1. Definition and importance of human resource management in catering enterprises in market economy. In market economy, all resources, including human resources, are allocated through the market. The human resource management of catering enterprises is to ensure the effective management of human resources through a number of activities, so as to benefit individuals, enterprises and society. The "several activities" here mainly include: human resources planning, human resources recruitment, human resources screening, human resources evaluation, human resources training, human resources reward and punishment, human resources dismissal and promotion, and so on. "The people, only the people, are the driving force to create history". (Mao Zedong). Human resource is the most important and active factor in enterprise production. Everything is done by people. invictus, failure is also done by people. Human resource management is very important for the survival and development of catering enterprises. Since the implementation of reform and opening up in China, with the gradual establishment of the socialist market economic system, competition, more specifically, fierce international and domestic competition in the catering industry, has begun to play a role. From the management point of view, the human resource management of catering enterprises is more closely related to the management of the whole catering enterprise. All departments of the whole catering enterprise can be regarded as customers of the human resource management department, while the human resource management of catering enterprises pays more attention to the competitiveness, profitability, survival and employee flexibility related to profits. Some bosses of catering enterprises may think: "It is true that human resource management is very important, but they are made by managers of personnel departments, and not all managers are involved." Indeed, in large and medium-sized catering enterprises, human resource management, including many decision-making activities, is often made by the manager of the personnel or human resource development department. However, not all managers have special personnel departments in the departments or teams in which they work, such as cooking stoves, chopping boards, noodles, cold dishes, restaurant services, bar bartending, etc. Even in these teams and teams without formal personnel departments, their managers still need to engage in some human resources activities, such as adding personnel, adjusting positions, interviewing applicants, and training new employees. The bosses of small catering enterprises have to recruit frequently, and there is no special human resource management department in this enterprise. At present, many large and medium-sized catering enterprises in our country are developed by some small catering enterprises. One of the important reasons why these small catering enterprises can grow into large and medium-sized enterprises and even become the top 111 catering enterprises in China is to attach importance to the management of human resources. Objectives of human resource management of catering enterprises in the market economy In 2111, there were more than 3.5 million catering outlets and more than 15 million employees in China, and the annual turnover of catering industry exceeded 431 billion yuan. On average, there are 5 employees in each business outlet, and the turnover of business outlets is more than 1.2 million yuan. In 2111, the turnover of the top 111 restaurants in China was 27.176 billion yuan, and the average turnover of each restaurant was 271 million yuan. There are three enterprises with turnover exceeding 1 billion yuan: Yum! (China) Investment Co., Ltd. 5.49 billion yuan, Inner Mongolia Little Sheep Restaurant Chain Co., Ltd. 1.51 billion yuan, and Shanghai Xinya (Group) Co., Ltd. 1.2 billion yuan. From the above figures, it can be seen that the scale of catering enterprises in China is generally small, and many of them are mainly run by family members, and everything is prosperous at home. The management of such small catering enterprises with blood relationship as the main link is much simpler than that of large and medium-sized catering enterprises. As far as large and medium-sized catering enterprises are concerned, the ultimate goal of human resource management is reflected in the improvement of enterprise profits, and several specific goals are to attract job seekers, retain excellent employees, motivate employees and retrain employees. Third, the methods of human resource management in catering enterprises in market economy (1) human resource planning: the management of employees in market economy is market-oriented, open, competitive and legal. Catering enterprises are labor-intensive enterprises, and excellent employees are very important to catering enterprises. Before and during the opening, catering enterprises should investigate and analyze the internal and external environment of the enterprise according to their development goals, and plan the required human resources, including the number of posts, quality and technical requirements, training, salary and so on. The competition of catering enterprises can be summed up in one sentence-"It has become white-hot". This is not excessive, but in the final analysis, it is the competition of human resources. The human resource demand of catering enterprises includes short-term demand and long-term demand. Both short-term demand and long-term demand are necessary, and the combination of the two reveals: (1) How many and what types and abilities of human resources are needed now and in the future; (2) How to obtain these human resources, whether recruiting from outside or mobilizing or upgrading from inside; (3) What kind of human resources and development plans catering enterprises need. Generally speaking, the human resources needed by large and medium-sized catering enterprises can be divided into two categories: service personnel and management personnel. The positions of service personnel include kitchen chef, chopping board chef, pastry chef and cold dish making chef; Reception desk receptionist, inquirer, reservation clerk, cashier, cashier, customs officer and quality administrator; Restaurant waiters, ushers, bar waiters, bartenders, security guards; All kinds of maintenance workers, boiler workers, tone adjusters, storekeepers, vegetable delivery workers, cleaners, kitchen roughing, apprentices, etc. The positions of management personnel are: chairman, general manager, deputy general manager, department manager, supervisor, foreman, clerk and so on. After the post is set, it is necessary to work out the number, ability, quality, technology, etc. of employees required for each post, such as 21 kitchen chefs, 11 chopping board chefs, 4 pastry chefs, 4 cold dish chefs and so on. It is necessary to arrange the shifts of various posts scientifically and reasonably, such as: half-shift system, one-shift system, two-shift system, three-shift system, balanced work system, flexible working system and so on. It is necessary to work out the commuting time of each post scientifically and reasonably, such as the pastry production department going to work at 5:11. Managers go to work at 8:11, chopping board chefs go to work at 8:11, kitchen chefs go to work at 11:11, etc., and the off-duty time depends on business conditions. (2) Meet the human resource needs of enterprises After the establishment of the human resource needs of catering enterprises is determined, it is necessary to meet the needs of enterprises through recruitment, screening, scheduling and use. These tasks should be carried out in an open and equal manner in accordance with laws and regulations. Recruitment is divided into internal recruitment and external recruitment. Advantages of internal recruitment: (1) You can get the performance information of existing staff; (2) Generally, the selection fee is low, because the information of the existing staff is easy to master; (3) fast induction; (4) Candidates are familiar with the regulations of the enterprise, which helps to reduce the training and adaptation time; (5) Internal promotion can be an incentive factor, which is equivalent to sending a signal to other employees that outstanding performance will be rewarded. External recruitment often has some advantages: (1) outsiders can input new ideas and have some business advantages; (2) External candidates may reduce training and development time, especially those who have been trained elsewhere; (3) Hiring outsiders can show the change of management policy, such as increasing the number of dishes by recruiting chefs; (4) There is no suitable candidate inside. Internal recruitment methods: There are four sources of internal candidates: internal promotion, lateral transfer, rotation and re-employment of former staff. By putting up posters to show the existing job vacancies, all employees of the enterprise are invited to compete for employment; Through the analysis of the existing employees' morality, ability, diligence and performance, the best candidates are selected. Methods of external recruitment: Sources of external recruitment: the recommendation of staff, job seekers who come without an appointment, talents and suitable people in the labor market. External recruitment is usually advertised in radio, television, newspapers and other media, explaining the required conditions, number of people, salary and so on. There are two situations after recruitment: one is that the number of job seekers exceeds the number of jobs, and the other is that the number of jobs exceeds the number of job seekers. The former, the needs of enterprises are given priority; In the latter, the needs of job seekers are given priority. Usually, the number of job seekers exceeds the number of jobs, so selection is needed. The methods of selection are: on-site interview; Working sample testing, such as cooking and setting the table; Understand personal life information; Academic qualifications and vocational qualification certificates; Written test, test questions according to job requirements; Trial, etc. The next step is to carry out employee training, and to formulate a training plan to increase the training effect through teaching, watching videos, discussing, simulating internships, assessment and other forms. For example, Daniang Dumpling Catering Company in Changzhou, Jiangsu Province (ranked 41th in the "Top 111 National Catering Companies" in 2111) must undergo unified and strict training and assessment by the company's training department before taking up their posts and promotion, and employees should learn the Staff Code, Job Responsibilities of all ministries and ranks, Detailed Rules for Punishment of Errors and Reward System before taking up their posts. In terms of operation skills, employees should follow the procedures and standards stipulated in the Quality Standard Manual and Work Instruction, and all of them should be managed in a standardized way. When employees make mistakes or perform well at work, managers will issue a reward and punishment list linked to wages and bonuses. There are rules to follow, rewards and punishments are in the open, fair and open, and employees' antagonism and anxiety are eliminated. After the formal employment after the training, the labor contract should be signed in accordance with the law. The main content of the contract is to clarify the responsibilities, rights and benefits of both employees and catering enterprises. The term of the contract shall be determined by both parties through consultation. During the contract period, the enterprise shall not terminate the contract without authorization if there is no violation of the contract by the employees. However, if the business conditions of the enterprise have undergone major changes, it may go through the procedures of economic layoffs according to state regulations and allow the labor contract to be terminated in advance. Similarly, if the enterprise has not breached the contract, the employee shall not unilaterally terminate the contract. When the contract expires, it will be terminated naturally. After the contract is signed, it should be reported to the labor dispute arbitration institution for verification. (3) Evaluation of employee work (performance evaluation) Obviously, the evaluation of employee work is very important, which is directly related to the effectiveness of employees' work and the survival and development of catering enterprises. The main methods of evaluating employees' work in catering enterprises are: behavior orientation scoring method and target management method. The behavior orientation scoring method decomposes the key elements of employees' positions into several performance factors and several indicators, and then scores each indicator according to a certain score. For example, in terms of kitchen hygiene, a special person can be responsible for it. Who is in charge of the seasoning table and what standards the seasoning table meets; Who is responsible for the ground, what standard the ground is clean, and so on; If it is not reached, points will be deducted. For another example, in the aspect of restaurant hygiene, each index also stipulates the score, which is assigned to people, and the special person is responsible for it. The restaurant hygiene can be divided into finishing after each meal, cleaning doors and windows, cleaning the floor, cleaning the ceiling, disinfecting tea sets and wine utensils at each meal, cleaning the surface of tableware and wine utensils, cleaning the tablecloth and mouth cloth, loading and delivering vegetables to meet the hygiene requirements, and meeting the personal hygiene requirements. Management by objectives is to manage according to objectives. It is a number of enterprise goals formulated by the general manager of catering enterprises according to market conditions. Then it is decomposed into departmental goals and personal goals. The core of MBO is the consistency of individual goals, departmental goals and enterprise goals. When implementing management by objectives, each employee determines a number of specific indicators, and the completion of these indicators can be used as the basis for evaluating employees. For example, after the chef determines the indicators of color, aroma, taste and shape of each dish, he will assess the chef according to these indicators, and immediately correct or re-handle the problems when they are found. If it is necessary to compensate, compensate! The bonus should be deducted, deduct it! In recent years, Yangzhou Food for Heaven Hotel has enjoyed a prosperous business and opened several branches, which are full every day. The predecessor of Food for Heaven was the "tasting snack bar" opened by husband and wife. The successful experience of "food for the sky" is to strictly control the quality of dishes, and all dishes that the general manager or head chef thinks are deficient in color, fragrance, taste and shape are not allowed to be consumed by customers. (4) Providing remuneration for employees' work; providing remuneration for employees according to working hours and work performance; setting different coefficients according to different positions; setting standard daily workload; and measuring daily minimum wage. Then according to the daily and monthly performance, the individual bonus and group bonus standards are formulated. For employees who have made great contributions, they can be paid honorary wages, and an annual salary system can be implemented, and a shareholding plan can be implemented to pay dividends according to shares. (V) Establish and maintain an effective working relationship with employees Lenin said: "Socialism plus Taylor doctrine equals * * * productism". Taylor (1856-1915) is the founder of scientific management. Taylor believes that employees without management and training will not do their best, and the "slack" of employees is the main reason for the inefficiency of enterprises. Managers always try to force employees to complete the output, but there is no objective scale to measure the appropriate workload of 8 hours a day. Both should be guided to rational behavior. Taylor claimed that the speed of labor should be determined by "first-class employees", and piecework wages were invented to improve the incentives for employees. Taylor's four principles of scientific management are: (1) establishing a labor science system; (2) Select and train employees who realize this system; (3) apply this science to the tasks of employees; (4) Establish cooperation between managers and employees to achieve the goal of * * *. Taylor's scientific management principle is complete and unified, which is of great guiding significance to the human resource management of catering enterprises. The managers of catering enterprises can't understand Taylor's thought unilaterally, and the "four scientific management principles" are indispensable. In China in the 21st century, socialism is still in the primary stage, the market economy system is gradually improved, and the excellent traditional culture of the Chinese nation still has great vitality, such as "benevolence, righteousness, courtesy, wisdom and faithfulness", "gentleness, kindness, courtesy, frugality and compromise", "sincerity, openness, harmony and peace" and "integrity, self-cultivation, family harmony and peace". Managers and employees of catering enterprises should cooperate, understand, respect and care about people. Managers should respect employees' rights, meet their reasonable requirements as much as possible, fully mobilize their enthusiasm, initiative and creativity, and make catering enterprises full of vitality. Only in this way can managers and employees achieve a "win-win" situation, and enterprises can expand their market share and increase their competitiveness. In 2111, China's catering enterprises employed more than 15 million people, and more than 15 million human resources are a huge treasure. All catering enterprises should fully carry forward democracy and implement democratic management. In addition to establishing the board of directors, the board of supervisors and the shareholders' meeting, large and medium-sized catering enterprises should also establish party committees, youth league committees, trade unions, workers' congresses, women's federations and other organizations. Only in this way can we give full play to the intelligence of more than 15 million people, and the management of human resources in catering enterprises is scientific management! Excerpt from China Eating Net.

hope to adopt.