Judging from the personnel structure and educational background structure, our catering industry is obviously a traditional labor-intensive industry with relatively concentrated manpower. Facing the challenge of the new era, it is necessary for us to re-examine the current basic framework. Especially from the perspective of sustainable development, our human resource structure is in jeopardy, and it is urgent to improve the human resource structure of the whole group catering.
2. The overall quality of hotel catering employees is low.
In restaurants and kitchens, the number of employees with junior high school education or below is close to 23.43%. Most of them have high school education, and there are few junior colleges and undergraduate courses at the university level. On the one hand, because of the domestic cultural consumption concept, college students are ashamed to be waiters, starting from the grassroots, while employees with college degrees are basically promoted to management.
The learning atmosphere of catering employees is not strong enough. Most employees have not realized the difficulties brought by low academic qualifications. In the future, catering will develop in the direction of science and technology, information and health, from manpower concentration to technical and professional services. If we want to face the future, we need to start with the system, strengthen the incentive and guiding role of the corresponding system, and improve the basic quality of the whole catering manpower as a whole.
It shows a serious succession crisis.
A worrying phenomenon is that the length of service of senior catering managers (including supervisors) is basically more than 2 years or even longer, that is to say, at present, the core members of our hotel catering are stable and experienced after long-term training; But the disadvantage is low academic qualifications; Only the foreman level has some new highly educated employees, but the proportion is very small. The highly educated employees will not be promoted to higher positions for a while, or the room for highly educated employees to grow is too small.
There is a saying in the catering industry that the concept of "three types" of catering talents: three-year professional education; Three years of technical study and experience accumulation. From our statistical data, it also proves that this statement has some truth. Only professional knowledge is not enough for the heavy responsibility of catering management, and it is difficult to take on the heavy responsibility without certain experience accumulation. There is no shortcut to the cultivation of catering talents.
4. High employee turnover rate
According to our statistics, the staff turnover rate of hotel catering industry is very high at present. According to relevant statistics, the average staff turnover rate of four-star hotels in Shanghai is 22%-23%. Relatively speaking, the turnover rate of catering staff is too high. Whether this turnover rate is the loss of newcomers or the flow of outstanding old employees needs further analysis; If it is the loss of new people, then it is necessary for us to analyze the corresponding labor cost and benefit output; Take effective measures, such as strengthening training, making various management systems more incentive, paying more attention to employees, etc., to reduce the greater losses caused by the loss without these efforts. It can be seen from the statistics of previous working years that 54% of catering employees have worked for more than 2 to 5 years; If we count these stable employees, we can roughly calculate that the turnover rate of new employees in 0-2 years is very amazing, and the high turnover rate of new employees makes it very difficult for us to train successors. .
5. Wages are generally low.
In the analysis of employee resignation rate, it is found that among all the factors that determine employee resignation, the most important factor is the relative salary level. According to our statistics, the average salary of catering employees is 1200 yuan/month; But some temporary workers and apprentices are even lower, only from 300 yuan to 600 yuan. Some employees may choose to change jobs after finding a company that can offer higher pay. Due to the rise of a large number of private restaurants, it provides more choices for the external development of some old employees. The main reason of salary is the competitiveness of the salary system in the same industry, and the overall salary is relatively uncompetitive.
6. Informal organization of the kitchen
The kitchen system in the industry has a very obvious small group structure, most of which was handed down by the master with his apprentice. This system has good stability, and if it is managed smoothly, it can also have very good execution ability. Very suitable for traditional hotel catering. However, the defects of this structure are also extremely obvious. It is difficult for an apprentice to surpass the master's cooking. Most apprentices who are chefs lack a solid theoretical foundation and the ability to innovate and improve, which is easy to form a vicious circle. And to some extent, due to the lack of formal education, it is likely that many employees have a low degree of socialization, which has brought great difficulties to our management (this can be seen from the corresponding proportion of violations); In addition, the existence of such a small group is easy to exclude outsiders; In this way, the whole system will be more vicious circle.
7. Insufficient development of old employees
Judging from the current catering team, the old employees occupy a large number and maintain a high degree of stability. If structural changes are necessary, we must take into account the huge base. For example, it is not easy to make an overall salary adjustment, and we should consider the corresponding input and output, as well as the negative cost and its impact brought by the corresponding loss unchanged.
From the perspective of catering development, we need talents from two aspects: first, management-oriented managers, that is, educated managers, learn from teachers, manage and innovate; On the other hand, we also need these chefs with professional skills very much. Some professional and technical chefs can't be competent after being placed in management positions. And relatively speaking, the cycle of manager training may be relatively short; For example, high flyers of a college may become a supervisor or above after two years of training; The training of professional and technical personnel is much more complicated.
8. Insufficient training
We also conducted a simple investigation on the existing catering training channels and training effects. Obviously, this kind of training is not enough. If we analyze it from a higher level, such as theoretical research, brand food maintenance, service experience, high-end restaurant development and so on. Lack of unified training. Because of the lack of higher-level training, we lack the ability to copy technology.
9. Talent development
According to the survey of staff development, most hotels list their efforts to build a talent pool, make succession plans and design their careers. But this just stays in words, which looks perfect, but the real situation is not optimistic. On the whole, the cultivation of catering in the whole hotel industry is extremely weak, which is particularly prominent for kitchens, and there is basically no unified training.