Human Resources Management For Restaurants.
Human resources management is all about your employees. It covers their
rights, their training, their use in your business and their well-being.
The whole subject covers an
almost endless amount of topics to discuss so we are going to cover the
basics to give you a fair understanding of how to utilise and develop
your employees effectively.
To say it in the simplest way you want to hire the right people for the job.
This may sound obvious, but how many times have you taken somebody on, only to find out later that they are in fact no good and lack the qualities you require?
It would be a lot easier and more cost effective if you hired suitable people
to work in your restaurant first time-every time.
points we want to raise about hiring people to work in your restaurant are:
what your requirements are before advertising for, or hiring
staff. (Evaluate your structure and the staff you already have,
what do you actually need? What can you afford? Can you
restructure instead of taking somebody new on?
specific with your advertising. (inform prospective candidates
of the duties included and the experience/qualifications
required for the post you are offering in your restaurant).
first. (don't just hire the first applicant, arrange and
interview first to check their suitability, and collect
you do - DON'T DISCRIMINATE,
its illegal. (if an applicant possesses the required qualities
to fill the position you are advertising then you cannot reject
them just because of their race, religion, gender or sexual
orientation - BE CAREFUL!
offer letters. (it is common decency to inform candidates if
they have not been successful, send them a regret letter.
Similarly send successful applicants an offer letter containing
details such as salary, start date and a job description).
(once you have selected your candidate and they have accepted
your offer it is time to conduct the induction. This is when you
should inform them about your business goals, objectives, rules
and go through the contract of employment and staff handbook).
of employment. A contract of employment should contain the
following information. Details
of pay, holiday entitlement, breaks and meals on duty, grievance
and disciplinary procedures and maternity pay and leave. (These
are merely examples and are in no way exhaustive).
Handbooks. (it is good practice to give your employees a staff
handbook, as these contain all the information they will need to
know to carry out their employment in-line with the regulations,
rules and laws covering their workplace).
you want an efficient restaurant with high standards then
you must train your employees and develop their skills in order to
maximise their potential and increase the level of service your
individual areas included in your training plan will differ with your
restaurant, although the list below outlines the areas we feel all
restaurant staff should be trained in:
Care. (More info)
Safety. (More info)
Service Style & Technique.
you hired the right person for the job in your restaurant, now you need to keep them!
good staff is very important to your restaurant and its continuing growth
and success, because if your team are all well-trained your standards
remain high and your customers will enjoy the high level of service they
receive. Plus by keeping your employees long term you reduce the costs
of replacing them.
is a list of things you can do to keep your employees happy:
a bonus or incentive scheme. (This can be through sales
performance, attendance, level of training achieved etc. It is a
good way of getting your employees involved in your restaurant and
rewarding them for their hard work and effort, which in turn is
good for your profits too!).
increases with length of service in your restaurant.
meal for your employees while they are on duty.
discounts for them for when they are not on duty.
subsidised taxi fares for them for late night finishes.
opportunity for promotion and progression.
your employees with the opportunity to gain industry recognised
supportive of your employees.
with your employees.