What is the average turnover rate in the catering industry? What should be normal?

Personally, I think that the method upstairs is seriously wrong, and he divides the number of resignations by the number of new hires to get such outrageous figures.

There are three common ways to calculate human resource turnover:

1) Human resources turnover rate.

The HR turnover rate is the number of departures per unit of time (e.g., monthly) divided by the average number of employees at the beginning and end of the month in the payroll and multiplied by 100%. Expressed in formulas:

Turnover rate = (number of resignations average number of payroll employees) * 100%.

The number of separations includes the number of resignations, dismissals, and dismissals, and the average number on the payroll is the number at the beginning of the month plus the number at the end of the month and then divided by two. The turnover rate can be used to measure the stability of human resources. The reason why the turnover rate is often measured in months is that if it is measured on an annual basis, it is necessary to take into account factors such as seasonal and cyclical changes, so it is rarely used.

2) Employment rate of human resources

The HR new hire rate is divided by the average number of new hires in the payroll and multiplied by 100%. Expressed by formula:

New Enrollment Rate = (New Recruits Average Payroll Staff) * 100%.

3) Netlabor turnover rate.

The net human resources turnover rate is the number of supplementary personnel divided by the average number of payroll personnel. The so-called supplementary number refers to the number of employees employed to supplement the separation. Expressed by formula:

Net turnover rate = (number of supplementary personnel average number of payrolls) * 100%.

Turnover rate: 0% in August

September: 137%.

October: 420%.

November: 33%.

December: 0%.

From August to December, the total turnover rate:

The turnover rate is outrageous.

The national average is 20%-25%, and there are certain fluctuations in different places, times and stores.

The turnover rate of the hotel should not exceed 15%.

According to a survey of human resources in 33 23 2 5-star hotels in 23 cities in China, the average turnover rate of employees in the hotel industry is as high as 45%, and some hotels are even as high as 45%.

1. The net profit margin of the catering industry is generally 8 10, which is considered a normal value.

2. Calculation method of net profit margin of catering industry:

Net Profit Gross Margin 69 35 Personnel Costs 18 Utilities Costs 5 Lease Costs 25 Amortization Costs 8 Other Costs 5 8 35 .

3. The cost of ingredients in the catering industry is 20 30.

4. Personnel costs generally account for 18% of turnover.

5. The cost of water and electricity generally accounts for 5% of turnover.

6. Amortization costs, decoration and equipment input costs are amortized over 5 years, accounting for 8% of turnover.

7. The leasing cost generally accounts for less than 25% of the turnover.

8. Other costs, logistics costs and publicity expenses account for 5% of turnover.

9. The catering business tax is 5 65, that is: gross profit margin, turnover, food cost and business tax 69 35.

1. The net profit margin of the catering industry is generally 8-10%.

2. The "cost of ingredients" in the catering industry is 20%-30% (therefore, we grasp the average cost of ingredients is 25%), and the catering business tax is, that is: gross profit margin = turnover (100%) - food cost (25%) - business tax (;

The following examples: Fairy Forest, the restaurant covers an area of 200 square meters, the decoration and equipment investment is about 1 million, the rent is 50,000 yuan, and the lease period is 5 years. The monthly sales turnover is 200,000 yuan, and the staff is 10 people.

3. "Personnel cost" considers reasonable scheduling and staffing, which generally accounts for 18% of turnover, that is, = 200,000 * 18% = 36,000 yuan per month.

4. "Water and electricity costs" generally account for 5% of turnover, that is, = 200,000 * 5% = 10,000 yuan per month.

5. "Amortization cost", decoration and equipment input costs are amortized over 5 years, = 1 million 60 months = January, that is, 8% of turnover;

6. "Leasing cost" generally accounts for less than 25% of turnover, and if the proportion is too high, the operating pressure is very high, that is, 200,000 * 25% = 50,000 yuan per month;

7. "Other costs", logistics costs and publicity costs, accounting for 5% of turnover, that is, = 200,000 * 5% = 10,000 yuan per month.

8. Then all the above, net profit = gross profit margin personnel cost 18% - water and electricity cost 5% - leasing cost 25% - amortization cost 8% - other costs 5% =;

Net profit = 200,000 * yuan month; Cash** = 200,000 * (amortization cost 8% + net profit in yuan (the payback period of investment is about 3 years);

In 3 years, you can't afford to lose your pants, and more than 20% of individual fast food restaurants can't do it, and their life span is short. Unless it's a chain restaurant business.

What do you do when you go back to Ben for 3 years?

At least 10 percent, the cost accounts for about 50 percent, water and electricity account for about 25 percent, and labor consumption is 10 percent!

25% and above, this is relatively normal.

Otherwise, in addition to the wages of employees, raw material costs, operating expenses, those are all victorious, but the cost control is not to reduce, use less materials, it must be reasonable. The profit of hot pot is now very large, generally speaking, it is more than 60%, and it is well done.

If you have the conditions, you can make hot pot, but you must pass the technical level.

28%-33% is normal. This is Chinese and Western food together.

(1) For those engaged in contracted project operations, design and consulting services, the profit margin is 15%-30%;

2) Engaged in management services, the profit margin is 30%-50%;

3) Where engaged in other labor services or business activities other than labor services, the profit margin shall not be less than 15%.

The industry is basically around 10 points.

If the turnover is high and everyone's labor intensity is high, the proportion of wages will be relatively lower.

If you're paying your employees, I'd suggest you refer to the industry average.

The salary composition adopts basic salary (not too high) + attendance + performance (according to the net profit of the store, you can see how many points you give to them, and the performance can be paid on a monthly and quarterly basis) The sum of wages should not be lower than the industry average, so as to be competitive when recruiting.

Such a salary structure can make everyone work hard to do a good job in the store business to a certain extent.

Remember that people are hard to find now, and retaining people is the most important thing.

The salary of personnel in the catering industry is not as high as that in other industries because it is not as technically demanding.

At the same time, we should also refer to the salary level of the entire industry and other enterprises to adjust, and the turnover of employees is still relatively high, and it is still very important to retain employees.

In addition, appropriate training is given to employees, so that employees not only regard work as work, but also a platform for self-improvement, so as to retain people's attention. And there's a little bit of trickery that you can check out on this blog.

The average enterprise salary is 10 to 20 percent, which is a figure in Western management, but in China, especially in this industry, it is higher than this figure. It is also essential to provide insurance and training for employees.

It depends on your turnover and profits, and if the business is good, the salary can be higher, but on average, it should be 10 percent of the turnover, which is reasonable.

The state regulations in Tianjin are 8 hours a day, 5 days a week, the minimum standard is 920 yuan per month, and the hourly wage is the lowest month.

There is no such calculation ratio, and the staff is allocated according to your table.

Because in the eyes of the Chinese people, no one regards the catering industry (other than chefs) as a serious lifelong career. Just look at it as a new career transition. Therefore, the turnover rate of the catering industry is large.

35% of the catering management is not in place, which must be paid attention to in the actual management.

1. Subjective reasons for high employee turnover:

1) Under the influence of traditional concepts, the status of waiters is inferior.

2) Lack of identification with the company and lack of enthusiasm for work.

and 3) the level of exhaustion of the employees themselves.

2. Objective reasons for high employee turnover:

1) Entering the catering industry is demanding on external conditions.

2) The promotion channel is narrow and the promotion speed is slow.

3) Some catering enterprises lack the necessary conditions to attract and retain talents, and according to the annual salary survey report of some star-rated hotels, the salary and benefits of employees in the catering industry are average, and the performance appraisal is a mere formality, which is not directly related to salary promotion, which is also an important factor for high employee turnover.

The turnover rate of each company must be different, and the more appropriate turnover rate that does not affect the development of the team should be within 18%.