Five Human Resource Best Practices for Private Clubs

By Ed Rehkopf

Five HR Best Practices for Private Clubs - Disciplined Hiring, Departmental Staffing Guides, Applicant Reference Checking, Onboarding Managers - An Often-Overlooked Best Practice, and Club Service Standards

• Language: English
• Publisher: Lulu.com
• Release date: Dec 6, 2019
• ISBN: 9781794789913

Ed Rehkopf

Ed Rehkopf is a retired hospitality veteran. During his long and varied career, he has managed two historic university-owned hotels, managed at a four-star desert resort, directed operations for a regional hotel chain, opened two golf and country clubs, worked in golf course development, and launched an operations resource website for the hospitality industry.

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Five Human Resource Best Practices for Private Clubs

Five Human Resource Best Practices for Private Clubs

By: Ed Rehkopf

Copyright@2019 Ed Rehkopf

All rights reserved. This book or any portion thereof may not be reproduced or used in any manner whatsoever without the express written permission of the publisher except for the use of brief quotations in a book review or scholarly journal.

ISBN: 978-1-79478-991-3

Private Club Performance Management

1870 Centenary Church Road

Mount Ulla, North Carolina, 28125

www.privateclubspm.com

Disciplined Hiring

Hiring the Right People

There is no more critical task for managers than hiring the right employees.  As Jim Collins says in his groundbreaking book, Good to Great, which delved into the reasons some companies outperform their competitors, that getting the right people on your team or, as he says, on the bus, was an essential ingredient in all good to great companies.  Further, he went on to say that The old adage ‘People are your most important asset’ is wrong.  People are not your most important asset. The right people are.

Implied in this statement is the requirement that companies identify and only hire the right people.  The wrong people can be damaging to your business.  Dr. Bradford Smart, in his book Topgrading, also speaks of hiring the right people for your organization, whom he calls high performers or A-Players, as opposed to B- or C-Players.

Dr. Smart says, "High performers, the A-Players, contribute more, innovate more,