Click to learn more https: Based on the answers given, the employer could predict the commitment level of the applicant. There are few ways by which we can forecast the manpower needs of Ya Kun Kaya. Trend analysis is based on the idea that what has happened in the past gives traders an idea of what will happen in the future. Based on trend analysis, we can find new recruit by studying the variation of their past employment levels which means that they can provide an initial estimate of future staffing needs, but employment levels rarely depend just on the passage of time.
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During the question and answer session the applicant will be ask to imagine a situation and respond base on it. We’ll occasionally send you account related and stuyd emails. Compared to trend analysis, ratio analysis assumes that productivity remains about the same.
A stkdy interview is not really an effective way to assess these attributes. Usually commitment level and attitude will be only revealed after acertain period of time. In this case, Ya Kun need more employee because they need more salespeople to run the business in each of their outlets. This allows the applicants to have a better toat of the job and make a better-informed choice of whether to take up the job or not.
A job interview may not be the most effective method to assess these two attributes as they are not directly observable during the interview process. Another method we can use is scatter plot to forecast their manpower.
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Embracing Service Excellence with Canon. Ya Kun can even use trend analysis as an aspect of technical analysis that tries to predict the future movement of a stock based on past data.
We will write a custom yoast essay on Forecasting the manpower needs of Ya Kun specifically for you. Ya Kun could use the two weeks training period to study more about the applicant because it is difficult to judge the attitude and commitment level during theinterview. Hi there, would you like to get such a paper?
In this method, the forecasting would be based on the historical ratio between some causal factor like sales volume and the kay of employee required such salespeople. Based on trend analysis, Ya Kun can find new recruit by using their past experienced by estimating the number of staffs needed in future.
Ratios are calculated from current year numbers and are then compared to previous years, other companies, the industry, or even the economy to judge the performance of the company. The sales volume for Ya Kun also one of the factor that Ya Kun need to recruit employee. In order to obtain reliable information on these two attributes, managers of Ya Kun may:.
The answers given by the applicant can be used to predict their future performance in similar situations. If you contact us after hours, we’ll get back to you in 24 hours or less.
If Ya Kun is looking for an employee with a good attitude and commitment they could use behavioral interview questions. There are few ways by which we can forecast the manpower needs of Ya Kun Kaya.
Less involved with the operations of each individual outlet, Adrin Loi now focuses more on the big picture — continuously finding better ways to manage and grow the business, and ensuring job security and fair treatment of his staff. Is a job interview an effective method to assess these two attributes? Sorry, but copying text is forbidden on this website! Accessed May 23, The Reality From helping alongside his dad when Ya Kun Kaya Toast first began as a coffee stall at Lau Pa Sat market way back inwe find out from executive chairman Adrin Loi how his role has changed now that it has grown to become a regional brand.
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In Part Two kay our Think Big segment with Adrin Loi, we also learn about the importance of having a good match between franchisee and franchisor to safeguard quality consistency and brand integrity, plus the challenge of localising tsudy Ya Kun Kaya Toast menu so as to suit international taste buds while still staying true to the brand. What suggestions would you make to Ya Kun to improve its recruiting processes? Based on the answers given, the employer could predict the commitment level of the applicant.
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