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Test Number : CHHE
Test Name : Certified Hospitality Housekeeping Executive
Vendor Name : Hospitality
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CHHE exam Format | CHHE Course Contents | CHHE Course Outline | CHHE exam Syllabus | CHHE exam Objectives

The Certified Hospitality Housekeeping Executive certification recognizes that you are a professional who is dedicated to keeping your skills up to date and your property sparkling.

No one knows guestrooms like a hospitality housekeeping executive. Housekeeping executives know all the ins and outs of the housekeeping operation from the best place to order supplies to implementing eco-friendly laundry operations to training the team to manage the latest bedding trends. You know how to motivate and manage a large staff of housekeeping employees. The Certified Hospitality Housekeeping Executive certification recognizes that you are a professional who is dedicated to keeping your skills up to date and your property sparkling.

The CHHE certification can help you excel in your current position, move further toward your career goals, and show that you are among the best in your profession.

You can earn the CHHE designation if you are currently employed as an executive-level or management-level position in housekeeping operations of a lodging hospitality company.
Candidate Time in Position: Current employment in an executive housekeeping position for at least 1 year.
Time in position requirement can be reduced by six months if you meet the following conditions:
One current AHLEI supervisor, management, department head, or executive certification (limit 1)
A degree from an accredited academic institution (limit 1)
How to Apply
Access the online application
Have the following documents available to upload:
Current Resume
Job Description
Employment Verification Form (signed by your immediate supervisor)
Copy of diploma or transcripts
Complete payment
Printable Application

Resource Materials
Candidates for the Certified Hospitality Housekeeping Executive (CHHE) designation will receive two volumes of CHHE study materials.

When you are ready to take the exam online, contact AHLEIs Certification Department to have the exam sent to your proctor. A proctor may be a CHA, CHHE, a hospitality educator, an AHLA member association executive, your immediate supervisor or a member of the clergy. Your designated proctor cannot be a relative.
The CHHE exam has 150 multiple-choice questions that must be answered within three hours. The test questions test your mastery of competencies derived from four key areas of knowledge. The key areas of testing are:
Housekeeping Operations
Financial Management
Human Resources Management

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Hospitality tricks

a way to construct A Loyal crew: Rewiring The Hospitality business With Dusty Grable | CHHE exam Questions and Practice Questions

When become the ultimate time that you walked into a restaurant like this: The bartender is leaning towards the counter texting. Two busboys chat in a nook whereas a server struggles to sustain together with his area. A supervisor stares frustratedly at her computing device. And the place the hell is the host?  

Opening a restaurant provokes many questions: where will or not it's located? what's going to the theory be? Who should be employed? what is their price range?

but business culture can get disregarded. When there are assorted every day stressors, akin to getting through a busy service brief-staffed, gadget breaking down, or coping with an unhappy consumer, it's effortless to fall into survival mode and to ignore large-image concepts. 

however, in order for any restaurant to thrive, it has to be exact of intellect. 

here's what Dusty Grable, standard manager of los angeles Vie and Quiora in Waikīokī, believes and nurtures in each restaurant that he ever has owned or managed. 

Dusty Grable, ordinary manager of l. a. Vie and Quiora

G.Lion Hawaii

“It’s not without problems a transaction,” Grable noted when evaluating customer provider with hospitality. “it's an interplay.”

This mentality is what elevates the scenario above from a awful eating adventure to one which generously welcomes you in, making you feel taken care of and preferred. Interactions create believe, giving the impression that the personnel has your most effective pastime in intellect and isn't simply trying to get your money. 

“what's hospitality if no longer a family unit inviting individuals into their home and jointly working collectively to create an adventure, a meal, or some thing it may be for their visitors?” Grable posed. 

it's with this mentality that Grable creates skilled, tightly knit entrance-of-residence teams to operate sophisticated carrier at any place he goes. 

Grable turned into practically born into the restaurant company. He grew up in Kailua, Hawaiʻi, with a mother, dad and grandma who all worked in the hospitality industry. When he decided he wanted to head to faculty to pursue first-rate arts, his dad counseled him to get a job as a server to pay for college and to get fed for gratis. 

After being uncovered to the trade by way of round table Pizza and The ancient Spaghetti manufacturing unit, Grable advanced to high-conclusion restaurants interior The Kahala resort & resort, the place he observed he was uncovered to the realm. This worldly publicity sparked further curiosity and a place at Alan Wong’s, the No. 1 restaurant in Hawaiʻi, in line with HONOLULU journal and No. 5 restaurant in the world at the time, in response to connoisseur journal. 

“in case you wish to get in and learn from the greatest, go work with Charly Yoshida at Alan Wong’s,” Grable talked about. 

Realizing how plenty he loved hospitality and became respectable at it, he stop faculty with one semester left and dug into the restaurant company for true. His mission from right here changed into essential: proceed to be trained from the optimal, get extra experience and open eating places. 

After bartending all over the place Chinatown and helping open a new restaurant in Kailua, he begun to expand his horizon. 

“I knew if i wished to do some thing special and entertaining and distinct than what Hawaiʻi used to be offering, I’d ought to go away and gain knowledge of,” Grable referred to.

Working at Michelin-starred Ame and Restaurant Gary Danko in San Francisco did the trick. He back to Oʻahu three years later to turn into a restaurateur. 

Grable went on to open the wildly a success lucky stomach, livestock Tavern and Tchin! Tchin! Bar in Chinatown. With zero advertising in a still up-and-coming local, each and every institution succeeded one after an extra. 

guests showed up and were pleasantly stunned. note spread, and Grable and his partner, Jesse Cruz, enlivened inn highway, encouraging more restaurants to open regional, helping to create the dining destination it is these days. 

still, his triumph was never convenient – for him or his wife. 

“We put in every penny they had,” he noted. “I slept on my buddy’s sofa, and Elise moved returned in along with her parents.” 

They ate only at the restaurant. 

“It was a beautiful humble time,” he noted.

looking back, Grable recognized probably the most pivotal time in his career as practicing ny restaurateur Danny Meyer’s booklet, “setting the table.” The revelations that got here from this seminal ebook on hospitality led Grable to increase the unconventional hospitality philosophy that he lives nowadays. 

“i can’t take credit for it,” he explained. “It’s some thing I learned from many americans, specifically one: Danny Meyer.”

basically, the philosophy works like this: 

there is a primary perception that every restaurant is made from 5 companies of people: purchasers (or, “visitors,” as Grable refers to them), providers, community, personnel and the homeowners/shareholders. 

“The theory is at all times to create a win-win-win circumstance so that every determination anyone who’s concerned makes … has to have a certain order of value,” Grable talked about.  

What makes his philosophy untraditional is that it prioritizes his personnel peculiarly. 

“even though the intention is to have every person’s most desirable activity in intellect and have wins throughout the board, there’s gotta be a belief or an knowing that there’s some type of domino effect with a view to have it work out greatest. And so, it’s a moving from the thought that the consumer is at all times appropriate or that the guest isn't any. 1.”

Grable believes that the most beneficial method to deal with visitors is to motivate every person on his group to cope with each and every other first and top of the line.

With the majority of restaurant managers practising their service personnel to always put valued clientele first, it is understandable how one could be skeptical about this method. after all, it's on account of the visitors that restaurants are in enterprise, correct? 

The difficulty with this attitude is that it spotlights simplest two things: the visitors and their cash. both are necessary for eating places to stay in business. however putting them on the suitable of the precedence checklist can turn a team into an every-man-for-themselves condition. 

as an instance, it could actually result in employees giving certain visitors special remedy with a view to make further counsel or guests coming in to dine best when specific employees are working. This opposes the household frame of mind that Grable aims to instill in his body of workers in order that they are going to try for a collective accomplishment in preference to an individual one. 

the first element that Grable observes when he enters a restaurant is the power of the group. If the body of workers looks low-power or incohesive, then he is aware of that he without doubt usually are not receiving a hospitable journey. 

“I don’t need americans to get along and work neatly together,” he said. “That’s some thing you do in society in a grocery store or on the throughway even. … I don’t need that. That’s basic. I want individuals who have every different’s top-rated hobbies in mind, and i desire americans coming to work figuring out – now not believing or hoping – but realizing that the people they're working with has their premier activity in mind. as a result of in the event you think loved and supported, you’re the greatest version of your self.”

these excessive-energy employees displaying up because the finest versions of themselves transmit that power to at least one an extra and to visitors, creating a loving environment with satisfied staff, chuffed shoppers, and, eventually as a result, higher gains. 

“It’s a fine looking circle of pleasure when each person is asking out for each other,” Grable stated.

This subculture additionally deepens the group’s dedication to the restaurant. 

“if in case you have individuals who find that and understand that, man, you have got a loyal bunch,” he said.

So loyal that Grable has a crew of group of workers that now follows him anyplace he goes. 

After the success of his own restaurants, he break up from his enterprise companion and back to managing. He led teams at Stage Restaurant and Merriman’s in Honolulu before settling in with the G.Lion Hawaiʻi hospitality neighborhood, the place he conceptualized, developed and operates La Vie and Quiora.

Sarah Burchard

some of his group of workers were with him on account that his Chinatown days. 

“They’ve actually followed me places the place they made a whole lot less money than the last place they worked,” Grable talked about. “There’s a accountability connected to all of this that haunts me. I discourage people from coming over at certain levels as a result of I wasn’t in a position. constructing anything isn’t, ‘hiya, come make a bunch of money right away with me.’ It’s, ‘hey, come aid me build something and endure together with me in the procedure.’”

One reason they stick it out could be as a result of the rigorous interview technique that Grable puts his worker prospects via. He wants to make fully sure that the brand new hire will admire the restaurant’s culture. 

one of the first questions he asks is what their short- and long-time period dreams are. If the answer doesn’t coincide with the desires of the restaurant and the leisure of the crew, then they don't get hired. The intent is threefold: these dreams could work towards the collective momentum of their enterprise way of life; the restaurant would be a distraction for that particular person’s desires; and the grownup might delivery to turn into resentful, adding toxicity to an otherwise harmonious ambiance. 

“Leaders are there to provide protection to their teams,” Grable explained. “one of the most important issues to protect them from is each and every other or fighting any one from basically becoming a member of the household who doesn’t deserve the probability or doesn’t appreciate it. … i want somebody who’s going to make investments their soul into each and every different.” 

another excuse for team of workers loyalty is appreciation. greater than the rest, Grable wishes his team to feel appreciated. now not best with the aid of the guests and management, but additionally by way of their peers. 

“people don’t observe me,” Grable referred to after further reflection. “They follow each other, and i simply turn up to be part of that community.”

The controversial part about Grable’s philosophy is how he measures success. profit, rewards and consciousness don't seem to be true priority. He considers them outcomes of his group’s success – now not the causes for it.

“we can measure their success inside their walls,” he pointed out. “We don’t should seem to be outside. Even extra, they will measure their success by way of their personnel’ high-quality of life. This doesn’t replace a guest adventure … we're humbled and appreciate recognition and awards … but the leading aspect to measure is exceptional of life of your employees, and in an effort to inform you every little thing else. because, in the event that they’re happy, your guests should be happy.”

Grable doesn’t center of attention on the base line first. as an alternative, he specializes in workforce development. as opposed to strategizing sales or angsting over budgets, he puts his energy into his personnel. 

“I’d reasonably simply train them about wine and spot what happens, you comprehend?” he pointed out. “as a result of, what's going to ensue? they are able to sell extra wine! Why provide them a host that they must chase? Why not simply supply them a tool that they get to make use of?”

gains become a byproduct of this training, he theorizes.  

“If profits are your motive, you’re going to have a hard time during this trade doing some thing of fine,” Grable said. 

Going returned to the 5-corporations hierarchy, Grable believes that, if he places his employees first and they are chuffed, then the visitors could be happy, the carriers will make extra money, the community could be supportive, and the homeowners will do smartly. 

He admits that convincing company-driven fiscal experts of this is hard. The philosophy is not novel, nonetheless it is unorthodox. This has ended in disagreements with enterprise companions and restaurant house owners that Grable has labored with over the years. 

but Grable holds potent to his beliefs and consists of them out with integrity, figuring out that shareholders finally will not most effective benefit from this long-video game approach, however also will keep in mind and respect it. 

When changed into the final time you walked out of a restaurant you enjoyed so an awful lot however couldn't put your finger on why? 

Grable goals to create this class of restaurant together with his team. 

even if you're a restaurateur, eating room supervisor, or the owner of an ice cream store, his point of view conjures up you to consider, “What could happen if I didn’t put the customer first?”

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