Part A – Individual Assignment: Individual Written Report
a) Summary/ explanation of my proposed business
i) The business model at my tuition business is subscription business model. It defined as a business where customers charged a subscription fee to gain access to a service. Subscription businesses have adapted to mobile far faster and ahead of other retailers and that facilitates the growth of subscription industry. The rationale for this business model is to ensure tuition fees paid before the students get tuition service from our tuition centre. There are many advantages of using subscription business model for a tuition business.
Firstly, we likely can have much closer idea on our monthly profit when we use this subscription business model. Moreover, this business model leads to a faster feedback loop. Where, when customers buy every month, they soon tell us the issues, which means we can remove problems quicker and in turn create a better service that may both attract more customers, and mean your existing customers stick around longer. Furthermore, we will be a part of the customer’s life when they get access to our service frequently, they can help us to amplify our tuition centre name via word of mouth and social media.
ii) Our tuition business will be running in various locations of Singapore such as Woodlands East, Yishun West, Tampines East, Simei, Sengkang Town Centre, Boon Lay Place. According to the report of Population Trends 2017 by Department of Statistics, Singapore, these locations identified as areas with the population larger than 50,000 people. We believe that we have higher chances to get more students access to our tuition service since the tuition centre operates in these large populated areas.
b) i) The entire recruitment process begins with the need for two critical questions:
‘What job role are we wishing to fill?’ and ‘The role needs to be filled by what kind of individual?'(Nigel Cumberland,2012). I had identified the role of subject coordinator as a possible supervisory role in my new setup. The following are the Job Description which indicates the tasks, duties and responsibilities of the subject coordinator in our tuition centre.
Position: Subject coordinator Working hour: 6 hours / day
-To be responsible for the coordination subject throughout the school.
-To liaise with other members of staff over matters of advice, resources, method and planning involved in the teaching of the subject.
-To coordinate and plan the ordering, development and management of resources relating to the subject.
-To manage, when appropriate, a budget of money to be used in the efficient and effective acquisition of resources for the subject.
-To keep informed about developments in the subject, in terms of statutory requirements and the range of good practice available.
To ensure that resources kept for the teaching of their area of the curriculum are maintained in an orderly and accessible manner.
Work experience requirement:
iii) Key challenges faced by our tuition organisation also have an impact on our newly appointed supervisor, Subject Coordinator. Firstly, our subject coordinator will likely face challenges in the aspect of workforce diversity. Secondly, our subject coordinator closer to face challenges in the aspect of technology transfer advances. Globalisation
As today, has a direct and immediate impact on customers, wherever they may be in the world. As a result, there is not only increasing competition domestically, but also internationally. There is an ongoing struggle to balance the need to think globally and demonstrate local expertise. As a café supervisor/manager need to thinking competitors of globally on the cafe business, for example; the source of economic wealth lies less in the production of material goods and more in the creation and manipulation of information.
As today, growing fast on the traditional competition edge help by products and technology an increased use of mobile apps for consumer ordering only is now short lived, as within six months your products or technology can be copied.
c) The one other position I need to recruit for my tuition business is tutor. Attracting top-notch talent is the key to continuing to deliver superior returns for our investors, says John Howe – a Canadian Book Illustrator. So, finding candidates from the most suitable source is the first step ahead to identify top-notch talent. Since our tuition business hasn’t get operated before, we wouldn’t recruit employees from within our organisation. Thus, we have to use external recruitment source to look for a suitable candidate for the tutor position.
According to Sandra Yeo (2017), there are close to 1000 tuition or enrichment centres in Singapore. And the top 10 tuition centres in Singapore are successful with the support from their talented tutors (epigami). So, we preferably will look for candidates from our competitive tuition centres or other tuition centres. This is because, recent experience is highly desired. We look for employees who have been trained by larger organisations that have the necessary developmental resources. They’ve undoubtedly mastered essential teaching skills, worked in the real world of education, specialist in specific subject as an advantage for our organisation regardless of service offering.
Another suitable recruitment source is the tertiary education institutes such as Singapore National Institute of Education (NIE). These graduates from NIE are qualified and well trained teachers with pedagogical knowledge and 21st century teaching skills. Furthermore, They also have intimate knowledge of the examination system of Singapore. In addition, qualified teachers care about children and education (Carl, 2016). We can’t denied that, effective teaching isn’t about how much they know, it’s how well they transform what they know in a way that makes it accessible to learners, and how well they are able to adapt their teaching to the individual needs of their students. As stated earlier, developing these skills is where most emphasis is placed during teacher training in NIE, Singapore.
I strongly belief that attracting an individual to work for our tuition centre is quite similar to trying to entice someone to buy our products or services. Thus, I choose advertising as the most suitable method of recruitments for the tutor job. Rather than searching for candidates myself, I would like to let the interested candidates come to me. We have time and resources to advertise the job vacancy directly in a newspaper, journal, Facebook and Job Street website. In addition, creating a job advertisement for posting on website or putting in the print media is quite easy since we have already created a job description for the tutor role.
One of the most effective ways to scout top talent tutors is by holding recruitment open house. Open house provides an opportunity to interested candidates in working in our tuition centre. In between that, open house offer a lot benefits for our organisation and would-be employees alike. These tour provide the opportunity for the candidate to get a feel for the working environment in our tuition centre such as teaching resources and facilities. In addition, they insight into the organisation culture and whether the employee could be a fit. Furthermore, friendly one to one communication gives better insight into our employer and employee. To ensure we get plenty of attendees, we will proactively promote our open house event in all social media platforms and careers websites.
d) ‘The Key for us, number one, has always been hiring very smart people,’ says Bill Gates. On the other hand, ‘The time spent on hiring is time well spent,’ says Robert Half. Both of these statements revealed the importance of putting maximum effort on selecting most suitable candidate for our newly identified position. The following are the appropriate selection process which can help us in choosing the most suitable candidate for the tutor position in our tuition centre.
step 1 : Preliminary Screening
As a rule of thumb, we wish to meet face to face with up to ten of most strongly qualified candidates for the tutor role. The application form or CV, job specification and job description are the most important documents that we have to look in this preliminary screening process. We will looking carefully at each CV or application and evaluate against cut-off criteria that we identified in our job specification such as, education qualifications, experience in teaching environment, participations in extra curriculum activities and time travel to our tuition centre. In this case, we shortlist only those who meet the essential requirements as specified in job specification for tutor role. On the other hand, we will keep a careful note of the reasons why each individual candidate was rejected and will respond to their application via email.
step 2 : Employment test
We would like to check candidates skill level, ability and personality since It’s the most important criteria for an essential and professional tutor. We will ask candidates to prepare a short presentation on a particular topic of the specific subject. So that, it will help us to evaluate their presentation skill and interpersonal communication skill. In addition, ability test usually focus on mental abilities such as verbal, numerical, and spatial abilities. Furthermore, we also would like to test their writing skill since we expect our tutors to be a good writer who able to inspire our students to write effectively. On the other hand, we also would like to test their pedagogical knowledge using written test. According to Rosemary Thomson (2015), tests can be used to identify high potential candidates and result may also be benchmarked against those of individuals working in the role the candidate aspires to. We will also consider to refer assessment centres in Singapore such as Hudson Singapore to ensure we choose the best talent for this tutor role.
step 3 : Selection Interview (Employment interview)
Interviews remain the most widely used selection method because they are relatively inexpensive and we feel a strong need to meet and talk to candidates before employing them for this tutor role. Our purpose at the interview is to get as much as relevant and accurate information about each candidate. To ensure the success of this step, we will have pre-prepared list of key questions to ask, allow the candidate to talk freely as long as they stick to the point, give them time to reply to our questions, look for the specific evidence of the skills we are seeking and close the interview on a positive note.
step 4 : Background Investigation
When we have chosen the final one candidate to fill a tutor position, we will check out their employment history and backgrounds such as education and qualification checks, hobbies, internet name searches, criminal and credit history checks. We will check their social networking sites such as Facebook, Twitter and Linkedln. In my opinion, it’s better to be safe than sorry and to spend a small sum to protect our tuition centre and students from possible large problems in future.
step 5 : Medical Examination
UNESCO says a good teacher likes to work with children and enjoys teaching. On the other hand, a good teacher also is physically and mentally fit. In order to determine the physical or mental capacity of such person to perform his or her duties, the candidate required to submit to the medical examination shall be entitled to be accompanied by a physician or other person of his or her choice. For example, we wouldn’t employ a candidate with serious skin allergic problems. This is important because, they will be dealing with children aged 5 to 17 years old and their health is our concern too.
step 6 : Final Job Offer
We will write up the hard evidence we observed during interview and give detailed written feedback to inform candidate of how well they did. Finally, the successful candidate would be offered the tutor job and those who were unsuccessful will be told In addition, we will ensure the candidate formally accepted the job offer in writing.
A good induction process will help our newly recruited tutors to feel their role in our organisation is valued and can help them to make an effective contribution to it.
General Orientation Activity
· Give the individual tours and allow them meet their colleagues.
· Tour of the centre’s facilities include rest rooms, telephone systems, copy/fax machine, conference room, equipment, computers, printers, storage/files, books/references, pantry, bulletin board, parking.
First day of working
(+/- 1 hour)
Managing Director of Tuition centre
Briefing to Safety and Accident Prevention
· To educate the knowledge of safety policies and procedures, fire protection, first aid facilities, fire drill procedure, safety procedure, safety committee.
1 ½ hour (any day of the first week)
Presentation of Job Policies and Procedures
· Clarify tutor responsibilities and reconcile expectations on both employer and employee sides.
· Introduction to tuition centre organisation includes organisational level, payments, compensation.
(+/- 1 hour)
Administrator of tuition centre
Specific Orientation Activity
· Appointing a mentor or a ‘buddy’, new tutor can turn for advice.
· Mentor prepare the work area for mentee include organise desk with appropriate equipment.
· Mentor take proactive approach to assist mentee in the socialisation process with fellow tutors and students.
· Observe mentor’s class for the first day of work.
Throughout the first month of employment
· A welcome lunch with the newly recruit tutor.
· To enhance socialisation, understand fellow colleagues as individuals, and personalities
· To understand the informal norms, values and process of the specific subject team and the tuition centre organisation.
First week of employment
· Recall the wrap-up at the end of the first day of working as a tutor and think above what he or she may not have absorbed or may had concerns about.
· Discuss about positive behaviours that we want to reinforce during the first week.
First 3 days of working
f) Performance Appraisal Errors
i) Similar-to-Me Effect
The tendency to judge more favourably those people whose background is similar to yours. The more similar the attitudes and background, the greater the tendency to judge that individual favourably. Appraise performance and behaviours, not the personality or background.
ii) Central Tendency
Occurs when an employee is consistently rated at or near the midpoint of the scale, regardless of the actual level of performance. This is a problem for several reasons. Such evaluations don’t differentiate between good and bad performers. They’re particularly damaging to the motivation of high achievers, and they don’t provide a realistic basis for discussing actual performance and improvements during the appraisal discussion.
iii) Leniency or strictness
Occurs when an employee is rated too hard (negative leniency) or too easy (positive leniency). Again, it creates a problem because the appraisal doesn’t reflect the true performance. With negative leniency, good performers may get tired of trying to perform well; no matter what they do, they will be rated lower. With positive leniency, employees may have unrealistic expectations about raises, promotion or other career gains.
iv) Halo effect
Generalising from one aspect of performance to all aspects of performance. People have strengths and weakness. It is important to evaluate all aspects of performance throughout the period of review.
g) Off Job Training for Subject Coordinator Position.
Microsoft Certified Educator Training Course
Online Course @ https://education.microsoft.com/courses-and-resources/courses
Learn anytime and complete the test; earn points; receive e-certificates from MICROSOFT EDUCATOR COMMUNITY.
Course Scope: Learning paths, Office 365, OneNote and Sway, STEM& Minecraft, Skype in classroom.
Through a single exam, MCE demonstrates that educators have achieved technology literacy competency in six content areas, mapped to the UNESCO ICT Competency Framework for Teachers, Technology Literacy, Education policy, Curriculum and assessment, Pedagogy, ICT/technology tools, Organization and administration, Professional development. Microsoft offers a comprehensive e-learning curriculum, Teaching with Technology, to help educators prepare for this rigorous exam.
Subject coordinator will :
· Certified as a Recognised Microsoft Innovative Educator (MIE).
· Tend to practice the 21st century teaching and learning in the tuition centre. (interactive learning using ICT)
· They will share ideas to fellow tutors and guide them in maximise the usage of ICT in helping and attracting learners towards achieve learning goals.
h) Type of conflict in our tuition centre : Interpersonal conflict (Individual to Group)
Example conflict situation:
Potential cause of conflict: Objective interference (rank vs improvement)