Forecasting the manpower needs of Ya Kun Essay

Question-1 How would you forecast the custody call for of Ya Kun?There argon few moods by which we fag forecast the manpower of necessity of Ya Kun Kaya. They atomic tot 18* Trend analysis* Ratio analysis* Scatter diagram and* Computerized systemBased on trend analysis, we cigarette find saucily recruit by subjecting the variation of their past realmicipation levels which agent that they can provide an initial estimate of future staffing needs, but employment levels rarely depend just on the passage of time. They looked their past execution of gross revenue, productivity and so on to estimate their employee also because if their performance goes beyond their expectation like Ya kun that have many outlets throughout the world, they may needful more employee either full time or part-time.Other fore rotund method that we can use to forecast their manpower is ratio analysis. In this method, the forecasting would be ground on the historical ratio amidst some causal fi xings (like sales volume) and the number of employee required much(prenominal) salespeople. In this case, Ya Kun need more employee because they need more salespeople to run the melodic line in each of their outlets. The sales volume for Ya Kun also one of the factor that Ya Kun need to recruit employee. Compared to trend analysis, ratio analysis assumes that productivity mud about the same.Another method we can use is scatter bandage to forecast their manpower. In this method, the personnel may use two connect 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 ply to fall along straight line then the personnel can forecast the need of unseasoned recruitment. Computerized forecasting also is one way that can be used to forecast their need of manpower. With programs like these, employers can more accu prizely estimate how many employee that they need to projected productivity an d sales.Question-2 What are the advantages and disadvantages of Ya Kuns hiring part-time workers?Advantages of hiring part-time workers include* Flexibility in scheduling as they help to fill in the gaps when the full-time workers go on leave or are impinge onn ill.* Part-timers will full complement the full-time workers.* Allows Ya Kun to tap into a larger available pool of trade applicants as many more people may be willing and able to work part-time as opposed to full-time. * They may be deployed strategically during peak hours.Disadvantages include* They may be less committed to the smart set.* It may be more difficult to integrate them as they alone work occasionally. * Having too many part-time workers may affect teamwork.Question-3 A good attitude and committal are two important attributes that Ya Kun looks for in its course applicants. Is a dividing line hearing an effective method to esteem these two attributes? What else can Ya Kun do to get reliable information on these two attributes?A subscriber line interview may not be the most effective method to assess these two attributes as they are not directly observable during the interview process. In order to win reliable information on these two attributes, managers of Ya Kun may* Ask the job applicants for referrals in the application pack, and contact the referrals to obtain information regarding these two attributes.* physical exercise critical incidence interviews to test if the job applicants have past examples of these attributes.* hand over job applicants with a realistic job preview by telling them about all the challenges and worst case scenarios that their staff faces. This allows the applicants to have a better idea of the job and make a better-informed choice of whether to take up the job or not.* Use role-playing exercises where the applicants play the role of the staff, and the managers the customers, so that the managers may observe how the applicants may effectivenessly react when they are really running(a) for Ya Kun.Question-4 What suggestions would you make to Ya Kun to improve its recruiting processes?Ya Kuns low turnover rate and large pool of hardworking committed workers indicates that its recruitment processes are working well. However, to improve their recruiting process, Ya Kuns managers may choose to * Use more familiar referrals as employees know what kinds of applicants will fit well with the prevalent company culture. * 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 well and if they are open to the switch. * uphold contact with those employees who have left the company so that they can be informed of any new positions in the company.Q1.Ya Kun can forecast the manpower needs by using ratio analysis to conduct a quantitative analysis of information in a companys financial statements. Ratios are calculated from current year numbers and are then compared to previous years, other companies, the industry, or even the economy to venture the performance of the company. Based on the analysis, Ya Kun could increase their salesperson to run the seam in their outlet. Ya Kun can even use trend analysis as an aspect of technical analysis that tries to telephone the future movement of a stock based on past data.Trend analysis is based on the idea that what has drop deaded in the past gives traders an idea of what will happen in the future. Based on trend analysis, Ya Kun can find new recruit by using their past experienced by estimating the number of staffs needed in future. The organization could either recruit full- timers or part timers. YaKun also can use computerized system to predict the manpower needs for their organization. The employer could estimate the number of staffs needed to increase their sales.Q3.A job interview is not really an effective way to assess these attributes. It is because a job in terview is only a process in which a potential employeeis evaluated by an employer. 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. If Ya Kun is looking for an employee with a good attitude and commitment they could use behavioral interview questions. through with(predicate) 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. The firmness of purposes given by the applicant can be used to predict their future performance in similar situations.Ya Kun could also use situational interview questions. During the question and answer session the applicant will be ask to imagine a situation and respond base on it. Based on the answers given, the employer could predict the commitment level of the applicant. 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. Usually commitment level and attitude will be only revealed after acertain period of time.