Study On The Loss Of Grass-roots Managers In B Catering Enterprises

In the past five years,the catering industry has grown at an alarming rate.Chain operation has become the best choice for many brands because of its advantages of scale and intensiveness.From the successful experience of McDonald's and KFC,the grass-roots managers in charge of store management play a decisive role in the rapid expansion of enterprises and the quality of operation.However,there are fewer talents in this area in China.Many companies have invested a lot of manpower and material resources to recruit zero-experience personnel for training,in order to help the development and growth of the company.Therefore,the high loss of grass-roots managers seriously affects the business quality and operating costs of enterprises.The author's B enterprise is an early catering brand in China.Its strong brand influence,perfect training system and equal respect corporate culture once became the employer's brand that job seekers dreamed of.However,in recent years,due to the fierce competition in the catering industry,the development of enterprises is facing challenges.The turnover rate of grass-roots managers is increasing year by year,even far higher than the industry level.In order to help enterprises solve the problem of high turnover of grass-roots managers,the author consulted the relevant theories at home and abroad,especially the three theoretical models of turnover established by Mobley,Steers & Mowday and Price-Muller,the two-factor theory and Maslow's demand theory,to understand the relevant influencing factors and research ideas of personnel turnover.Then using the questionnaire survey method to understand the reasons for the resignation of grass-roots managers and on-the-job managers,looking for solutions.The main research object of this paper is the basic management personnel of B enterprise.According to the organizational structure of B enterprise,it is the restaurant manager,Senior Deputy manager,deputy manager and reserve manager who are responsible for the operation and management of front-line stores.Based on the statistics of 274 resigned grass-roots managers and 246 on-the-job grass-roots managers' resignation intention questionnaire,it is found that the high turnover is mainly affected by three aspects: 1)unreasonable salary system;2)lack of promotion space in the company;3)high work intensity and high work pressure.Combining the two-factor theory and Maslow's demand theory,and considering the actual business situation of enterprise B,the author puts forward three suggestions: 1)establishing a scientific salary system to improve the basic salary that the grass-roots managers are not satisfied with,and establishing a scientific and reasonable performance management system;2)diversifying development to break through barriers between the operating and non-operating sectors;Realize the mobility of personnel;3)Optimize the content of work,reduce unnecessary administrative work,at the same time,according to the characteristics of personnel to arrange jobs,for new projects to establish the implementation of systems and processes,so that grass-roots managers can easily and calmly respond to work.The author hopes that this study can solve the problem of human resource management in B enterprise,help enterprises reduce human cost,form a stable and efficient grass-roots operation team,and improve enterprise performance.At the same time,I hope to provide a reference for the maintenance of grass-roots managers of the whole catering enterprises.