The sector restaurants It is at a difficult juncture in US. UU., also threatens to expand into other countries in the West.
It is the difficulties involved in managing human resources in major organized catering operations, especially with regard to recruitment, formation and retention of workers refers.
Although in the world of fast food the staff turnover rate has always been high, in recent years he has been accused disturbingly.
Young minors and college made up before the bulk of the active population engaged in this sector is no longer so interested in having assumed the additional income this occupation. The change of heart is due to several factors:
- He stagnant minimum wage It translates into a loss of purchasing power to consider the cost associated with renting, education and the general increase in the cost of living due to inflation.
- Young people finish their training to enter, deeply indebted, in a hypercompetitive and saturated labor market in which raw previous experience, so a valid strategy for students is to combine academic efforts with placements, even when these are unpaid.
- Fast food restaurants are stigmatized and they have a bad reputation among younger generations, so many teenagers prefer to get money from other sources, including those derived from the technological gap existing between youth and entrepreneurs in years.
All this makes companies like Panera Bread experience a staff turnover rate higher than the 100%, as collected CNBC in late summer 2019. It is not an exaggerated figure, much less, each year Panera template is completely renewed, and this is customary in the industry, where the average of this ratio is around the 130%; that is to say, most employees can not stand even a year in the restaurant.
The Bureau of Labor Statistics US. THE. this average stood at 81.9% for the period of 2015 a 2017, Meanwhile in 2020, no statistics published yet, This value is expected to be almost double when its value is announced.
This rapid increase is explained partly by the Search for standardization of the workplace and process automation. Restaurants have struggled for decades to get to lose an employee is least harmful as possible for business, and this has unexpectedly reduced retention of workers, because instead of having seasoned professionals, anyone can take the place, even those which are only passing.
And this rate of replacement workers, is now beginning to worry restaurants. What is the cost of human resources office? How much time is spent interviewing potential candidates? How long is the training period for each new hire? How long does the worker perform their duties with skill? Legitimate questions whose answers portend a change in the mode of operation of the sector.
The costs associated with these questions must be added other hidden economic damage that they are not perceived as fast. It is the case General disruption in the organization and of the destabilization in the team.
According to public data confirmed Burger King, the cost of each replacement in the team is around the 500 euros. However this seems to be an exceptional case, since Rosemary Batt, Head of HR Studies and the International & Comparative Labor en el Cornell School of Industrial Labor Relations, indicates that the average in the restaurants surveyed for a few inquiries in 2013 He was in the 1600 US dollars per worker, and the National Restaurant Association EE. THE. confirms higher values, exceeding 2000$. Other companies market analysis are even more ominous, Amounts quoted reaching 2800$.
Industry, this is prohibitive, and why some chain restaurants like they couldnt do enough to ensure that all workers exceeded the barrier of 90 days working on site, a time limit after which the possibility of an early replacement is reduced abruptly.
But when the acclimatization of personnel newcomer is not as fruitful as expected, it's time automation. The autopedido kiosks, telematic communication pathways, the apps own mobile, services home delivery food ordering portals online and many other innovations are changing the landscape of restoration and reducing investment in workers.
Some companies have already announced partnerships with companies such as Uber Eats, by Dash O Grubhub, through which aims to reach consumers, serve the requested orders and reduce the workload in their establishments.
It's not the only change, some have begun to improve training methodology in the workspace with the clear intention to retain new hires for as long as possible. Today are using mobile technology to streamline the learning process, and in the future expected to use augmented reality glasses that novices can receive instructions while performing the tasks which they are assigned to them.
In many strings, all management positions are required to work as an employee more in one of the establishments of the company for a few weeks. It is expected that this experience will help them empathize with workers and improve the situation living in their jobs. Some analysts suggest that one of the most important factors contributing to high rates of staff turnover is poor quality of work, frustrates new, destroys the possibilities of promotion and, in general, considered a last resort that serves as a bridge between other jobs Top rated.