The 29 terms of personnel management in hospitality: labor cost, turnover, organizational chart, collective agreement, kitchen brigade and more.
The team is the most valuable and most complex asset of a restaurant. Hospitality has one of the highest turnover rates of all sectors. These terms define how staff is structured, managed, and retained.
Visual representation of the team's hierarchical structure. Defines who reports to whom and how responsibility flows.
Total personnel cost: gross wages, social security, bonuses, uniforms. Target: 30-35% of sales.
Workday in two separate shifts (lunch and dinner) with unpaid break. Most common in foodservice but generates high turnover.
Short meeting (5-10 min) before service to communicate news, reservations, off-menu dishes and objectives.
System where all tips are pooled and distributed among the team according to agreed criteria.
Agreement regulating minimum wages by category, overtime, breaks and rights. Each autonomous community has its own.
Percentage of workers leaving the business in a period. Each departure has a real cost: selection, training, lost productivity.
Strategies to prevent losing valuable staff: competitive wages, dignified schedules, training, team culture.
Structured integration process for new employees: training, documentation, initial accompaniment.
Team's perception of the work environment. A poor climate drives turnover and affects service.
Ability to lead a kitchen or dining room team with authority, empathy and vision. Leadership defines the restaurant's culture.
Relationship between total personnel cost and revenue. Primary indicator of labor efficiency.
Sales generated by each employee in a period. Allows comparing efficiency across different shifts or locations.
Uninterrupted workday. Increasingly demanded by workers and used as a talent retention tool.
Synonym for split shift. Two work blocks separated by break, typically 11-16h and 20-24h.
Meeting after service to evaluate incidents, identify improvements and recognize team achievements.
Classification of worker by functions and responsibilities. Determines minimum wage per agreement.
Temporary Employment Agency. Provides temporary staff to cover demand peaks, absences or events.
Legal obligation to hire existing staff under the same conditions when taking over a transferred business.
Unplanned staff absences. Hospitality has one of the highest rates. Direct impact on service and costs.
Team competency development program: culinary technique, service, food safety, languages.
Periodic assessment of each employee's performance. Basis for promotions, training and personnel decisions.
Highest kitchen authority. Defines menu, manages team, controls costs and sets quality standards.
Second in command. Executes in executive chef's absence, coordinates stations and supervises daily production.
Responsible for a specific kitchen section: meats, fish, sauces, pastry, etc.
Dining room director. Coordinates service, manages reservations, attends VIP clients and supervises front-of-house team.
Wine and beverages specialist. Designs wine list, trains team and creates pairings for clients.
Person responsible for carrying dishes from kitchen to table. Link between kitchen and dining room during service.
Key human resources indicators: labor cost %, turnover, absenteeism, employee productivity, overtime hours.
Plan completo con modelo financiero. Ideal para emprender con inversion reducida.
Every concept in this glossary is a lever for improvement in your restaurant. The first step is a professional diagnosis.
Optimize My Team → →No commitment. Confidentiality guaranteed.
Digital solutions for the hospitality industry
