is faced by hotel employee or staff. For example, standard operating procedures are followed by hotel to improve the customer experience. After visiting hotel, the customers of course have many new experiences. They will give praise if the hotel staffs give the best service. However, they may give comment or critic if the service of hotel given is dissatisfied. To avoid unexpected response of customers, all of the staffs should greet either they who work in front office or wherever they meet the customer and make the customers feel comfortable. The staffs need to apply job standard of operational to train their skill in serving the customers well.
2. I agree with the writer of the essay who states that SOP can need three months to complete it. Commonly, SOP may take either long or short time in its completion of particular job. A complete SOP can help employers posting job opportunities for the future Standard Operating Procedure for Hotels in General because the role of each employee is clearly indicated. Take SOP also provides a basis for performance evaluations of the hotel employees. It means that the staffs’ quality and ability should be improved step by step although their ability in doing the best thing for their job takes not as fast as the expectation. Because during they do their job, they sure face many problems that they have to find out the appropriate solution, and it impossible needs short time to do that. SOP should be considered to be guide of creating the better job. In short, it must be tested and evaluated in depth to get the success. Hotel standard operating procedures are more successful when employees are involved in its creation.

Thank you, Sir. I really appreciate this excellent essay for the topic of discussion.
Ika Atmiyani / 10420132/ 7C

1. I think there is a relationship between job description and job standard operational. As far as I know job description is A broad, general, and written statement of a specific job, based on the findings of a job analysis. It generally includes duties, purpose, responsibilities, scope, and working conditions of a job along with the job's title, and the name or designation of the person to whom the employee reports. Job description usually forms the basis of job specification.

In other side "A Standard Operating Procedure is a document which describes the regularly recurring operations relevant to the quality of the investigation. The purpose of a SOP is to carry out the operations correctly and always in the same manner. A SOP should be available at the place where the work is done.
A SOP is a compulsory instruction. If deviations from this instruction are allowed, the conditions for these should be documented including who can give permission for this and what exactly the complete procedure will be. The original should rest at a secure place while working copies should be authenticated with stamps and/or signatures of authorized persons.Several categories and types of SOPs can be distinguished. The name "SOP" may not always be appropriate, e.g., the description of situations or other matters may better designated protocols, instructions or simply registration forms. Also worksheets belonging to an analytical procedure have to be standardized (to avoid jotting down readings and calculations on odd pieces of paper).
there are some steps to developing and Implementing Standard Operating Procedures (SOPs)

-Planning: Think about the steps that are currently done to complete the process. How is it done? Why is it done that way? How will an SOP improve the process? How will you measure performance?
-First Draft: Make a detailed list of the steps in the order that they are done. This list is now a draft of the procedure.
-Internal Review: Get input from all workers who now perform the procedure. Give them your first draft but make sure they know that it will still change. Revise the procedure as necessary.
-External Review: Involve your technical advisors such as your veterinarian, nutritionist, or extension agent; they can give you advice about the best way to do each step. Revise the procedure as necessary.
-Testing: Test the procedure by doing each step exactly as it says. Have a person not familiar with the work follow the procedure. Revise as necessary.
-Posting: Make a final draft of the procedure and post in the workplace.
-Training: Train or re-train everyone as necessary to follow the procedure exactly.


2. I agree with Nehaa. Based on my experience when I worked , my manager always said about SOP every meeting.SOP can be realize step by step. Because it need a attention not only for the manager or the leader but also to all the staff or employee.So ,to realize or to complete the SOP, it must do in a team.All the employee in the hotel in all department have to build the team work. If there is one of them who can't work in a team,the SOP can't be completed. They can help each other. but,the employee have to know about their position and their responsibility before doing SOP.the purpose of the SOP itself is to make all of the guest or the customer feel satisfied about the service.
Thank u ,sir.

Talisa Diah Ayu/7E/10420027

Name : LIYA ROFYANI / 10420036 / 7 E
1. In my opinion there is any relationship between job decription and job standard of operational because Job descriptions are usually essential for managing people in organizations. Job descriptions are required for recruitment so that you and the applicants can understand the job role. Job descriptions are necessary for most people in work. A job description defines a person's role and accountability. Without a job description it is usually very difficult for a person to properly commit to, or be held accountable for, a role. This is especially so in large organizations. As an employee you may have or be given the opportunity to take responsibility for your job description. This is good. It allows you to clarify expectations with your employer and your boss. Example : switchboard operator/receptionist - typical job description duties Job purpose outline (example):
1. Answer a high volume of calls and maintain a rapid response rate according to agreed standards.
2. Log information on calls received, where required and maintain detailed and accurate records.
3. Maintain and update continuously, by local knowledge and by local means, a log of the availability of staff likely to receive inbound calls.
4. File data and perform other routine clerical tasks as assigned and for other departments as needed.
5. Order and maintain relevant office supplies for effectiveness of personal duties.
6. Operate a variety of standard office machines, including a personal computer and a variety of computer software, phone, fax, calculator, shredding machine and photocopy machine.
7. Communicate and liaise verbally and in writing between customers/suppliers/visitors/enquirers and relevant staff, and interpret and respond clearly and effectively to spoken requests over the phone or in person, and to verbal or written instructions.
8. Establish and maintain effective working relationships with co-workers, supervisors and the general public.
9. Perform reception duties in and efficient, professional and courteous manner.
10. Maintain regular consistent and professional attendance, punctuality, personal appearance, and adherence to relevant health & safety procedures.
11. Pursue personal development of skills and knowledge necessary for the effective performance of the role.
2. I agree with Neha that it needs three months to complete the SOP of particular job because there are a lot of steps that should be done, they are :
Step 1 : Write down the result or goal you expect to accomplish with the SOP. For example, if you are writing an SOP on how to close the office each day, then the goal is to secure the office for the evening until the next workday begins.
Step 2 : Write a rough draft of the steps in a clear and concise way, but also make sure to include enough detail so the person performing the task can carry it out it correctly. When writing the steps for the SOP, it helps to go through the actions as if you are completing the SOP so you don’t miss a
Step 3 : Test the SOP yourself. After you write the first draft of the SOP, follow the steps you have written to make sure the SOP is complete. Make any necessary adjustments or revisions to the steps.
Step 4 : Test the SOP with an employee or someone you know to see if they can complete the SOP by following the instructions. Elicit feedback from the tester on any steps or instructions of the SOP that were unclear, hard to understand or missing.
Step 5 : Create the final draft, incorporating the feedback from your tester. Make the final adjustments to the SOP copy to create a final version.
Step 6 : Distribute the SOP to employees. You may keep a hard copy in a binder with other SOPs, post it on a company bulletin board, or distribute the SOP via email or hard copy.
Step 7 : Train employees. Hold a meeting or training session to update your employees on the SOP. Go over each step with the employees and answer any questions they may have about the new procedure.

Good evening Sir,
Sorry for being late to submit this assignment. I just knew if there was any assignment. And my comment abt previous topic haven't scored yet too
Okay, let me answer the questions

1.Yes, of course there is a relationship between job description and job standard of operation. Job description itself, contains of information about a list of duties that should be done, the functions and also the responsibilities of a certain position (of a job). Besides, in job description, there are three aspects that can be determined so that a position can be successfully implemented as well as possible. They are knowledge, skill, and attitude. So, from the job description, the employees will know about the duties they should be doing, the functions and also the responsibilities based on their position. While, job standard of operation (SOP) is a guideline or reference for carrying out the work. In a simple, the relationship between them is when the employees know about their job description, they should also have a SOP, so they can work properly and also avoid them from irregularities in the work. In a result, they can be a professional worker who can do their job maximally. For example:
Job Title: Head Chef
Place of Work: A hotel or restaurant
Scope and General Purpose: To provide an efficient and cost effective food service.
Responsible for: All kitchen staff
Responsible to: Food and Beverage Manager
Liaises with: All other heads of department
Hours of Work: Flexible
Limits of Authority: To be agreed.
Main Duties:
• To ensure that all menus are constantly updated, paying special attention to seasonal availability.
•To ensure that all menus are correctly calculated to ensure maximum gross profit.
• To ensure that all staff are constantly trained to effect good portion control and pleasing presentation of dishes.
• To ensure that sufficient stocks of all materials are being kept and stored under the correct conditions.
So, when the employees doing their job they also take the responsibilities to the SOP that have been determined by the hotel as the guidelines or standards when they work.

2. Yes, I agree with Neha that it needs 3 months to complete the SOP of a particular job because the good SOP should be arranged step by step and also based on some consideration from the various parties. It also needs a good preparation. Besides, some unexpected problems maybe be happen in trial period. As Neha said too, SOP also must be tested and evaluated in depth to succeed, in order to make the guests satisfied with our services.


Indah Wika K.W.P / 10420168
7C

1. I think there are relationship between job description and job standard of operational. One of the purposes of SOP is to provide foundation for job description. All employees have to work by procedure in SOP. The details in an SOP standardize the process and provide step-by-step how-to instructions that enable anyone within an operation to perform the task in a consistent manner. The SOP document serves as an instructional resource that allows employees to act without asking for directions, reassurance, or guidance. The step-by-step written procedure can also help hold employees accountable because employee expectations are documented and their actions can be measured against the SOP. Communicating procedures that anyone in the operation can follow with consistent results will ensure operation of employee continually provides high quality products and services.

Hand washing
Policy: All food production and service personnel will follow proper hand washing practices to ensure the safety of food served to customers.
Procedure: All employees in the restaurant should wash hands using the following steps:
1. Wash hands (including under the fingernails) and forearms vigorously and thoroughly with soap and warm water (water temperature should be at least 100ºF) for a period of 20 seconds.
2. Wash hands using soap from a soap dispenser. Lather at least 10 seconds.
3. Use a sanitary nail brush to remove dirt from under fingernails.
4. Wash between fingers thoroughly.
5. Use only hand sinks designated for that purpose. Do not wash hands in sinks in the production area.
6. Dry hands with single use towels or a mechanical hot dryer. (Retractable cloth towel dispenser systems are not recommended.) Turn off faucets using a paper towel in order to prevent recontamination of clean hands if foot pedals are not available.

The restaurant manager will:
1. Monitor all employees to ensure that they are following proper procedures.
2. Ensure adequate supplies are available for proper hand washing.
3. Follow up as necessary.

This is an example of SOP of hand washing in a restaurant in a hotel industry. From the example below we can draw conclusion that employee’s job description is based on the standard operation.

2. I agree with Neha that it needs three months to complete the SOP of particular job. The SOP will give good and bad effect to hotel industry depends on how we make it. Well prepared SOP will give good effect to hotel industry. To make a good SOP we need much time because we have to evaluate it before we apply it in real.


sinung eko raharjo
10420110
7C

Good Morning Sir,
Sorry for being late to submit this assignment. I just knew if there was any assignment.

1.Yes, I think there are many relationship between job description and job standard of operational. Job standar of operational can improve the skill of employees, and also it became the way to create organization on job. The company must give SOP and evaluate the employees. I have seen articles (they tell about SOP), I think, the point Neha’s article is same as the other articles. But Neha just explain about SOP of Hotel. Example: I am working in broadcasting company and my office has SOP to employees. Every employee must know their job, because the office is media company. So, employees must work as team work not INDIVIDUALLY. It means that my office have SOP for each division. Staff program and announcer have SOP to create on air event. The account executive (AE) also has SOP. The end of month, my team make evaluation for increase the skill.For the other example, I’m a staff of Patra Jasa and my position is in reservation staff. I have to know what my job description is. My general task is enlisting the costumers who want to check in. My function is to enlist the costumers and give them information. My responsibilities is giving the sure information about the specification of the hotel. In job standard operational , I have given some rules by the manager and I have to do that perfectly and avoiding mistakes. I have the steps that I have to do when I face the costumers, such as such as always smiling to the costumers and explain them placidly about the specifications of each room un the hotel.
2.I agree that SOP can take up to three months to complete. To complete the SOP, employees learn the procedure of the job, in order to make harm office’s condition. Employees have to keep customers and client, because hotel industry gets benefit from clients (as same as broadcasting company).Actually, all successful companies have one thing in common. They document and follow standard operating procedures (SOPs) to keep daily operations running consistently, safely, on time, according to quality measures, and in compliance with government regulations. An SOP documents how, when, where and why a job is done and who does it. An SOP manual houses all the SOPs for a division, department or group within a company. An SOP manual is a valuable reference for existing employees and an effective training tool for new hires. Manual organization and writing style will vary widely across companies.
In Case, SOP is a very detailed list within a company or hotel. Not all employees can do performance SOP properly, therefore it needs to be long term to make time and complete the SOP as particular job.

That’s all my opinion, thank you Mr. Akmal for the great information of the article. DANANG MUTTAQIN/ 7B/ 10420165

Good morning sir!! I'm so sorry sir for being late to post my assignment. I hope you want to read my essay sir. Thank you very much.
1.
I think there are many relationships between job description and job standard of operational. Developing job descriptions is an issue that many employers deliberate. Some employers may be daunted by what they perceive to be a lengthy and complicated process. Yet, with constructive tools such as job analysis, sample job descriptions, and on-line resources like Career One stop from the U.S. Department of Labor, informed employers are able to obtain valuable information about their organizations. This publication addresses relevant background information, which includes the role of the Americans with Disabilities Act of 1990 (ADA) in developing job descriptions, how to formulate job descriptions, special features of Career One stop that assist with the development process, and relationship to the accommodation process. Whether to use job descriptions usually depends upon a number of factors, including employer preferences and resources. Employers should look at relevant rules and regulations, the size and type of organization and industry, hiring practices, and current employees.

The ADA does not require an employer to develop or maintain job descriptions. A written job description that is prepared before advertising or interviewing applicants for a job will be considered as evidence [in determining essential functions] along with other relevant factors. However, the job description will not be given greater weight than other relevant evidence. The ADA does not limit an employer's ability to establish or change the content, nature, or functions of a job. It is the employer's province to establish what a job is and what functions are required to perform it. The ADA simply requires that an individual with a disability's qualifications for a job are evaluated in relation to its essential functions (EEOC, 1992). There are several steps to completing a job description. These steps include completing a job analysis, recording the basic purpose and functions of the job, and detailing necessary qualifications.They are Completing a Job Analysis, Recording the Basics , Detailing Qualifications, and Maintaining Consistency.

The example for completing a job analysis. Once completed, a job analysis will help determine what accommodations can assist a person with a disability in performing a job. The purposes are what are the reasons for the job’s existence? Document the particular contributions of the job to the organization’s overall mission. Then, What are the job duties necessary for job performance? Usually less than ten job duties are essential activities necessary to the job. Second, job setting is something like this:

A. Work-site
What is the physical layout of the work-site?
What equipment is used in the work setting?
Where are the essential functions performed?
What conditions are required for task completion? Conditions include environmental (hot/cold, inside/outside, noise level, lighting, ventilation, etc.) and social (works with the public, works under deadlines, works alone, etc.).
Is the job accessible (parking, entrances and exits, doors)?
Does the job necessitate completing tasks in multiple, alternate, or off-site locations?

B. Workstation
How is the workstation arranged?
How do workers obtain and discard equipment and materials?
How is the work organized?

C. Activities
What is the required output level for the job?
What are the expected results?
What is the relationship between each task? If there is a task sequence or a task hierarchy, document this order.
What are the necessary physical and mental requirements needed to accomplish the job?
Is specific training necessary? Document what required experience, certificates, and education are necessary.
What are the safety and quality control measures in place? Document potential workplace hazards and the measures taken to eliminate them.
What happens if a task is not performed appropriately?
What level of responsibility is necessary?
What happens if the end result is not achieved?
Are there specified time frames for completing a task?
Then, for recording the basics. Employers should develop job descriptions that clearly define the essential functions of every job before advertising the job or interviewing applicants. A job description should have clear, concise, non-technical language, and avoid unnecessary words. The job description should focus on words that have a single meaning with detailed explanations for words that may be interpreted differently. Each sentence should begin with an active verb and use the present tense. Examples of job functions should be provided. The desired outcome of the work should be described, rather than one method for accomplishing that outcome. For example, instead of "writes down notes during meetings" put "records notes during weekly meetings." Writers should avoid using gender-specific language, jargon, technical language, proprietary names (Xerox), and ambiguity. Job functions should be qualified whenever possible and the desired outcome of the work should be described, rather than the method for accomplishing that outcome. For example, instead of saying, “she files folders” write that “the clerk files folders alphabetically based on category." Employers should let individuals read their job descriptions, voice any concerns, and sign their descriptions. Job descriptions should be accurate. Next, for detailing qualification. When detailing qualifications on job descriptions, employers typically require certain knowledge, skills, aptitude, training, and previous experience. Employers should remember that these qualifications might be gained in a number of ways. For example, knowledge may be gained through education, training, or experience. In addition, other requirements, such as the possession of a driver’s license could be considered discriminatory. For example, it may be necessary to specify that an individual must be "available to attend evening meetings throughout the community" and "possess a driver’s license” but an employer should distinguish between need and convenience and consider any discriminatory effects. An employee with a disability may be able to attend a meeting via teleconference or access public transportation to attend the meeting on site. And last, for maintaining consistency. Internal consistency is very important when developing an overall bank of organizational job descriptions. The employer may want to select specific formats, fonts, logos, and other elements to streamline and standardize the appearance of the documents. Consistent language such as preferred action words and frequently used terms can help create cohesiveness throughout. Internal consistency may also help “ensure equitable comparisons of content across jobs” in justifying employee salary decisions (Milkovich and Newman, 1990).

Sometimes it can be overwhelming when trying to get a sense of the overall accommodation picture. A job description can be a constructive tool for exploring task-specific accommodation options. Often, it is beneficial to consider the specific tasks that comprise the job. This can help pinpoint what limitations are affecting an individual's job performance and what functions can be accommodated. Understanding an individual’s functional limitations provides helpful clues when searching for accommodation solutions. The following situations and accommodation solutions are based on sample job descriptions provided in the appendix of this document:
Situations and Accommodation Solutions.

Situation 1: An applicant is interviewing for a Computer Programmer position. Although not required to disclose, the applicant decides to tell the employer she has diabetes due to questions about a particular job requirement for which she may need an accommodation. Job Task: “Responsibilities occasionally may require an adjusted work schedule, overtime, and evening/weekend hours in order to meet deadlines or to access the computer to perform program tests.” Limitation: Person needs to eat at specific time each day. May need to test blood sugar and take insulin while at work. Prospective employee is happy to work adjusted hours provided that she can take the steps necessary to regulate her diabetes. Accommodation Solution: Employer accommodates the employee by allowing her to adjust her lunch hour to 11-12 a.m. rather than the typical 12-1 p.m. lunch break and permits flexible break times. The employee was allowed to bring a small refrigerator to store food and medication in her office. When working evening hours, the employee could set her own dinner breaks accordingly. So,there are many relationships between job description and job standard of operational.

2.
I agree with Neha's statement that standard operating procedures can take up to three months to complete, and that to succeed, must be tested and evaluated in depth. Hotel standard operating procedures are more successful when employees are involved in its creation. Beside, it really must need enough times for making SOP clear and useful for an organization.
Thank you sir for giving me this opportunity. n_n

References:
askjan.org/media/jobdescriptions.html

Ayu Wulandari Rosi Bachtiar
10420131 / 7A

1. Yes, there is. In my opinion, it (the relation between job description and standard operational procedure) helps someone who directly works on it to know the best way to serve or satisfy the customer. We have to know the procedure and we don’t do our job carelessly. Usually, beside look at the face of the hotel, the customer looks at the professionalism of the employees, too. The standard of operational helps in maintaining quality and consisting of service and standards in hotel. The development and use of job standard of operational are an integral part of a successful quality system as it provides individuals with the information to perform a job properly, and facilitates consistency in the quality and integrity of a product.
The example:
On Guest Arrival
Greeting: Guest the guests on his/her first arrived. It has been told that “First Impression is the host impression”. So it very important to know How to greet the hotel guest politely when he/she enters in hotel premises. You must use “Formal and as language Good Morning/Afternoon/Evening etc. Informal: what is up, long time no tee, yeah.
Guiding to Front Desk/Reception Counter: Bellboy comes into the scenario. His prime function, after greeting is to escort the quest to front desk. After that to guest room it is also called “Room the Guest”
Registration: Registration procedures be gins at Front Desk/Reception counter. Front desk personal have to have ready smile at all the times while greeting the guest. As the guest approves the reception he/she must be greeted nearby with dedicated attention eye-to-eye contact. It is very important for reception to bear in mind that the guest who is warmly blamed with sincere greeters will feel expert similar attention from other hotel offices. There is an axel rule practiced by the front office staffs/receptionists. This has 2 bare parts:
1. The first 10 suggests that, guests have mentality to judge a hotel by his first 10 minutes visit. So, dairy this time if he gets well professional services then they will have positive thoughts about the hotel.
2. The other 10 means a receptionist should greet 10 feet before he/she comes to reception. This make a fervidly atmosphere.
• Registration
During the registration, check the Basic points mated below:
a) Verify Guest Name
b) Check and issue spelling to avoid mistake.
c) All entries mentioned in “Registrations Card” First name, Last name, Nationality, DOB, PP etc. It must be correctly filled in.
d) Payment method must be clearly defined.

• Registration Record
A registration record is erected by front office presented. In the record all necessary date of the guest are written and this card holds acme basic information, such as:
a) Guest Full Name
b) Address
c) Date Of Arrival
d) Company Affliction
e) Room Rate
f) Payment Method
g) Rules & Regulation of the hotel
h) Check out date etc.


2. Yes, I agree with NEHA that Standard Operational Procedure needs three months to complete. I think that SOP is a standard of the employees’ work, so if the SOP is not good it will have bad effect to the employees when they do their works. To make good SOP it will take much time. So, it is a must that all newly recruited hotel staff. Should be given training on hotels SOP. In addition to the above the hotels training or HR department should maintained and documented department wise. A job description consists of essential job functions, knowledge and critical skills, physical demands and environmental factors. Sometimes job descriptions will consider employees with disabilities to go directly to the field.

Thank you sir,

Dewi Anggraini/10420182/7B

Good Afternoon Mr.Akmal.
I'm really sorry for being late to post my answer. I hope you will accept my sincere apologize for being late comment the topic, Sir.

1. For first question, Is there any relationship between job description and job standard of operational? In my opinion, there is relationship between job description and job standard of operational. As we know that job description are are written statements that describe the: duties, responsibilities, required qualification of candidates, reporting relationship and coworkers of a particular job, and the most important contributions and outcomes needed from a position. When we want to get a job, we have to understand the competencies and skills required to accomplish needed tasks and the needs of the company to produce work, so that the job descriptions are much needed. Job descriptions also include information about working conditions, tools, equipment used, knowledge and skills needed, and relationships with other positions. They have to know what they must do and don’t that appropriate with the instructions. The instructions of the job are on the SOPs (Standard Operating Procedures). SOPs are very important in a job although employee can be given direct instruction from the supervisor, for example. SOPs are procedures or methods of a job where there are some obligations that must be done. Every field of the job may have different SOPs, but they have same purpose to improve the company image and the customers’ experience.

From the purpose above, we can see that there is relationship between job description and job standard of operational. To support my argument here is the example: I’m a staff of hotel and work the customer’s complaint desk, so I have to know the job description of my position. My responsibility is to listen and handle the customer complaint whatever them are, easy or difficult complaints are. Not only that I also have to give them the best resolution for the customer but also hotel I worked. To do my job perfectly, my management hotel already give me the job standard of operational, and I have to obey some rules in that. Such as, when I face the costumer I have to handle the customer’s complaints in good serve from listen attentively to the hotel guest’s complaint, Identify with the hotel guest, Assess the complaint, etc, till give best resolution or compensation for the customer. So it can be seen that the both, job description and job standard of operational have relationship and they connect each other. It can be said that the job descriptions are the specification and qualification of the job and the SOPs are the guidance for doing the job.
2. For the second question, According to Neha (the writer of the essay), it needs three months to complete the SOP of particular job because to make standard of operational procedure it need some steps to do and that to succeed, must be tested and evaluated in depth. the SOPs are made for the training of the staff in order to improve the company image and the customers’ experience, it has to be made properly.

Anik Puji Lestari / 7E /10420061

good afternoon, sir...

For first question, Is there any relationship between job description and job standard of operational? In my opinion, of course, there is relationship between job description and job standard of operational. As we know, when we want to get a job, we have to understand the competencies and skills which is required and the needs of the company to produce work, so the job descriptions are very needed. In job descriptions, there are some specifications of the job namely duties, responsibilities, required qualifications, etc. Job description can help staff to know the way to work in the field. They have to know what they must do and not. SOPs are very important in a job so that the employee are going to know what they have to do well, although employee can be given direct instruction from the supervisor. I think every field of the job may have different SOPs, but they have same purpose.

As the example, when we are as a receptionist, for the first thing that we have to do when customer will reserve a room by phone is answer his/her telephone, take and relay messages, provide information to callers, greet persons entering organization, direct persons to correct destination, deal with queries from the public and customers, provide general administrative and clerical support, organize conference and meeting room bookings, etc. Another skills that the receptionist must have are they have graduated on high school diploma generally required, knowledge of administrative and clerical procedures, knowledge of computers and relevant software application, knowledge of customer service principles and practices, keyboard skills, ability to work a switchboard etc.

For the second question, According to Neha (the writer of the essay), it needs three months to complete the SOP of particular job, do agree or disagree? I agree with this statement. SOP maker team should have the knowledge stage more accurate and ever do those jobs. SOP maker is near with the job, procedure apart will be more communicative, efficient, effective, and appropriate with job needed. By existing the SOP is hoped the job can be right done, on time, and can be responsible. SOP is the result of finalization and perfectness of job procedure. So, three months to complete the SOP of particular job is reasonable time to get the good result and in order to be able to use accurately. Not all employees can do performance SOP properly, therefore it needs to be long term to make time and complete the SOP as particular job.

SUPRIYANTINI
10420062/7B

1. Yes, there is any relation of job describtion and standard operating procedure (SOP). As we know that the purpose of SOP it self is contain the job description. Without a job description, it is not possible for an individual to properly commit to or be held accountable for the position's role and responsibilities. The tendency when having to create a job description is to under-estimate the strategic nature of the role, ignore the necessary competencies to perform the responsibilities and be too detailed with operating instructions (which should be in either a standard operating procedures or operational manual). Job descriptions are required for recruitment, enable you to distinguish positions, delineate tasks and determine pay levels. Without them, your best efforts to staff, develop and evaluate performance are without direction. And your ability to defend against complaints regarding pay, performance, promotion and discrimination are disadvantaged. Meanwhile Standard operating procedures (SOP) are a detailed explanation of how a policy is to be implemented. The SOP may appear on the same form as a policy or it may appear in a separate document. The main difference between a SOP and a policy are details. An effective SOP communicates whowill perform the task, what materials are necessary,where the task will take place, whenthe task shall be performed,and how the person will execute the task.
For example :
Front office Manager
Job Purpose
Reporting to the Rooms Division Manager, the Front Office Manager is in charge of reception and the switchboard.
To be responsible for welcoming guests and handling any complaints. In doing so, he or she:
• Supervises reservations and the allocation of bedrooms with the Executive Housekeeper
• Monitors the customer accounts and till accounts
• Applies and ensures the application of the sales strategy to maximise occupancy and average room price
• Co-ordinates the reception team, organising its work and schedules
Key Responsibilities
• To monitor the quality of welcome extended to guests
• To recruit, train and motivate the members of the his or her team
• To ensure that all hotel standards and procedures are applied
• To manage daily billing and payments
Entry Requirements
Skills
• Use of Windows
• The ability to train and motivate a team
• The ability to be available to work nights, weekends or public holidays
• Sales ability
• Hospitality
• Adaptability: coping with the diversity of customers and their needs
• Self-sufficiency
• Self-control: handling complaints
• Good relationship skills
• Team leadership
• Good memory: remembering guests
• Taking the initiative
• Discretion
Qualifications
• From A-levels to 2 years’ further education to HND standard or similar in Hotel or Tourism studies
• 4 years’ experience of reception
• Fluency in a second language is an advantage
• Good general level of education
• Significant experience of Fidelio (reservations system)


2. Yes I agreed with Neha’s statement. I think three month is more than enough to take up about SOP. Every people knew that to make a succeed SOP is need much time. and we can planning first about the SOP and we can make it in detail description standards, then we can monitoring the SOP it self, after we monitoring the SOP, if there is any mistakes we can do the corrective action as the hotel.


Rani Tovianingrum / 10420316

ok Adelina, you have made great progress in writing comments.This skill is very useful for Master Degree later.Your score is A for this assigment

Dear Santi, the deadline for your class is Wednesday 25,Dec 2013.your maximum score is B.

Of course there is relationship between job description and job standard operational. Job description without standard operational likes you want to walk but you are blind. You do not understand what you should do. Here job standard operational guide the staff. SOP’s function is to keep that you are in the right track, to guarantee that you are give the best services, because we are work in hospitality industry so the client satisfaction is the goal. For the small example if you are new door man in a hotel. The duty is not merely just open the door and say good morning. There is procedure, you have to obey. These procedure we call it SOP. Actually SOP is existing in every institution not only in hotel.
I agree with Neha statement. Why it needs three months to complete the SOP is to make sure that the staff really know about the condition, problems, and also how to solve it. By giving three months, it expects that they become expert in their job.

MOKHAMAD MUNAWAR/ 7C / 10420361