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THIS TIME we will discuss about people, which is related to efforts to build a solid organization, strong leadership, and a healthy and conducive culture in business.
Often organizations and human resources become a challenge in the culinary business, both for businesses that are just starting, growing or already big. This is a classic challenge that will continue to exist because there is no way we can grow our business without solid organizational support and we certainly can’t do everything alone.
There are 4 general steps that can be applied to build an organization in the culinary business which technically must be adjusted to the scale & conditions of each business, but the principle will remain the same. Here are the four steps:
1. Organization Design
Before we decide to recruit employees to support the growth of our culinary business, the first step that must be taken is to think about and design the organization first. Without an organizational design master plan, aggressive addition of employees along with business growth will only become a time bomb, because there is no clarity of duties & functions and good interaction between various functions within the organization.
One of the biggest temptations of growing businesses is to instantly add employees without thinking about whether we really need additional people and a clear definition of duties & responsibilities.
It is better to have an efficient number of employees and be given competitive remuneration/salary so that they have the motivation to contribute & grow than aggressively adding employees with mediocre salaries which end up working too perfunctory.
2. Talent Acquisition
The next step is talent acquisition which is often referred to as recruitment. The trend in the culinary business when there is a need for recruitment is to open job vacancies through social media in moderation. Do not expect to get good employee candidates if the recruitment method is also modest. We must be aware that we must also introduce our business so that prospective employees are interested in joining.
3. Rewards & Remuneration
It is the nature of every human being to want to be appreciated by others. Likewise with employees in the organization, we must reward employees who have good performance according to (performance-based).
4. Talent Development & Retention
Last but not least, along with the development of the business, the capabilities of employees must also develop. Employees who are given the opportunity and means to develop themselves either professionally or personally will have more motivation to contribute to the business and expect to stay (longer) in the business because they see an opportunity to be even better. [foodizz.id/blog/photo special]
