Food staff management

1. FOOD SERVICE MANAGEMENT

2. SUBMITTEDTO:
Dr. LAYAMANITHA
SUBMITTED BY:
N.GAYATHRI K.VENNY
N.PAVANI M. KEERTHI KAVYA
P.BHAVANA K. DHARANESWARI

3. CONTEXT:
Staff planning
Staff management
Steps in planning
Staff scheduling

4. STAFF PLANNING
DEFINITION:
 “Staff planning is the strategic planning
process that company uses to identify it’s
personal needs”
 In this planning process employes were
picked according to their skills to reach
their organization goals.

5. This process helps to understand the
need of number of staff we need.
Works were divided among them
according to their category which they
are suitable.

6. FACTORS TO BE CONSIDER
WHILE PLANNING
 Skills and Qualification :
While requiring the staff key
point to be considered is skills
and qualification.
 Requirement of the FSE :
Requirement of the FSE is
considered, like what type of
workers do that FSE need
considered, like etc…

7. HOW TO PLAN STAFF IN
DIFFERENT HCATOGERIES:
 Gathering the information
regarding the staff present
in FSE.
 In kitchen department we
need one head who guides
remaining chefs in cooking
and preparation of food.
 And helpers or workers who
help in cutting or chopping
veg ,mixing the dough etc.…

8.  And cleaning department has
5-10 members who clean all
the vessels
 If it is small FSE we need 3-5
servers, if it is big FSE we
need at least 10-15 servers.
NOTE :
Not only this remaining
categories also divide
according to the FSE…

9. STAFF MANAGEMENT
DEFINITION :
Staff management is the function
of managing all employes in the
organization.
It is an important part of HR
management that involves
supervising, guiding and improving
employes performance.
It involves in areas such as
recruitment,devolepment,measure
ment, rewarding or discipline .

10. STAFF MANAGEMENT PROCESS :
• It is series of activities and steps used to manage
employes in a business.
STEPS IN STAFF MANAGEMENT
PROCESS :
 RESOURCE ALLOCATION
 RECRUITING TALENT
 SELECTION AND HIRING
 STAFF TRAINING AND DEVOLEPMENT
 REVIEWING STAFF PERFOMANCE AND GIVING
CREDIT

11. RESOURCE ALLOCATION :
 It means understanding the employe needs
for the organization
 Divvying up the available resources will set
a foundation for the rest of the process.
RECRUITING TALENT :
 Includes identify what type of staff the
business needs
 Includes planning recruitment strategies
advertising job opening and screening
applicants.

12. SELECTION AND HIRING :
 Once potential employes are
identified and interviewed ,the
organization must decide which
one is best fit for the position.
 This step has high stakes.
STAFF TRAINING AND
DEVOLEPMENT :
 The purpose of the step is to
help employe better understand
their roles and responsibilities.
 This helps them to learn new
skills and improve performance
.

13. REVIEWING STAFF PERFOMANCE
AND GIVING CREDIT :
 It is the appraising employs
performance .
 To determine whether each
member of staff is meeting
performance expectations
achieving specific goals and
growing outcome.
 Then their role compensation
and responsibilities can be
updated as needed
 Eg :promotions

14. Strategies to Effectively Manage
Your Staff
Be a Leader Before Being a Manager
 Leadership is the ability to influence people
and drive them to achieve a common goal. A
leader typically has the vision, inspiration
and charisma to lead a team and can provide
direction and motivation.

16. Set Up a Reward Program
Rewards and recognition are crucial to
improve the employee experience, motivate
staff members, shape culture, and boost
retention. When employees feel appreciated
– either through formal recognition or some
type of material reward – they will feel
encouraged to continue their good
performance.

17. Communicate With Your Staff
 Communication is an essential piece of staff management, both
on the leadership side (e.g. convey clear and concise
instructions) and on the employee side (e.g. communicating
successes and failures).
Actively Listen
One of the most important parts of effective
communication is active listening: being
actively engaged with what another person is
saying to us, rather than passively hearing it
or thinking about other things.

18. Encourage Learning
 A culture of learning and development benefits all sides of
the organization. From a staff management perspective, it
helps to upskill your workforce and continually improve
the skills and experience available to the organization. It
also boosts retention – a key to solid and consistent staff
management.
Build Trust
 Building a relationship of trust with employees
will help them feel supported and motivated,
while also creating a better environment for
collaboration

19. STEPS IN PLANNING
 While planning staff requirements, it is essential
to consider the goal of the establishment, its size
in terms of number of department and the jobs
required to be performed to reach the goals.
Planning involves mainly
Gathering information
Developing staff structure
Setting goals and target

20. Gathering information
All kind of information is needed for
explaining the board polices regarding staff
needs with respect to building standards.
Finances
Services to offer
Laws affecting staff employment such as
minimum wages act, compensation and
leave rules.

21. DEVELOPING STAFF STRUCTURES
 Staff structure need to be drawn with respect to space
arguments and activity details on the requirement of each job
and the time for which the establishment is expected to be
kept open.
 In the case of night clubs, the staff duty timings will differ
from those of hospital catering staff or a restaurant.
 Certain jobs too require staff on call, as when there is a
sudden rush of customers and more waiters need to be
deployed to meet the situations.

22. SETTING GOALS AND TARGETS :
These goals and targets need to be set to be achieved
in pre determined time frame
The goals must be related to a fairly accurate forecast
of future events since then cant be based on absolute
certainty.
In food services it is useful to look at multiple skills in
staff so that they can easily be rotated in various jobs
as required.

23. STAFFSCHEDULING
Introduction:
 Staff scheduling is a critical aspect of
organizational management,
impacting both operational efficiency
and employee satisfaction.
 A well-designed schedule ensures
adequate coverage while balancing
employee preferences and
organizational needs.
 This essay explores the importance of
effective staff scheduling and outlines
strategies for optimizing scheduling
processes.

24. Importance of Staff Scheduling:
 Operational Efficiency: Effective scheduling
ensures that the right number of staff with the
necessary skills are available at all times,
minimizing bottlenecks and delays in operations
 Cost Management: By aligning staffing levels
with demand, organizations can avoid overstaffing,
which leads to unnecessary labor costs, or
understaffing, which can result in decreased
productivity and customer dissatisfaction.

25.  Employee Satisfaction: Fair and
transparent scheduling practices
contribute to employee satisfaction by
accommodating preferences, promoting
work-life balance, and reducing
instances of burnout and fatigue.
 Compliance: Compliance with labor
laws and regulations regarding working
hours, breaks, and overtime is essential
to avoid legal consequences and
maintain a positive organizational
reputation.

26. TO IMPROVE EMPLOYE MANAGEMENT
WITH EMPLOYE SCHEDULING SYSTEM
• A great Way for a manager to effectively
manage a restaurant is by over seeing various
aspects .
• They should ensure the satisfaction of diners
by proving excellent customer service and
maintaining a pleasant dining atmosphere.
• Managing the kitchen staff involves proper
training, scheduling and quality control

27. REAL TIME AVAILABILITIES
 With a connected work force, know the team
availability, who is on leave, and which of your part
timers are available before planning for you’re a team in
a familiar interface.
AUTO SCHEDULING :
 We understand that speed and accuracy are everything.
 Just by clicking on the shifts, we instantly assign your
staff to a shift

28. GET BETTER VISIBILITY
OF LABOUR COST WELL
SCHEDULING
 Food service managers can
take control of actual
labours cost to optimize and
achieve target man power
budget and lower operating
cost to increase your take
home profit.