Abstract
The study indicates that the regulation of labor in restaurants is key to ensuring safety, service quality, and efficiency. It establishes rules regarding working hours, hygiene, food safety, and service standards, contributing to customer satisfaction and providing comfortable conditions for employees. In the scientific literature dedicated to management organization issues, there are no complete classification schemes for labor regulations. The analysis of labor regulation forms proposed in the study encompasses a set of characteristics that correspond to the goals of achieving the most comprehensive coverage of regulation forms, their organization, and the definition of their features. The labor regulation of a restaurant enterprise includes a series of rules, procedures, and requirements regarding the organization of the work process, safety at work, quality control of products, customer service, etc. It may cover aspects such as staff work schedules, procedures for receiving and issuing orders, sanitary standards, staff requirements, labor safety instructions, work safety rules, and other important aspects of restaurant functioning. Given the diversity of restaurant enterprises and the legislative requirements of the country, regulations may vary, but the general principles remain similar. The analysis of the methodology for labor standardization allows for the following conclusions: all methods of labor standardization for managerial staff are based on the study of working time expenditures; the number of managerial staff is calculated according to norms and time standards. Problems in the management organization system are solved using various methods. The functional division of labor in a restaurant is best determined by the expert method, while the parametric approach most fully justifies itself for establishing staff numbers. Orientation towards different approaches allows to a certain extent to determine the desired level and quality of regulatory documentation. The arsenal of methods for quantitative assessment of personnel activity is quite broad. Each of the methods listed above has its advantages and disadvantages. The choice of method depends on the tasks set, the necessary accuracy, and the possibilities.
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