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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 the hotel depends on the management of employees. So is the kitchen. To achieve the best economic benefits, we must mobilize and give full play to the enthusiasm and creativity of employees. This is the winning way of kitchen management, and it is also the core and motivation of good 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, personnel management is very important in these management. It is also the first object of management science research. Especially in today's fierce competition in the catering industry, only by managing 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? Here I say 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 division of labor and cooperation, and reasonable placement of personnel. Because kitchen staff not only directly affects the size of labor costs and team morale, but also has a significant impact on the kitchen production efficiency, product quality and the success or failure of catering production management. Therefore, kitchens of different sizes, grades and specifications have different staffing requirements. Only by comprehensively considering the following factors, it is scientific and feasible to determine the number of production personnel.

1. 1 Production scale and reasonable layout of kitchen

The size, quantity and production capacity of the kitchen play a major role in the kitchen staffing. When 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 staff in all aspects. On the contrary, the kitchen is small in scale and limited in production and service, so it can be staffed with fewer people. The kitchen is compact in rhythm, reasonable in layout, smooth in production process, combined with functions of the same post, short in cargo transportation distance and less in kitchen staff. There are many and scattered kitchens, and the processing and production kitchens are far apart, even 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 Formulation of menu and product standards

Menu is the task book of catering production and service. The menu is rich in variety, complete in specifications, complicated in processing technology and high in standard requirements for processed products. Undoubtedly, to increase the workload, the kitchen must be equipped with more people. For example, the fast food kitchen has a limited variety due to the fixed supply of dishes, while the zero-point or banquet kitchen has a wide variety of operations, complicated cooking techniques and high quality standards. Therefore, there are far fewer people in the fast food kitchen than in the zero-point and banquet kitchens.

1.3 technical level and business hours of employees

Most people in the kitchen come from all directions. Due to the differences in regions and cuisines, cooking techniques and industry routines are also different. Without tacit cooperation and communication, work efficiency will be low and production error rate will be high. Therefore, there are more people in the kitchen. Moreover, the personnel are comprehensive, stable and skilled, and can be allocated less. The length of business hours of restaurants responding to kitchen production has a lot to do with the production staff. For example, some hotels and restaurants not only have three meals a day, but also operate midnight snacks, and are responsible for providing guests with 18 or 24-hour room meals, and even undertake the production and processing of take-away products. Therefore, extending the business hours will increase the frequency of the kitchen and require more personnel.

In short, through the above analysis, there are many specific methods to determine the number of kitchen staff, such as proportion determination, workload determination, post determination and so on. , but it is generally based on the dining table. In foreign countries, there is a kitchen staff in Block 30-50, and in China, there is a kitchen staff in Block 15-20, and there is also a kitchen staff in Block 7-8. 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 daily average prescription of the total time of all production tasks, and taking into account factors such as employees' rotation, illness and personal leave, the general method is: the number of kitchen employees = total time ×( 1+ 10%)÷8. So no matter which method is adopted, as long as it is reasonable and accurate, it can improve the efficiency.

2 kitchen staff recruitment

When catering enterprises were newly opened, the recruitment of kitchen staff was a systematic job. With the expansion of catering production and marketing scale and the increase of chef turnover, catering enterprises that have already started business 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 quality and professional ethics in knowledge, skills, internal appearance and so on, so as to ensure that they can quickly become competent in kitchen work and make positive contributions to improving the quality of dishes and kitchen management. General recruitment methods include job hunting (or cover letter), preliminary examination, interview, physical examination and employment. Because there are many sources of recruiters, if you want to do a good job in management, you must master all aspects of the situation.

2. 1 It is not necessary to have relatives and friends with the manager or employees of our store.

A well-known enterprise and a good hotel need all employees to establish a set of 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 when implementing the system, everyone is equal and treated equally. Only in this way can managers do a good job. But often some employees do not consciously implement it, which leads to confusion. For example, the general manager's sister-in-law was two minutes late, and Li Shifu's nephew left five minutes early. Although this is a small matter, it is very important for managers. If strictly controlled, the general manager may be unhappy or even "slow down". Li Shifu has ideas and moods; 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 distribution of posts and the formulation of work goals, so it is best not to use such employees.

2.2 chefs with low professional ethics don't need it.

As an excellent chef, he not only has superb cooking skills, but also has good professional ethics and quality. However, although some chefs are good at cooking, their cooking ethics are poor. At work, he thinks he has won, and his exports hurt people. He doesn't unite employees at all, and he is bent on pleasing the leaders. He always thinks that he works too much, pays less, and even works with emotions, sometimes good or bad, and everywhere is special, which violates the rules and regulations. The staff watched, angry and afraid to say. Managers say but don't listen, which has a very bad influence, not only fails to complete the prescribed tasks, but also causes 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 his cooking is poor, and he is young and has the spirit of learning, I think he can focus on training and become an elite chef as soon as possible. For example, more graduates from universities and technical secondary schools and outstanding young people in society should be employed.

2.3 Employees with higher income and salary in March need not use it.

At present, some hotels and restaurants in our district actively recruit chefs with a monthly income of more than 10,000 yuan from Hong Kong, Macao and other places to prove the high level and characteristics of our store. I don't think it's necessary. Because China is in a developing country and our region is a relatively backward area, the development of catering industry must adapt to the market and people's feelings. As far as locals are concerned, how many people can afford abalone with swallows' wings? Therefore, I think we should actively cultivate educated, hardworking and innovative young chefs, 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 gather firewood, the flames are high." In fact, three people emit more light and heat than one person, creating greater wealth and contribution. This should be self-evident.

In short, the candidates who passed the interview and physical examination were recruited after repeated screening. Naturally, they should become the new force in our store, give full play to their intelligence and cooking skills, learn while doing, and further improve the kitchen work.

3 kitchen staff training

The 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 through training can we continuously expand the knowledge of employees, change their working attitudes, impart 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 Training objectives and targets

The goal of kitchen training is to understand the new trend of social catering market development and the new direction of food innovation, and how innovation can adapt to the rapid development of the market; The second is to improve the working ability of the kitchen. It not only saves time and reduces cost, but also improves work and production efficiency. Then, it is particularly important to choose the object of training. Based on the lowest-level employees, employees who have nothing to do but have worked silently in the kitchen for many years, can bear hardships and stand hard work and make progress in learning are selected as the key training objects. The way you choose should be fair, open and just, so that employees can truly realize their importance in our store, which is respected and promising. After the training, we can readjust our jobs according to the actual situation, especially promote some well-studied employees to middle-level management positions, increase fresh blood, give full play to their strengths, improve and improve their salaries and status, and let employees truly realize that training is not only a driving force to improve work efficiency, but also a major measure to mobilize employees' enthusiasm and enhance their sense of responsibility, and it is also a great driving force to drive other employees around to make positive progress. It's that people are United, Taishan is the top, and they work hard.

3.2 Training plans and methods

Only with specific training objectives and excellent training objects can we make a reasonable training plan. Generally, we will decide whether to train once a month or once every six months according to the actual situation of our store. It is necessary to make a correct and reasonable plan for the specific training content, time and place, and make it public, so that employees can know fairly well and fully mobilize their work enthusiasm and enthusiasm. As for the training methods, they are generally divided into three categories: one is to study and train locally and learn some excellent and advanced local experiences and skills; The other is to go to other places for training, learn from each other's strengths and learn more innovative dishes and management concepts; The third category is to come back for local training, 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, which truly reflects the role and purpose of training, promotes each other and improves work efficiency. For example, when new employees start to work, they should learn skills and common sense about their work, as well as procedures and standards related to the production and labor of 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 don't do a good job, not because they don't want to do it well, but because they don't know what to do, how to do it and why. Only through training can we find and solve these problems. Therefore, according to the actual situation of new and old employees, the purpose and requirements of training can be achieved, so that they can have a clear direction, understand the working procedures, work harder, achieve excellent results and benefits, and have a brand-new mental outlook.

In a word, training is an essential process for new and old kitchen employees. According to the training objectives and excellent training objects, making reasonable training plans and requirements will certainly have unexpected effects and functions. Although training takes time and investment, the results are much more than the investment, which should be strongly advocated.

4 kitchen staff incentives

Motivation is the efforts made by managers to encourage or influence others to do necessary things. For a hotel and a kitchen, there are various incentives, such as generous welfare treatment and equal and friendly working environment. These incentives 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? Focus on the following aspects.

4. 1 environment and treatment incentives

The employees of a hotel come from all directions, with different cultural qualities and living habits. There are many internal problems. Managers should first understand the spiritual and emotional needs of employees. In addition to fighting for more reasonable rights and interests for them, we should also rely on every employee to establish a working environment that is humble, respectful and caring, comfortable at work and harmonious with colleagues. In this atmosphere, employees love to care about their colleagues collectively, help each other when they have difficulties, have frank opinions, do more practical things without putting on airs, and get in touch with the lowest-level employees to understand their voices, suggestions and concerns. For example, Sanqianpu Hotpot City has set up an organization of "Employees' 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 fund of "Staff House" was allocated by the hotel every month and freely combined by the staff, which played a great role at the critical moment.

The first thing that comes to mind when paying well is the salary of employees. Take "Sanqianpu Hot Pot City" as an example. The salary of employees is about 5- 10% higher than that of the same industry in this area. Employees can be dismissed at any time, and their salary can be adjusted at any time. Employees are highly motivated and the hotel benefits well. The general adjustment standard is to raise or lower it realistically according to the interests of the enterprise and the technical progress and contribution of employees, and issue it to employees on time. Second, with the average market, wages in the same industry will rise. At the same time, we should also pay attention to the timing of promotion. Since its opening this year, employees' salaries have risen many times, but they are all raised by hotels, and employees will not know until they get their salaries. In addition, the hotel pays medical expenses for employees every month, except for special employees. Double insurance is also provided for each employee, and employees who have worked for more than one year are given 1 0,000 yuan when they get married. Such an equal and friendly working environment and generous treatment make employees feel that they are the backbone of being valued and affirmed, and know that they should constantly strive to improve their technical level and strive for higher treatment, which not only stabilizes the technical team, but also ensures the quality of products.

4.2 Care and encouragement for life

Generally speaking, most hotel employees work far from home at present. Therefore, the hotel should try its best to meet the needs of employees for food, clothing, housing and transportation, do a good job in dormitory, food, water, heating, medical care, transportation and other aspects, arrange a good dormitory environment for employees, make a weekly food menu to meet the different tastes and hobbies of employees in various regions, and implement it according to regulations every day.

For employees' spare time and holiday life, the hotel should arrange colorful according to the specific situation, so that employees can relax and recover after a hard day. Feel happy in mind and spirit. For example, from a big perspective, once or twice a year for group tours and twice a week for colorful life meetings; From a small point of view, it is a way for chefs and waiters to arrange get-together regularly, which not only enriches their spare time, but also improves the quality of dishes. At the same time, they organize birthdays for employees, give birthday gifts, hold song and dance parties, and vigorously advocate "try your best in work and be happy in entertainment". More importantly, in order to improve the technical level of employees, they hold a business "Grand Prix" once or twice a month.

4.3 Emotional incentives and rewards and punishments incentives

Practice has proved that the emotions between superiors and subordinates are harmonious, the environmental atmosphere is harmonious, and the assigned tasks are determined and even creatively completed. On the contrary, it is not only out of shape, but also has not completed the task. This requires managers to pay attention to and respect employees and give emotional support and input. For example, when Xiao Zhang's father came to see him in the store, he was catching up with Xiao Zhang to go to work and had no time to receive him. When the chef knew about it, he took the initiative to arrange accommodation, sent someone to take him to the streets to play, and bought a lot of fresh fruits and food that he had never eaten. When Xiao Zhang got off work, he grabbed the chef's hand and said gratefully, "You are closer than my son!" " Although it seems to be a trivial matter in life, it embodies profound friendship and emotion, which will be transformed into motivation for work, inspiring all employees around them to love their homes and do their best to do their jobs.

Just like hotels, it is necessary and necessary to establish reasonable rules and regulations, but we must grasp the seriousness in law enforcement, such as being strict with recidivists, lenient with first-time offenders, giving first-time offenders a chance to mend their ways, and severely punishing or even expelling those who fail to mend their ways. Only in this way can we convince the public. For example, the daily commute time can be stipulated, but it should be flexible. It's wrong to ask only about working hours and not about off-duty hours. You should go to work on time, get off work on time and arrange the personnel on duty. But according to the length of time, special circumstances must be rewarded. In this way, employees' psychology can be balanced and happy. As long as they are psychologically happy and emotionally stable, they can have inexhaustible methods and motivation to work.

To sum up, the labor force from employees is an important "resource" for the development of kitchens, hotels and even enterprises. The success of the hotel depends on the management of employees. So is the kitchen. In order to obtain the best economic benefits, we must mobilize and give full play to the enthusiasm and creativity of employees. This is the winning way of kitchen management, and it is also the core and motivation of good 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.

For reference only, hope to adopt.