As a personnel manager, it is reasonable to optimize labor costs under the premise of legal compliance and protecting the rights and interests of employees, but it is necessary to avoid employee turnover or legal risks due to excessive cost compression. The following are some suggestions for taking into account cost control and team stability： --- ### **1. Legal compliance priority** -**Confirm salary compliance**: First verify whether the current salary meets the local minimum wage, industry average, and labor law regulations (such as overtime pay, benefits, etc.). If the salary of South Asian employees is lower due to differences in nationality, it may involve the risk of discrimination and need to be adjusted. -**Avoid unequal remuneration for equal work**: The salary difference between employees in the same position and the same performance must be based on objective factors (such as skills, seniority, etc.), not nationality. --- ### **2. Optimize manpower allocation** -**Flexible employment mode**： -**Part-time/temporary workers**: Hire part-time workers during periods of low passenger flow (such as lunch on weekdays) to reduce full-time labor costs. -**Cross-training**: Train employees to master multi-post skills (such as waiters and cashiers), improve human efficiency and reduce redundancy. -**Intelligent scheduling system**: Accurately schedule shifts based on historical passenger flow data to avoid overstaffing or insufficient manpower. --- ### **3. Improve efficiency and reduce hidden costs** -**Standardized process**: Simplify the processes of ordering, meal preparation, cleaning, etc., and reduce waste of working hours (such as the introduction of a digital ordering system). -**Reduce turnover rate**: The high turnover rate of employees in South Asia will increase recruitment and training costs. Retention rates can be improved by improving the working environment and providing career development paths (such as promotion to foreman). --- ### **4. Substitution of non-salary benefits** -**Low-cost incentives**: Use non-monetary benefits to make up for the salary gap, such as free meals, transportation subsidies, language training, flexible leave, etc. -**Team cultural integration**: Enhance the sense of belonging through cultural activities and reduce the efficiency loss caused by cultural differences. --- ### **5. Long-term strategy** -**Localized recruitment**: If the cost of foreign employees is higher (such as visa fees), the ratio of local employees to South Asian employees can be balanced. -**Automation substitution**: Automation equipment is gradually introduced in repetitive positions (such as washing dishes and preparing vegetables) to reduce costs in the long term. --- ###**Risk warning** -**Legal risks**: Salary adjustments must comply with the "Labor Law" and "Anti-Discrimination Law" to avoid lawsuits due to differences in nationality and race. -**Reputational risk**: If the salary gap is disclosed, it may affect the corporate image. It is recommended to reflect fairness through the overall salary package (basic salary + benefits +training). --- Through the above methods, costs can be optimized within the legal framework while maintaining team stability and operational efficiency. The core idea is to “*"Improve human efficiency” rather than "drive down wages”**, and ultimately achieve sustainable cost control.