How to deploy personnel in western restaurants?

My answer: the staffing of the western restaurant: 1. If it is really necessary to increase the number of staff in the western restaurant affiliated to our company due to work needs, we should fill in the personnel demand form according to the personnel selection process, and after being approved by the system manager, supervisor and deputy general manager, the human resources department will incorporate it into the recruitment plan and handle the selection matters. Second, the selection of company employees should be based on knowledge, ability, morality, physique and conditions suitable for work. Please refer to the relevant job description for the detailed employment conditions of employees in each position. The recruitment work is under the unified responsibility of the Human Resources Department, and its process is as follows: 1. Make a recruitment plan according to the personnel demand table, and the employing department participates in making the corresponding job description; 2. Determine recruitment channels and publish recruitment information; 3. Candidate registration, material selection, and determination of the list of interviewers; 4. The Human Resources Department will conduct the initial test, and those who pass the initial test will call for the second test; 5, by the relevant authorities to conduct a second interview, and make a conclusive evaluation; 6. The Human Resources Department shall verify the relevant certificates of the re-qualified personnel, conduct background investigation on them, and the relevant authority leaders shall conduct final verification; 7. Conduct pre-job training for the hired personnel and sign a trial contract; 8. Hire personnel to formally take up their posts and enter the trial stage. 3. When new employees report for duty, they must submit the following documents to the Human Resources Department: 1, original and photocopy of graduation certificate and degree certificate; 2. Original and photocopy of technical post qualification certificate; 3. Original and photocopy of ID card; 4. Two one-inch half-length bareheaded photos; 5. Other documents. 4. Employment is prohibited in any of the following circumstances: 1, and the deprivation of political rights has not been restored; 2, was sentenced to fixed-term imprisonment or wanted, has not yet been closed; 3. Taking drugs or having other serious bad habits; 4, corruption, arrears of public funds and records; 5. Suffering from mental illness or infectious diseases; 6. Being punished by the government and administrative organs for bad behavior; 7. The applicant is found to be seriously inaccurate when filling in the basic information or after providing false documents; 8. Other unqualified personnel. V. Provisions on probation period for new employees: 1. The probation period for personnel above the deputy store manager (including the deputy store manager) is three months; The probation period for the personnel below the deputy store manager is one month; 2. During the probation period, under the premise of fairness, if the company thinks that the employee's work attitude and ability are not suitable for the company's development, it can terminate the employment relationship with the new employee at any time; Employees can also resign at any time during the probation period, and the company will complete the resignation procedures for them as soon as possible; 3. After the probation period expires, the direct supervisor will fill in the Appraisal Form for the Expiration of Probation Period and the Salary Change Form, which will be verified by the department and the Human Resources Department and approved by the relevant authorized personnel before becoming a full member. During the probation period, if the employee has outstanding performance, the direct supervisor can apply, which will be verified by the department and human resources department and approved by the relevant authorized personnel before becoming a full member.