MHCS are specialised in the recruitment and consultancy for the Hospitality and Catering sectors

The effectiveness of your Personnel is down to your own ability as the owner or manager.

The high level of employment the country is enjoying increases the choice of where the individual can choose to work so people seldom hold onto the old fashioned idiom of holding onto a job in order to feel secure. Furthermore, the extent to which business in Malta has flourished in virtually every sector shows that the balance has tipped very heavily in favour of personnel who now can more easily find new employment if they wish. This in turn means that Employers with an eye on success in the medium to long term have no choice but to show by their actions that they hold their staff in high esteem by offering competitive salary/ wage rates while also ensuring the staff are well motivated, fully equipped and trained to carry out their work professionally. Herewith are some points that a modern Employer will be doing.


The level of remuneration should be at the same level as that offered by the closest competitor. There must also be a balanced pay system within the operation so that those in the same grade are paid the same amount. Increased earnings due to good performance should be openly rewarded.


Facilities at work should be made available and to the same high standard as that offered by the company to its customers. This should go beyond a staff canteen, possibly a playroom for staff’s children, and internet availability among others.


A Staff Handbook will list the rules and standards of behaviour to be expected from everyone in the organisation. It allows management to encourage self-discipline among the work force and should be used as such.


A Standards of performance manual is necessary for each department which lays out the standard of work required. Each staff member is asked to study and sign acceptance of the document which will set out the performance expected from them.


Management and supervisory levels must be structured to ease both vertical and horizontal communication throughout the organisation. Each person with authority must be given the space to communicate with their own staff so that each has the chance to win the respect of the staff reporting to them.


For a healthy staff environment Management must lead by example, be fair and without favouritism. Praising tasks when well done and constructively criticising them when they fall short keeps a good balance. Training and coaching is a display of interest in what they do and is a great motivating force.


The Business should have Common goals set both in terms of performance and standards. Feedback to staff will give them a measure against which to compare themselves.


A budget is necessary and must be available to department heads with comparison to the previous year’s results. Key budget figures applicable to sections of the department should be relayed to supervisors against which their performance is measured. From time to time attainable financial targets should be set for staff to feel challenged. Controlling and feeding back such figures when combined with friendly but firm management usually proves very motivating.