personnel management is the first element of modern kitchen management

The labor force from employees is an important "resource" for the development of kitchens, hotels and even the whole enterprise. The success of hotels depends on the management of employees. So is the kitchen. To achieve the best economic benefits, it is necessary to mobilize and give full play to the enthusiasm and creativity of employees to the maximum extent. This is the way to win the kitchen management, and it is also the core and motivation to do a good job in management. Therefore, personnel management is the first element in all management. As long as the personnel are well managed, higher social and economic benefits can be achieved.

Keywords personnel management benefits

Modern kitchen management includes many aspects, such as personnel management, raw material management, quality management, safety management and so on. But in the final analysis, in these management, personnel management is very important. It is also the first object that has been studied in management science. Especially in today's fierce competition in the catering industry, only by managing the personnel well can we achieve better economic benefits for the kitchen and even the whole hotel and enterprise. So, how to manage the people in the kitchen well? Here I talk about some immature experiences, please criticize and correct me.

1 kitchen staffing

kitchen staffing mainly includes two meanings. First, it refers to the determination of the number of all employees in the kitchen to meet the production needs; Second, it refers to the division of labor and reasonable placement of personnel. Because the kitchen staff not only directly affects the size of the labor cost and the level of team morale, but also has a significant impact on the kitchen production efficiency, product quality and the success or failure of catering production and management. Therefore, kitchens with different scales, grades and specifications have different staffing requirements. It is scientific and feasible to determine the number of production personnel only by comprehensively considering the following factors.

1.1 The production scale and reasonable layout of the kitchen

The size, quantity and production capacity of the kitchen play a major role in the kitchen staffing. If the scale is large, the catering service reception capacity will be large, and the production task will undoubtedly be heavy. For example, Xincheng Hotel and Inner Mongolia Hotel in Hohhot will be equipped with more production personnel in all aspects. On the contrary, the kitchen is small in scale and limited in production and service, so the kitchen can be equipped with fewer people. The kitchen has a compact rhythm, reasonable layout, smooth production process, combined functions of the same position, short freight transportation distance, and the kitchen staff is reduced. There are many and scattered kitchens, and the processing and production kitchens are far apart or even not on the same floor, so the number of people will increase. Therefore, the kitchen equipment has advanced performance, reasonable matching and complete functions, which can not only save personnel, but also improve production efficiency, expand production scale, improve economic benefits and meet production needs.

1.2 menu formulation and product standards

menu is the task book of catering production and service. The menu is rich in variety, complete in specifications, the processing technology of dishes is complex, and the standard requirements of processed products are high. Undoubtedly, to increase the workload, the kitchen must be equipped with more personnel. For example, the fast food kitchen has a limited number of varieties due to the fixed supply of dishes, while the zero-point or banquet kitchen operates a wide variety, and the cooking process is complex and the quality standards are high. Therefore, the fast food kitchen is much less staffed than the zero-point and banquet kitchens.

1.3 technical level and business hours of the staff

Most of the staff in the kitchen come from all directions. Due to the differences in regions and cuisines, the cooking techniques and industry routines are different. Without tacit cooperation and communication, the work efficiency will be low and the production error rate will be high. Therefore, there are more people in the kitchen. And the personnel are comprehensive, stable and skilled in operation, so they can be equipped with less. The length of the business hours of the restaurant that the kitchen production should cope with has a great relationship with the production staff. For example, in some restaurants, in addition to three meals a day, they also operate midnight snacks, and are responsible for the guests' room dining for 18 or 24 hours, and even undertake the production and processing of take-away products. Therefore, with the extension of business hours, the number of kitchen shifts will increase, and more personnel will be allocated.

In short, through the above analysis, there are many specific methods to determine the number of kitchen staff, such as determining by proportion, workload, post, etc., but generally it is determined according to the dining table. In foreign countries, there is a kitchen staff for 31-51 seats, and in China, there is a kitchen staff for 15-21 seats, and there is also a kitchen staff for 7-8 seats. But it should also be flexible and specific according to the actual situation. It is also determined according to the workload, that is, according to the average daily prescription of the total time of all production tasks, and taking into account factors such as employees' rest in rotation, illness and personal leave, the general method is: the number of kitchen employees = total time ×(1+11%)÷8. Therefore, no matter which method is adopted, as long as it is reasonable and accurate, the efficiency can be improved.

2. Recruitment of kitchen staff

The recruitment of kitchen staff is a massive and systematic work when catering enterprises are newly opened. With the expansion of catering production and sales scale and the increase of chef turnover, catering enterprises that have already opened need to recruit and supplement production and processing personnel. To do a good job in modern kitchen management, we must strictly control this level. Candidates are required to have good qualities and professional ethics in knowledge, skills, inner appearance and so on, so as to ensure that they can be competent for kitchen work quickly and make positive contributions to improving the quality of dishes and kitchen management. The general recruitment methods are job application (or self-recommendation letter), initial examination, interview, physical examination and employment. Because there are many sources of recruiters, in order to do a good job in management, we must master all aspects of the situation.

2.1 It is not necessary to have relatives or friends with the managers or employees of our store

A famous enterprise and a good hotel need all employees to establish a perfect and feasible rules and regulations, which is not only the driving force for doing a good job, but also the constraint for completing the task. Then everyone is equal and treated equally when implementing the system. Only in this way can managers do a good job. But often some employees do not consciously implement it, resulting in chaos. For example, the general manager's sister-in-law was two minutes late, and Master Li's nephew left five minutes early. Although this is a trivial matter, it is very important for managers. If it is strictly controlled, the general manager may be unhappy, and even "slow down". Li Shifu has ideas and is in a mood; Because as we all know, people are not vegetation, and selfish distractions are heavier; If left unchecked, it will have a very bad influence on all employees, and even affect everyone's mood and confidence in doing a good job; In addition, there are the same problems in the allocation of posts and the formulation of work goals, so it is best not to use such employees.

2.2 People with low professional ethics of chefs need not

As an excellent chef, they not only have superb cooking skills, but also have good professional ethics and quality. However, although some chefs are good at cooking, their cooking ethics are poor. In the work, he thinks he wins, exports hurt people, doesn't unite employees at all, and is bent on flattering the leaders. He always thinks that he works too much, gets less pay, and even works with emotions, sometimes good or bad, and is special everywhere, which violates rules and regulations. Employees look at it, but they are angry in their hearts and dare not say it. Managers say it but don't listen, which has a very bad influence, not only failing to complete the prescribed tasks, but also causing waste and loss, and the economic benefits can't go up; Can such employees be used? Absolutely not. On the contrary, as long as the chef is good, although the cooking is poor, and he is young and has the spirit of learning and making progress, I think he can focus on training and become an elite chef as soon as possible. For example, graduates from universities and technical secondary schools and outstanding young people in society should be employed more.

employees who earn a higher salary in February and March don't have to

At present, some big hotels and restaurants in our district actively recruit chefs with a monthly income of more than 11,111 yuan from other places such as Hong Kong and Macao to prove the high level and characteristics of our store. I don't think it is necessary. Because our country is in a developing country, and our region is a relatively backward region in economy, the development of catering industry must adapt to the market and people's feelings. As far as local people are concerned, how many people can afford swallow, wing and abalone? Therefore, I think we should actively cultivate young chefs who are literate, hardworking and innovative, develop and utilize local natural resources, and actively create our own brand products and fist products, which can also improve the status and grade of the hotel and make our national catering industry truly become a cuisine, spread all over the country and go global. In addition, a person's ability is limited, why don't we use this person's salary to recruit three people? As the saying goes, "When people add firewood, the flames are high." In fact, three people emit much more light and heat than one person, and create even greater wealth and contribution. This should be self-evident.

In a word, the candidates who have passed the interview and physical examination are all recruited after repeated screening, so they should naturally become the new force in our shop, give full play to their intelligence and cooking skills, learn while doing, and further improve the kitchen work.

3 Training of kitchen staff

Training of kitchen staff is very important for both new and old employees. The research and innovation of kitchen management methods, means and cooking methods and skills all need to train employees. Only by training can we continuously expand employees' knowledge, change their working attitude, teach new working skills, and keep up with and adapt to the new pace and new needs of the rapid development of the catering industry.

3.1 objectives and objects of training

the objectives of kitchen training are to understand the new trend of social catering market development and the new direction of dish innovation, and how innovation can adapt to the rapid development of the market; The second is to improve the ability to work in the kitchen. It not only saves time, reduces cost, but also improves work and production efficiency. Then, it is particularly important to choose the target of training. Based on the lowest level of employees, we should choose employees who have nothing to do but have worked silently in the front line of the kitchen for many years and can work hard and learn to make progress as the key training objects. The method chosen should be fair, open and just, so that employees can truly realize their importance in our store, which is respected and has a bright future. After the training, we can re-adjust our jobs according to the actual situation, especially promote some well-studied employees to middle management positions, increase fresh blood, give full play to their strengths, improve and increase their salary and status, so that employees can truly realize that training is not only a driving force for improving work efficiency, but also a major measure to mobilize employees' enthusiasm and enhance their sense of responsibility, and it is also a huge driving force for other employees around them to be positive and enterprising. It is people who are United, Taishan moves, and work hard.

3.2 Training plan and method

With specific training objectives and excellent training targets, a reasonable training plan can be made. Generally, it is decided whether to train once a month or once every six months according to the actual situation of our store. The specific training content, time and place must be made correct and reasonable, and announced to the public, so that employees can know fairly well and fully mobilize their enthusiasm and enthusiasm for work. As for the training methods, they are generally divided into three categories: one is to study and train in the local area and learn some excellent and advanced experiences and skills in the local area; The other is to go to other places for training, learn from others' strengths and learn more innovative dishes and management concepts; The third category is to please come back and train locally, so that more employees can benefit, receive greater training effect and purpose, and play a role in training.

3.3 the role and requirements of training

in training, both new employees and old employees can compete with each other, truly reflect the role and purpose of training, promote each other and improve work efficiency. For example, when new employees start to work, they should be taught skills and common sense about their work, as well as procedures and standards related to production and labor in this kitchen. For old employees, with the development of innovative dishes and the continuous improvement of working procedures, they adapt to the new working procedures and environment. In particular, many employees do not do a good job, not because they don't want to do a good job, but because they don't know what to do, how to do it, and why to do it. Only through training can these problems be discovered and solved. Therefore, according to the actual situation of new and old employees, the purpose and requirements of training are achieved, so that they can have a clear direction, understand the working procedures, work harder and harder, achieve outstanding results and benefits, and have a brand-new mental outlook.

In short, training is an essential working procedure for new and old kitchen employees. According to the training objectives and excellent training targets, making reasonable training plans and requirements will surely have unexpected effects and functions. Although training will take time and investment, the results received are much more than the input, which should be strongly advocated.

4 incentives for kitchen staff

incentives are the efforts made by managers to encourage or influence others to do necessary things. For a hotel and a kitchen, there are various incentive methods, such as generous welfare treatment and equal and loving working environment, which are mainly reflected in employees, so that employees can personally feel whether such generous treatment is generous compared with the same industry and what should they do? Concentrated in the following aspects.

4.1 incentives of environment and treatment

employees of a hotel come from all directions, with different cultural qualities and living habits. There are many internal problems. Managers should first understand employees' mental and emotional needs. In addition to striving for more reasonable rights and interests for them, they should also rely on each employee to establish a working environment that treats others modestly, respects and cares for each other, feels comfortable at work, and colleagues live in harmony. In this atmosphere, employees love to care for their colleagues collectively, help each other when they have difficulties, have frank opinions, don't put on airs, do more practical work, and get in touch with employees at the lowest level to understand their voices, suggestions and care. For example, Sanqianpu Hotpot City established an organization of "Staff Home" among its employees, and set up a trade union to organize their daily work and spare time life, as well as to help and solve special difficulties. The funds for "Staff Home" were freely combined by the hotel's monthly allocation and employees, which played a huge role at a critical moment.

The first thing that comes to mind for generous treatment is the salary of employees. Take "Sanqianpu Hot Pot City" as an example, the salary of employees is about 5-11% higher than that of the same industry in this area, and employees can be dismissed at any time, and their salary can be adjusted at any time. The enthusiasm of employees is high, and the benefits of the hotel are good. The standard of general adjustment is to raise or lower it realistically according to the interests of the enterprise and the technical progress and contribution of employees, and to send it to employees on time. Second, with the market average, the wages in the same industry will rise. At the same time, we should also pay attention to the timing of the promotion. Since the opening this year, employees' salaries have been raised many times, but all of them have been promoted by the hotel, and employees will not know until they get their salaries. In addition, the hotel pays monthly medical expenses for its employees, except for the special ones. It also provides double insurance for each employee, and gives the employees who have worked for more than one year a family allowance of RMB 11,111 when they get married. Such an equal and loving working environment and generous treatment make employees feel that they are the backbone who are valued and affirmed, and they know that they should make constant efforts to improve their technical level and strive for higher treatment, which not only stabilizes the technical team, but also ensures the product quality.

4.2 Care for life and encouragement

Generally speaking, most hotel employees are working away from home at present. Therefore, hotels try their best to meet the needs of employees in terms of clothing, food, housing and transportation, and try their best to do a good job in dormitory, food, water, heating, medical care and transportation for employees.