The following are the job responsibilities and ability requirements of the head waiter in the food and beverage department for reference:

1. Job responsibilities of the head waiter in the food and beverage department: the direct supervisor of the head waiter is the restaurant manager or minister, and the main target of management is all the staff in the restaurant. His main job responsibilities are as follows:

(1) Read the handover book before work every day and pay attention to the tips of the regional supervisor of the day, and command and arrange the manpower reasonably. Check whether the attendance and preparations of the class staff are qualified and ready, check and register the work and discipline of the waiter on that day, and report to the supervisor in time.

(2) check the cleaning and maintenance effect of the area under its jurisdiction, check the working conditions of employees at any time, check cleaning supplies and appliances, and make timely adjustments, and report any abnormal situation in time.

(3) to guide and evaluate the work quality of subordinates. Be responsible for the business training of employees and improve their cleaning and maintenance skills.

(4) Complete other tasks assigned by the superior, assist the manager to formulate service standards and working procedures, and ensure the implementation of these service procedures and standards. According to the customer's situation, be responsible for the work arrangement and deployment of employees in this department, do a good job of succession, arrange employee shifts and rest days, and be responsible for the attendance of employees.

(5) during the business period, be responsible for the supervision, inspection and communication of the whole restaurant. Be responsible for implementing the business training plan of front office staff, and for the assessment and evaluation of subordinate staff. Properly handle all kinds of problems and complaints from guests in customer service, actively solicit opinions from guests and feed back relevant information to the manager in time.

(6) check the checkout process, and guide employees to correctly check out the guests. Supervise the waiter to use the facilities, equipment and supplies in the front hall correctly, do a good job in cleaning and hygiene maintenance, submit the equipment maintenance list in time, control the loss of tableware, and replenish the missing items in time.

(7) Supervise the staff to abide by the hotel's rules and regulations and safety regulations to ensure a clean, beautiful and comfortable dining environment. Every Monday, every employee of last week will summarize and fill in the comprehensive assessment form and submit it to the minister.

(8) You must fill in the shift change record every day, handle the problems and guest complaints in the service, and report to the restaurant minister. Supervise and inspect the work quality, work standards and service attitude of subordinates.

(9) Cooperate with the restaurant minister to conduct business training for the subordinate employees, and constantly improve their professional knowledge and service skills. Do a good job in the use and management of the goods in this team.

(11) Check the staff order and the implementation of various rules and regulations, provide staff with work guidance and on-site training, formulate and organize the completion of regular cleaning plans, timely complete the instructions issued by superiors or report when problems are found, and timely record the on-site decisions made by superiors and sign them by superiors, and record the above information in the work log respectively.

(11) Keep an eye on guests' movements at any time, supervise employees to treat guests actively, enthusiastically and politely, and ask waiters to be familiar with the characteristics of dishes, be good at selling dishes and drinks, and complete the temporary tasks assigned by the restaurant minister. :

the quality that a foreman needs

1. A competent foreman should be familiar with the business knowledge of his job and have strong operational skills, and should be a "small expert". If a foreman doesn't fully grasp the procedures, standards and quality inspection specifications of those jobs he is in charge of, or he is not skilled in operation, it is difficult to manage his subordinates well, and sometimes it even leaves them with a laughing stock.

a foreman should not only master certain business knowledge and operational skills, but also have a certain theoretical basis of management. In training their subordinates, many foremen talk clearly about the degree and standard of a certain job, but why they do it or what they should pay attention to, they just talk very little, the training is mediocre, and the employees' mood in participating in the training is not high. This is a manifestation of the lack of basic theoretical literacy, which should be tried to make up for.

2. Fairness and justice, no personal relationship, and deterrence

Although the position of foreman is not high, he is the immediate boss for employees. If the relationship is not good, the "little shoes" may be put on! The employees have the same wish for the foreman: strict control, as long as justice is handled.

another important aspect for a foreman to win the hearts of employees is to respect their personality. Don't put on airs in front of employees. If there is something wrong with employees, on the basis of finding out the facts, the criticism (pay due attention to the way) should not be "pointing fingers at mulberry trees", let alone "snitch" on superiors, so that employees will have greater opinions, which is not conducive to the fundamental solution of the problem.

3. Good communication, coordination and affinity

Pay attention to the two-way communication. When arranging work or talking with individual employees, we should pay attention to listening to the opinions of subordinates, broaden our thinking and understand what employees are thinking. Even if employees' opinions are sometimes incorrect, we should let them finish their sentences, and then do some explanation and persuasion for the incorrect parts.

cultivate the good habit of listening to the opinions of subordinates. Some foreman thinks he is clever, and he often doesn't listen to his subordinates' suggestions, especially for those employees who can't grasp the key points when they hear his suggestions. Some people are narrow-minded, and they give advice to employees who are not in harmony with each other. After listening to it, they immediately interrupt, making the other party unable to step down. We should understand that "an excellent listener often has a strong appeal, and he makes the speaker feel important, rather than being disheartened and hesitant". The foreman should take improving the listening style of interpersonal relationship as an important topic to study.

4. Flexible in mind, able to correctly carry out the intentions of superiors and capable of execution

The foreman should be able to accurately understand and conscientiously implement the work assigned by superiors. In the implementation, we should not just be a megaphone and memorize dogmas, but should combine the actual situation of our team and the changes in the requirements for receiving guests, flexibly grasp, appropriately adjust specific operating procedures and norms, and creatively carry out our work on the premise of adhering to the quality of service, and constantly enrich the characteristics of our team's personalized service and the level of our own supervision and management. When you encounter difficult problems in your work, you should carefully analyze and think hard, and deal with them promptly and decisively on the premise of meeting the requirements of the guests as much as possible. Don't wait for the reply from your superiors, because that will delay the service opportunity and offend or even lose some guests.

5. The employees admire the foreman who is responsible and dare to be a leader. They insist on what is right, and have the courage to admit and correct their mistakes when they do something wrong (including giving guidance to employees), without emphasizing objective reasons, making excuses, and not putting the blame on others.

employees make mistakes in their work. They don't just blame their subordinates, but look for reasons from the perspective of leaders, analyze their responsibilities, learn from them and make improvements. Even if employees are criticized by their superiors for their mistakes, they should not vent their grievances on employees. With such a foreman, employees will be proud of it. In order to encourage the foreman to carry forward the spirit of courage and responsibility, it is absolutely necessary for the hotel decision-makers to grant them certain power to deal with emergencies on the spot.