Marché® Restaurant

​​​​​​​​Marché® recognises that having a cohesive and happy team of employees is key to the successful execution of its dining concept. In a sector characterised by high employee turnover and manpower shortage, Marché has found that its exemplary people practices across the value chain is key to keeping its recruitment and training costs low.

Facts in a Flash

Industry Industry: Accommodation/F&B Service Activities

Employment size Employment size: Above 100

Employment profile  Employment profile: More than 80% are front-line service staff in restaurants with the rest providing corporate support;  ages range from late teens to mature employees

Employment profile Featured work-life programmes:

Flexible Work Arrangements
  • Part-time work (permanent and short-term)
Employee Support Schemes
  • Gym membership subsidies
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​Business Case

The Marché Restaurants (Marché) offer a strong dining concept which replicates the warm and cosy setting of the Swiss Alps. Beyond the physical ambience, Marché recognises the need to build a team of highly trained and motivated employees to deliver this unique concept. Hence, its policies and practices are geared towards building a fun working environment for its employees whom the company believes are pivotal in creating a great dining experience for its guests.

Success Factors

1. Organisational Leadership Strategies

Marché recognises the need to attract and retain high calibre employees in view of Singapore’s tight labour market. The HR team takes a proactive approach to integrate new staff into their respective teams, such as assigning a buddy to guide every new hire; working together with restaurant managers to help them and sponsoring full-time mature workers who are not conversant in English for classes.

Another strategy is appointing selected HR staff as Relationship Managers for various groups of employees so as to respond to employees’ needs in a timely manner. Middle managers (restaurant managers and team leaders) are also trained to be effective in engaging and managing their diverse pool of full-time and part-time staff. As having a regular pool of part-timers allows the restaurant to effectively flex their manpower needs according to operational demands, the restaurant managers place equal emphasis in engaging this pool of part-timers.

2. Marché’s Part-Time Work Policy

Marché operates on a 5-day work-week and offers permanent and short-term part-time work schemes. To offer flexibility, Marché does not place any restriction on the number of days/hours part-time staff have to work in a week. Marché also has a structured scheduling system in place. Where possible, restaurant managers try to accommodate part-timers’ request without compromising on operational needs.

Marché also creatively devised a trial scheme to increase the probability of successful job-fit. Local job seekers may work in the restaurants for up to four hours on a selected day during the restaurants’ peak period, which offers a first-hand experience of what the job would be like. This has resulted in a lower drop-out rate from new hires.

3. Performance Management Strategies

Benefits and rewards for employees are tiered based on tenure with the company. Permanent part-time staff who have been with Marché for over a year are entitled to an appreciation bonus at the end of the year and incentive programmes in the form of monetary rewards. Longer serving part-time employees who have been with the company for more than three years are given a higher hourly rate of pay, in recognition of their experience and dedication to the company.

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​This case study was first published on the former Employer Alliance website.