Propose TWO (2) selection methods that can be implemented to ensure Person-Job fit and Person-Organisation fit are taken into consideration in SeafoofLazats employee selection process.

2. Realigning HRM practices at SeafoodLazat SeafoodLazat operates over 60 casual-dining seafood restaurants in Malaysia and Singapore, employing 1200 people. When SeafoodLazat developed a new business strategy to focus on value and improve its image, it established a new vision, mission, and goals for the company. The restaurant chain simplified its menu with the highest-quality seafood it could offer at mid-range prices, traded its restaurants' tropical themes for a crisp, clean look with white and black uniforms for its employees, and added new menus. Executing the new mission and differentiation strategy requires hiring fun, hospitality-minded people who shared its values. The key positions at Seafoodlazat's restaurants are Restaurant Manager, Kitchen Manager, Executive Chef, Chef, Cashier and Server (Waiter & Waitress). Although Seafood Lazat had not had any problem with hiring employees, the company felt that the managers and servers it hired did not always reflect SeafoodLazat's strategy, vision and values. The company also realized that their old job descriptions and job specifications did not reflect the passion its new strategy needed from its employees. In addition, The company aims to relook its recruitment, selection and training practices to meet its new business strategy