Analysis on the weak links of catering financial management knowledge
First, the two-way selection period, the working hours are determined by yourself.
Everyone knows that the probation period for new employees in 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. If either party proposes to dissolve the relationship within 7 days, the salary will not be calculated. After 7 days, if both parties continue their working relationship, all 7 days' wages will be paid. During the probation period, new employees can set their own working hours, which can be a whole day, a few hours or even a period of time. If they can successfully pass the probation period, they will be paid according to attendance. Of course, if you leave within seven days, you won't get paid.
Second, the supervisor gives odd jobs to new employees.
When a new employee joins this hotel, the supervisor must do odd jobs for the employee, give him some help within his power and ask similar questions. How do you feel? Words, try not to say more questions, and try to make employees free. For the future? The right medicine? .
After three or seven days, an excellent master will take care of it.
After successfully passing the inspection period, the hotel will arrange a master with good morality and skills to take new employees and start asking for them? Rules? .
Fourth, the new employee welcome ceremony
On the tenth day after the new employee joins the company, the hotel will hold a grand welcoming ceremony for the new employee, and all directors and senior executives will attend and speak on the stage. In addition, fellow villagers should be familiar with each other, shake hands and hug, and be warm with feelings.
The wisdom of retaining people in the first three days:
The first three months are the easiest time for a new employee to leave. Because no one cares about him, he is lonely and no one comforts him, so he will leave.
The first three days of employees coming to the store are the key! These three days are fixed, but they can be managed for three months.
Take the following precautions:
1, someone came to get it:
After you come to the company, you will fill in the form, interview and decide to hire, and all the procedures will be led by a special person.
2, twist package to be:
The hotel has prepared a full set of 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 leaving, completely free of charge; Depreciation expense of less than one year. Quilt cover, bed sheet, pillowcase, etc. They are all collected by the hotel, free 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 readily available at affordable prices. All of them are free for one year, and those who are less than one year will be deducted from their wages;
3. Best wishes from the 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 sent the new employee's entry information to all hotel employees. Everyone should send a message of blessing and welcome to new employees after receiving it, and employees will often be surprised!
4. The first meal:
The first employee meal of the company is accompanied by the department manager personally, and the second meal is accompanied by the supervisor personally.
5. Greetings from the dormitory:
On the first night of employees' arrival, if they live in the staff dormitory, the department manager will go to the staff dormitory to express condolences after work, whether they are used to it, whether it will be cold to sleep at night, and whether the daily necessities have been collected. The next day, the general manager (deputy general manager) visited.
6. Grand welcome party:
On the first day of work, all major departments (such as front office, kitchen department, logistics department and housekeeping department) will hold a grand welcome party, and everyone will hug each other to express their welcome greetings.
7, presided over the ceremony:
At the meeting, it is necessary to clarify the master of the new employee and hold a ceremony to learn from him. The master asked the public to promise to take care of the apprentice wholeheartedly. (There is also a reward and punishment mechanism behind it. Is it qualified to take an apprentice? Lawyer? Salary subsidies 50 yuan, bring out a qualified apprentice to reward 50 yuan. The apprentice resigned within one month, and was detained by 30 yuan, 20 yuan in February and 10 yuan in March. Treat like a supervisor)
Within 8, 3-7 days
They don't arrange specific work, don't take any responsibility, and their main task is to know 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 time to have dinner with the new employee, personally give the employee his/her business card, welcome him/her to come, understand the employee's dream, and express his/her willingness to help him/her realize his/her dream, hoping that he/she can work and live happily here.
10, dream visualization:
After coming for a month, I will be asked and instructed to write my own life plan, write in words or post pictures on the bedside, and the superior will keep a copy;
1 1、 ? Three principles? ：
Any old employee can't speak ill of the company, superiors and team in front of new employees, but can only say good things. Support superiors, companies and teams.
12. Turn positive: What happens after turning positive? Heart to heart? Gift: Commitment: I will work wholeheartedly for my future every day in the hotel, and I will not change my mind after working in the hotel for many years;
13, a management story every day:
At the regular meeting, the supervisor will ask an employee to read a short story and learn from it.
14, career planning:
Corresponding to the post promotion channel, learn relevant knowledge every day, so that employees can live in hope and enrichment every day;
15, allocation mechanism:
Link the hotel's turnover with each employee, and there will be excess prizes and dividends at the end of the year;
16, management mode:
Family management, every superior regards employees as their brothers and sisters, and every requirement and task is to help them realize their dreams.
Knowledge workers who manage catering financial management.
1. First of all, we should establish the view that manpower is no longer a commodity, but an enterprise asset. Worldwide, it is only in the last 20 years that developed countries have promoted human resource management to the same important position as financial management and marketing.
2. Establish the concepts of external customers and internal customers. Internal customers are front-line employees who directly serve customers. Management is the person who directly serves customers. Internal customers? Only when the service work is done well can the external customer service be done well.
Work efficiency of front-line employees = ability+motivation+support
3. Do you understand? 80-20? Guiding significance of theory to catering industry. Proposed by the British economist WILFRED PAREFO? 80-20? Theoretically, 80% of the profits are generated by 20% of the products; 80% of the problems are caused by 20% of employees; 80% management advice comes from 20% managers. Therefore, opening a good restaurant depends on 20% managers and 20% good products.
In order to do this, operators should authorize 20% 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 problem without asking in advance, and of course, they should also put forward it 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 chefs to be versatile from chefs 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 in restaurants, the higher their wages, and they are easily poached by other restaurants in the labor market.
The new training concept is to change organizational requirements. There are two kinds of chefs needed in restaurants. Very few chefs (executive chef, head chef) undertake the duties 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 any suggestion to modify the technical standards, it should be put forward, but without the modification of designers and craftsmen, any chef can't go his own way and keep the cooked dishes stable in 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 people from the labor market.