Basic requirements for recruitment

1. College degree or above

2. Local urban hukou

3. Under 31 years old, regardless of gender

4. Enthusiasm for the service industry

5. Being able to adapt to shift work and high-speed and fast work festivals

6. Good communication skills and approachable affinity

Basic recruitment process

Formal

Joining KFC

Interview process:

Basic information

Preliminary review

Notification

Interview

Handling

Health certificate

OJE < -11 minutes

Basic characteristics of the interview:

If there are more than 111 people in the interview, only 5 or 6 people will be left in the end, many people will be eliminated in each assessment.

When going to the interview, you should pay attention to neatness, be sincere, and be neither humble nor supercilious in answering questions.

Non-management employees' contract and functional standards

Ordinary employees:

Do not sign subordinates. Working hours are by the hour, and signing a labor agreement does not enjoy any benefits provided by the company.

Trainee Assistant:

Signing a formal contract; Enjoy the official benefits of the company; The contract is valid for one year.

The probation period of trainee assistant: about 6 months;

Appraisal standard of trainee assistant:

1, passing the appraisal standard of each post.

2, active, enthusiastic, conscientious and responsible, with excellent performance;

3, with good interpersonal relationship and team spirit;

4, with certain management ability.

Our manpower training strategy

is suitable for the needs;

encourage long-term career planning;

combine personal performance to create the overall results of the company;

timely and appropriately reward colleagues who have contributed;

keep improving and keep pace with operation;

multi-level training system;

Multi-level training system:

More than 91% of the employees are the service and management personnel of the basic business unit-restaurants, and this proportion of employees has also formed a dual-department setting with China characteristics in the training structure of Yum! Brands: Training Operation Department and Human Resources Department, "two HR departments".

On-the-job training for new employees

1. Memory competition game:

Content: Write down the names of all new employees within the specified time to see who remembers more.

Purpose: boldly and quickly approach strangers

Second, language art training:

Purpose: 1, communicate in a consultative tone;

2, learn tolerance and enthusiasm

trainee assistant management system training

1, personnel, cost, ordering, scheduling and other fast food management system training

2, international chain enterprises' work experience, lifelong work, social skills

3, management, communication, leadership and other professional courses

4, Broad development space

The future development of job training may be:

Assistant manager of restaurant

Assistant manager of restaurant and even higher position

Purpose of People Planning Process,PPP):

23 individual goals, group goals and business operation plans

To provide a comprehensive system of performance and development

.

every employee needs technical "comprehensiveness";

you must fully master and skillfully operate the whole process;

The company does not allow any employees to be idle, so they should help other employees who are busy when they are busy.

Even if the lobby floor is very clean, keep cleaning it.

All raw materials used every day except beverages and other dressings, the sum of all sales and finished products is completely consistent with the quantity of raw materials;

For example, the chicken legs are thawed out of the cold storage and then put into production, and the whole process is finished. The number of finished products and the number of delivered goods are one to one.

Cleaning the lobby floor

Reception in front of the desk

Cooking and frying food in the kitchen

Oil filtering

Cold storage

Operation flow chart of basic posts:

Working hours of employees

41 hours per week

Daily working hours: 8 working hours < According to the passenger flow)

staff growth ladder

part-time staff

regular staff

trainee waiter

assistant internship period is 2 months (trainee assistant)

every last stage has a complete set of training

assistant manager

with the

new store

Five restaurants

Management Seven,

Ten restaurants

Management of a market

Ability to be promoted, and the fastest store manager takes only one year and two months to be promoted. The employee's career development is very rapid

It can be done in 2-3 years. Restaurant manager: Restaurant manager-district manager-regional manager

Salary calculation method

Restaurant manager's salary: according to the restaurant turnover (the annual salary in mainland China can reach about 51,111 RBM).

According to the economic conditions in different regions and the requirements of basic salary regulations, calculate

Allowances for all employees during the training period

The salary of ordinary employees or part-time employees is accrued in hours (usually, the salary is increased after working for 211 hours):

For example, in Shanghai: every hour at the initial stage of employment-4 yuan salary,

8-11 yuan per hour

Yingkou, Liaoning Province: 3.6 yuan earns an hourly salary in the initial stage of employment

The company wears stars on each employee's chest, and the more the number, the higher the salary

The salary for cleaning up the restaurant when proofing is added

Special posts such as high low-temperature subsidies for cold storage

Holiday work is improved accordingly

(Skilled ordinary part-time employees: the total monthly income is about 811.

The salary base of other salaries is calculated according to the economic and consumption standards in different regions.

For example, the trainee assistant in Shenzhen is about 1,811 yuan/month.

The trainee assistant in Haikou is about 1,511 yuan/month.

The trainee assistant in Nanjing has a three-month probation period of about 2,111 yuan/month, and the insurance premium is deducted after becoming a full member.

During the Spring Festival, the management staff will be paid bimonthly salary <. Deduct

main reward system and measures from employees' salaries

Second, the company has formulated "champion test" assessment requirements for restaurant sales and management

First, the company has formulated an annual performance appraisal reward gold medal system for senior employees

Third, the "Business Champion Challenge"

Gold medal award method for senior employees' annual performance appraisal system

First, China region: awarded to senior employees who have achieved excellent career discipline.

second, award outstanding medals to restaurant managers at the annual meeting of Yum!