Name of Group

on

Group Members

01. Roni Halder ID: 13143201003, Program: MBA Evening, Intake: 31st, Section: 01

02. Rabiul Islam ID: 13143201096, Program: MBA Evening, Intake: 31st, Section: 01

03. Md. Alamin-Al-Islam ID: 13143201035, Program: MBA Evening, Intake: 31st, Section: 01

04. Jannatul Ferdaus Sumi ID: 13143201030, Program: MBA Evening, Intake: 31st, Section: 01

05. Mahfuzur Rahman ID: 13143201089, Program:

MBA Evening, Intake: 31st, Section: 01

Corporate Profile• Type :Private• Industry :Food and Beverage• Founded :Telok Ayer Basin, Singapore,1944• Founder :Loi Ah Koon• Headquarters :Far East Square, 18 China Street, Singapore• Number of locations :6• Area served : China, Indonesia, Japan, Myanmar, Singapore • Key people:Adrin Loi (Executive chairman),Marc Leoi (CEO), Algie

Loi,John Ong (Managing Director of Ya Kun International) • Products :Kaya Toast• Revenue :SGD$8 million (As of 2009)• Number of employees:300 (As of 2012)[1]• Website :www.http://yakun.com/

Required Manpower forecasting

Statement of Problems

Workers hiring decision (full-time or part-time).Methods to pick up a good attitude and committed applicants

Implement an effective recruiting process

Answer to the

Questions

1. How would you forecast the manpower needs of Ya Kun?

Answer:

We can use the following Tools :

Trend analysis Ratio analysis Scatter plot and Computerized system

2. What are the advantages and disadvantages of Ya Kun’s hiring part-time workers?

Advantages:

Costs are lower in terms of direct monetary compensation

Flexible workforce

Excessive overtime can be avoided

Energy and excitement

Willingness to learn

Availability during peak periods

Disadvantages:

Higher absenteeism rates.

Inexperience or unprofessional behavior.

Mistakes in hiring decisions.

Excessive socializing.

Increased risks in terms of workplace safety and security.

3. A good attitude and commitment are two important attributes that Ya Kun looks for in its job applicants.

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?

Only a job interview may not be the most effective method to assess these two attributes. In order to obtain reliable information on these two attributes, managers of Ya Kun may use-

Opinion Survey (Questionnaire)

Likert scale (Its provided 5 parameters viz strongly approved, approved, undecided, disapproved, strongly disapproved)

Role Playing Exercise

Self Report (SWOT)

Direct Observation Techniques

Psychology Reaction Techniques

Projective Survey (By providing him a particular situation and ask to handle alone)

4.What suggestions would you make to Ya Kun to improve its recruiting processes?

Ya Kun’s 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 Kun’s managers may choose to: Use more internal 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 flexibility in scheduling.

Convert part-timers to full-timers if they perform well and if they are open to the switch.

Maintain contact with the staff who have left the company so that they can be informed of any new positions in the company.

FindingsYa Kun want to recruit who has-

Right attitudesTechnical skillsEasy to learn capacityWilling to work in a shiftQualified staff for filling time shift Hard working abilityCommitted one

Conclusion & Recommendation

Forecast with Business AmbitionHire a well attitude & committed oneProvide Schedule & Flying TeamConduct Simple Personality test Establishing no firing policy

Finally, I’d like to finish by thanking you all for your attention and special thanks to our honorable teacher for giving us a chance to represent this topics.