Recently, a lot of catering Boss to the happiness of Jun pouring bitter water: why in the staff training this piece of great effort, but their own research and development of a set of training methods but the effect is not obvious.
"Untrained staff, is the biggest cost of the enterprise!"
On this issue well, the happy gentleman first gave them the following examples of a few big names ↓
1
Let people can not learn from the bottom of the sea, relying on training?
General restaurant training, often the boss training store manager, store manager training foreman, foreman training staff, after layers of transmission, the final effect from the initial goals and ideas are likely to be far away.
But Haidilao has successfully built a training system, from the primary staff, intermediate staff, foreman to the lobby manager, each level has training.
Haidilao's new employees are by the area personnel department is responsible for the unified recruitment, centralized training, in the system to select one of the best trainers to do the training work; for the middle level such as lobby manager training, mainly through the assessment system to learn a higher level of communication skills; for managers such as the store manager for training, they are required to store 45 positions must be all know.
"After entering the new employee training center of Haidilao, the training instructor of the training center talked about how every new employee who passes the interview of Haidilao must undergo a three-day training, and only the employees who pass the training can really enter the stores and become the real employees of Haidilao."
Induction training
Corporate culture, basic system, basic service etiquette and procedures, daily management behavior recognition. After the training on the test, focusing on the assessment of new employees on the recognition of corporate culture, the assessment of those who passed the formal entry to work.
Basic staff training
After the induction training, the employees who have been on duty for two months will participate in the training. Catering knowledge, catering skills, catering handling skills. The assessment method is written test and operation.
Basic manager training
The good practical working ability of the managers is an important example for the staff to learn, and also an important guarantee for the formation of a virtuous management cycle.
This is the store team leader, foreman, supervisor or director level training, if the store's own organization of training subjects can also involve the store is about to be promoted to the outstanding staff.
The training is based on various themes, such as table service, customer analysis and maintenance, crisis management, cost control and so on. After the training timely assessment, record the assessment. Among them, table service is the most important service skill for grassroots managers, and it is also an important item in the assessment.
The training for senior managers
The topics are how to improve store performance, how to do a good job of customer relationship maintenance, how to improve team performance, how to evaluate employees more effectively, and so on. Through this training, top managers can learn y, deepen their thoughts, and provide more materials and management styles.
An important function of training is to allow superiors to find the most potential to become a manager. Therefore, the training system is linked to the salary system and the promotion system, without passing the training assessment, you can not be promoted and get a higher salary.
2
Xibei Avena Village: Helping system
The retraining of the company's managers is also an important management style of Xibei. Helping belt system, is a program within the company to help employees grow faster.
For example, if Xibei plans to open 5 stores this year, it will need 5 service managers, 1 new store manager, and 1 head chef. The company will grasp the number of existing employees who meet the qualifications for the position, and then arrange for these personnel to undergo targeted training for promotional positions, and arrange for the stores to begin making plans for promotion, and to implement the banding system through the timetable for the opening of the new store that will be posted in the store.
In the implementation of the banding program, superiors help lower-level employees to set up the nearest post to the target. At the same time, the buddy system became the basic job responsibility and evaluation metrics for the upper-level helpers.
The end result is - to the point of becoming a talent, i.e., at a set point in time, let the employee become a talent in that position.
In the process of helping and leading, Xibei pays great attention to familiarizing employees in advance with the positions they are going to be promoted to, as well as exchanging ideas and learning from other excellent stores. Xibei changed the past business initiative to give employees pressure, but let employees naturally generate pressure, when an employee watched people around them have been promoted, their own natural motivation.
3
Wangpin Group: Wangpin University "credit system"
In Wangpin Group, waiters, team leaders, directors, deputy store managers and other positions have to step by step, if you have not been a waiter can not jump directly to promotion.
Because of its unique lifelong learning education and training system and credit system "Wangpin University", adopting the "credit, manuals, courses, promotion exams" system, the standard operating procedures into the corporate culture.
The company encourages grassroots employees to complete their education credits (which vary by brand), and has a series of complete career education training systems for receptionists, trainers, basic operations, and junior and senior managers.
For example, if you take a class and pass an exam on ordering skills, you can get three credits; to become a store manager, you have to get the credits for that level, and you also have to complete a thesis with the restaurant staff, which is designed to test the manager's managerial and interpersonal coordination skills.
Entering Wangpin is like entering a university, where each employee needs to complete credits one stage at a time, with comprehensive service and skills training included in the learning and training, and where the employee passes an exam and receives a certificate before being promoted, or else must retake the course once more.
For middle- and senior-level managers, Wangpin arranges course training in leadership, business management, and brand positioning, and offers a group MBA program every year.
In addition, Wangpin has also organized internal learning forums for 18 consecutive years, inviting about 500 famous successful business people, politicians, scholars from higher education institutions such as Peking University and National Taiwan University or to share their experiences, and likewise visiting and learning and exchanging and sharing with the same industry sectors, such as Xibei Avena, Grandma's House, and Haidilao; and every year, the supervisors are allowed to participate in the Overseas Dining Chair visits to Japan, Hong Kong, and Taiwan, etc., to learn about the trends of catering and the learning of excellent catering. The trend of trends and excellent catering learning.
Teaching to the grassroots colleagues pay more attention to theoretical understanding and practical combination of knowledge points taught in the classroom so that students have more discussion and sharing, through the brainstorming way to guide them to understand the knowledge points. At present, the courses focus on highlighting the learning characteristics of young people after 90 adjusted teaching methods, so that employees can be more intuitive and deep understanding.
4
How to choose external training
"Happiness gentleman, the examples you cited above are large catering companies have established a complete system, but my family's just a few stores, at present, really do not have the energy to establish a systematic training system ah, there is not a time-saving and labor-saving shortcut ah? "
In comparison to building a complete training system, external training is more suitable for small and medium-sized catering enterprises. Not only does it save time and effort, but it also helps to enhance the ability and awareness of employees with the help of external wisdom, and develops the vision of employees by getting to know their peers in the classroom together, making their minds wider.
There are two general forms of external training, one is to invite external lecturers to the company to do centralized training, and the other is to send employees out to participate in the lecturer's open class.
While we don't have to spend effort to establish a training system, we need to keep our eyes peeled to find a real level of lecturers:
First, look at the lecturer's teaching courses. If a lecturer to teach the course span is not large, basically in a professional upstream and downstream, more focused, then the professionalism of this lecturer should be credible.
Secondly, look at the lecturer's teaching experience. Lecture is to level, the stomach has goods to be able to pour out effectively. The lecturer's teaching skills and style molded, the ability to master the classroom is more confident. If necessary, you can even get in touch with the companies that the lecturer has served before to find out more about the lecturer's situation.
Lastly, look at the background of the lecturer's growth. Is it a long time of theoretical research, or a long time of enterprise practice? There is a theoretical system based on the practical school, especially the industry's practical experience that is better.
Enterprises rather than worrying about giving employees training opportunities, employees will jump ship, the loss of talent, "a basket of water is empty", rather than reflecting on whether to give employees adequate space for development. "Heroes have to be useful", just a paper to extend the service time of the contract is not much temptation.
According to the principle of two or eight, companies need to pay more attention to and retain is to create 80% of the wealth of the company's 20% of the staff. For this 20% of the core staff to be differentiated from other training needs, to be targeted, planned training, and consider the career development of employees.