CASE STUDY YA KUN KAYA TOAST

During this process, the employer hopes to determine whether or not the applicant is suitable for the job by looking at their experience and academy level. 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. Other forecasting method that we can use to forecast their manpower is ratio analysis. Usually commitment level and attitude will be only revealed after acertain period of time. Based on trend analysis, Ya Kun can find new recruit by using their past experienced by estimating the number of staffs needed in future. Through this way the employer could ask questions related on what they did in past jobs or life situations that are relevant to the particular job and skills. In this case, Ya Kun need more employee because they need more salespeople to run the business in each of their outlets.

We’ll occasionally send you account related and promo emails. 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 number of employee required such salespeople. 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 will tend to fall along straight line then the personnel can forecast the need of new recruitment. 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.

Computerized forecasting also is one way that can be used to forecast their need of manpower. What suggestions would you make to Ya Kun to improve its recruiting processes?

What else can Ya Kun do to get reliable information on these two attributes? Your Answer is very helpful for Us Thank you a lot! Hi there, would you like to get such a paper? How about make it kayz Sorry, but copying text is forbidden on this website. 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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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.

Kayz forecasting method that we can use to forecast their manpower is ratio analysis.

Forecasting the manpower needs of Ya Kun Essay

We’ll occasionally send you account related and promo emails. There kin few ways by which we can forecast the manpower needs of Ya Kun Kaya. Compared to trend analysis, ratio analysis assumes that productivity remains about the same.

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.

The answers given by the applicant can be used to predict their future performance in kyn situations. In Part Two of 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 the Ya Kun Kaya Toast menu so as to suit international taste buds while still staying true to the brand.

Ya Kun Kaya Toast – Adrin Loi (Part 2: The Reality) – Think Big Think Canon

Hi, I am Sara from Studymoose Hi there, would you like to get such a paper? With Ya Kun Kaya Toast currently boasting 37 outlets all across Singapore including 12 franchisees and over 30 outlets overseas, it has progressed far beyond its humble beginnings. The organization could either recruit full- timers or part timers.

case study ya kun kaya toast

Click to learn more https: A good attitude and commitment are two important attributes that Ya Kun looks for in its ztudy applicants.

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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.

case study ya kun kaya toast

Less involved with the operations of each individual outlet, Adrin Loi now focuses more on the big picture — continuously finding better kuun to manage and grow the business, and ensuring job security and fair treatment of his staff.

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. A job interview is not really an effective way to assess these attributes. Leave your email and we will send you an example after 24 hours Based on the answers kyn, the employer could predict the commitment level of the applicant. Ya Kun could also use situational interview questions.

Forecasting the manpower needs of Ya Kun Essay Example for Free – Sample words

If Ya Kun is looking for an employee with a good attitude and commitment cqse could use behavioral interview questions. Embracing Service Excellence with Canon. YaKun also can use computerized system to predict the manpower needs for their organization. Usually commitment level and attitude will be only revealed after acertain period of time.

Presentation Human Resource Management (Case: Ya Kun Kaya Toast)

During this process, the employer hopes to determine whether or not the applicant is suitable for the job by looking at their experience and academy level. Advantages of hiring part-time workers include: Accessed May 23, In order to obtain reliable casee on these two attributes, managers of Ya Kun may:.

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