Human Resource Essay

incredulity 1How would you forecast the manpower implys of Ya Kun?Ya Kun can forecast their manpower by using dash analysis, ratio analysis, scatter plot of ground and computerized system. The personnel can physical exercise either ane of these system of come acrossing new recruitment. Based on trend analysis, Ya Kun find new recruit by using their past experienced which means that they can provide an initial view of future staffing needs, but employment levels seldom depend just on the passage of time. They looked their past performance of sales, productivity and so on to estimate their employee also because if their performance goes beyond their expectation akin Ya kun that have many outlets throughout the world, they may required more employee either full time or odd- cheat(prenominal).Other forecasting method that Ya Kun can use to forecast their manpower is ratio analysis. In this method, Ya Kun forecast based on the historical ratio between some causal factor ( alik e(p) sales lot) and the phone number of employee required such salespeople. In this grammatical case, Ya Kun need more employee because they need more salespeople to run the business in each of their outlets. The sales volume for Ya Kun also one of the factor that Ya Kun need to recruit employee. Comp atomic number 18d to trend analysis, ratio analysis assumes that productivity remains close the same.Personnel also can use scatter plot to forecast their manpower. In this method, the personnel may use two related variables to indicate the relation between the two such as sales volume and number of employee. If these two factors are related, then the points give tend to fall along straight line then the personnel can forecast the need of new recruitment.Computerized forecasting also is one means that personnel can use to forecast their need of manpower. With syllabuss like these, employers can more accurately estimate how many employee that they need to projected productivity and sales. Many firms use computerized employee forecasting system for particularly for estimating short-term needs. In Ya Kun case, their personnel may need this program because they have many outlets that need more part-time nominateer to replace fulltime recreateer if needed.Question 2What are the advantages and disadvantages of Ya Kuns hiring part-time workers?Part-time workers are those who whether by personal choice or due to employment conditions beyond their control work fewer hours than the regular, full-time staff of a business oer the course of a year. There is no specific number of hours that makes someone full or part-time, but a full-time worker will normally work 35 hours or more a week.The advantages of Ya Kuns hiring part-time workers are part-time workers are less expensive than full-time workers. This is because some of them are paid less than half of what full-time workers, who do the same work, are paid. In other hand, part-time workers will not get benefits s ame like full-time workers such as insurance or sick pay. So Ya Kuns can save significant amount of money by hiring part-time workers. Most of the part-timers are student, since it al natural depressions them to balance their academic needs with their school needs and they are often willing to learn new tasks and responsibilities when doing their work. Therefore, they will do their job better than full-time workers and this will join on labour productivity of Ya Kuns. Furthermore, Ya Kuns scarcely hiring part-time workers when the full-time workers go on vacation or twist ill. Students are particularly useful in meeting these menstruums of high demand in order to ensure that the needs of Ya Kuns customers are met and will increase in Ya Kuns output as well.The disadvantages of Ya Kuns hiring part-time workers are Ya Kuns need extra time to train part-time workers to get intimacy about their work and they also need to be guide by someone before they can do their work by their ow n. Besides that, it will increase training cost of Ya Kuns. Part-time workers have to go for training before they can start their work in order to avoid from low skilled workers. This also will affect productivity of Ya Kuns. Moreover, part-time workers have higher absenteeism rates. This is because most of the part-time workers are student and they only doing part-time work to get extra money or just for fun. Besides that, they do not think about their commitment so they keep absent to work.Question 3A good attitude and commitment are two important attributes that Ya Kun looks for in its job applicant. Is a job interview an effective method to assess these two attributes? What else can Ya Kun do to get reliable information on these two attributes?It is good to have job interview, but conducting a case test and attitude test would help to assess the attribute.Recruiting via the internetThe recruiter should be given complete description about the job and who will be serve to apply f or the job. A simple test could be done to screen the applicants online. Afterwards, a job interview will be needed.AdvertisingThe employer should advertise their ads where theyll mop up your prospective employees. The recruiter should be given complete description about the job and who will be qualified to apply for the job. Afterwards, a job interview will be needed.Private employment agencyThe recruiter should be given complete description about the job and who will be qualified to apply for the job. Afterwards, a job interview will be needed.Walk-insThis involves direct interview, which is the effective way to measure good attitude and commitment rather than just simply spirit at the resume.Question 4What suggestion would you make to Ya Kun to improve its recruiting goes?From the case Ya Kun Kaya Toasts, we can see that Ya Kun used the recruitment and selection process through advertise in Chinese and English newspapers as well as trough recruitment notice at their outlets. T here are few steps to applicants should be under(a)go before they can be select and recruit by Ya Kun Kaya Toasts. It start from the interview by two four-in-hand, screened primarily for their level of commitment and willingness to work shifts, screened for other desirable qualities, until when they successful then they need to go through 2 week training and remain on probation for 3 months.However, Ya Kun still idea the way how to improve its recruiting process. The reasons why is because the main challenge Ya Kun face in its recruitment efforts is finding employees with the right attitude, because the technical skill required are comparatively easy to learn. Other than that, in that respect are some applicants were unwilling to work shifts, making it difficult for Ya Kun to hire them because shift work is inevitable in the nourishment and beverage retail industry.Look at the case, challenge economic times are prompting employers especially Ya Kun manager to rethink how they g o about recruiting process. So, there are several suggestions would we make thinks to Ya Kun can do to improve its recruiting processes. Firstly, from job informaling for the outlet staff the point in your advertisement should reach your fool prospective employees. Use the guide AIDA (attention, interest, desire, and action) to construct advertisements. You must attract attention to the advertisement. From that case, Ya Kun should state in the ad that all the responsibilities and qualifications required for work at Ya Kun. For example, under the responsibilities and qualifications required the applicants should be education because we know that the person who educated has the right attitude toward the job. Moreover, dont forget to include the required for work shifts evoke only in the advertisement. So that, during the interview period manager not wastes their time recruit the applicants.Secondly, recruitment materials have a more positive regard if they contain more specific in formation. That means, at the application form the manager should provide applicants with information on aspects of the job that are important to them, such as salary, location, and diversity. For example, pay the salary base on their schedule of shift work. As we look at the case, some applicants were unwilling to work shifts because they not satisfy about the salary especially when they work at second shift period from 3 P.M to 11 P.M. The reason because at that time, number of customer may be increase because that time are pass the work time and they may like to hang up at Ya Kun coffee shop with their friend and family. Moreover, the manager of Ya Kun also can do the job rotation which is the periodic shifting of a worker from one task to another. That means, results depend on how job atonement is measured.Thirdly, using application forms to foreknow job performance. In this stage, manager should already get all the application forms from the applicants who apply for that job after the certain period of job opening for the outlet staff or recruitment notice at their outlets. It is possible for the Ya Kun manager to use application form information to predict which candidates will be successful and which wont, in much the same way that one might use test for screening. The basic process involves conducting statistical studies to analyze the relationship between biodata responses on the application form and measure of success on the job. It is important to choose the biodata items in order to look at their life style as well as other criteria such as their background, education, and others. So, we can evaluate the candidates during the interview session whether they pass or not. proofIt is important to understand the nature of the business that we are in before doing the recruitment and selection process. Different nature will result different way or step to look at the employees which is really suitable to apply as well as to be accept to work at that co mpany or industry. From the case it start with personnel planning and forecasting where it is the process of deciding what position the Ya Kun industry will have to fill, and how to fill them.Filling open position with their internal sources of candidate make Ya Kun has several advantages. For example, Ya Kun has a family style environment and established promotion-from-within policy and many more. Then as result, not only the organization build the good structure and enhance performance, but the emphasis on good attitude and character in the selection of outlet staff has help Ya Kun build a pool of hardworking and committed workers.Ultimately, the main goal that the Ya Kun will achieve is make it big through the improvement its recruiting process in the future. That all the improvement for Ya Kun has to face in order to take the challenge by increasing the commitment of all staff toward the company.