Question-1: How would you calculate the manpower demands of Ya Kun?

There are few ways by which we can calculate the manpower demands of Ya Kun Kaya. They are:

* Trend analysis
* Ratio analysis
* Scatter secret plan and
* Computerized system

Based on tendency analysis. we can happen new recruit by analyzing the fluctuation of their past employment degrees which means that they can supply an initial estimation of future staffing demands. but employment degrees seldom depend merely on the transition of clip. They looked their past public presentation of gross revenues. productiveness and so on to gauge their employee besides because if their public presentation goes beyond their outlook like Ya kun that have many mercantile establishments throughout the universe. they may necessitate more employee either full clip or part-time.

Other calculating method that we can utilize to calculate their work force is ratio analysis. In this method. the prediction would be based on the historical ratio between some causal factor ( like gross revenues volume ) and the figure of employee required such sales representative. In this instance. Ya Kun need more employee because they need more salespeople to run the concern in each of their mercantile establishments. The gross revenues volume for Ya Kun besides one of the factor that Ya Kun need to enroll employee. Compared to tendency analysis. ratio analysis assumes that productiveness remains about the same.

Another method we can utilize is scatter secret plan to calculate their work force. In this method. the forces may utilize two related variables to bespeak the relation between the two such as gross revenues volume and figure of employee. If these two factors are related. so the points will be given to fall along consecutive line so the forces can calculate the demand of new enlisting. Computerized prediction besides is one manner that can be used to calculate their demand of work force. With plans like these. employers can more accurately gauge how many employee that they need to projected productiveness and gross revenues.

Question-2: What are the advantages and disadvantages of Ya Kun’s engaging parttime workers?

Advantages of engaging parttime workers include:
* Flexibility in scheduling as they help to make full in the spreads when the full-time workers go on leave or are taken ailment.

* Part-timers will complement the full-time workers.

* Allows Ya Kun to tap into a larger available pool of occupation appliers as many more people may be willing and able to work parttime as opposed to full-time. * They may be deployed strategically during peak hours.

Disadvantages include:

* They may be less committed to the company.

* It may be more hard to incorporate them as they merely work on occasion. * Having excessively many parttime workers may impact teamwork.

Question-3: A good attitude and committedness are two of import properties that Ya Kun looks for in its occupation appliers. Is a occupation interview an effectual method to measure these two properties? What else can Ya Kun make to acquire dependable information on these two properties?

A occupation interview may non be the most effectual method to measure these two properties as they are non straight discernible during the interview procedure. In order to obtain dependable information on these two properties. directors of Ya Kun may:

* Ask the occupation appliers for referrals in the application battalion. and reach the referrals to obtain information sing these two properties.

* Use critical incidence interviews to prove if the occupation appliers have past illustrations of these properties.

* Provide occupation appliers with a realistic occupation prevue by stating them about all the challenges and worst instance scenarios that their staff faces. This allows the appliers to hold a better thought of the occupation and do a better-informed pick of whether to take up the occupation or non.

* Use role-playing exercisings where the appliers play the function of the staff. and the directors the clients. so that the directors may detect how the appliers may potentially respond when they are really working for Ya Kun.

Question-4: What suggestions would you do to Ya Kun to better its recruiting procedures?

Ya Kun’s low turnover rate and big pool of hardworking committed workers indicates that its enlisting procedures are working good. However. to better their recruiting procedure. Ya Kun’s directors may take to: * Use more internal referrals as employees know what kinds of appliers will suit good with the prevailing company civilization. * Hire a larger ratio of part-timers to full-timers as this allows them greater flexibleness in scheduling. * Convert part-timers to full-timers if they perform good and if they are unfastened to the switch. * Maintain contact with those employees who have left the company so that they can be informed of any new places in the company.

Q1.

Ya Kun can calculate the work force demands by utilizing ratio analysis to carry on a quantitative analysis of information in a company’s fiscal statements. Ratios are calculated from current twelvemonth Numberss and are so compared to old old ages. other companies. the industry. or even the economic system to judge the public presentation of the company. Based on the analysis. Ya Kun could increase their sales representative to run the concern in their mercantile establishment. Ya Kun can even utilize tendency analysis as an facet of proficient analysis that tries to foretell the future motion of a stock based on past informations.

Trend analysis is based on the thought that what has happened in the past gives bargainers an thought of what will go on in the hereafter. Based on tendency analysis. Ya Kun can happen new recruit by utilizing their yesteryear experienced by gauging the figure of staffs needed in future. The organisation could either enroll full- timers or portion timers. YaKun besides can utilize computerized system to foretell the work force demands for their organisation. The employer could gauge the figure of staffs needed to increase their gross revenues.

Q3.

A occupation interview is non truly an effectual manner to measure these properties. It is because a occupation interview is merely a procedure in which a possible employee is evaluated by an employer. During this procedure. the employer hopes to find whether or non the applier is suited for the occupation by looking at their experience and academy degree. If Ya Kun is looking for an employee with a good attitude and committedness they could utilize behavioural interview inquiries. Through this manner the employer could inquire inquiries related on what they did in yesteryear occupations or life state of affairss that are relevant to the peculiar occupation and accomplishments. The replies given by the applier can be used to foretell their hereafter public presentation in similar state of affairss.

Ya Kun could besides utilize situational interview inquiries. During the inquiry and reply session the applier will be ask to conceive of a state of affairs and react base on it. Based on the replies given. the employer could foretell the committedness degree of the applier. Ya Kun could utilize the two hebdomads developing period to analyze more about the applier because it is hard to judge the attitude and commitment degree during theinterview. Normally commitment degree and attitude will be merely revealed after acertain period of clip.