YA KUN KAYA TOAST CASE STUDY

YaKun also can use computerized system to predict the manpower needs for their organization. Job applicants are screened primarily for their level of commitment and willingness to work shifts. All these help keep the staff happy and committed to the company, which Ya Kun believes has translated into their serving customers well. 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. A job interview is not really an effective way to assess these attributes.

The organization could either recruit full- timers or part timers. YaKun also can use computerized system to predict the manpower needs for their organization. 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. Successful applicants then go through 2 weeks of training and remain on probation for 3 months. 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.

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Job openings for the outlet staff are advertised in Chinese and English newspapers, as well as through recruitment notices at Ya Kun outlets. If Ya Kun is looking for an employee with a good attitude and commitment they could use ccase interview questions.

During the question and answer session the applicant will be ask to imagine a situation and respond base on it.

Presentation Human Resource Management (Case: Ya Kun Kaya Toast) – [PDF Document]

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. Forecasting the manpower needs of Ya Kun send By clicking “Send”, you agree to our terms of service and privacy policy. Click to learn more https: In this case, Ya Kun need more employee because they need more salespeople to run the business in each of their outlets. What suggestions would you make to Ya Kun to improve its recruiting processes?

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Ya Kun could also use situational interview questions. How would you forecast the manpower needs of Ya Kun? If jun need this or any other sample, we can send it to you via email.

Usually commitment level and attitude will be only revealed after acertain period of time. 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.

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

Kkun Kun believes that if an applicant is committed and willing to learn, the necessary skills to excel in the job can easily be taught. Other desirable qualities include integrity, diligence, and honesty. Based on trend vase, 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.

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. 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.

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.

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

Ya Kun has a family-style work environment and an established “promotion-from-within” policy. 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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ya kun kaya toast case study

Also, the majority of the outlet staff are Singaporeans, with a small proportion from Malaysia and China. With programs like these, employers can more accurately estimate how many employee that they need to projected productivity and sales. All these help keep the staff happy and committed to the company, which Ya Kun yz has translated into their serving customers well.

Ya Kun can even use trend analysis as an aspect of technical analysis that tries caes predict the future movement of a stock based on past data.

ya kun kaya toast case study

What suggestions would you make to Ya Kun to improve its recruiting processes? Leave your email and we will send you an example after 24 hours Sorry, but copying text is forbidden on this website.

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. A job interview is not really an effective way to assess toasr attributes.

ya kun kaya toast case study

Kunn, but copying text is not allowed on this site. There are few ways by which we can forecast the manpower needs of Ya Kun Kaya. Ya Kun International moved to Singapore inwhere it now has 32 outlets, and has 27 franchise outlets in other parts of Asia.

Ya Kun could use the two weeks training period cae study more about the applicant because it is difficult to judge the attitude and commitment level during theinterview.

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