Liao Hong in the restaurant's environment to improve, so that the customer base has increased, invariably increased in the peer competition among the weight. This is only the beginning of the program, to face the future in the long term, we have to face the concrete action, more management plan.

(1) personnel planning. Reasonable determination of the restaurant organization's staffing needs, such as restaurants, service-oriented enterprises should require more staff participation.

(2) Job planning. According to the labor market, to determine the necessary level of education or technical skills of the required staff, and rationalize the arrangement of jobs.

(3) Organizational planning. Collective strength is infinite, under the threat of market competition, only the organization of the whole group, to create an organization and employees *** with the growth of the organizational atmosphere, in order to be invincible.

(4) adjustment planning. In the process of implementing the plan for the emergence of problems in a timely manner to make adjustments to improve efficiency and ensure the normal operation of the restaurant.

(5) system planning. The establishment of a strict management system, the responsibility for the specific implementation to the person, appropriate rewards and punishments.

Two, from the restaurant staff management

(1) boss and some employees are too familiar with. Waiters and kitchen staff are in two different positions, they are the boss's acquaintances or relatives. Although a better understanding of the son of the people, but in the future wage distribution issues are bound to produce differences, then not only do not get to sympathize, but that the boss is not fair. Pursue, who can not say, will get inside and outside, so it is best not to use acquaintances.

(2) Recruitment and training is too simple. The boss is mainly hired through the agency, then it costs a lot of agency fees, but does not necessarily mean to find is the most suitable. In addition, they only have some work experience and no substantial training, which will definitely make customers feel uncomfortable. Training is necessary to improve the effectiveness of the organization and to realize the interests of the employees themselves.

For the above problems, the following measures:

(a) Recruitment.

(1) can be recruited to the labor and employment agencies, on the one hand, they can choose their own people, on the other hand, can also be for job seekers to choose a job.

(2) you can choose a large number of graduates of related disciplines, not from the experience requirements, but consider their potential for development, after all, they have the spirit of hard work. It is also possible to provide college students with the opportunity to do part-time work, not only to exercise their ability, but also to reduce costs.

(ii) personnel training. First of all, there must be a trial period of the relevant system.

1) There is a two-month probationary period after the employee joins the company;

2) Employees are not allowed to resign during the probationary period, otherwise half a month's salary will be deducted as compensation for the training fee;

3) After the end of the probationary period, the boss and the employee signed a formal labor contract, firmly establish the sense of service, and complete the work with quality and quantity.

After the staff to carry out related training, such as:

1) service knowledge, language and behavior, service skills, hygiene and epidemic prevention and how to solve the problem of errors and other training.

2) to the kitchen staff in addition to skillful operation, but also to carry out personal hygiene, personal safety and food quality inspection, absolute prevention of flies, insects, etc. appeared in the food.

3) for the handyman to carry out the preparation of efficient and thorough training of cleaning work to ensure food hygiene.

Three, from the point of view of the restaurant staff salary management

The boss gave some employees a raise, but considering that wages can not be increased all the time, forcing the staff to begin to escalate the contradiction between the workforce, thus reducing the enthusiasm for the work. A manager once said, "You can buy a person's time, you can hire a person to work in a fixed position, you can buy the technical operation by the hour or by the day, but you can't buy enthusiasm, you can't buy creativity, you can't buy total commitment, so you need something that can motivate you．"

People are the wealth of the enterprise, so it is necessary to establish a sound compensation system to protect the interests of employees．

(i) Establish a theory of fairness because employees are not only concerned about the absolute amount of compensation they receive, but also the relative amount of compensation they receive． The feeling of unfairness is the most frequently mentioned problems and cause dissatisfaction, so the theory of fairness in the enterprise's compensation system to highlight its importance.

(1) Internal equity. Salary structure system can be developed to address the internal fairness of the basic job analysis and job evaluation, based on the relative contribution of various jobs to the realization of the organization's overall goals to pay compensation: the more knowledge and skills needed to complete the job, the more compensation; engaged in this work in the environment the worse, the work should also be paid more; the work of the realization of the organization's overall goals, the greater the contribution of this work, the work should also be paid more; the work to the realization of the organization's overall goals, the work should be paid more. The more the job contributes to the achievement of the organization's overall goals, the more the job should be paid.

For example, a restaurant chef's salary level must be higher than that of an ordinary waiter's salary level. Obviously, this is because the chef's job is much more demanding than that of a waiter in terms of skills, working conditions and contribution to the organization.

(2) external equity. Restaurant organization in a position in the salary and the same industry, the same region compared to similar positions, in a lagging state.

Waiters believe that their base salary is lower relative to their peers, and then feel unfair, affecting the effectiveness of the work, the restaurant efficiency brings a direct threat. Therefore, a leading policy should be adopted. The restaurant only than other competitors in the same industry to pay a higher level of wages, high wages can be attracted from the external labor market more talented people, so as to ensure the competitiveness of the organization in the labor market.

(3) personal equity. Restaurant within the same position of the staff should be equal to the compensation, for personal qualities, professional culture and work environment, there will be differences in compensation, employees should not always complain, more than each other under consideration.

(ii) the establishment of incentives. This is a further improvement of the remuneration system. Managers want their employees to work hard to create more benefits for the enterprise, to make employees work in the maximum effort, it is necessary to provide effective incentives for employees.

(1) Stabilization of employees

1) a good business, if the wage distribution is unreasonable, even if improved, can only eliminate employee dissatisfaction, but can not make the employees become very satisfied, the efficiency of the work will not be improved. Paying higher wages to employees and making them happier is the basis for stabilizing employees.

2) To meet the needs of employees. According to Maslow's hierarchy of needs theory, to stimulate a person's motivation, we need to know which level of needs he is seeking to meet, and try to provide the conditions for the fulfillment of this need.

3) More communication with employees. As a boss, we must be good at listening to the staff's views or suggestions, treat the problems they talk about to listen attentively, do not interrupt, sincere attitude to answer the subordinate's questions, even if some of the views do not agree with, but also to control their emotions, and always maintain a calm attitude, so that the other side of the free speech. As for the rights and wrongs, can be left to talk about later.

4) appropriate to give employees care. Closer to the psychological distance, such as remembering the staff's birthday, send flowers or personally cook a hearty meal, etc., on behalf of the restaurant will be treated as a member of their own family, so that employees have a sense of responsibility for the ownership, thus inspiring them to work harder.

(ii) improve staff motivation.

1) as managers, can establish a formal system of rewards and penalties to achieve the rewards and penalties to cash, can not be renegotiated not to cash, said to do.

2) reasonable distribution of wages, waiters can earn tips by providing services. If their service is first-class, they can be in the normal circumstances to obtain an additional 15% incentive. For kitchen work salesmen can be paid by the time, after all, relies mainly on physical labor, the chef if the quality of food made by the high quality of food, you can get 20% extra incentives.

3) monthly summary, analyze the problems that existed in the previous period, to improve.

Four, from the point of view of the restaurant's employee security system

1) working hours, waiters are mainly based on standard working hours, odd jobs can be calculated according to the integrated working hours.

2) labor protection, kitchen staff scalded or due to insufficient ventilation caused by related diseases should be given some benefits.

In summary, Liao Hong in the management of staff there are considerable shortcomings, should be based on the market environment to strengthen internal reforms, to fundamentally solve the problem of staff salary distribution, the formation of an organizational system, in order to facilitate the system to persist in the long term, to achieve the goals of the organization, so as to create the overall interests of the restaurant.