Open AccessIMPROVEMENT OF THE SOCIAL AND PSYCHOLOGICAL MECHANISM OF RESTAURANT PERSONNEL MANAGEMENT
Author(s) -
Tatiana V. Krylova,
A.V Lelekova,
S.E Voloshina
Publication year - 2021
Publication title -
azimut naučnyh issledovanij: èkonomika i upravlenie
Language(s) - English
Resource type - Journals
eISSN - 2712-8482
pISSN - 2309-1762
DOI - 10.26140/anie-2021-1001-0044
Subject(s) - session (web analytics) , productivity , business , order (exchange) , marketing , mechanism (biology) , public relations , psychology , operations management , advertising , engineering , economics , political science , finance , philosophy , epistemology , macroeconomics
The article examines topical problems of improving the restaurant personnel management system by improving the socio-psychological mechanism of personnel management in the restaurant business. The purpose of this study is to develop recommendations for improving the socio-psychological mechanism of personnel management at CJSC "McDonald's". The article analyzes in sufficient detail the personnel composition of the McDonald's restaurant located in the Ganza shopping center in N. Novgorod. The main elements of the existing socio-psychological mechanism of restaurant personnel management were studied, the main directions of improvement were identified. In order to achieve high productivity, increase the profits of the organization, the management of the McDonald's restaurant was offered measures to strengthen the corporate spirit of the company's employees, namely: an increase in the number of celebrated traditional holidays, an increase in the number of events organized by McDonald's for restaurant employees, the organization of informal labor meetings collective. Also, recommendations were developed to improve the organization of the rep-session, used in "McDonald's", which include: implementation of positive advance advertising of each rep-session; increasing the frequency of the session up to 4 times a year; allowing employees to participate in the session no more than twice a year if there is a large number of applicants; providing a report on solving problems identified during the rep session.