HR Strategy and Workforce Planning for Food and Beverage
How many people, in which roles, by when — and what they will cost.
What this looks like in food and beverage
The parts of hr strategy and workforce planning that are specific to this sector, rather than general.
Outlet Rosters
Manning against covers and delivery peaks.
What this coversHide
Outlet Rosters
Manning against covers and delivery peaks.
What this coversHide- Covers and order-volume forecasting
- Shift patterns
- Split shifts
- Peak-hour coverage
- Weekend and festival staffing
- Weekly off rotation
- Relief and standby
- Overtime sanction
- Roster publishing
- Volume forecast
- Staffing plan
- Roster
- Approval
- Attendance
- Overtime
- Payroll input
Production and Central Kitchen Staffing
Batch production is not outlet service.
What this coversHide
Production and Central Kitchen Staffing
Batch production is not outlet service.
What this coversHideA central kitchen or production unit runs to batch plans and dispatch windows, not to covers. The staffing model, shift pattern and quality checks are closer to manufacturing than to a restaurant floor.
- Batch plan manning
- Production shift patterns
- Dispatch window staffing
- Line quality checks
- Packing and labelling staff
- Cold chain handling roles
- Wastage accountability
- Production record keeping
The general method — what hr strategy and workforce planning covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the hr strategy and workforce planning page. What is above is the part that differs for food and beverage.
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.
See all HR topics for food and beverage, or another industry.