The biggest headache for Wu Xiaozheng is not the talent of the management agency.

In the management organization, Shen Mo has brought a few people from the supply and marketing company to build a shelf. In the case that the existing chain business has just started, the people of the management organization can also grow in the development process of the chain business, and the whole organization can also be gradually improved in the process.

Wu Xiaozheng's biggest headache now is the specific branch operation staff.

The normal operation of a large restaurant requires a complete set of people such as store managers, chefs, foremen, and waiters to support.

If it's just a small shop, it's okay, Wu Xiaozheng can find a few people at random, take a little bit, and then start business.

But now Chef Wu's restaurant is positioned as a mid-to-high-end catering service, so all the people in the branch must be professional.

The store manager must be professional, and he must be able to take care of the normal operation of a branch independently.

Chefs must also be professional, and chefs must ensure that every dish they produce meets the quality standards required by the headquarters.

Waiters must also be professional, they must be professional in words and deeds, manners, attitude, etc., and they must be able to make guests feel at home.

The other handymen must also be professional, and everyone in the store represents the image of the restaurant.

This is a bit of a high order.

In this regard, the reason why Wu Xiaozheng was able to convince Xiong Guoping and make him so interested in the first place was that he once put forward a "great" idea.

In Wu Xiaozheng's concept, the core of a branch's entire set of people is composed of store manager, finance, foreman, and chef.

Needless to say, chefs.

Whether the quality of the dishes in a restaurant is guaranteed depends on the chef.

In Mr. Wu's plan, the chefs at each branch must be regular employees on long-term contracts.

The reason is simple.

For a restaurant, the chef is the most technical and can best enhance the core competitiveness of the restaurant.

After a restaurant is on fire, the chefs in the store are easily poached by their peers, and the capable chefs may also leave their jobs to open their own stores, which makes it easy to cultivate competitors for the restaurant and cause homogeneous competition.

Xiong Guoping once asked Wu Xiaozheng, how to solve this problem?

In this regard, Wu Xiaozheng naturally has a good job.

Chefs must sign long-term contracts and exclusive recipe confidentiality agreements, which is only the first step for Wu Xiaozheng.

According to Wu Xiaozheng's concept, most of the dishes of Chef Wu's restaurant are "self-created" exclusive recipes, from material selection, to processing, to ingredients, to processes, all of which are standard, and they are absolutely distinctive and even unique in this era.

Therefore, in addition to the basic skills, the chefs of Chef Wu Restaurant must also be trained by their own system.

Since it is his own training, Wu Xiaozheng has a way to prevent other families from poaching.

In the future chef training system of Chef Wu Restaurant, each chef may only focus on learning three or five dishes, and all the recipes of a branch will be mastered by at least a dozen chefs.

There are great benefits to doing so.

As a result, an apprentice chef with basic skills, after a short period of training, can quickly master the dishes he must master and become a qualified branch chef.

Second, only a limited number of dishes can be mastered, and it is easy for the chef himself to specialize in these dishes, and the quality will be guaranteed.

Third, it can prevent other companies from poaching.

If someone else wants to form a homogeneous competition with Chef Wu's Restaurant, unless it digs up all the chefs of Chef Wu's Restaurant, it doesn't make much sense to dig one or two people.

For Wu Xiaozheng's trick, Xiong Guoping immediately applauded when he heard it, and he was quite moved by the cooperation.

To tell the truth, Xiong Guoping, as an old man who has been in the shopping mall for a long time, and is in the food industry, has seen countless restaurants, large and small, if it weren't for Wu Xiaozheng's few brushes to convince him in all aspects, how would he dare to use his belongings to cooperate with Wu Xiaozheng? And he is still so eager?

No one is stupid.

For example, when Xiong Guoping and Wu Xiaozheng talked about chain restaurants, they asked a question: If a restaurant is not managed by its own people, it is easy to get bored, how to solve this matter?

Wu Xiaozheng's solution is simple.

The first precaution is financial independence.

The store manager has jurisdiction over the entire store, but cannot interfere with finances.

The store manager is still stable, and he generally needs to work a little longer.

However, the financial staff can arrange for young people who have not yet started a family to change places every year and a half, which can prevent collusion between the store manager and the finance.

Second, the headquarters set up an audit department to audit the accounts of the branches every once in a while, and once problems are found, the relevant personnel will be severely punished, and even legal responsibility will be investigated.

The chef of the branch is also relatively independent, and the manager has jurisdiction over the chef, but at the same time, the chef also has the right to supervise the procurement of local raw materials.

In this way, the people in the branch will be at risk at any time if they want to play tricky.

This is actually Wu Xiaozheng's successful experience in his previous life, but to Xiong Guoping's ears, it is tantamount to a clever strategy.

He sighed at the time that if a thoughtful person like Wu Xiaozheng couldn't make money in the catering industry, then no one would be able to make money from this industry.

This is the reason why Xiong Guoping is so optimistic about Wu Xiaozheng and is willing to invest a lot of money.

But Xiong Guoping's over-optimism is now giving Wu Xiaozheng a headache.

No matter how capable he is, he is not skilled.

Speaking of the flagship store in Xiangshui alone, Wu Xiaozheng can occasionally do it himself, but it is impossible for him to exist as a senior chef for a long time.

His important role is not to do everything himself, but to lead and train people.

But the problem is that when several branches are to be opened at the same time, how to prepare enough manpower such as store managers, financers, foremen, chefs, waiters, etc., has become a big problem.

The store manager and financial staff are still easy to handle.

After all, in terms of time, the branch in the provincial capital opened at least a month later than the flagship store in Xiangshui, and he could also select people from the supply and marketing company to come over for training, after all, these two positions need fewer people.

But not cooks and waiters, both of which require professional training.

In particular, chefs, in addition to receiving basic training, also need to receive professional training in the exclusive recipes of Chef Wu's restaurant.

It seems that we have to prepare in advance and find another way in this regard, otherwise there will be no one available at that time, and it will be really big.

The necessary manpower must be prepared in advance, and skills training must also be carried out in advance.

How to solve it?

Wu Xiaozheng fell into deep thought.