People Excellence F&B
Build a Solid HR System for Your F&B Chain
From 3 stores to a 50-store chain: build the right people system from the start: hire right, retain the best, pay transparently, stay legally compliant and replicate your team. Leave the course with a full HR toolkit (org chart, JDs, 3P pay scale, KPIs, policy handbook...) ready to apply to your model.
Struggling with people challenges as you expand your chain?
7 people problems that F&B chain owners with 3+ stores often face.
Always short of staff, new store openings delayed
Opening stores depends on recruitment luck. With no timeline-based staffing plan and no candidate pipeline, openings slip and operations are patched together.
Top people leave, constant retraining from scratch
High turnover, and key staff leave with their know-how. With no retention mechanism and no idea why people quit, hiring and training costs climb.
Pay set by gut feeling, resentment inside the team
No clear salary scale, so people doing the same job are paid differently. Staff compare and lose motivation, and owners do not know what the right pay is.
Unclear on legal matters: contracts, social insurance, tax, internal rules
Not sure contracts, social insurance and tax are handled legally. Afraid of labor inspections and of lawsuits when letting people go: legal risk hangs overhead.
Payroll cost "eats" all profit and cannot be controlled
Labor cost % exceeds the threshold but you do not know where to cut. Scheduling by gut feeling: overstaffed in slow hours, understaffed in peak hours. Timekeeping fraud goes undetected.
No promotion path: staff see no future
No evaluation framework, career path or proper training. Staff do not know how to move up, and strong managers cannot be replicated, creating a bottleneck when you want to open new stores.
At 5-10 stores, people management breaks down
With 1-3 stores you can still manage by hand, but with more stores it turns chaotic. No system, no org chart, no HR department: the founder is burned out carrying everything.
A hands-on training course: move from "managing people by gut feeling" to a self-running HR system
From organization design, recruitment and C&B to evaluation, training and a culture that retains people: systematic, legally compliant, scalable.
The founder has built organization and HR systems for 100+ F&B projects, from small outlets to large chains. Cut 3-5 years of "figuring it out alone" when building an HR department.
Learners build the HR system for their own chain: org chart, pay scale, KPIs and policies are all done on a real model, ready to use right after class.
A full set of 15+ AAU-standard templates: org chart, JD, contract, payroll file, KPI, policy handbook, HR dashboard. Copy and customize.
8 sessions following the actual employee lifecycle: Organization Design → Recruitment → Legal → C&B → Evaluation & Development → Operations & Digitization → Culture & Engagement.
The "6 Pillars of the F&B HR System © AAU" framework + 3P pay model + manning model, designed specifically for Vietnamese F&B chains and closely aligned with current labor law.
Who is this course for?
3 core audiences, and who the course is not yet right for.
F&B chain owners with 3-10 stores
Running multiple stores and want a solid HR system to reduce reliance on individuals and prepare to scale. Move from "managing people by gut feeling" to a system.
HR Manager / chain HR lead
Setting up or standardizing the HR department and want a professional working framework from recruitment and C&B to evaluation, training and culture.
Owners/operators about to scale to 30-50 stores
Want to do it right from the start so replication does not break down: organization design, management pipeline, a scalable pay and reward system.
No store or real team yet
This course builds the system on a real model and real staff. Without a store or team there is no context to apply it, so join once you are operating.
Looking for a "download-and-use HR file set"
An HR system must be tailored to your model and scale. The course teaches you how to build it for your business, not sell a copy-and-run document set.
Only need a few one-off tips, not a system
This is a full 8-session system-building course. If you only need to handle a single issue, the course is not the right fit right now.
Not ready to standardize and change
Building an HR system requires rewriting policies, processes and how you pay. If you are not ready to change, it is not the right time.
8-Session Roadmap: 4 Phases
Organization → Recruitment → Legal → C&B → Development → Operations → Culture. Following the actual employee lifecycle.
Phase 1: Organization & Attraction
FOUNDATION · Sessions 1 & 2
Session 1
HR Strategy & Organization DesignOrganization design by business goals · Manning model · 4-6-12 month workforce plan
- Org chart at store level + head office (Marketing, Accounting, QC, Maintenance, Supply, Operations)
- Organization design by business goals: at each scale milestone (5→10→30→50 stores), which departments/positions you need to add, and when
- Manning model (staffing per store) + span of control + target payroll cost %
- 4-6-12 month workforce planning → recruitment plan & staffing mechanism by timeline
- Practice: draw the org chart + build a 4-6-12 month recruitment plan for your model
Session 2
Recruitment & Talent Attraction (Store + Office)Competency framework & JD · Hiring for store openings + replacements · STAR interviews & scorecard
- Competency framework + standard JDs for both store and office positions
- Recruitment plan: new store openings + replacement hiring after resignations + F&B-specific channels (volume, part-time/students)
- Store hiring vs office hiring: different in criteria, channels, process and decision-maker
- Interview and evaluation techniques: STAR/behavioral questions, scorecards, avoiding bias
- Practice: real interview role-play + scorecard scoring for 1 position
Phase 2: Legal & C&B
LEGAL & COMPENSATION · Sessions 3, 4 & 5
Session 3
Labor Law & Labor RelationsContracts · Social insurance & tax · Rules & discipline · Occupational safety
- Labor Code 2019 + latest updates; probation / part-time / full-time / seasonal contracts
- Social, health and unemployment insurance, personal income tax and other required contributions
- Labor rules (mandatory registration from 10 employees) + disciplinary council + grievance handling
- Lawful dismissal/termination + occupational safety and hygiene, food safety and handling workplace accidents
- Practice: build a labor rules framework + legal compliance checklist for a store
Session 4
C&B (1): Pay, Timekeeping & Labor Cost Optimization3P pay · Timekeeping & fraud prevention · SPLH & labor matrix · Labor cost %
- 3P pay structure (position · competency · performance) + job grading
- Multi-shift, multi-location timekeeping + fraud prevention (ghost workers, buddy punching, inflated OT)
- Payroll calculation: overtime, holidays, Tet, regional minimum wage + year-end personal income tax finalization
- Sales per Labor Hour (SPLH) & labor matrix: schedule by revenue forecast; control labor cost % by each store's P&L
- Practice: build a labor matrix + payroll file for 1 store
Session 5
C&B (2): Policies, Benefits & CompensationPolicies & rules · Benefits & service charge · Total Rewards · Recognition
- HR operating policies and rules system
- Benefits & welfare + service charge/tip and allocation rules
- Bonus, incentive and the Total Rewards philosophy to retain people
- Recognition programs: employee of the month, tenure bonus, milestones
- Practice: design a benefits package + bonus rules for your model
Phase 3: Development & Operations
DEVELOPMENT & DATA · Sessions 6 & 7
Session 6
Performance Evaluation & Development PathKPI & competency · 9-box · Learning path · Train-the-trainer · Career path
- KPI/periodic evaluation + competency matrix
- 9-box & calibration: fair talent classification
- Learning path & training system (linked to the 3-level training SOP) + train-the-trainer certification for internal trainers
- Career path + promotion criteria + succession/pipeline for Store Managers
- Practice: build a competency matrix + career path for 1 key position
Session 7
HR Operations, Digitization & ComplianceRecords & personal data · Inspection & self-audit · Software · HR dashboard
- Standard HR records + HR SOP + personal data protection (Decree 13/2023)
- Labor inspection readiness + HR compliance self-audit kit
- Timekeeping/payroll/HRIS software when running multiple stores
- HR dashboard & metrics: turnover, cost-per-hire, retention, headcount, labor cost %
- Practice: run a trial HR dashboard + compliance self-audit
Phase 4: Culture & Engagement
CULTURE & ENGAGEMENT · Session 8
Session 8
Organizational Culture, Employer Branding & EngagementCulture & preventing dilution · EVP & Employer Branding · Stay interview
- Organizational culture (values → behaviors) + preventing "culture dilution" when scaling
- EVP & Employer Branding: attract talent and position your employer brand
- Engagement + retention + stay interviews to keep strong staff before they resign
- Internal communication + assemble everything into an HR system that scales to 50 stores
- Practice: culture playbook + employee engagement plan
5 key deliverables you take home after the course
Leave the course with a practical HR system, not generic theory.
Org Chart + Workforce Plan
Store + office org chart for each scale milestone + a 4-6-12 month recruitment plan. Know who you need, when, and at what cost.
Recruitment System
JD library, STAR question set, interview scorecard + store/office hiring process. Hire the right people, faster, with fewer mistakes.
Legally Compliant C&B System
3P pay scale, payroll file, labor matrix, policy & benefits handbook. Pay transparently and control labor cost.
Evaluation & Development Framework
KPI, competency matrix, 9-box, career path, train-the-trainer. Retain and develop strong people and replicate your management team.
HR Compliance & Data Kit
Legal checklist, labor rules, HR self-audit, HR dashboard. Stay confident before inspections and manage HR by data.
Hands-on Learning Experience
5 elements that make a course memorable and effective.
Small class of 10-15 learners
Each learner presents their own real case and gets direct feedback from the instructor.
Assignments on your own business
Org chart, pay scale, KPIs and policies are all built on your real model, not simulated cases.
Full set of 15+ HR templates
Leave class with JDs, contracts, payroll file, KPIs and dashboard ready: customize and use them in your store.
Coaching during sessions
Build an HR system that fits each learner's own business model and scale.
AAU Alumni Community
Connect with store owners & F&B experts who have studied at AAU: share HR experience and cooperation opportunities.
Course Instructors
Founders & experts who build organization and HR systems for Vietnamese F&B chains.
Mr. Tien Tien
Founder AAU Academy & PEACH Consulting
15+ years of strategy and operations consulting for Vietnamese F&B chains. Has led 100+ F&B projects, building organization, HR and operations systems from small chains to large groups. His philosophy: "transfer the system so the business runs itself", without depending on individuals.
AAU Offers and Commitments
1-on-1 Coaching in Every Session
In each session, 1-on-1 coaching to build an HR system that fits the learner's own business model. We never leave you to "learn and then fend for yourself".
Free retake of the next course
If you do not feel confident applying it, retake the next People Excellence course for free, at no extra cost.
AAU commits to training quality and 3 months of support after the course. We do not guarantee business results, as these depend on the market and how you implement.
Frequently asked questions
Answers to common questions before you register.
I do not have many staff yet. Can I take the course?
The course works best when you are running a store/team in practice and can apply it right away. If you are about to expand, you can take it first to prepare your system and review the lectures after the course.
After the course, will I have a ready-to-use HR system?
Yes. You leave class with an org chart, 3P pay scale, JDs, KPIs and policy handbook, personalized for your chain and ready to apply.
Does the course cover the latest labor law?
Yes. The legal session follows the current Labor Code, social insurance and tax, internal rules and discipline handling under the latest regulations.
What is the schedule?
8 sessions × 3 hours. The detailed schedule is sent after you register for a consultation, with several time slots suited to working professionals.
Is the course for store owners or HR people?
Both. Chain owners with 3+ stores who want to build a system, and HR leads who want to standardize properly, are both a good fit.
Can I learn online?
The course is primarily offline in Ho Chi Minh City for hands-on practice and direct coaching. Hybrid is available for learners in other provinces.
Is there a group discount?
Yes. Groups of 3 or more learners get a 15% discount. Contact the hotline for details.
Does the course come with a certificate?
Yes. AAU Academy issues the People Excellence F&B course completion certificate after you finish the course.
Let AAU Academy walk with you
Build a solid HR system to replicate your chain without breaking down. Leave your details and the AAU team will contact you for a free consultation within 24 hours.
Or call now 0565 66 76 86 (Mon–Sat, 9h–18h)