In accordance with clause 4.1. GOST R 50935-2007 "Services catering. Requirements for personnel" the personnel of public catering establishments are divided into service, production and administrative.
When establishing personnel requirements, the following assessment criteria are taken into account:
- level of professional training and qualifications, including theoretical knowledge and practical skills;
- the ability to organize the activities of public catering enterprises and manage personnel (for the director (manager, manager, head) of the enterprise, production manager, shop manager, head waiter, etc.);
- knowledge and adherence to professional ethics;
- knowledge of regulations and guidelines related to professional activity.
Personnel of public catering establishments of all types and classes, regardless of their form of ownership, must undergo training in order to become familiar with the internal rules and organization of the enterprise and the rules for the provision of public catering services.
Functional responsibilities, rights and qualification requirements to personnel must be recorded in personalized job descriptions approved by the head of the organization.
Job descriptions for personnel are developed by the organization's administration based on the requirements of this standard, organizational standards, qualification characteristics of jobs and professions, positions of managers and specialists, taking into account the specifics of each enterprise and the requirements of current legislation.
The administration of a public catering organization must systematically organize activities to improve knowledge, improve the qualifications and professional skills of personnel based on their theoretical training and practical skills.
The staff of a public catering establishment must ensure the safety of life and health of consumers, as well as the safety of their property while staying at the enterprise. All personnel must be trained in safe methods work
The following requirements apply to the staff of public catering establishments of all types and classes: general requirements:
- knowledge and compliance with job descriptions and internal regulations of the enterprise (organization);
- compliance with sanitation requirements, rules of personal hygiene and workplace hygiene;
- knowledge and compliance with fire safety measures, labor protection and safety regulations;
- knowledge of regulatory and technical documents for public catering services, including public catering products;
- knowledge of professional terminology;
- advanced training of employees (at least once every five years).

On at the moment In any civilized country, including our republic, certain concepts and understandings have been formed about how an employee should behave and what requirements he must meet. As a rule, each job has its own rules of conduct, which may differ not only in different industries, but also within enterprises and firms of the same industry. But despite this, in the labor market today there are basic requirements that are presented to every employee, without exception. With such basic requirements we will get to know each other in this article.

Requirements for any employee.

The current pace of economic development has led to the fact that employers have begun to impose increasingly stringent requirements on applicants for vacancies, to carry out more careful selection and be more attentive to their employees. Continuous improvement in the field of personnel management, in terms of recruitment, allows for a more in-depth assessment of the employee at the employment stage in comparison with the recent past. There are more and more requirements for applicants, but they all usually depend on the specifics of the position for which you are applying. Whether it’s a height of 170 cm or more, having a motorcycle or knowing the Latin language - as a rule, you are ready for them initially when you choose a certain type of work. With all their diversity, there are a number of basic basic requirements that are common to all categories of workers:

1. No bad habits.

First of all, this is the absence bad habits. If, with regard to smoking, some employers are even more loyal to employees and may not consider it special significance, then alcoholism and drug addiction are absolutely unacceptable. The reality is that if in your work book there is a record of dismissal for drunkenness - it will be extremely difficult for you to find a decent job.

2. Appearance.

Appearance also plays an important role. Legislatively appearance cannot be a reason for refusal of employment. But it's undeniable important point, because employees are the “face” of the company. Often, even at the HR manager level, a decision is made that the applicant is not suitable precisely because of the inconsistency with the style and culture of the company. For example, people with unusual hairstyles (like a mohawk, bald, with brightly colored hair), with an abundance of tattoos and other ambiguous external characteristics find it more difficult to get jobs related to working with clients, contractors or business partners. Untidyness also falls into this category: unironed clothes, dirty shoes, unwashed hair, unkempt nails. In this case, the likelihood of being rejected increases significantly. And even if you don’t have a business suit and shirt, for an interview it’s enough to choose a clean, ironed outfit that won’t catch your eye and won’t be overtly provocative. And it won’t attract the recruiter’s attention at all. This undoubtedly applies to current employees who suddenly decided to change something about themselves.

3. You can't lie!

Not on a resume, not at an interview, not during work. Rest assured, the truth will be revealed; now there are many techniques that can catch you in a lie. Usually the recruiter checks all your answers not 1, but 2-3 times during the interview, asking questions about special equipment. Most double-check the information received from applicants when they call recommenders from 2-3 last places work. And these will not always be exactly the people you indicated. Using simple techniques, HR managers independently find people who can give some feedback about you. Increasingly, there are companies that use polygraphs (lie detectors) in interviews, especially for positions that require financial liability. Be sure that if you catch you in a lie, the employer will not want to continue the relationship.

4. Conflict.

Conflict is also one of the most common reasons for refusal to hire and a reason for dismissal. Who would want to work with an aggressor or just a person prone to swearing and scandals? It is not difficult to identify such a candidate at the interview stage; in such stressful situations it is much more difficult to control one’s emotions. Somewhere they specially arrange a stress interview, and somewhere the applicant himself begins to be rude and allow himself emotional statements. This comes up especially often when the candidate begins to explain the reasons for his dismissal or simply speaks about his past employer.

There are studies in which a person’s conflict level was correlated with his blood type. So, knowing the blood type, we can guess whether a person is prone to conflicts:

For the first blood group

For the second group s blood

For the third blood group

For the fourth blood group

In order to more accurately determine your level of conflict, we recommend taking a specialized psychological test.

5. Decency.

Decency is usually very closely related to conflict. And most often, recruiters evaluate it based on how you speak about your past employers, bosses, and team. But the same thing can be seen in conversations with recommenders. Inside the company, such people will never allow themselves to publicly discuss and condemn the manager and colleagues, spread rumors, or provoke conflicts between other people.

6. Sociability or, to be more precise, the ability to communicate adequately.

It is extremely difficult to work with overly reserved people. After all, the success of any job depends on receiving feedback, be it a cleaner, a janitor, or especially a sales manager. In the process of any labor activity there is a need for communication, so-called internal communications, which are the key to the effectiveness of interaction of any team and manager-subordinate relations.

And although the requirements for higher or at least secondary education, age, gender or work experience have become so familiar to us, they are by no means mandatory for all positions.

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Requirements for the staff of public catering establishments are determined not only by the organization itself, they are also dictated by GOST. Catering establishments are places where many people come, expecting not only to enjoy delicious food prepared in the right conditions, but also get quality service. There are state standards that such enterprises must comply with, and these standards also stipulate requirements for personnel.

It is important to note that despite all the exactingness and severity of GOST, nothing prevents public catering establishments - canteens, cafes and restaurants - from maintaining own style and impose additional requirements when hiring personnel.

Personnel at catering establishments include not only cooks, waiters and kitchen workers. All employees are divided into three categories:

• administrative staff, which includes the director, accountant and managers;
• service personnel, which includes those workers who are in contact with customers and are directly responsible for the quality of service in the establishment - administrators, waiters, head waiters, bartenders and bartenders;
• production personnel, this category includes cooks, technologists, sushi experts, culinary specialists, confectioners, etc., that is, those who prepare food.

General requirements for employees of all categories

There are requirements that apply to employees of public catering establishments when hiring, regardless of
depending on what category they belong to.

First of all, a sufficient level of professional training is required, which guarantees that the employee knows all the theoretical and practical features of the profession. So, cooks must have certificates of completion educational institutions by profession a cook. This characteristic must be strictly observed.

Compliance with sanitation is mandatory, which requires all personnel, including waiters and hall workers, to have a valid medical certificate. This means that the company obliges the employee to observe the rules of personal hygiene and cleanliness of the workplace. Personal hygiene is very important. For example, cooks are prohibited from having long nails or manicures, or from keeping personal items such as cell phones on kitchen work surfaces.

All employees must be made aware that they must comply with occupational health and fire safety regulations in their workplace. Such training should be carried out by the company itself for its employees.

Requirements for production personnel

The most stringent requirements are imposed on those who work in the kitchen and are engaged in procuring food and preparing food for guests of the establishment.

In particular, such employees must always wear only sanitary clothing and shoes at their workplace. They cannot work in their home clothes. At the same time, such clothes and shoes must undergo regular dry cleaning to ensure they are always free of any traces of dirt. It is permitted to place company logos or badges on such clothing.

At the same time, it is prohibited to go into the hall and communicate with consumers of catering services while wearing sanitary clothing.

All personal clothing of staff, in which people come to work, must be stored during the day in a specially designated room.

If public catering workers show signs of illness, cuts or burns on their hands, the administration of the organization should immediately find out about this and immediately remove this employee from work until he has fully recovered.

Requirements for service personnel

The service personnel of a catering establishment - waiters, administrators, bartenders - are constantly in contact with visitors, so the success and profitability of the business largely depends on their literacy and professionalism.

The main characteristics of such workers are the ability to be polite, tactful, and friendly even during conflict situations. Such personnel should be available to assist guests, such as disabled guests, if necessary.

Waiters must have an excellent knowledge of the menu, including the ingredients and preparation method for each dish.

Administrators must have the skills to work with complaints and claims from guests, and also be responsible for the correct and coordinated work of all employees.

Requirements for administrative personnel

Personnel management in a catering establishment is the responsibility of administrative staff. The competent organization of the activities of the entire institution depends on it.

Such workers must be able to monitor the efficiency of workers and production, know methods for introducing new, modern technologies, monitor the quality of service and conduct safety training in the workplace.

Administrative personnel must carefully monitor compliance with labor protection and sanitary requirements of the enterprise and its employees.

One of the most important requirements is knowledge technological process, the procedure for developing and compiling a menu, skills in determining the norms for losses of raw materials. Thus, a technologist or process engineer must be able to monitor the quality of products used in the preparation of dishes, produced by workers of semi-finished products and other culinary products. They are also responsible for screening and organoleptic testing, which is necessary in established deadlines produce to all organizations working in the field of providing public catering services.

Requirements for a warehouse manager include the ability to properly organize warehouse facilities and equipment storage facilities, as well as supplying the organization with material resources that are necessary for uninterrupted operations.

The warehouse manager must know all the standards and technical conditions that stipulate the storage of products and semi-finished products. He must also be able to systematize and correctly save all incoming documents to account for raw materials stored and used. The warehouse manager is responsible for monitoring the proper operation and timely repair of warehouse and refrigeration equipment. If breakdowns occur, the warehouse manager must immediately notify the directorate and call repair specialists.

The main requirement for a storekeeper is the ability to receive incoming goods. food products, on-site documentation review and stock distribution.

Additional Requirements

It is important that all staff know how to properly store the products from which dishes are prepared for guests of the establishment.

First of all, personnel must ensure that all food products received for storage and use are labeled. He must control the quality of these products and their timely disposal.

When receiving packaged products, it is necessary to monitor the correctness and integrity of the packaging. An important requirement is knowledge of the rules of commodity proximity during storage ready meals, blanks and semi-finished products.

Requirements for personnel on the part of the employer are formed in the process of determining the organization's needs for human resources. In turn, determining personnel needs should begin with the consistent development of a number of documents. They will allow us to express the need for such qualitative categories as: the composition of professions, specialties, positions and jobs in their structural relationship, as well as the content of labor at each workplace.

The description of the content of work is the basis for the final formation of the requirements for personnel. When hiring an employee, the employer wants to be sure that his work will have a certain result. Direct measurement of the employee’s performance results is expressed, as a rule, in the quality and timeliness of his performance job responsibilities.

Quality parameters in in this case may include the suitability of the results of labor for use by adjacent units, the thoroughness of the execution of tasks, the accuracy, rationality and reliability of the implementation of the entire organizational and technological process and its individual elements. It is clear that when applying for a job, the employer is unlikely to be able to reliably assess these parameters. In the personnel selection process, the organization evaluates such a group of parameters as the candidate’s abilities. They can be considered as conditions contributing to the achievement of certain labor results. Such conditions include, for example, the level of education, the amount of basic and additional knowledge, practical skills and experience in a certain field of activity. As additional conditions for ensuring labor productivity, one can consider the personal characteristics of the employee and his motivational attitudes (for example, the desire for self-realization, interest in working in a specific organization).

Modern conditions in which any production or management process takes place place increased demands on the professional role performed by each employee, regardless of the position he occupies. An employee of an organization is in conditions of fairly strict industrial socialization, in which significant influence the overall efficiency of the labor process is influenced by the interconnections of any link organizational structure. Because of this, the employer places increased demands on the professional behavior of employees. It can be expressed, for example, in the personal initiative or readiness of the employee to perform the tasks assigned to him.

The level of compliance of a potential employee with the individual requirements of the employer is difficult to assess at the stages of personnel selection, since the nature of the fulfillment of these requirements can only be reliably revealed in the process of direct professional activity. Conclusions about the level of compliance with such requirements can be made during periodic business assessment staff or their certification. This may partly help in solving this problem. probation when hiring, but its regulatory time frame may be insufficient for a reliable assessment.

So, it should be emphasized once again that a number of requirements that the employer places on candidates for a position are difficult to reliably assess during the personnel selection process. These include the personal qualities of an employee necessary to perform a certain activity, the ability to learn, the quality of performance of job duties, completing tasks on time, personal initiative, etc.

As already noted, personnel marketing works to satisfy the requirements of both parties labor relations, which means the need to study the requirements that potential employees place on the employer. Taking these requirements into account when carrying out the organization’s personnel policy will allow it to form and maintain its own image at the proper level, both on the external and internal labor markets. As a result, a positive image of the employer will ensure an effective recruitment process, as well as a decrease in turnover and an increase in the level of job satisfaction among employees. own personnel organizations. Hence the need to develop sufficient full list potential requests to employing organizations, from which the circle of possible applicants can form the composition and content of their expectations and preferences.

The work motivation management system has two large class incentive subsystems: monetary and non-monetary. Accordingly, we can say that any employee expects from his employer to ensure the fulfillment of both monetary and non-monetary incentive functions of labor. Relatively separate from the above is the function of self-realization in work, which includes such significant motivators as the employee’s career chances, the dynamics of his professional development, reasonable freedom of implementation own ideas etc.

An important role of labor relations for an individual is that he receives an additional opportunity (compared to everyday non-working life) to enter a certain society, communicate in it, and realize the need for a certain social status. In other words, labor in relation to its participants performs social function. And finally, when looking for a job, a person assumes that the employer will provide for his need for legal, social and psychological security.

The employing organization must consider how it can identify the needs of potential and existing employees. Moreover, these requests should be considered from two positions: as significant in relation to a specific organization and as prevailing in the labor market as a whole. The practical experience of some companies suggests that there are several ways in which it is possible to identify the needs of potential and full-time employees.

Analysis of the requirements for workplaces forms a system of requirements that the employing organization imposes on personnel applying for certain vacancies. Requirements for personnel are expressed, as a rule, in groups of parameters:

1. Abilities:

Level of education received;

Required knowledge (basic and additional);

Practical skills in a specific field of professional activity;

Experience in certain positions;

Cooperation and mutual assistance skills.

2. Personal qualities necessary for certain type activities;

3. Ability to perceive professional stress;

4. Ability to concentrate memory, attention, effort, etc.

5. Sphere of professional interests;

6. The desire for self-expression and self-realization;

7. Learning ability;

8. Interest in working for a specific position, certainty of professional prospects.

These qualitative parameters are determined by the nature of work in a particular position or in a particular workplace. In turn, the nature of work determines the requirements that are presented to the workplace. The study of job requirements should reflect the current and future conditions (requirements forecast).

The subject of analysis and forecasting, in addition to the requirements for the workplace, is the associated qualifications of the employee, expressed through the parameters of the requirements for personnel. Measures for its development are based on the interaction of analytical information about the requirements for the workplace and the actual qualifications of personnel.

The study of requirements for positions and workplaces should be based on regulatory documents, such as:

1. All-Russian classifier of worker professions, employee positions and tariff categories;

2. tariff and qualification characteristics of industry-wide positions of employees and industry-wide professions of workers.

The specific expression of the requirements for the position should be found in internal organizational regulatory documents:

Description of work or position ( job description), including organizational status positions, professional responsibilities, rights, relationship of position or workplace;

Job specification, reflecting the personal characteristics required for the job;

Qualification card, including information about general and special education, work skills;

A competency map (“profile” of an ideal employee), describing personal characteristics, abilities to perform certain functions, types of behavior and social roles etc.

There is no doubt that human resources management is one of the the most important aspects theory and practice of management. Without people there is no organization. Without the right people no organization can achieve the desired goals and survive. The initial stage in the personnel management process is recruitment and selection. All subsequent activities in the human resource management process depend on how the selection is made and which people are selected for the work of the organization. Therefore, in order not to create additional difficulties, you should take this stage very seriously.

When selecting personnel, employers deal with people who strive to realize their goals by choosing a particular organization. In the same way, managers strive to realize their goals when choosing a candidate. In addition, we must keep in mind that people are looking not just for any job, but for one that suits them. The wrong choice of work can have irreparable consequences both for the employee, manager, and for the organization as a whole.

Recruitment is a series of actions taken by an organization to attract candidates who have the qualities necessary to achieve the goals set by the organization.

Electrical technical personnel of enterprises are divided into:

administrative and technical who organizes operational switching, repair, installation and adjustment work in electrical installations and is directly involved; has the rights of operational, maintenance, operational and repair personnel;

operational, conducts operational management of electrical equipment, operational maintenance, switching, workplace preparation, access to work and supervision of workers; must undergo an on-the-job internship for at least two weeks;

repair- followed by repair, reconstruction, installation of electrical installations, testing, measurement, adjustment, adjustment of electrical equipment;

operational repair, performs the functions of operational and maintenance personnel at electrical installations assigned to him;

electrotechnological personnel, services electrical technological installations and processes (electrolysis, electric welding, etc.); has sufficient knowledge and skills to safely perform work on maintenance energy-intensive production and technical equipment. It is not part of the electrical service and has electrical safety group II and higher.

The manager supervising the electrical engineering personnel must have an electrical safety group no lower than that of the subordinate personnel. The list of positions of engineering and electrical engineering personnel who need to have an electrical safety group is approved by the manager.

Production non-electrical personnel, performing work with danger of injury electric shock assigned group I for electrical safety. He undergoes an annual briefing, which is conducted by a person from the electrical technical staff with an electrical safety group of at least 3. The registration is made in a special journal, a certificate is not issued. Electrical personnel with electrical safety group II-V are issued an appropriate certificate. Group II is assigned to persons who did not have a group (students, electric welders, crane operators, thermal operators, etc.); III,IV,V - to electrical personnel, depending on their knowledge and work experience in existing electrical installations. The list of positions of engineers and electrical personnel who need to have an electrical safety group is approved by the head of the enterprise or organization.

Electrical workers under 18 years of age are not allowed to work in electrical installations. Trainees from educational institutions under 18 years of age are allowed to stay in existing electrical installations under the constant supervision of persons from electrical personnel with a group of at least III in electrical installations up to 1000 V, not lower than IV in electrical installations above 1000 V. They are prohibited from admission to independent work and assignment to group III and higher.

Electrical personnel should not have injuries or illnesses that would interfere with production work. The health status of electrical engineering personnel is determined by a medical examination upon hiring, as well as periodic examinations (terms are established by health authorities). From medical examination administrative and technical personnel who do not take part in operational, repair, installation and adjustment work and do not organize them are exempt.

Requirements for the scope of knowledge and skills of electrical technical (electrotechnological) personnel with electrical safety groups II-V, depending on the level of education and work experience, are given in Appendix No. 1 of the Interindustry Rules for Labor Protection (Safety Rules) during the operation of electrical installations.

In particular, workers who do not have professional training (with or without secondary education) can receive group II after training under the program for at least 72 hours in specialized personnel training centers (training centers).