Financial management of catering industry is cash and its corresponding management, so how much do you know about financial management of catering industry? The following is the content of my knowledge about catering financial management, which is for your reference and understanding. I hope you like it!

knowledge of catering financial management? Analysis of weak links

First, the two-way selection period, the working hours are determined by yourself

Everyone knows that the probation period for new employees in the hotel circle is generally three to six months, and the assessment during the probation period is very strict. And in this hotel, you never know what kind of treatment new employees will get. The probation period for new employees is 7 days, and if any party proposes to terminate the relationship within 7 days, the salary will not be counted; After 7 days, if both parties continue their working relationship, all the wages for 7 days will be paid. During the probation period, new employees can set their own working hours, which can be all day, several hours or even a while. If they can successfully pass the probation period, they will be paid according to full-time attendance. Of course, if you leave within seven days, you won't be paid.

second, the supervisor does odd jobs for the new employees

When a new employee joins in this hotel, the supervisor must do odd jobs for the employees and give them some help as much as he can, and will ask similar questions? How do you feel? Words, try not to say more or ask more, and make employees as free as possible. For the future? The right medicine? .

after three or seven days, there will be excellent masters to take

through the inspection period, and the hotel will arrange masters with good ideas and skills to take new employees and start asking for them? Rules? .

iv. welcoming ceremony for new employees

on the tenth day after new employees join, the hotel will hold a grand welcoming ceremony for new employees, with all the directors and executives attending and giving speeches on the stage. In addition, fellow villagers should be familiar with each other, shake hands and hug, and warm them with feelings.

The first three days' wisdom:

The first three months are the easiest time for a recent employee to leave the company, because no one cares about him, he is lonely and there is no one to comfort him, so he will leave.

the first three days of employees coming to the store are the key! These three days are settled, but they can be managed for three months.

We should pay attention to the following matters:

1. Guidance by special personnel:

After you come to the company, you will fill out the form, interview and decide to hire, all procedures will be guided by special personnel.

2. Unpacking for check-in:

The hotel has prepared complete bedding and daily necessities for employees, so people can work with peace of mind. The specific provisions are: quilts, mattresses, pillows and other large items on the bed can be returned when they leave, completely free of charge; Depreciation charge for less than one year. Quilt covers, sheets, pillowcases, etc. are collected from the hotel, free of charge for one year, and deducted from the salary for less than one year; Toothbrushes, toothpaste, cups, washing powder, clothes hangers, washbasins, towels, toilet paper and other daily necessities are all available at affordable prices. All of them are free for one year, and those less than one year are deducted from the salary;

3. Best wishes from the whole company:

When employees go through the formalities, they usually don't go to work on the same day. After completing the formalities, the personnel department immediately sends the new employee's employment information to all the hotel staff. After receiving it, everyone should send a message of blessing and welcome to the new employee, and the employees will often be surprised!

4. First meal:

The first employee meal in the company is personally accompanied by the department manager, and the second meal is personally accompanied by the supervisor.

5. Greetings from the dormitory:

On the first night of employees' arrival, if they live in the dormitory, the department manager should go to the dormitory after work to offer condolences, whether they are used to it, whether it will be cold to sleep at night, and whether they have all the daily necessities. The next day, the general manager (deputy general manager) visited.

6. Grand welcome meeting:

On the first day of work, the major departments (such as front office, kitchen department, logistics department and housekeeping department) will hold a grand welcome meeting, and everyone should hug and express their greetings.

7. Apprenticeship ceremony:

At the meeting, it is necessary to identify the new employee's master, and conduct the apprentice ceremony. The master wants the public to promise to take good care of his apprentice wholeheartedly. (There is also a reward and punishment mechanism behind, and those who are qualified to take apprentices are called? Counselor? The salary is subsidized by 51 yuan, and a qualified apprentice is brought out to reward 51 yuan. If the apprentice resigns within one month, 31 yuan will be deducted, 21 yuan will be deducted in February and 11 yuan will be deducted in March. The supervisor will be treated as the same)

Within 8 or 3-7 days,

no specific work will be arranged, and no responsibility will be assumed. The main task is to understand the situation: dishes, drinks, culture, environment, personnel, management system, process, etc.

9. Greetings from the general manager:

Within 3 days, the general manager should arrange a meal with the new employees, personally give his/her business card to the employees, welcome his/her arrival, understand the employees' dreams, and express his/her willingness to help them realize their dreams. I hope he/she can work and live happily here.

11. Visualization of dreams:

After coming for a month, I will be asked and guided to write my own life plan, and write it in words or paste pictures on the bedside, while my superiors keep a copy;

　11、 ? Three principles? :

Any old employee can't speak ill of the company, superiors and team in front of new employees, but can only speak well. Support superiors, companies and teams.

12. become a full member: after becoming a full member, there is a? Heart to heart? Ceremony: Commitment: I will work wholeheartedly for my future every day when I work in the hotel, and I will not change my mind when I work in the hotel for years;

13. A short management story every day:

At a regular meeting, the supervisor will let an employee read a short story to learn from it.

14. Career planning:

Learn relevant knowledge every day according to the promotion channels of posts, so that employees can live with hope and enrichment every day;

15. Distribution mechanism:

If the turnover of the hotel is linked to each employee, there will be excess prizes and dividends at the end of the year;

16. Management mode:

Family management, in which every superior regards employees as his younger brothers and sisters, and every requirement and task is carried out from the perspective of helping them realize their dreams.

knowledge of catering financial management? Personnel management

1. First of all, we should establish the view that manpower is no longer a commodity, but an asset of an enterprise. In the world, it is only in the last 21 years that developed countries have raised human resource management to the same position as financial management and marketing.

2. the concepts of external customers and internal customers should be established. Internal customers are the front-line employees who directly serve customers. Management is the person who serves customers directly. Internal customers? Only when the service work is done well can the external customer service be done well.

the work efficiency of front-line employees = ability+motivation+support

3. Understand? 81-21? Guiding significance of theory to restaurant industry. Proposed by WILFRED PAREFO, a British economist? 81-21? Theory, that is, 81% of profits are generated from 21% of products; 81% of the problems are caused by 21% of employees; 81% of management suggestions come from 21% of managers. Therefore, to open a good restaurant depends on 21% managers and 21% good products.

in order to do this, the operator should authorize 21% of the managers. The first thing is to share information with managers, including cost, gross profit, expenses and market share, so that managers can make suggestions. Secondly, there should be limited authorization, that is, in what scope and under what circumstances, managers at all levels can decide to deal with the problems without asking in advance, and of course, they should put forward afterwards to explain the situation and the effect after disposal.

4. Establish a new training concept: change organizational requirements to adapt to employees.

Our traditional requirement for training chefs is to train them to be all-rounders who can do everything, from cooks to chefs to technicians. This requirement takes a long time, the training cost is high, and the training efficiency is low. Moreover, the higher the level of chefs trained by restaurants, the higher the salary they pay, and they are easily poached by other restaurants in the labor market.

The new training concept is to change organizational requirements. The chefs required by restaurants are divided into two categories. Very few chefs (executive chef, head chef) undertake the responsibilities of designers and technologists of similar industrial products, mainly studying and formulating innovative recipes and operating procedures to maintain the quality standards of dishes. These people's skills and work attitude are part of the assets of the enterprise and should own part of the equity of the enterprise. If there is a suggestion to modify the technical standards, it should be put forward, but without the revision of designers and craftsmen, any chef can't go his own way, so that the cooked dishes can maintain a stable taste and texture. Because the operator's skill requirements are simple, the training is easy, the salary and training expenses are low, and it is not easy to leave. If someone wants to leave, it is easy to recruit someone from the labor market.