A tool designed to quantify the expenses associated with employee wages and related costs within a food service establishment. This calculation typically incorporates hourly rates, salaries, payroll taxes, benefits, and other associated expenses, providing a comprehensive view of workforce expenditures. For example, a calculation might include an employee’s $15 per hour wage, plus employer-paid social security, Medicare, and unemployment insurance, resulting in a total labor expense exceeding the base wage.
The ability to accurately determine workforce expenditures is vital for effective financial management in the restaurant industry. Precise expense tracking enables owners and managers to establish profitable pricing strategies, control operational expenses, and ultimately improve the bottom line. Historically, this type of calculation was performed manually using spreadsheets, but specialized software and online tools now automate the process, improving accuracy and saving time. A clear understanding of workforce expenses enables informed decisions about staffing levels, scheduling, and menu pricing.
The ensuing discussion will delve into the specific components and functionalities of these tools, explore the various methods available for expense assessment, and offer insights into how these resources can be used to optimize workforce management strategies.
1. Hourly Wage Analysis
Hourly wage analysis forms a foundational element within the framework of workforce expenditure tools. By examining the rates paid to individual employees, a detailed understanding of the direct expenses associated with staffing becomes attainable. This analysis, when integrated with calculation software, provides valuable insights into the overall financial health of a food service business.
-
Base Wage Calculation
The initial step involves accurately recording the hourly rate for each employee. This seemingly simple task is crucial, as inaccuracies at this stage will propagate throughout subsequent calculations. For instance, a discrepancy of even $0.50 per hour, when multiplied across multiple employees and working hours, can lead to a significant misrepresentation of overall costs. These figures directly feed into the calculator, determining the gross pay component.
-
Role-Based Wage Benchmarking
Analysis extends beyond individual rates to encompass comparisons across different roles within the restaurant. Are cooks being compensated at a competitive rate compared to market standards? Are server wages aligned with experience and performance? Benchmarking, facilitated by these calculations, allows for adjustments to ensure fair compensation, attract and retain talent, and optimize workforce expenses. Tools often incorporate average salary data for similar positions within specific geographic regions.
-
Impact on Profit Margins
The hourly rates directly influence the restaurant’s profit margin. If rates are too high relative to revenue, profitability suffers. Conversely, excessively low rates can lead to employee dissatisfaction and high turnover, resulting in decreased service quality and increased training costs. Tools help management understand the precise effect of wage levels on the bottom line, facilitating informed decisions regarding pricing, staffing levels, and expense controls.
-
Compliance Considerations
Beyond pure financial analysis, examining hourly rates is essential for compliance with minimum wage laws and overtime regulations. Automated tools can flag potential violations, preventing costly legal repercussions. These calculations can also incorporate location-specific regulations, ensuring that the restaurant adheres to all applicable employment laws.
The integration of comprehensive hourly rate data into a restaurant workforce expenditure tool moves beyond simple expense tracking. It empowers restaurant owners and managers to make data-driven decisions related to compensation, staffing, and pricing. This detailed analysis ultimately contributes to the long-term financial stability and success of the establishment.
2. Payroll tax burden
The payroll tax burden represents a significant, often substantial, component of overall workforce expenditure. It encompasses employer contributions to Social Security, Medicare, federal and state unemployment insurance, and potentially other local or state taxes. A workforce expenditure tool accurately quantifies these taxes as a percentage of gross wages, which then aggregates them into the overall workforce expense figure. Failure to accurately account for these taxes can lead to inaccurate financial projections and flawed decision-making.
For instance, a restaurant with a workforce of ten employees, each earning an average of $30,000 annually, may face a combined payroll tax burden exceeding $25,000 per year. This example illustrates the considerable financial impact of payroll taxes and underscores the critical need for proper calculation. Underestimation of these taxes results in artificially inflated profit margins and can lead to financial difficulties during tax season. A workforce expenditure tool provides the granularity necessary to track these expenses, enabling better budgetary planning and resource allocation. It allows restaurant owners to model the impact of hiring additional staff, increasing wages, or changing staffing levels on the payroll tax liability.
In conclusion, proper accounting of payroll taxes is vital for accurate workforce expenditure calculation. These tools provide the means to model these expenses, allowing for informed financial management and long-term fiscal planning. By accurately representing the true cost of labor, restaurants can make better-informed decisions on pricing, staffing, and overall business strategy. Ignoring this component can have significant, negative financial repercussions, making the integration of payroll tax calculation a core functionality.
3. Benefit contributions
Benefit contributions represent a significant element in determining total workforce expenditure in restaurants. Accurately assessing and incorporating these contributions into a workforce expenditure tool provides a comprehensive and realistic view of expenses. Ignoring or underestimating these costs can distort financial projections and negatively impact decision-making.
-
Health Insurance Premiums
Employer-sponsored health insurance constitutes a substantial benefit expense. These premiums vary depending on the plan type, coverage level, and the number of enrolled employees. A workforce expenditure tool must incorporate the cost of employer contributions to health insurance, whether it is a fixed monthly premium per employee or a percentage of the total premium. For example, a restaurant contributing $500 per month towards each employee’s health insurance would need to factor this $500 into the overall cost calculation for that employee.
-
Retirement Plan Contributions
Many restaurants offer retirement plans, such as 401(k)s or pensions, as part of their benefits package. Employer matching contributions to these plans can significantly increase total workforce expenditure. The workforce expenditure tool must account for the matching percentage and the employee’s contribution rate. As an illustration, if a restaurant matches 50% of employee contributions up to 6% of their salary, the tool should calculate the precise match amount for each employee.
-
Paid Time Off (PTO)
The expense associated with paid vacation, sick leave, and holidays must be accurately reflected in workforce expenditure calculations. Even though an employee is not actively working during PTO, they are still receiving compensation. These tools should calculate the accrued PTO liability for each employee based on their tenure and company policy. For instance, an employee accruing two weeks of paid vacation per year will have an associated expense reflected in the calculation, representing the wages paid during that time.
-
Other Benefits
Other benefits, such as life insurance, disability insurance, employee assistance programs (EAPs), and professional development opportunities, also contribute to workforce expenses. The costs of these benefits should be calculated and added to the overall total. A tool might track the cost of a $50 per month life insurance policy for each employee or the annual cost of EAP services divided by the number of employees utilizing the program.
The precise accounting of benefit contributions in a workforce expenditure tool is not merely an exercise in accounting. It provides insights into the true cost of staffing, enabling informed decisions about pricing, staffing levels, and benefit packages. By analyzing the total cost of compensation, including benefits, restaurants can optimize their workforce strategies and ensure long-term financial sustainability. Failure to account for these expenses will inevitably lead to inaccurate profitability assessments and poor business decisions.
4. Overtime expense tracking
Overtime expense tracking represents a critical function within a workforce expenditure tool for restaurants, directly impacting overall financial performance. Inaccurate or absent tracking leads to understated labor costs, which in turn affects menu pricing strategies and profit margin projections. Overtime hours, typically compensated at 1.5 times the regular hourly rate, can substantially inflate workforce expenses if not meticulously monitored. For example, a kitchen staff member working ten hours of overtime in a week, when unbudgeted, can negate the profitability of several menu items. Efficient overtime tracking within a workforce expenditure calculation mechanism provides real-time data, enabling managers to proactively adjust staffing levels or implement scheduling changes to mitigate excessive expenses.
The absence of reliable overtime tracking can lead to cascading financial implications. Restaurants operating with tight margins may experience significant profit erosion due to unexpected overtime expenses. Furthermore, consistent overtime usage can indicate underlying operational inefficiencies, such as inadequate staffing levels during peak hours, poorly defined workflows, or insufficient training. A robust workforce expenditure tool facilitates the identification of such issues by highlighting patterns of overtime usage across different shifts, roles, or specific time periods. This allows management to implement targeted interventions, such as adjusting schedules, cross-training employees, or streamlining processes, to reduce reliance on overtime.
In summary, overtime expense tracking is not simply an accounting function but a vital component of effective restaurant management. Integrating this capability within a comprehensive workforce expenditure assessment tool enables data-driven decision-making, proactive cost control, and the identification of operational inefficiencies. Restaurants prioritizing accurate overtime tracking are better positioned to maintain profitability, optimize staffing levels, and ensure long-term financial stability. Failing to do so increases the risk of unexpected financial strain and compromised operational performance.
5. Employee scheduling impact
Employee scheduling practices exert a direct and measurable influence on workforce expenses within a restaurant. Efficient scheduling minimizes unnecessary labor hours while ensuring adequate staffing levels to meet customer demand, a dynamic directly reflected in workforce expense calculations.
-
Optimizing Staffing Levels Based on Demand
Scheduling employees without considering fluctuating customer traffic leads to inefficiencies. Understaffing during peak hours compromises service quality and potential revenue, while overstaffing during slow periods inflates workforce expenses. A workforce expense tool can integrate historical sales data to predict demand patterns, thereby enabling optimal scheduling. The tool calculates the precise workforce expenditure associated with different scheduling scenarios, allowing managers to identify the most cost-effective staffing approach. For example, sales data indicating a lunchtime rush necessitates increased staff from 11:30 AM to 2:00 PM, but a decline in sales thereafter allows for reduced staffing.
-
Minimizing Overtime Through Strategic Scheduling
Poorly planned schedules often result in unplanned overtime, a significant driver of increased workforce expenses. Strategic scheduling techniques, such as staggered shifts and cross-training employees to cover multiple roles, reduce the reliance on overtime. A workforce expense tool tracks overtime hours and calculates associated costs, providing insights into scheduling inefficiencies. For instance, consistently needing to extend shifts due to inadequate staffing during closing hours indicates the need to adjust the evening schedule. The tool quantifies the financial impact of these adjustments, helping managers make informed decisions about staffing allocation.
-
Impact of Employee Availability and Preferences
Scheduling solely based on the restaurant’s needs without considering employee availability and preferences can lead to increased turnover and absenteeism, both of which indirectly affect workforce expenses. A workforce expense tool, when integrated with employee availability data, can create schedules that better accommodate employee needs, leading to improved morale and reduced turnover. Replacing employees is expensive, involving recruitment, training, and lost productivity. By optimizing schedules to minimize turnover, the tool indirectly reduces these associated costs.
-
Utilizing Part-Time Employees Effectively
Part-time employees provide flexibility in adjusting staffing levels to meet fluctuating demand, but their effective utilization requires careful scheduling. A workforce expense tool can calculate the optimal mix of full-time and part-time employees, considering factors such as benefits eligibility, training costs, and hourly wage rates. The tool identifies scenarios where hiring additional part-time employees during peak hours is more cost-effective than relying on overtime from full-time staff. This analysis ensures that workforce expenditure aligns with business needs, maximizing efficiency and minimizing unnecessary costs.
These aspects of employee scheduling directly influence the figures generated by a workforce expense assessment tool. Analyzing the data generated by the tool allows for informed scheduling decisions that balance customer service needs with financial responsibility. Strategic scheduling, supported by these calculations, contributes to improved profitability and long-term sustainability.
6. Sales volume correlation
The correlation between sales volume and workforce expenses represents a critical dynamic in restaurant financial management. A workforce expenditure calculation mechanism, to be effective, must accurately reflect this relationship. Increased sales typically necessitate increased staffing to maintain service levels, while decreased sales require a corresponding reduction in workforce to avoid unnecessary expense. Failure to align staffing levels with sales volume directly impacts profitability.
Consider a scenario where a restaurant experiences a sudden surge in sales due to a promotional campaign. If staffing levels remain unchanged, service quality suffers, potentially damaging the restaurant’s reputation and hindering long-term growth. Conversely, if sales decline unexpectedly, maintaining the same staffing levels leads to excessive workforce costs, eroding profit margins. An effective workforce expenditure calculation tool analyzes historical sales data, identifies trends, and projects future sales volume. This projection then informs staffing decisions, ensuring that workforce levels are appropriately aligned with anticipated customer demand. For example, if historical data indicates a 20% increase in sales on Friday evenings, the calculator should recommend a corresponding increase in staffing levels to maintain service standards. These projections are frequently incorporated in scheduling tools.
In conclusion, the correlation between sales volume and workforce expenses is a fundamental determinant of restaurant profitability. The ability to accurately track sales volume and translate that data into optimal staffing levels is essential for effective financial management. A comprehensive workforce expenditure calculation mechanism provides the tools to analyze this relationship, enabling restaurants to make data-driven decisions that maximize efficiency and profitability.
7. Menu pricing strategy
Menu pricing strategy is inextricably linked to workforce expenses. The prices assigned to menu items must adequately cover all associated costs, including the significant component of labor. A workforce expenditure calculation provides the data necessary to inform these pricing decisions, ensuring profitability while remaining competitive within the market.
-
Cost-Plus Pricing Model
The cost-plus pricing model involves calculating the total cost of producing a menu item, including ingredients, overhead, and workforce expenditure, and then adding a desired profit margin. The accuracy of the labor expense calculation directly influences the accuracy of the final price. For instance, if a dish requires 15 minutes of a cooks time at a calculated hourly rate of $20 (including benefits and taxes), the workforce expense component for that dish is $5. This cost, along with ingredient costs and other overhead, forms the basis for setting the menu price. Underestimating workforce expenses in this model leads to underpriced menu items and reduced profitability.
-
Competitive Pricing Analysis
While cost considerations are paramount, menu pricing must also reflect market conditions. Restaurants often analyze competitors’ pricing to determine appropriate price points. However, simply matching competitor prices without considering internal cost structures can be detrimental. A workforce expenditure calculation allows a restaurant to understand its own labor costs relative to competitors. If a restaurant’s workforce expenses are higher due to factors such as higher wages or more generous benefits, it may need to adjust its pricing strategy accordingly. This might involve streamlining processes to reduce labor hours or focusing on higher-margin items to offset the increased expenses.
-
Contribution Margin Optimization
Contribution margin, calculated as revenue less variable costs, is a key indicator of profitability for individual menu items. Labor expenses are a significant variable cost, and the workforce expenditure calculation informs the contribution margin analysis. A restaurant might identify that certain menu items with high labor requirements have low contribution margins, indicating that they are not generating sufficient profit relative to the effort involved. This information can then lead to menu modifications, pricing adjustments, or process improvements to increase the contribution margin of these items.
-
Dynamic Pricing Strategies
Some restaurants implement dynamic pricing strategies, adjusting menu prices based on factors such as time of day, day of week, or demand levels. During peak hours, when workforce demands are highest, prices may be increased to reflect the increased cost of service. A workforce expenditure calculation provides the data necessary to make these dynamic pricing adjustments. By understanding the relationship between labor costs and sales volume, restaurants can optimize pricing to maximize revenue during periods of high demand while remaining competitive during slower periods.
The insights derived from the accurate calculation of labor expenses are instrumental in making informed decisions regarding menu pricing. Integrating this data into pricing strategies ensures that prices are set at levels that cover all costs, generate a reasonable profit margin, and remain competitive within the market. Without a clear understanding of workforce expenses, menu pricing decisions are based on incomplete information, increasing the risk of financial losses.
8. Profit margin analysis
Profit margin analysis, the assessment of a business’s profitability as a percentage of revenue, is fundamentally connected to a tool quantifying workforce expenditures. A reliable indicator of financial health relies on accurately accounting for all costs, with workforce expenses often constituting a significant portion in the restaurant industry. A distorted understanding of workforce expenses directly impacts the accuracy of profit margin calculations, leading to flawed financial assessments and misguided strategic decisions. Inaccurate input regarding worker pay, benefits, and associated taxes will inevitably skew output figures. As an example, if a restaurant fails to incorporate the cost of employee health insurance into its labor expenditure calculations, it will overestimate its profit margin, potentially leading to unsustainable pricing or expansion strategies.
The effectiveness of menu pricing strategies, operational efficiency initiatives, and staffing level optimization hinges on the accuracy of the workforce expense data used in profit margin analysis. Restaurants use information derived from such calculation tools to identify areas where workforce expenses are disproportionately impacting profitability. For instance, a restaurant might discover that a particular menu item, despite its popularity, has a low-profit margin due to high labor requirements. By analyzing the workforce data, management can make informed decisions about menu modifications, pricing adjustments, or process improvements to enhance profitability. Conversely, efficient restaurants can leverage accurate labor expenditure data to inform decisions about competitive pricing, potentially gaining market share while maintaining healthy profit margins.
In conclusion, profit margin analysis is inextricably linked to precise workforce expenditure calculation. The accuracy and reliability of profit margin calculations depend directly on the quality and comprehensiveness of the data provided by these tools. Restaurants that prioritize accurate tracking and analysis of workforce expenses are better positioned to make informed decisions, optimize operations, and achieve sustainable profitability. Failure to recognize and address this connection poses a significant risk to long-term financial stability and competitive advantage.
9. Labor efficiency metrics
Labor efficiency metrics provide quantifiable measures of workforce productivity and performance, offering critical insights into optimizing workforce expenditure in restaurants. These metrics, when integrated with a workforce expenditure calculation mechanism, enable data-driven decision-making, identifying areas for improvement and directly impacting profitability.
-
Revenue Per Labor Hour (RPLH)
RPLH quantifies the revenue generated for each hour of labor expended. This metric reflects the overall productivity of the workforce in relation to sales. A high RPLH indicates efficient workforce utilization, while a low RPLH signals potential inefficiencies. For example, a restaurant with an RPLH of $100 generates $100 in revenue for every labor hour, while a restaurant with an RPLH of $75 generates only $75. The workforce expenditure calculation mechanism provides the labor cost data necessary to calculate RPLH. Monitoring RPLH trends over time and comparing it to industry benchmarks identifies areas where operational improvements or strategic staffing adjustments can enhance revenue generation.
-
Labor Cost Percentage
Labor cost percentage expresses workforce expenses as a percentage of total revenue. This metric provides a comprehensive overview of the financial burden of labor relative to sales. A high labor cost percentage indicates that a significant portion of revenue is being allocated to workforce expenses, potentially impacting profitability. Conversely, a low labor cost percentage suggests efficient workforce management. The workforce expenditure calculation mechanism accurately quantifies total workforce expenses, enabling precise calculation of the labor cost percentage. Analyzing this percentage over time, and comparing it against industry standards, provides valuable insights into cost control and workforce optimization.
-
Customers Per Labor Hour (CPLH)
CPLH measures the number of customers served for each hour of labor expended. This metric reflects the efficiency of the workforce in providing customer service. A high CPLH indicates that the workforce is efficiently serving a large number of customers, while a low CPLH suggests potential inefficiencies in service delivery. For example, a fast-casual restaurant might aim for a higher CPLH than a fine-dining establishment due to differences in service models. By integrating customer count data with workforce expense calculations, restaurants can track CPLH and identify opportunities to improve service efficiency, such as streamlining processes or optimizing staffing levels during peak hours.
-
Overtime Percentage
Overtime percentage represents the proportion of total labor hours that are worked as overtime. High overtime percentages can indicate inefficient scheduling practices, inadequate staffing levels, or operational bottlenecks. The workforce expenditure calculation mechanism meticulously tracks overtime hours and associated expenses, allowing for accurate calculation of the overtime percentage. Monitoring this percentage helps identify patterns of excessive overtime usage, prompting investigations into the underlying causes and implementation of corrective measures, such as adjusting schedules or cross-training employees, to minimize unnecessary workforce expenditure.
These labor efficiency metrics, when viewed in conjunction with data from workforce expenditure calculations, provide a holistic understanding of workforce performance. By regularly monitoring these metrics and implementing data-driven improvements, restaurants can optimize workforce utilization, enhance profitability, and achieve sustainable financial success. This approach moves beyond simple expense tracking to proactive workforce management.
Frequently Asked Questions
The following addresses common inquiries regarding the use and application of these calculations within the restaurant industry. The information presented is intended to provide clarity and promote informed decision-making.
Question 1: What data inputs are essential for accurate workforce expense determination?
Accurate calculation necessitates the inclusion of hourly wage rates, salaries, payroll tax rates (federal, state, and local), employee benefits costs (health insurance, retirement contributions, paid time off), and overtime hours. Omission of any of these components will lead to an understated expense assessment.
Question 2: How frequently should workforce expenditure assessments be conducted?
A minimum of monthly assessment is recommended to monitor trends and address potential budget deviations promptly. More frequent analysis, such as weekly or even daily monitoring, may be necessary during periods of significant business fluctuation or staffing changes.
Question 3: Can a basic spreadsheet serve as a viable alternative to dedicated software?
While a spreadsheet can provide a rudimentary calculation, it lacks the automation, reporting capabilities, and real-time data integration offered by specialized software. Spreadsheets are also more prone to manual errors, potentially compromising accuracy.
Question 4: How do these calculations assist in optimizing staffing levels?
By correlating labor costs with sales volume and customer traffic patterns, the tool helps identify periods of overstaffing or understaffing. This data enables the implementation of scheduling strategies that align workforce levels with actual business needs.
Question 5: What are the implications of ignoring employee turnover costs in workforce calculations?
Failure to account for recruitment, hiring, and training expenses associated with employee turnover underestimates the true cost of workforce management. High turnover rates can significantly impact profitability, and these associated costs should be factored into strategic decision-making.
Question 6: How does a workforce expenditure tool assist in ensuring compliance with labor laws?
These tools can be programmed to incorporate minimum wage regulations, overtime pay requirements, and other applicable labor laws. This helps mitigate the risk of compliance violations, which can result in costly fines and legal repercussions.
The key takeaway is that meticulous tracking and analysis of workforce expenses are crucial for informed financial management. These tools provide the data and insights necessary to optimize operations, enhance profitability, and ensure long-term sustainability.
The subsequent section will explore the implementation of these calculations within different restaurant types and operational models.
Maximizing Efficiency
The following recommendations are designed to optimize workforce expenditure and enhance financial performance within the restaurant environment. These tips are actionable strategies predicated on data derived from accurate workforce expenditure calculations.
Tip 1: Implement Dynamic Scheduling Based on Sales Forecasts. Schedule workforce allocation in direct proportion to projected sales volume. Utilize historical data to predict peak and off-peak periods, adjusting staffing levels accordingly to minimize idle labor during slow times and ensure adequate coverage during busy periods. For example, reduce server staff by 20% during weekday afternoons and increase kitchen staff by 15% during weekend dinner service.
Tip 2: Cross-Train Employees to Enhance Flexibility. Develop a workforce capable of performing multiple roles to address unforeseen staffing shortages or fluctuating demands. Employees trained in both serving and bussing, or cooking and prep work, provide operational flexibility, minimizing the need for costly overtime or temporary staff. Document cross-training schedules and track their effectiveness.
Tip 3: Standardize Operational Procedures to Improve Efficiency. Implement standardized processes for all tasks, from food preparation to order taking, to reduce errors and improve efficiency. Conduct time studies to identify bottlenecks and streamline workflows, minimizing the amount of labor required for each task. Track the time spent on tasks before and after standardization to measure improvement.
Tip 4: Monitor and Control Overtime Expenses Rigorously. Establish clear policies regarding overtime authorization and implement procedures to track and control overtime expenses effectively. Analyze overtime patterns to identify the root causes of excessive overtime usage and implement corrective measures, such as adjusting schedules, improving training, or addressing operational inefficiencies.
Tip 5: Negotiate Favorable Vendor Contracts to Reduce Material Costs. Reducing the cost of goods sold (COGS) directly impacts the labor cost percentage. Review vendor contracts regularly to ensure competitive pricing and explore opportunities for bulk purchasing or alternative sourcing to minimize expenses.
Tip 6: Invest in Technology to Automate Tasks and Streamline Operations. Implement technology solutions, such as online ordering systems, kitchen display systems, and automated inventory management tools, to automate tasks and streamline operations. These technologies can reduce the amount of labor required for specific tasks, improving efficiency and reducing workforce expenses.
Tip 7: Track Key Performance Indicators (KPIs) Regularly. Monitor key performance indicators, such as revenue per labor hour, labor cost percentage, and customer satisfaction scores, to assess the effectiveness of workforce management strategies. Analyze KPI trends over time and benchmark performance against industry standards to identify areas for improvement. Regular review will help identify when action is needed.
Adherence to these recommendations, informed by accurate workforce expenditure insights, enables restaurants to optimize workforce efficiency, control expenses, and improve overall financial performance. Proactive implementation is critical.
The final section will present a summary of the core concepts discussed and emphasize the long-term benefits of prioritizing data-driven workforce management.
Conclusion
This exploration has illuminated the importance of the “labor cost calculator for restaurants” as an indispensable tool for financial stability and operational efficiency. The detailed analysis underscores the criticality of accurate data input, strategic implementation, and consistent monitoring to derive meaningful insights. From optimizing staffing levels to informing menu pricing strategies and ensuring compliance, the benefits are multifaceted and far-reaching.
The sustained success of any food service establishment hinges on the ability to make informed, data-driven decisions. Prioritizing the accurate calculation and diligent analysis of workforce expenses provides a foundation for profitability, competitiveness, and long-term growth. Restaurant owners and managers are encouraged to adopt this comprehensive approach to workforce management, securing their establishments’ future in an increasingly competitive market.
