HR interview with Candrian publican Catering: Motivated employees through well-trained managers' HR and Leadership
Pascal summer is HR Director of Candrian Catering AG and responsible for the strategic HR management. He attaches great importance to the training of managers and the recruitment of well-trained personnel. What factors publican distinguish the HR department of your company in particular?
The close relation to the industry. Some of our HR carers have a gastronomic background. This allows a better understanding of each manager in personnel matters and is beneficial especially in the targeted recruitment of key functions. We know the needs that are provided in the companies to new employees. Our "Rolls Royce" of the apprenticeship. We invest a lot of time for internal training, publican various events, such as an apprenticeship week in which our learners perform an operation alone, publican mental training etc. complete success proves us right. There is hardly any other training company in the catering industry who successfully leads so many learners through basic education. You are responsible for strategic HR management of Candrian Catering AG. How do you define your company's strategic HR management?
Personally, I do not think much of large-scale HRM strategies. Although outwardly tones such formulations such as "We see ourselves as a business partner to all stakeholders" excellent, but from my experience they often missed by the momentum at the base. The daily, spiritual presence that I call from me and my HR consultants, is paying off. We find individual solutions for each problem. Be it in the succession planning, recruitment to a socially responsible employee separation process. As an HR department, we do not see ourselves in the role of "preventer", but according to our corporate motto ("We make it possible"), we search together with the line in a business, such as social terms, the best possible solutions for the daily needs . Nevertheless, we at the CCAG not aimlessly wander through publican the area. Focus in the coming years is a well-developed staff development publican program for all levels and functions, based on a simple and meaningful performance appraisal process. You use the key figures in strategic HR management most and why this?
We deal in particular with the turnover, absence behavior, as well as the existing employee potential in terms of customized staff development measures. Long-term, healthy employees is recognized and promoted their potential, in our view, constitute the key factors in a company in terms of human resources. As a performance-oriented company, we deal naturally with operational metrics such as staff costs in relation to sales, or, depending on the function, publican the revenue generated per employee. The working conditions publican in the restaurant business in comparison to other sectors difficult (wages, hours of work), but motivated people in the service are essential. How do you make sure their motivation?
We focus mainly on training of managers. We pay particular attention to the issue of conversation / communication, either in terms of individual meetings with employees, team briefings, publican generally with the use of role models, or offer "Team-start workshop" for new supervisors. Leaders, who manage themselves optimally to the everyday life and its employees, generally have more motivated employees. Nevertheless - this factor is not to be underestimated. With increasing demands and simultaneous shortage of skilled workers, there are already situations where the frustration caused by lack of motivation is a challenge. Not to be forgotten are investing in team events, the annual staff party, as well as awards for particularly well, we like to make and contribute publican to the welfare of our employees. Where do you see the biggest challenges publican for an HR manager in the hospitality environment in the next 10 years?
Clearly in the recruitment of well-trained personnel. At the same time, the fluctuation will continue to rise, because their loyalty to the employer and the professional dignity is lost in our society self-realization. The identification with the profession, or the employer, as we experience in long-term employees, we find less and less for new employees. Here it is important to find creative, innovative, but also simple and cost-neutral solutions to counteract this development. What competencies
Pascal summer is HR Director of Candrian Catering AG and responsible for the strategic HR management. He attaches great importance to the training of managers and the recruitment of well-trained personnel. What factors publican distinguish the HR department of your company in particular?
The close relation to the industry. Some of our HR carers have a gastronomic background. This allows a better understanding of each manager in personnel matters and is beneficial especially in the targeted recruitment of key functions. We know the needs that are provided in the companies to new employees. Our "Rolls Royce" of the apprenticeship. We invest a lot of time for internal training, publican various events, such as an apprenticeship week in which our learners perform an operation alone, publican mental training etc. complete success proves us right. There is hardly any other training company in the catering industry who successfully leads so many learners through basic education. You are responsible for strategic HR management of Candrian Catering AG. How do you define your company's strategic HR management?
Personally, I do not think much of large-scale HRM strategies. Although outwardly tones such formulations such as "We see ourselves as a business partner to all stakeholders" excellent, but from my experience they often missed by the momentum at the base. The daily, spiritual presence that I call from me and my HR consultants, is paying off. We find individual solutions for each problem. Be it in the succession planning, recruitment to a socially responsible employee separation process. As an HR department, we do not see ourselves in the role of "preventer", but according to our corporate motto ("We make it possible"), we search together with the line in a business, such as social terms, the best possible solutions for the daily needs . Nevertheless, we at the CCAG not aimlessly wander through publican the area. Focus in the coming years is a well-developed staff development publican program for all levels and functions, based on a simple and meaningful performance appraisal process. You use the key figures in strategic HR management most and why this?
We deal in particular with the turnover, absence behavior, as well as the existing employee potential in terms of customized staff development measures. Long-term, healthy employees is recognized and promoted their potential, in our view, constitute the key factors in a company in terms of human resources. As a performance-oriented company, we deal naturally with operational metrics such as staff costs in relation to sales, or, depending on the function, publican the revenue generated per employee. The working conditions publican in the restaurant business in comparison to other sectors difficult (wages, hours of work), but motivated people in the service are essential. How do you make sure their motivation?
We focus mainly on training of managers. We pay particular attention to the issue of conversation / communication, either in terms of individual meetings with employees, team briefings, publican generally with the use of role models, or offer "Team-start workshop" for new supervisors. Leaders, who manage themselves optimally to the everyday life and its employees, generally have more motivated employees. Nevertheless - this factor is not to be underestimated. With increasing demands and simultaneous shortage of skilled workers, there are already situations where the frustration caused by lack of motivation is a challenge. Not to be forgotten are investing in team events, the annual staff party, as well as awards for particularly well, we like to make and contribute publican to the welfare of our employees. Where do you see the biggest challenges publican for an HR manager in the hospitality environment in the next 10 years?
Clearly in the recruitment of well-trained personnel. At the same time, the fluctuation will continue to rise, because their loyalty to the employer and the professional dignity is lost in our society self-realization. The identification with the profession, or the employer, as we experience in long-term employees, we find less and less for new employees. Here it is important to find creative, innovative, but also simple and cost-neutral solutions to counteract this development. What competencies
No comments:
Post a Comment