研究生: |
劉秋雄 Liu, Chiu-Hsiung |
---|---|
論文名稱: |
餐飲加盟店店長職能模型之建構-以N企業為例 The Construction of the Competency Model of the Restaurant Manager – N Restaurant Business Case Study |
指導教授: |
林弘昌
Lin, Hung-Chang |
學位類別: |
碩士 Master |
系所名稱: |
科技應用與人力資源發展學系 Department of Technology Application and Human Resource Development |
論文出版年: | 2019 |
畢業學年度: | 107 |
語文別: | 中文 |
論文頁數: | 110 |
中文關鍵詞: | 餐飲加盟店 、店長 、專業職能 |
英文關鍵詞: | Franchise store, Store manager, Functional competency |
DOI URL: | http://doi.org/10.6345/NTNU201900523 |
論文種類: | 學術論文 |
相關次數: | 點閱:135 下載:0 |
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餐飲業屬低進入門檻之產業,加盟制度的興起使得沒有餐飲背景者亦能透過此途徑進入餐飲業,由統計資訊來看餐飲業無論是展店數量或是營業額的長成皆屢創新高,看似生機蓬勃卻隱含著高度競爭,如何運用管理手法改善經營績效便成為首要工作。因此本研究的目的有二:(1)建構加盟店店長完整的職能模型,(2)提出職能應用相關建議。本研究以N企業之餐飲加盟店為研究對象進行研究,採用的研究方法包括:(1)專家訪談,以建立職能初稿,(2)召開專家會議,討論職能初稿之工作內涵、能力內涵及職能內涵,以建立加盟店店長之職能模型。研究結果發現餐飲加盟店店長的職能包括四大工作職責及15項工作任務,為完成各項職責及工作任務,加盟店店長共計應具備45項行為指標、32項工作產出、36項知識、26項技能及9項態度。本研究結果將提供給個案企業加盟主,在職能模型應用的參考做法,例如建立內訓手冊、績效評估及培訓未來管理幹部,以因應店務管理之需。
There is a low barrier to enter the food and beverage industry. Entrepreneurs without food and beverage knowledge entered with ease due to the development of franchise system. Food and beverage industry reached to the historical record of quantity of stores and sales revenue from statistics data. Business seems to be booming in an extremely competitive market. The improvement of operation performance by utilizing management method becomes a top priority. Thus, the purpose of this study was two-fold:(a) to build the comprehensive competency model of franchise store managers, (b) to propose related recommendations of competency applications. N Restaurant is selected as the study object. The research methods include: (a) Create draft competency via expert interview method, (b) The discussion of initial competency model for job responsibilities, job description and the indicators of behaviors of franchise store managers through experts ’summits. The findings discovered that the competency of franchise store managers includes four job duties, fifteen job assignments, forty-five behavior’s indicators to implement each job assignment, thirty-two kinds of performance outcome, thirty-six types of knowledge, twenty-six skills and eight kinds of attitudes. The outcome of this study will provide to N Restaurant to be the reference for competency model. For instance, the internal training manual, performance evaluation, train the future managers and franchise store manager. This can do the preparation for the demand of store management and new store.
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