Human Resource Essay

Question 1: How would you forecast the manpower needs of Ya Kun? Ya Kun can forecast their manpower by using trend analysis, ratio analysis, scatter plot and computerized system. The personnel can use either one of these method of finding new recruitment. Based on trend analysis, Ya Kun find new recruit by using their past experienced which means 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 performance of sales, 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 required more employee either full time or part-time. Other forecasting 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 volume) and the number of employee required such salespeople. In this case, Ya Kun need more employee because they need more salespeople to run the business 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 remains about the same. Personnel also can use scatter plot to forecast their manpower. 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. 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 firms use computerized employee forecasting system for particularly for estimating short-term needs. In Ya Kun case, their personnel may need this program because they have many outlets that need more part-time worker to replace fulltime worker if needed. Question 2: What are the advantages and disadvantages of Ya Kun’s hiring part-time workers? Part-time workers are those who whether by personal choice 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 someone full or part-time, but a full-time worker will usually work 35 hours or more a week. The advantages of Ya Kun’s 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 of what full-time workers, who do the same work, are paid. In other hand, part-time workers will not get benefits same like full-time workers such as insurance or sick pay. So Ya Kun’s can save significant amount of money 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 job better than full-time workers and this will increase labour productivity of Ya Kun’s. Furthermore, Ya Kun’s only hiring part-time workers when the full-time workers go on vacation or become ill. Students are particularly useful in meeting these periods of high demand in order to ensure that the needs of Ya Kun ’s customers are met and will increase in Ya Kun’s output as well. The disadvantages of Ya Kun’s hiring part-time workers are Ya Kun’s need extra time to train part-time workers to get knowledge about their work and they also need to be guide by someone before they can do their work by their own. Besides that, it will increase training cost of Ya Kun’s. Part-time workers have to go for training before they can start their work in order to avoid from low skilled workers. This also will affect productivity of Ya Kun’s. Moreover, part-time workers have higher absenteeism rates. This is because most of the part-time workers are student and they only 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 3: A good attitude and commitment are two important attributes that Ya Kun looks for in its job applicant. Is a job interview 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 interview, but conducting a case test and attitude test would help to assess the attribute. Recruiting via the internet: The recruiter should be given complete description about the job and who will be qualified to apply for the job. A simple test could be done to screen the applicants online. Afterwards, a job interview will be needed. Advertising: The employer should advertise their ads where they’ll reach 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 agency: 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. Walk-ins: This involves direct interview, which is the effective way to measure good attitude and commitment rather than just simply looking at the resume. Question 4: What suggestion would you make to Ya Kun to improve its recruiting processes? From the case Ya Kun Kaya Toasts, we can see that Ya Kun used the recruitment and selection process through advertised in Chinese and English 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 manager, screened primarily for their level of commitment and willingness to work shifts, 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 thinking the way how to improve its recruiting process. The reasons why is because the main challenge 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 unwilling to work shifts, making it difficult for Ya Kun to hire them because shift work is inevitable in the food and beverage retail industry. Look at the case, challenge economic times are prompting employers especially Ya Kun manager to rethink 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, don’t forget to include the required for â€Å"work shifts interested only† in the advertisement. So that, during the interview period manager not wastes their time recruit the applicants. Secondly, recruitment materials have a more positive impact 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 second 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 measured. Thirdly, using application forms to predict 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 won’t, 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 session whether they pass or not. Conclusion It is important to understand the nature 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 position the Ya Kun industry will have to fill, and how to fill them. Filling open position with their internal sources of candidate make Ya Kun has several advantages. For example, Ya Kun has a family –style environment and established â€Å"promotion-from-within† policy and many more. Then as result, not only the organization build the good structure and enhance performance, but the emphasis on good attitude and character in the selection of outlet staff has help Ya Kun build a pool of hardworking and committed 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 face in order to take the challenge by increasing the commitment of all staff toward the company.

Family Law Reflecting Moral and Ethical Issues

The legal system continuously endeavours and reforms to provide effective legislative remedies and modify existing legislation to reflect the changing nature of the Australian family structure. Family law has always been a colossal aspect of Australian society with many effective measures in place for family matters. Numerous values and their effectiveness have been debated through various features of family law, and these debates continue to the present day. Divorce is the legal dissolution of a marriage by an official court decision and was once frowned upon within society, and prior to 1974, married couples who wished to divorce had to apply under the Matrimonial Causes Act 1959 (Cth) on the ground of â€Å"fault† – that is, on the basis that one or both spouses admitted to acting in a way that undermined their marriage (for example, adultery, cruelty, insanity and desertion). However, the first major change to family law in Australia occurred when the law took reform in this aspect with the Family Law Act 1975 (Cth), which states that the only ground for divorce is the â€Å"irretrievable breakdown of the marriage†, such as the case in the marriage of Todd (1976), one or two of the spouses must consent for divorce. The declining influence of religion and the idea that marriage does not always â€Å"last for life† were social factors that influenced this change. The erosion of the concept of fault and the establishment of a single ground for divorce thus demonstrates changing societal values and how law is changed over time. Australian society believes that it is important to protect the disadvantaged, or those who cannot act to preserve their own rights – particularly children. After a marriage has been dissolved, it is the responsibility of both parents to provide financial support for their children as the case of Campbell and Campbell (1998) established that it is in the best interests of the child to maintain the lifestyle to which they have grown accustomed. The Australian Bureau of Statistics Marriages and Divorces 2011 Media release indicates there are 44,000 children under 18 affected by divorce. As such, the Child Support (Assessment) Act 1989 (Cth) requires that children receive a proper level of financial support from their parents and the Child Support (Registration and Collection) Act 1988 (Cth) ensures that periodic amounts payable by parents towards the maintenance of their children are paid on a regular and timely basis. Prior to the Acts, only 40% of claims for child maintenance were being met, whereas after the Acts were passed, approximately 70% of claims are being met. The new emphasis on children’s rights and parental responsibility reflects the social perception that children are vulnerable members of our society and thus require greater legal protection. Another important change in social attitudes has been the increasing acceptance of same-sex relationships, and recent law reforms have centred on providing same-sex couples with the same rights as de facto heterosexual relationships, and removing discrimination based on sexuality. At the State level, the De Facto Relationships Act 1984 (NSW) was amended to the Property (Relationships) Act 1984 (NSW), for the growing acceptance of heterosexual and homosexual relationships highlighted by news article ‘Partners who just can’t wait (2010)‘ which states the growth in unmarried couples living together. It now recognises same-sex relationships as having the same legal standing as heterosexual de facto relationships, and thus provides protection to people in same-sex de facto relationships in property division, inheritance and decision-making in illness and after death. The Miscellaneous Acts Amendment (Same Sex Relationships) Bill 2008 (NSW) creates amendments to 57 pieces of state legislation to ensure de facto couples (including same-sex couples) are treated equally with married couples. This Act also creates amendments to the Anti-discrimination Act 1977 (NSW) to ensure that same-sex couples are protected from discrimination on the basis of their â€Å"marital or domestic status† in employment, accommodation and access to goods and services, articulated in the Daily Telegraph ‘Gay couple win foster care case (2008)’, after a gay couple won $10,000 in damages when their application to become foster carers was refused. However in terms of federal laws at present, same-sex couples are unable to marry. The Marriage Act 1961 (Cth) defines marriage as â€Å"the union of a man and a woman to the exclusion of all others voluntarily entered into for life†, a definition established by the case of Hyde v Hyde and Woodmansee (1866) and repeated in the Family Law Act 1975 (Cth). In 2004, the Commonwealth Government reconfirmed the traditional concept of marriage as the â€Å"union of a man and a woman† when it passed the Marriage Amendment Act 2004 (Cth) meaning same-sex marriage is automatically void in Australia, ncluding overseas marriages. Over time, both State and federal governments in Australia have enacted legislation to encourage and enforce practices which are not only in the public interest, but also reflect the moral and ethical standards of society. While legislative mechanisms have been reasonably successful in achieving this goal with regard to the introduction of â€Å"no-fault† divorce and the protection of children, there is the need for further review and reform of legislation concerning same-sex couples.

The Throw-Away Society

The throw-away society From lumpish walkman to handy ipod, from family traditional wedding dress to one-time use paper gown, our society witnesses the globally social revolution of throwing away. Quantity replaces quality and hence becomes the buzzword of the new world. But looking forward and in retrospect, do we really should flood in the throw-away fashion upon which our attitude towards man-made things has altered so much? And what on earth do we throw away? When we throw away the no-more-need things and replenish our refrigerators and wardrobes, we throw away resources. No matter they are patches of fabric to make a new scarf or tons of steel to produce new cars, all of them come from the valuable resources of which the stock depletes severely day by day. News and reports broadcast how scarce our natural resources are becoming, but people still throw away. Few of them have realized that the process of throwing away is the exact procedure to turn resources towards garbages. Furthermore, it is also sometimes too obscure to be noticed that throwing away products also incurs throwing away good memories. A doll you had when you were a little girl would always prompt you the innocent and sweet childhood; an umbrella you used for 4 years in the campus would always remind you of the fresh and brisk university life. When all these similar reminders become less and less, that particular period of life would be more likely to be locked somewhere in your mind, not so easy to be touched again any more. Admittedly, the throw-away society gives us so many choices among which we are prone to be less picky but also more emotionless. We seldom keep a dress for 10 years like our mothers do since all the new styles have emerged and we have so many chances to choose a more delicate one. When we discard the old one, we don’t feel a tiny bit mercy; when we welcome the new one, we don’t sense the joy that much either. It’s believed today that the whole world, material or non-material, is formulated this way, easy and convenient; thus we tend to be less reminiscent of the unforgettable birthday party while we were attired with that particular dress. The dress is still the original one, but the connotation of the dress has changed through your life, for it has been a witness to your growth, your maturity, tear and laughter, ups and downs. The longer you keep it, the more it becomes part of yourself. So many people nowadays complain that they are lost somewhere in their life and they feel onfused and puzzled to forge ahead. It’s a paradox that people want to sustain a whole self but still discard part of himself. Living in the throw-away society, what people eventually throw away is the real self, subconsciously and accidentally. It’s a trend that we will continue throwing away, as it seems to be destined. But during this inexorable process, more reflections are bound to elaborat e and expand on it since we all despise to see a world with complete trash but desperate ourselves.

Leadership, Teambuilding, and Communication Essay - 3

Leadership, Teambuilding, and Communication - Essay Example The company’s profits mainly come from advertisement services. Google inc. was founded by Sergey Brin and Lary Page of the University of Stanford in mid 1990s before going public in 1998 and headquartered in Mountain View, California. The company has witnessed tremendous growth in the past decade and is currently running over one million data service centers worldwide and processing numerous search requests. All the achievements certainly came as a result of the leadership characteristics and style adopted the company leaders (Duthel, 2008). Therefore, there are several leadership traits that I would expect of the leaders of Google Inc. Firstly, I would prefer them to be democratic. A democratic leader in this regard means a leader who allows participation and consensus in decision-making. Through democratic leadership style, the company would be able to engage it employees on matters relating to the company which will certainly be beneficial in propelling the company to prosperity. The benefit of engaging employees in matters relating to the company is because employees of Google are certainly the ones who deal directly with the company’s customers and as such understands their needs and where they want improvements effected. Democratic leaders will, therefore, benefit from the consensus building as far as running of the organization is concerned (Adeniyi, 2007). Secondly, the leader needs to be one with a vision. In this regard, the leaders of Google Inc. should be one who is confident and belief of what he or she is doing, with a clear vision of what he or she wants the company to go. This characteristic is important because such a leader would be able to inspire the employees towards the attainment of such a vision for the prosperity of the organization. Truly, a leader without a clear vision cannot inspire people to follow his or her commands (Adeniyi, 2007). The leader should also be one who inspires his followers rather than command. Research

Kano Model Assignment Example | Topics and Well Written Essays - 1000 words

Kano Model - Assignment Example According to the article, the main purpose of the Kano Model is increasing the customer’s happiness by improving the quality of the product or service provided. Every business organization has to out into consideration the features of any product before releasing it to the market. For successful implementation of the Kano model, a number of steps have to be completed. Fitting in all the features and attributes of a product is the first step. Then the organization should classify the features as either threshold, performance and excitement attributes. The article argues that all the attributes of the product must be fully satisfied to ensure employee satisfaction. Further, the article argues that for successful implementation of the model, the organization has to desist from focusing on the performance of the organization to major on the product attributes. The Kano model is very significant as it helps an organization in identifying customer needs, defining purposes that have necessities as well as carrying out an analysis of the competitive products in the market. Essential tools for the success of the Kano of the technique include customer involvement, value analysis, prioritizing matrices and ensuring the quality of the products. IV. KEY LEARNING POINTS Definition of Kano model- it is a model designed to improve the happiness of an organization’s customers through decisions aimed at improving the quality of products and services. Importance of the Kano model- its main importance is providing high-quality products to the customers, which lead to high customer satisfaction. The Kano model also helps in identifying factors that lead to customer dissatisfaction. Categories of the Kano technique include threshold attributes, considered as the most important attributes, Excitement Attributes that necessarily catapults the customers’ level of satisfaction and Performance Attributes that aims at improving customer satisfaction. V. RELEVANT STATE MENTS TO THE SESSION The main advantage of the Kano model is that it opens and widens the reasoning of business organizations, putting more emphasis on the features of the product which improves customer satisfaction. Kano model stresses on customer judgment of a product or service in the market. The original developer of the model was Dr. Noriaki Kano in 1980s, where he raised claims that for a product to capture the customers it must have three attributes include threshold, performance and excitement attributes. Steps involved in successful implementation of the Kano technique include settling on the most important and essential features of a product or service that customers deem as important and crucial in satisfying their needs. The next step involves classifying the identified features as either threshold, performance and excitement attributes respectively. Other performances and non-relevant attributes require trimming in order to develop fully the threshold attributes. VI. C RITICAL ANALYSIS According to the article, the Kano theory aims at improving the customer’s level of satisfaction. As such, all business organizations aims at providing the best quality product or services to the people geared to winning their loyalty.  

Borjomi Mineral Water Research Paper Example | Topics and Well Written Essays - 4000 words

Borjomi Mineral Water - Research Paper Example Borjomi mineral water is a famous brand of naturally found mineral water in Central Georgia. Borjomi water is manufactured by IDS Borjomi Georgia, which is a part of the IDS Borjomi International. The carbonated mineral water is extracted from the springs of Borjomi Gorge, a resort town. Mineral water is the largest export industry of Georgia and Borjomi is the leading brand in this industry. IDS Borjomi is internationally recognized for their high-quality water products such as â€Å"Likani†, Bakuriani†, â€Å"Borjomi Springs† and â€Å"Borjomi†. The brand exports their products to more than thirty nations worldwide. IDS Borjomi is the largest mineral water manufacturing company amongst the Baltic and the CIS states. IDS Borjomi operated on the basis of four main principles. These are essential; indulging in continuous expansion, diversifying market and introduction of new products and conducting aggressive market campaigns. IDS Borjomi Georgia  is seen to conduct business on contractual as well as the corporate basis with Bottling Plant N1 and Bottling Plant N2. The company holds the license for extraction of water from the naturally existing springs of Borjomi Gorge. For doing so the company has its own extraction machines and infrastructural facilities. Broadly the company exports their products to various nations in North America, Europe, Asia and Australia. The Switzerland supply chain of Borjomi is managed by the IDS Group itself. The representing firm of the company in Switzerland is Mounted Martigny. The current business plan analyses the prospects of exporting Borjomi to Switzerland. The objective of the paper is to analyze the mineral water industry and target market condition existing in Switzerland so that an efficient export and distribution channel can be set up in the nation for Borjomi.

Eggettes Restaurant in San Francisco Essay Example | Topics and Well Written Essays - 2250 words

Eggettes Restaurant in San Francisco - Essay Example Recommendations Operating in a competitive environment, Eggettes should adopt strategies that would make it more competitive. As such, the restaurant should include delivery services in its operations so as to compete with other similar restaurants like Waffle. Introduction of waiter services would also ensure that service in the restaurant becomes faster and efficient especially for the mixologist who has to get orders from customers and make them their desired drinks on top of other duties performed concurrently. Being an internet cafe, the management should make use of this capacity to automate its employee scheduling. Employees should be able to book their off days online and the store owner works on it. This would make this operation more effective and simpler for the store owner. Section I – Introduction Eggettes is an average class fast food restaurant in San Francisco, 3136 Noriega Street in the Outer Sunset neighborhood hence providing ample parking to its customers w hich is offered free in front of the restaurant. It serves different kinds of Chinese fast foods and desserts and beverages including tea and coffee. The restaurant operates between 11 am and 10 pm from Sunday to Thursday and 11 am to 11 pm on Fridays and Saturdays. This internet cafe has the capacity and ability to handle group customers who could perhaps choose to have a biting in the restaurant as they hold their meetings. Though it does not offer delivery services, waiter service or allow for outdoor sitting, it has take-out services. The restaurant does not accept credit cards and does not allow for reservations (Eggettes 2009). But the restaurant offers various benefits to its... The study involved qualitative analysis of the desired employees’ attributes and the practice in scheduling employees. As such, qualitative data was collected through observation and engagement with the respective employees, particularly the mixologist and the store owner. These data were then analyzed and then conclusions and recommendations were made. This report makes a conclusion that waiter services would go a long way in ensuring high customer service levels are attained. The tasks that a mixologist for instance has to accomplish are too much and in as much as such workers are meant to ensure customer satisfaction, fatigue could hinder them from fully accomplishing this. Waiter services could considerably reduce the one minute standard waiting period for customers. It would even attract more customers who seek to be served. Caution should be taken however to ensure that the waiters and those preparing orders like the mixologist understand each other so as not to disappoint customers with serving below their expectations. Due to the availability of internet in the restaurant, the store owner should consider introducing a computerized duty scheduler. When an employee logs in and books a specific off duty date, the date automatically becomes unavailable to other employees. This should relay to the restaurant’s server and a ccessible to the store owner. It would thus be easier planning the monthly schedule of how employees would have their off duty days.