厨房英语厨房英文怎么说厨房的英文例句.docx

1、厨房英语厨房英文怎么说厨房的英文例句酒店餐饮人力资源现状分析（Analysis of human resources in hotels and restaurants）Human resources analysis of hotel cateringThe development of hotel catering requires a higher level of talent1. Hotel and catering development needs compound talentsAs peoples consumption concept changes, catering m

2、arket competition, catering business managers need to understand business, good innovation, guide consumption trends, also need high-end catering personnel to the development of food culture, the concept of innovation. The market has a huge demand for this kind of complex talent.2., the lack of tale

3、nt has become an important factor restricting the development of hotel catering.In the hotel, the status of food and beverage is very important, it is the hotel to meet the basic needs of the guests indispensable business. In some hotels, food and beverage even exceeds the income of the guest room.

4、Due to the concept of error, hotel and catering is difficult to attract and retain talents, human resources and poor talent shortage has become a common problem facing the hotel and catering, and have restricted the development of hotel and catering fence.3., the talent advantage of hotel catering i

5、s no longer existAs the rapid development of social catering, a large number of hotel and restaurant personnel lost, the original hotel, restaurant chefs gathered, superb technology, can provide high-quality services human resources advantages have been diluted. With Chinas entry into the WTO, forei

6、gn restaurant enterprises will face greater challenges when they enter the Chinese market. Without a team of professionals, it is difficult for the hotel to form its own core competitiveness and make a strong brand. Therefore, it is difficult to cope with the competition between domestic and foreign

7、 catering enterprises.4., the hotel chain development needs more support from the catering talentsWe know that the development of hotel catering depends more on human factors, and the development of regional competitive advantage is also based on the development of talent and the ability to replicat

8、e the technology. However, in recent years, some walk the path of development of the hotel chain enterprises increasingly feel the food development and lack of stamina, lack of food and beverage brands, after all, lack of human resources development of the hotel restaurant has seriously restricted t

9、he further development of catering. The serious shortage of catering technical personnel and catering management personnel is the main factor contributing to this situation.Hotel, catering, human resources, status1. post personnel structureFrom our hotel catering personnel survey, at present, in the

10、 hotel catering personnel structure, restaurant services and management personnel accounted for 52.66% of the total proportion, kitchen chefs and management personnel accounted for 47.34%.2. educational structureEmployees in the hotel dining at present, junior high school degree and below accounted

11、for about 24% of the total number; high school education accounted for about 71% of the total number; college degree (including education qualifications) accounted for 4.66% of the total number; undergraduate education accounted for 0.34% of the total number.According to social related personnel dat

12、a show that, at present, our hotel college education in the proportion of the total staff of 11.2%, and catering practitioners education level is lower than the average level of 6.2% percentage points.3. working years of catering employeesIn order to better analyze the relationship between the stabi

13、lity and development of hotel catering staff, we design the work life analysis. Following table:Table 1 working life of catering employeesFrom the statistical data, the hotel catering employees, 02 years of service of new employees accounted for 38%, 25 of the year accounted for 30.4%, 5 or more emp

14、loyees accounted for 23.94%. At the management level this is particularly prominent, more than five years of staff accounted for the vast majority.4. gender structureAccording to statistics, at present, the proportion of men and women in restaurants and restaurants is 1 to 3.7, while the proportion

15、of men and women in the kitchen is 5.3 to 1. Management level, gender difference is not large, slightly changed, from the statistical data, the restaurant managers are dominated by women, men and women ratio of 1 to 3; while the proportion of kitchen 5.6 to 1, but basically proportional. The analysi

16、s of sex structure proportion has certain guiding function to personnel training and personnel recruitment.5. sources of restaurant employeesFrom our statistical data, hotel and catering staff, staff in charge of more than is the main source of social experience of personnel (50%), school related pe

17、rsonnel (18%), non social related personnel (18%). Further detailed analysis, the kitchen staff in charge of more than 58% personnel from the society, school related personnel 26%; a restaurant from the social experience of personnel 63%, 31% non experienced personnel, level executives from the scho

18、ol only 6%.6. employee turnoverEmployee turnover rate: in the past year, the average wastage rate of hotel employees has reached 33.6558%. Restaurant staff turnover rate was 27.1383%; kitchen staff turnover rate was 37.9537%. Among them, the contribution rate of restaurant and kitchen staff turnover

19、 was 52.78% and 47.22% respectively.The main reason for the wastage of catering staff is that the causes of employee turnover are often manifold. After statistics,The reasons for the loss are: development, compensation, violation of discipline, physical reasons and other reasons.Problems existing in

20、 human resources development of hotels and restaurantsThe catering market competition, more capital investment, management, environmental facilities, food flavor, marketing strategy, service level and price positioning and so on several aspects, all of which are embodied in the personnel (including

21、management personnel and technical personnel) the quantity and quality of talent, so we can say, especially the construction of the chef the team will be the key to the development of our hotel and catering. But through investigation and study, we find that there are many problems hindering the deve

22、lopment of catering talents.1. deviation of personnel structureFrom the personnel structure and educational structure point of view, our catering is obviously the traditional labor-intensive industries, the concentration of manpower. Faced with the challenges of the new period, it is necessary for u

23、s to reexamine the current basic framework. Especially from the point of view of sustainable development, our human structure has a precarious appearance, and it is urgent to improve the human resource structure of the whole group catering.2., the overall quality of hotel staff is lowIn restaurants

24、and kitchens, the entire academic level is still close to 23.43% of employees, or junior high school or below. Most of high school education, university stage college and university a little. This aspect is due to the concept of domestic cultural consumption, university students ashamed of being a w

25、aiter, from the grassroots level, while those with university qualifications are basically promoted to the management level.The study atmosphere of restaurant employees is not strong enough. Most practitioners are not aware of the difficulties associated with low education. The future will be cateri

26、ng to science and technology, information, health direction, concentration value to the technical and professional services from the human, if you want to face the future, we need to start from the system, strengthen the guiding role of the corresponding incentive system, improve the basic quality o

27、f the food from the whole human.3. shows a more serious successor crisisA worrying phenomenon is catering to senior management personnel (including service supervisor) are basically 2 years or more, that is to say, the core members of our hotel are trained for long time and stable and rich experienc

28、e; but the defect is, only low degree; the foreman layer only some new high educated employees, but a very small proportion, high educated employees can rise to a higher position, or that the high degree of employee growth space is too small.In the catering industry, there is a saying that 33 type c

29、atering talents concept: three years of professional education; three years of technical learning and experience accumulation. From our statistical point of view, but also to verify this argument has some truth. Only specialized knowledge is insufficient to be competent for the management of food an

30、d beverage management, and it is difficult to undertake the important task without the accumulation of a certain time experience. There is no shortcut to the rapid development of catering personnel training. This poses a greater challenge to the work of our human resources department.From the analys

31、is of the sources of personnel, our current supervisor and above personnel, foreman and chef sources are mainly social experience, the social concept of more relevant personnel may include the corresponding apprentice out of the kitchen staff, for the kitchen, here shows relatively strong barriers (

32、teachers pay more attention to the kitchen the informal organization to form a team); add up because other sources are not cook this social related personnel, especially the kitchen plays a decisive role in the leadership level, this is particularly prominent. So, it is difficult to improve our leve

33、l of cooking in the kitchen, the difficulty of implementation of management system more, even when the kitchen have some disputes, they use their own way to deal with, because the teacher often has the right to speak. This situation is also more in the level of graduate students from colleges and universities of