TÀI NĂNG LÃNH ĐẠO 2024 TÀI NĂNG LÃNH ĐẠO 2024 400 APTITUDE TEST SAMPLE QUESTIONS AND ANSWERS TÀI NĂNG LÃNH ĐẠO - Cuộc thi Mô phỏng quy trình tuyển dụng Management Trainee hàng đầu dành cho những tài năng trẻ tiên phong, dám bứt phá về tư duy và năng lực lãnh đạo. ➤ Fanpage: https://www.facebook.com/DEL.TNLD ➤ Email:
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TÀI NĂNG LÃNH ĐẠO 2024 Company Background Yoka Flow's vision is to craft exceptional beers that bring people together, creating memorable experiences and fostering a sense of community. Our mission is to consistently innovate and produce high-quality beers that cater to diverse tastes while maintaining sustainable practices that benefit our employees, consumers, and the environment. The beer industry plays a significant role in the country's economy, contributing to job creation, tourism, and local agriculture. Breweries like Yoka Flow not only provide employment opportunities but also support local farmers by sourcing ingredients. The industry's vibrant culture attracts tourists, boosting hospitality and related sectors, and generating substantial tax revenue for the government. Yoka Flow is committed to becoming the top brewer in the country. Our target is to achieve this through relentless innovation, expanding our product range, and enhancing our distribution network. Current Situation Yoka Flow, a highly innovative and successful FMCG company, has been awarded a prestigious "Best Innovative Business of the Year" grant worth $500,000. Additionally, Singapore Morgan, a major FMCG company from Singapore that recently acquired Yoka Flow, has matched this amount, bringing the total to $1,000,000. This significant sum is to be used for strategic projects and capital improvements as decided by Yoka Flow’s Board members. A meeting has been arranged where departmental managers will discuss and agree on the best allocation of the $1,000,000 within one hour. Each manager must present strong arguments for their proposals, considering both their department’s needs and the overall benefit to the company. If a mutually agreed allocation is not reached, the money will be withheld entirely by Singapore Morgan, which could severely impact Yoka Flow’s future funding and project execution. Your Background Assuming you are the HR Manager of Yoka Flow, your primary responsibility is to oversee and manage all aspects of human resources within the company, including the back office and factory operations. Your efforts in enhancing employee experience and operational efficiency are crucial for the overall success of Yoka Flow. In order to solve this budget allocation problem effectively, you should analyze data from all functions.
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TÀI NĂNG LÃNH ĐẠO 2024 Data Set for You to Analyze Underperform employees account for 15% of the company's workforce, while Well-placed employees make up 70%, and High Potential employees constitute 15%. These proportions reflect the company's efforts to maintain a balanced and efficient workforce, ensuring that each employee is positioned according to their capabilities and potential. The years 2021 and 2022 were particularly challenging due to the COVID-19 pandemic, which significantly impacted various aspects of the business and workforce dynamics. Underperform Employees: Consistently fall below performance standards and struggle to meet job requirements and productivity targets. They may need additional support, training, or development to improve their performance. Well-placed Employees: Consistently meet or exceed performance expectations. They are reliable, competent, and well-suited to their positions, contributing positively to the organization. High Potential Employees: Exceed performance expectations and show strong potential for leadership roles. They are identified for their exceptional skills and ambition, playing a key role in the company's future success. Employee Turnover Rate from 2018 to 2023
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TÀI NĂNG LÃNH ĐẠO 2024 Top performers often hold critical skills and knowledge that drive the company’s success. When they leave, their departure can cause disruptions in workflows, project delays, and a loss of valuable expertise, leading to decreased overall productivity. Finding and hiring replacements for top performers can be expensive and time-consuming. Also, recruiting replacements usually costs higher expenses compared to retaining current employees, which may include the cost of sourcing, assessing, recruiting and training new hires. Additionally, when high achievers leave, it can create uncertainty and concern among remaining employees. This can lead to decreased motivation, increased stress, and potentially more resignations, further exacerbating the issue and creating a cycle of turnover. Competitive Salary Analysis of Top/Medium/Low Performers Level Yoka Flow Salary Range ($) Market Salary Range ($) Intern 100 - 200 100 - 220 Staff 400 - 1000 300 - 1300 Specialist 1000 - 2000 1000 - 2000 Manager 2500 - 3500 2400 - 3800 Senior Manager 3500 - 5000 4000 - 5200 Director 7000 - 8500 7000 - 8800
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