Human Resource Essay

Question 1How would you visualize the manpower ineluctably of Ya Kun?Ya Kun lav announce their manpower by using trend analysis, symmetry analysis, scatter plot and computerized system. The force play preempt use either genius of these method of present offing in the buff recruitment. Based on trend analysis, Ya Kun find new recruit by using their past experienced which essence that they can provide an initial estimate of future staffing motifs, but manipulation levels rarg and depend safe on the passage of age. They intuitive feelinged their past mathematical operation of sales, productivity and so on to estimate their employee also because if their per modelance goes beyond their expectation like Ya kun that have many handouts without the world, they may compulsory to a greater extent employee either full time or half-time.Other vaticination 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 (like sales peck) and the sum up of employee required such(prenominal) salespeople. In this fact, Ya Kun motivation more employee because they need more salespeople to run the note in each of their outlets. The sales volume for Ya Kun also unmatchable of the factor that Ya Kun need to recruit employee. Comp ard to trend analysis, ratio analysis assumes that productivity remains approximately the like.Personnel also can use scatter plot to forecast their manpower. In this method, the force play 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 pull downs impart tend to hang up along straight line then the personnel can forecast the need of new recruitment.Computerized forecasting also is one way that personnel can use to forecast their need of manpower. With programs like these, employers can more accurately estimate how many employee that they need to projected productivity and sales. many an(prenominal) firms use computerized employee forecasting system for particularly for estimating short-term ask. In Ya Kun case, their personnel may need this program because they have many outlets that need more part-time elaborateer to replace fulltime worker 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 survival of the fittest or due to employment conditions beyond their control work fewer hours than the regular, full-time staff of a business over the course of a year. There is no specific number of hours that makes soulfulness full or part-time, but a full-time worker will usu every(prenominal) toldy 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 o f what full-time workers, who do the alike work, are paid. In new(prenominal) hand, part-time workers will non get benefits same like full-time workers such as insurance or disgorge pay. So Ya Kuns can save significant amount of cash by hiring part-time workers. Most of the part-timers are student, since it allows 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 chore better than full-time workers and this will ontogenesis labour productivity of Ya Kuns. Furthermore, Ya Kuns all hiring part-time workers when the full-time workers go on vacation or become ill. Students are particularly usable in meeting these periods of high demand in indian lodge to correspond 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-t ime workers to get knowledge some their work and they also need to be imbibe by someone originally they can do their work by their own. Besides that, it will increase discipline cost of Ya Kuns. Part-time workers have to go for training before they can start their work in order to countermand 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 notwithstanding 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 in force(p) strength and commitment are two important attributes that Ya Kun looks for in its put-on applicant. Is a job discourse 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 reference, but conducting a case test and carriage test would help to assess the attribute.Recruiting via the internetThe recruiter should be given up fare description about the job and who will be suitable to follow through for the job. A simple test could be assumee to screen the applicants online. Afterwards, a job interview will be needed.AdvertisingThe employer should advertise their ads where theyll bring in 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 use up interview, which is the effective way to measure good attitude and commitment instead than just simply looking at the resume.Question 4What proffer would you make to Ya Kun to improve its recruiting changees?From the case Ya Kun Kaya Toasts, we can see that Ya Kun used the recruitment and selection process through advertised in Chinese and face newspapers as well as trough recruitment notice at their outlets. There are few steps to applicants should be undergo before they can be select and recruit by Ya Kun Kaya Toasts. It start from the interview by two director, screened primarily for their level of commitment and willingness to work diversifys, 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 thought the way how to improve its recruiting process. The reasons why is because the main quarrel Ya Kun face in its recruitment efforts is finding employees with the right attitude, because the technical skill required are relatively easy to learn. Other than that, there are some applicants were unintentional to work shifts, making it difficult for Ya Kun to hire them because shift work is needful in the food and beverage retail industry.Look at the case, challenge economic times are prompting employers especially Ya Kun manager to think how they go 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 opening for the outlet staff the point in your advertisement should reach your target 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 interested only in the advertisement. So tha t, during the interview period manager not wastes their time recruit the applicants.Secondly, recruitment materials have a more positive relate if they contain more specific information. 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 mho 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 satisfaction is measu red.Thirdly, using application forms to address 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 seance whether they pass or not.ConclusionIt is important to understand the constitution 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 company or industry. From the case it start with personnel planning and forecasting where it is the process of deciding what line the Ya Kun industry will have to fill, and how to fill them.Filling open part with their internal sources of candidate make Ya Kun has several advantages. For example, Ya Kun has a family style surroundings 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 violence on good attitude and character in the selection of outlet staff has help Ya Kun build a pool of hardworking and act 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 fa ce in order to take the challenge by increasing the commitment of all staff toward the company.