The analysis conducted by Ya Kun’s HR department has created an atmosphere of friendliness and mutual help in the coffee chain. It is believed that HR specialists are responsible for regular control over corporate culture (Glaister et al., 2018). In other words, human resources specialists should analyze employees of the establishments for their efficiency and benefit to the company. In Ya Kun’s organization, the HR department prepared a document for the director in which it was described that hard work, determination, and honesty are shared among employees. Such data allow managers to make sure that their work is carried out correctly, and any changes should be aimed not at changing the vector of work processes, but at eliminating minor shortcomings.
The key indicators that contribute to negative decision-making when hiring candidates include an applicant’s attitude towards future work. If at the interview stage, a human resources specialist feels that a recruit is not being honest enough or is lying in order to get a job, the recruitment may be refused (Tudosoiu et al., 2019). The candidate must demonstrate a high level of responsibility and willingness to work in a team. In addition, coffee chains are more likely to have an age-based selection, although this is hardly a mandatory criterion.
When hiring new employees, the HR department of Ya Kun does not look at the previous experience in the food industry. It can be said with absolute certitude that the international chain of coffee shops is not so much interested in professionals as in real and sincere employees who can quickly train and be devoted to their work. Each recruit, regardless of the expected position, goes through two stages of the selection process, which includes interviews with employees of different statuses. The interview is the primary tool for selecting the best professionals (Tudosoiu et al., 2019). The job description does not specify what the interview involves: it can be communication with employees or a case study. The primary mission of HR is to determine the sincerity and honesty of the recruit and their attitude towards work shifts.
In today’s world, equal opportunities play a crucial role in work processes. Every month it is possible to hear the news that in a well-known company, there is discrimination against employees for racial, gender, or religious reasons. In this regard, the analysis of equal opportunities at Ya Kun is of particular interest. Most employees of coffee shops are over thirty years old because HR is convinced that the older the employee, the more they can rely on them. In a certain sense, this is true, although, on the other hand, there is a denigration of younger job seekers. If a 20-year-old young person or girl tries to get a job in a coffee shop, they will have fewer chances than a more mature applicant. Of course, every organization has the right to create its own rules, but in such a case, Ya Kun should clearly outline its position on age unfairness.
The best performance indicator of Ya Kun’s HR department is the degree of employees’ satisfaction and consistently high income of the company. Of course, we cannot exclude the human error of the HR specialist, as a result of which an inappropriate candidate may be hired. As a result, after work, such a person may realize that working in a coffee shop does not suit them as they thought it would lead to dismissal. HR suffers losses every time employees quit, so it is critical to make the right decision from the start. Besides, if an irresponsible employee does not quit, he or she can bring harm to the company due to the negative background created and the degree of their dissatisfaction. As a result, clients see an employee who is not committed to Ya Kun and decide not to come back.
References
Glaister, A. J., Karacay, G., Demirbag, M., & Tatoglu, E. (2018). HRM and performance – The role of talent management as a transmission mechanism in an emerging market context. Human Resource Management Journal, 28(1), 148-166. Web.
Tudosoiu, A., Ghinea, V. M., & Cantaragiu, R. E. (Eds.). (2019). Proceedings of the International Conference on Business Excellence. Sciendo.