学术论文代写：如何提高餐厅的吸引力
这是因为一个新员工需要一段时间才能变得有效率。然而，对于Pret-a Manger来说，这个经验法则并不适用。该组织的政策很明确。所有应聘者都要经过两轮面试才能被认为适合在公司工作。被选中的员工被认为适合加入，因为他们被发现具备所有预科经理员工所必需的素质。这包括团队精神、快乐和责任感(Ryan, 2016)。公司的方法确保了组织能够建立和保留一个有生产力的员工团队，他们能够吸收组织文化(Nagin, Rebitzer, Sanders， & Taylor, 2002)。这确保了业务继续蓬勃发展，其经过考验的公式，愉快的服务在其确定的利基市场领域。
学术论文代写：如何提高餐厅的吸引力
Pret-a-Manger的健康菜单不断地进行修改，以确保常客不会面临菜单疲劳。这是通过不断重估菜单和尝试新的食谱，让顾客高兴。这家公司并不满足于以往的成就，而是不断创新产品，以确保即使是老菜也能有新的花样!管理选择过程也是这样设计的，没有被选中的员工不会感到缺乏动力。当被选中的员工在评估和培训过程中取得进展时，未被选中的员工会得到适当的反馈，并得到改进的地方(Chand, 2016)。这些候选人在攀登阶梯的过程中受到引导。这就保证了那些试图向上提升失败的候选人不会受到不利影响(Ryan, 2016)， (JFB, 2016)。
学术论文代写：如何提高餐厅的吸引力
This is because a new employee takes a certain time before he or she is productive. However, in the case of Pret-a Manger, this thumb rule does not hold true. The organisation is clear in its policies. All candidates pass through two rounds of interviews before they are deemed fit to work in the company. The selected employees are deemed fit to join as they have been found to have the qualities necessary for all Pret-a-Manger employees. This includes team spirit, cheerfulness and sense of responsibility (Ryan, 2016). The company’s approach ensures that the organization is able to build and retain a team of productive employees who are able to imbibe the organisational culture (Nagin, Rebitzer, Sanders, & Taylor, 2002). This ensures that the business continues to thrive on its tried and tested formula of cheerful service in its identified niche market segment.
学术论文代写：如何提高餐厅的吸引力
The healthy menu at Pret-a-Manger, is constantly revised and revamped to ensure that regulars are not faced with a menu fatigue. This is done through constant revaluation of the menu and trying out new recipes which delight the customers. The business does not rest on its laurels but constantly innovates its products to ensure that even old dishes get a new twist! The management selection process is also designed in such a manner that employees who are not selected do not feel de-motivated. While the selected employees move forward in the assessment and training process, those who are not selected are given proper feedback and areas for improvement are intimated (Chand, 2016). These candidates are guided in their endeavour to move up the ladder. This ensures that the candidates who failed in their attempt to move upwards are not adversely affected (Ryan, 2016), (JFB , 2016).