275 assessment of recruitment of human resources in VIET NAM KINEX CONSTRUCTION JOINT STOCK COMPANY IN 2013

Graduation Thesis Academy Of Finance DECLARATION I hereby declare that this thesis is my own work and the result of my own research, and all the sources have been quoted and and acknowledged by means of complete references Student Tran Thu Trang CQ54/51.02 – Academy of Finance Student : Tran Thu Trang Class : CQ54/51.02 Graduation Thesis Academy Of Finance ABSTRACT This thesis “Assessment of recruitment of human resources in VIET NAM KINEX CONSTRUCTION JOINT STOCK COMPANY IN 2013” was carried out with a view to having an overview on the HR recruitment at Kinex company in 2013, examining the recruit of the company in this respect by using assessment tools for recruit efficiency and making some recommendations to improve it The author used a wide range of research tools and methods, such as data analysis, information synthesization, direct interview to make it clear about the process and important of recruitment in human resources, and to help Human Resources Department of Kinex company have a closer look at these particular human markets then conduct appropriate strategies or solutions for improvement Also, this thesis provides a coherent theoretical framework of recruitment of human resources and analyzed information for further studies in this respect Student : Tran Thu Trang Class : CQ54/51.02 Graduation Thesis Academy Of Finance ACKNOWLEDGEMENT For the completion of this thesis, I have received great assistance and support from many people without whom the work could not have been fulfilled First of all, I would like to express my deepest gratitude to my supervisor, Mrs.Ngo Viet Anh, Ph.D from Faculty of Foreign Languages, Academy of Finance, for her valuable instruction, criticism, and her tireless help throughout the thesis preparation My sincere thanks go to the staff of the Human Resource Department at VIET NAM KINEX CONSTRUCTION JOINT STOCK COMPANY for their useful materials, guidance and enthusiasm during my study at the institution Finally, I must admit I am indebted to my family and my friends for their help, consideration and encouragement Student : Tran Thu Trang Class : CQ54/51.02 Graduation Thesis Academy Of Finance TABLE OF CONTENT INTRODUCTION CHAPTER 1: LITERATURE REVIEW 1.1 Overview of human resources recruitment 1.1.1 Definition and the role of human resources 1.1.1.1 Definition of human resources 1.1.1.2 The role of human resources .5 1.1.2 Definition of human resources recruitment 1.1.2.1 To ensure proper alignment of skill sets to organizational goals 1.1.2.2 To ensure effective and efficient recruiting 1.1.2.3 To ensure compliance with policies and laws .7 1.1.3 Importance of Human Resources in the Construction Industry 1.2 The Recruitment Process .11 1.2.1 Including Planning 12 1.2.2 Build a job description 12 1.2.2.1 Review the job description .13 1.2.2.2 Set minimum qualifications for the employee who will the job 13 1.2.2.3 Define a salary range 14 1.2.2.4 Sourcing of talent 14 1.2.3 Recruitment .15 1.2.3.1 Preliminary screening .16 1.2.3.2 Initial interview 16 1.2.3.3 Conduct of various tests for recruitment 17 1.2.3.4 Final interview 17 1.3.1 Elements inside the organization 18 1.3.1.1 Recruitment policy 18 1.3.1.2 Human resource planning 18 1.3.1.3 The size of the firm 19 1.3.1.4 Cost 19 Student : Tran Thu Trang Class : CQ54/51.02 Graduation Thesis Academy Of Finance 1.3.1.5 Growth and expansion 20 1.3.2 Elements outside the organization 20 1.3.2.1 Supply and demand 20 1.3.2.2 Labor market .21 1.3.2.3 Organizational Image 21 1.3.2.4 Political-social- legal environment 21 1.3.2.5 Unemployment rate 21 1.3.2.6 Competitors .22 1.3.3 Recruitment standards 22 1.3.3.1 Invest in highly-skilled recruiters and keep training them .22 1.3.3.2 Establish a strong relationship with hiring managers and recruitment specialists 22 CHAPTER 2: CURRENT SITUATION HUMAN RESOURCES RECRUITMENT AT KINEX JSC, IN 2013 23 2.1 General overview of Kinex company 23 2.2 Situation of human resources recruitment at Kinex in 2013 24 2.2.1 Situation of recruitment planning .24 2.2.2 The step-by-step implementation of recruitment process 24 2.2.2.1 Recruitment process 24 2.2.2.2 Current situation of the pool of applicants .27 2.2.3 Evaluate the effectiveness of human resources recruitment .30 2.2.3.1 Strengths 30 2.2.3.2 Limitations .31 2.2.3.3 Reasons 32 CHAPTER 3: SOLUTIONS AND DIRECTIONS TO COMPLETING HUMAN RESOURCES RECRUITMENT AT KINEX IN 2013……………………………… .33 3.1 Complete the human resources recruitment…………………………… 33 3.1.1 Complete the identification of the recruitment……………………… 33 3.1.1.1 Human resource development……………………………………… 33 Student : Tran Thu Trang Class : CQ54/51.02 Graduation Thesis Academy Of Finance 3.1.1.2 The company’s recruitment directions and goals ………………… 34 3.1.1.3 Human resource quality…………………………………………… 34 3.1.1.4 Better identification of recruitment needs………………………… 34 3.1.1.5 Making detailed recruitment plans ………………………………….35 3.1.1.6 Making recruitment notices more detailed and attractive………… 35 3.1.1.7 Searching for source of applicants ………………………………….35 3.1.2 Complete the steps in the recruitment process……………………… 35 3.1.2.1 Receiving and screening applications ………………………………36 3.1.2.2 Verifying information ………………………………………………36 3.1.2.3 Recruitment test…………………………………………………… 37 3.1.2.4 Professional interviews…………………………………………… 38 3.1.2.5 Post-recruitment evaluation ……………………………………… 38 3.1.3 Complete analysis and evaluation to layout employees reasonable… 39 Student : Tran Thu Trang Class : CQ54/51.02 Graduation Thesis Academy Of Finance LIST OF TABLES AND CHART Tab 2.2.2.1a: Operator Request from January to June, 2013 Tab 2.2.2.2a: Number of records 2013-2015 Student : Tran Thu Trang Class : CQ54/51.02 Graduation Thesis Academy Of Finance INTRODUCTION Rationale of the study Every organisation has to perform a variety of functions to attain its objectives To perform those functions the organisation needs to recruit employees with varied skills and qualities The policies that deal with human aspects of the organisation are known as Personnel Policies Improvement in productivity in manufacturing organisations and efficiency in service organisations require personnel policies based on latest principles and techniques of Human Resource Management (HRM) In spite of modern highly developed technology, people are still the most important factor in m odern organisations In fact, it is the human factor that keeps the organisation in constant motion Without the support of people, computers and other equipment remain idle, raw materials lie stacked, money tied up and above all, objectives of the organisation can’t be achieved Globalisation and fierce competition are forcing companies to reduce costs, increase efficiency and be competitively advantageous In order for companies to succeed, there are a lot of things to be taken into consideration As a result of these concerns, the areas of Human Resource Management (HRM) are given a lot of attention and importance This field was created to give emphasis on a company’s need to manage its human resources, expand them and encourage them in pursuit of the organisation’s objectives Particularly, the baseline of creating a strong and competitive workforce lies in HRM since it stands on the principle that people are the greatest asset of an organisation This thesis aims to examine the considerable theoretical and practical issues in employee recruitment processes and its impact on organisational objectives It will add to new knowledge in the field of the recruitment process in HRM I choose the topic “Assessment of recruitment of human resources in VIET NAM KINEX CONSTRUCTION JOINT STOCK COMPANY IN 2013” as a topic of the thesis With Vietnam Kinex construction joint stock company – is an enterprise-class I under Stock corporation and build export of Vietnam – as the research target, the Student : Tran Thu Trang Class : CQ54/51.02 Graduation Thesis Academy Of Finance author has made attempts to take a closer look at the company’s human resource and recruitmant of HR Thereby, the author made decision in choosing “Assessment of recruitment of human resources in Vietnam Kinex construction joint stock company in 2013” as the specified topic for this thesis with a view to having an overview of the HR recruitment in Kinex in 2013, examining the recruit of the company in this respect by using assessment tools for recruit efficiency and making some recommendations to improve it This will help managers to have a more objective look at the human resources management and recruitment process, then organizing appropriate development strategies that suit current circumstances and market trends Aims of the study The main objective of the study is to analyze the human resources recruitment and suggest some methods improve the efficiency of the process The specific aims of the thesis include: • To identification of the recruitment • To complete the steps in the recruitment process • To complete analysis and evaluation to arrange for reasonable employees Scope of the study Due to the limited time and the scale, this dissertation emphasizes on human resources recruitment at Kinex construction company and propose some recommendations Methodology of the study For this study, the following approach was adopted Firstly, relevant literature, publications, and studies are reviewed in order to get in-depth information on human resources recruitment management in general and this concept at Kinex construction company The company's background is also studied and reviewed Secondly, data related to human resources management at the firm including information about employees and other required documents will be collected and examined Finally, the information obtained is analyzed, processed to evaluate the Student : Tran Thu Trang Class : CQ54/51.02 Graduation Thesis Academy Of Finance reality of human resources recruitment Organization of the study Apart from the Introduction, Conclusion, Reference and Appendix, the thesis is divided into three main parts as follows: Part 1: Introduction In this part, the researcher represent an overall knowledge about the rationale, the aims, the methods and the structure of the study Part 2: The study This core part is distributed by two chapters including: Chapter 1: LITERATURE REVIEW This chapter provides general background on human resources and working human resources recruitment 1.1 Overview of human resources recruitment 1.2 Process of human resources recruitment 1.3 Factors affecting recruiting human resources Chapter 2: THE STUDY This chapter gives the data and analysis of the human resources recruitment at Kinex company in 2013 2.1 General overview of Kinex construction company 2.2 Situation of human resources recruitment at Kinex construction company in 2013 Chapter 3: RECOMMENDATIONS This chapter suggests some recommendations to complete the human resources recruitment at Kinex construction company in 2013 3.1 Complete the human resources recruitment 3.2 Recommendations for complete the recruitment Part 3: Conclusion Student : Tran Thu Trang Class : CQ54/51.02 Graduation Thesis Academy Of Finance division in the Company, as well as the responsibilities and limitations of employees The company has created for itself a good reputation and image with customers as well as state agencies; thanks to that, it can easily search for and attract job applicants The quality of recruitment is high 80% of the recruited applicants have undergraduate and post-graduate degrees Recruited applicants are mainly young people from 30 to 40 years old; the majority of them are male applicants This is suitable with the nature of the jobs and the characteristics in business and production of the company 2.2.3.2 Limitations Apart from strengths, the recruitment process of the company still has some limitations The first limitation is the priority policy The priority policy given to children of staff working in the industry has many advantages; however it also has some limitations such as: some applicants not have the required qualifications, or they are recruited not for positions which are not being recruited.The second limitation is that the company has not fully exploited the external recruitment method Apart from posting recruitment notices on public media or through company staff, the company should also recruit applicants from training institutions or job centers or it can take advantage of its reputation to recruit talents in the labor market In fact, the company’s recruitment practice has not had any effect on the quality of management staff At Kinex, managers are mainly promoted basing on their years of work experience Finally, some limitations are as follows: applications are screened mainly based on certain criteria and assessment table; however, their accuracy is not verified Therefore, this procedure may miss applicants with good performance but not very impressive applications Tests are still heavily theoretical and there is a lack of practical and multiple-choice questions The company only receives notarized applications which are submitted directly to the company or sent through post office, therefore, it takes applicants a longer time to prepare and send their applications The interview only focuses on job-related skills, not on applicants’ intelligence or sensitivity The company should have specific methods to Student : Tran Thu Trang Class : CQ54/51.02 Graduation Thesis Academy Of Finance improve these limitations 2.2.3.3 Reasons At the company, although human resource planning is considered an important task, this has not been done effectively thus it is difficult to implement This can be reflected from the fact that, the company can only plan the number of staff it needs but cannot specify their qualifications Human resource need is only estimated The job analysis does not provide much help for the recruitment process; it merely lists responsibilities and requirements for a specific position The job descriptions are not completed so they are not providing help for the recruitment and selection process Recruited applicants have high quality; however, due to the fact that the company uses advanced technologies, when recruiting new technical staff, it often has to plan in-depth professional training Therefore, this practice consumes time and costs for recruitment and selection Student : Tran Thu Trang Class : CQ54/51.02 Graduation Thesis Academy Of Finance CHAPTER 3: SOLUTIONS AND DIRECTIONS TO COMPLETING HUMAN RESOURCES RECRUITMENT AT KINEX IN 2013 3.1 Completing the human resources recruitment 3.1.1 Completing the identification of the recruitment 3.1.1.1Human resource development: The company decides that human resource is the important and decisive element for company’s development Therefore, human resource training and development must receive special attention from company managers The speed of scientific and technological development poses many challenges for the company’s human resource development To catch up with this general trend, the company should adjust and innovate its human resource development strategy to match the next development phases, specifically as follows: It should continue to provide training to improve the competence and management capacity for its leaders and managers at different levels The company should pay special attention to train and improve the capability of subsequent leaders in political theory as well as in modern knowledge of leadership and management, so that they are competent and ready to inherit from their predecessors, thereby ensuring the future development of the company The company should regularly train their staff to improve their skills and competence so that they can have better awareness and modern industrial style; thanks to this, company staff will be the “golden hands” in the field of power plant operation The company should regularly improve the efficiency of human resource management It should continue to innovate its organizational structure, appointing and using staff in a more scientific and reasonable way It should motivate staff, creating opportunities for them to develop, promoting their activeness and creativity The company should contribute to improve labor productivity, raise staff’s income and improve their living quality Student : Tran Thu Trang Class : CQ54/51.02 Graduation Thesis Academy Of Finance 3.1.1.2 The company’s recruitment directions and goals At Kinex, recruitment is considered the most important task, because good staff is the key to company’s development As the company sets the recruitment goals for coming years, it prioritizes both experiences and qualifications of the applicants Therefore, for future recruitment goals, the company gives preference to both applicants’ experience and qualifications 3.1.1.3Human resource quality In the near future, the company will improve human resource quality by setting higher standards for staff’s qualifications This arises from company’s practical demands and business strategy; it is on its way to build a stable workforce with higher qualifications and skills The company will give priorities over experienced applicants to save training costs and time It will especially give priorities for young and experienced applicants The objective of this practice is to create for itself a young workforce, to exploit the advantages of this workforce such as their activeness, creativity, enthusiasm and thirst for learning 3.1.1.4 Better identification of recruitment needs To identify accurately recruitment needs, the company should make for itself a specific recruitment plan Currently, this recruitment plan does not provide any specific information except for a forecast of the number of recruitment A recruitment plan should include forecasts, possibilities of employees being dismissed or in need of training, thereby proposing the exact number of positions to be recruited To this, it is essential to evaluate job performance Human resource planning should be made periodically to ensure stable human resource arrangement It is especially important to have long-term development orientation to use as a basis for human resource planning such as future recruitment and selection planning Student : Tran Thu Trang Class : CQ54/51.02 Graduation Thesis 3.1.1.5 Academy Of Finance Making detailed recruitment plans Recruitment plans should be made with detail and care Each recruitment cycle has a different number of recruitment, the number of applications and screening ratio The screening ratio usually differs depending on which positions are being recruited It is useful to have a standard screening ratio; basing on this ratio, the company can decide the number of applications it must attract In case it cannot attract a sufficient number of applications, screening ratio should also be adjusted This is important to help the company has a sufficient pool of candidates to meet its recruitment needs 3.1.1.6 Making recruitment notices more detailed and attractive To attract applicants in this competitive market, the Company should include attractive features to attract job applicants In fact, applicants are usually attracted by a high salary and bonus package; in addition, they are attracted by company’s welfare policy Recruitment notices should be detailed, short and unique They should also include detailed job details, basing on job descriptions, and detailed requirements for applicants, including specific requirements in terms of qualifications, profession, experience and skills These requirements must be clear because they are the main basis for application screening and help to limit the number of applications 3.1.1.7 Searching for source of applicants Kinex has a firm position in its field In fact, it has been one of the leading companies in terms of labor productivity and profit for the past years Consequently, its employees receive a high rate of salary, which is an attraction of the company to help it attract applicants 3.1.2 Completing the steps in the recruitment process Some recommendations to further improve steps in the selection process are proposed below: Student : Tran Thu Trang Class : CQ54/51.02 Graduation Thesis Academy Of Finance 3.1.2.1 Receiving and screening applications This is an important step If recruiters only rely on information provided in applications, the selection process might prove inaccurate Therefore, to improve the accuracy of the selection process, this step should be done together with preliminary interviews By conducting preliminary interviews, the company can verify information in applications; applicants shall be screened faster and more accurately and recruitment costs are also reduced This initial screening requires that recruitment staff should build specific and clear criteria to ensure an objective and fair selection process Despite an evaluation form for each application, all applications are assessed on the same assessment criteria 3.1.2.2 Verifying information Employment verification confirms a person's past or current job status Employers often need to request verification for job candidates or reply to requests from employers, lenders, landlords, the federal government, and others In this step, the recruitment staff needs to check the accuracy of information provided by applicants Employers can expect to receive two types of standardized employment verification from lenders, written verification and verbal verification The written verification of employment is done with employers when a current or previous employee applies for a loan It is done for all employers where the applicant held a job within two years of the loan application It checks employment dates, status, title and salary history The verbal verification of employment is done with current employers just before the loan is funded to ensure employment status hasn't changed Employers are not required by law to respond to these requests, but most choose to Some employers require that employees give permission to respond to these requests Generally, employers not face any legal issues if they respond truthfully and in good faith Employers may also receive verification of employment requests from landlords and collection agencies They are free to ignore these If you think the employee may want you to respond, as in the case of a Student : Tran Thu Trang Class : CQ54/51.02 Graduation Thesis Academy Of Finance landlord verifying employment before deciding to offer a rental, it may be best to seek written permission from the employee first Employers may be required to respond to verification requests from government agencies When this is the case, the agency will often provide information on the law that requires your response One of the more common requests is for H1B verification Ultimately, you need to verify employment properly the first time If you fail to follow up on the information in a candidate’s application and they end up causing damage to your company, you’ll have yourself to blame Always double-check employment history and references by using an employee verification form or other applicable letter templates, and never provide anything other than basic facts when it’s your turn to fill out an employment verification letter or employee reference letter 3.1.2.3 Recruitment test Test location and facilities should be planned in advance and prepared carefully The content of test questions must match the position to be recruited and it should be kept confidential Test content should be based on job requirements (deriving from the job analysis process) and must include both theory and practice In addition, the company should use some quick multiple-choice test to identify and assess applicants’ competence, mentality and personality whether they are suitable with the positions This is done to limit the number of unwanted applicants to avoid wasting company’s time, efforts and money Some typical tests include: Personality test: Assessing applicants’ personalities Mental test: Assessing applicants’ competence, physical and mental conditions Honesty test: Applicable for positions which require confidentiality or are related to industrial property or intellectual property (accounting, software programming) This test can also be conducted by asking a series of “trap” questions to identify applicants’ honesty in their answers The testing procedure Student : Tran Thu Trang Class : CQ54/51.02 Graduation Thesis Academy Of Finance should be implemented properly; no cheating is allowed and applicants must not receive any preferential treatment from invigilators 3.1.2.4 Professional interviews To ensure fair competition among applicants and to limit the influences of subjective factors from the side of interviewers, the interview committee should set general criteria to evaluate applicants in this round Basing on such criteria, interviewers can make more objective assessment and no longer award score basing on intuition Interview locations should be selected carefully; the atmosphere of the interview should open and relaxing to help applicants remain calm and active to express themselves The length of the interviews should also be flexible for each applicant Currently at the company, the length of the interview for each candidate is 15 minutes; this practice is actually restricting the assessment process For potential and qualified applicants, the committee can lengthen interview time and give applicants time to fully express themselves Questions in the interviews should not only aim to assess applicants’ professional knowledge but also consider their attitude, point of view, thinking and creativity The interviews should mention applicants’ motivation, education history or work history, their knowledge and experiences 3.1.2.5 Post-recruitment evaluation The post-recruitment evaluation helps the Company to timely evaluate the result and efficiency of its recruitment process If the recruitment process is assessed to be good and effective, this is the basis for improving recruitment processes in the future On the contrary, if it is assessed to be not good and ineffective, recruitment staff should quickly identify the reasons and improve them This evaluation also serves as an evaluation of the competence and skill of recruitment staff and a basis to train and develop staff for the human resource function in the company Student : Tran Thu Trang Class : CQ54/51.02 Graduation Thesis Academy Of Finance 3.1.3 Completing analysis and evaluation to layout employees reasonable 3.1.3.1 Improving pre-recruitment steps First of all, the company should pay attention to the task of job analysis Company leaders should appoint specific roles for each staff in conducting job analysis This involves: planning phases of job analysis process, designing survey questionnaires to collect and summarize information and composing documents for job analysis This step provides necessary information regarding job requirements and characteristics; it is the basis for writing a job description and job requirement Job analysis task provides managers with a summary of responsibilities and tasks of a certain position in the connection with other positions It will help managers to answer the following questions:  Is the recruited position long-term or temporary position?  What professional and specialized knowledge does it require?  Is it necessary to recruit more people to the job? If yes, will the recruited staff implement any other duties concurrently?  What responsibilities are involved in the position and how is it related to the organization?  What standards does the new position require, in terms of professional knowledge, health and experience? After answering these questions, the company can decide whether to recruit these positions or to use other methods to suit its situation in terms of business opportunities at that particular time Staff performing job analysis should create documents for job analysis, then later using these documents as a tool for human resource management Student : Tran Thu Trang Class : CQ54/51.02 Graduation Thesis Academy Of Finance HR department should work in conjunction with other departments, use their support and inform staff about the meaning and purpose of job analysis and evaluation to avoid facing obstacles from the side of employees Job analysis documents should be distributed widely to employees and used for the working and management process Next, job performance appraisal should be paid attention to Job performance should be evaluated carefully, objectively and a two-way process Not only managers have the right to evaluate their staff, but staff should also be able to evaluate their managers To further enhance human resource quality and effectively and fairly evaluate job performance, assessment methods should also be changed Thirdly, the appointment and allocation of newly recruited staff is very important; it reflects the quality of company’s recruitment process In fact, some employees are not arranged to work in jobs they were trained to The company needs to review the number of staff currently doing different jobs from their training and identify these employees’ demands and aspirations If these employees have the needs to work in positions for which they were trained, the company should arrange them in such vacancies Otherwise, if they are satisfied with their current jobs, these employees should be provided with on-going training so that they can have the basic and necessary and update new knowledge relating to the positions they are having 3.1.3.2 Effective compensation package Salary is the main income for most staff of the company; therefore, their salary should be calculated accurately The company should help their staff work overtime to increase salary In addition, it can give them bonuses when they exceed their targets: Stimulating employees to work with high results ensures that contracts are completed on time and with quality, thereby consolidating the company’s reputation in the market There should be a clear mechanism for company’s bonuses Bonuses Student : Tran Thu Trang Class : CQ54/51.02 Graduation Thesis Academy Of Finance are given basing on performance indicators to evaluate exactly the level of contribution of each employee Currently, the company does not have a bonus structure based on performance indicators, but only bonuses for different groups in a certain production plant at certain level The bonus, penalty and allowance system will create motivation for employees and an effective method to use labor in each organization In addition, staff may also be motivated by promotion opportunities Competent employees who make a lot of contribution but are not promoted will feel discouraged and disappointed On the contrary, if their needs are satisfied, they will work harder Therefore, the company should give employees opportunities to fully develop their competences and potentials and have chances for promotion 3.2 Recommendations for complete the recruitment 3.2.1 Improving the capability of recruitment staff The quality of human resource and efficiency of recruitment depends a lot on the professional qualifications of recruitment staff and qualifications and skills of human resource management staff Competent human resource staff can identify human resource needs, thereby setting specific recruitment plan for each period Good staff will help save time and cost of the recruitment, selection and human resource management process It will also help to create good business results To have effective recruitment and selection process, the Department of organization and personnel should understand the importance of human resource planning, set plans effectively and use them flexibly 3.2.2 Clear job assignment in recruitment task Company managers should approve recruitment budget, recruitment needs as well as proposals of relevant divisions such as recruitment plan, assessment criteria, recruitment evaluation, and salary for applicants after being recruited They should join direct interviews with applicants if the recruitment is for head of department Student : Tran Thu Trang Class : CQ54/51.02 Graduation Thesis Academy Of Finance positions or senior leader positions General directors represent company’s employers to sign labor contracts with newly recruited applicants and learn experiences from each recruitment cycle The HR department consults company’s management board on recruitmentrelated tasks: it should propose salary for recruited positions, recruitment criteria, estimate, recruitment channels and methods Human resource planning is the basis for each division and unit to propose recruitment needs every year or cycle A set of assessment criteria should be built after each recruitment cycle HR department must be responsible about the recruitment process 3.2.3 Other recommendations 3.2.3.1 Developing software Every year, the company recruits a large number of staff; therefore recruitment software can help this activity to be implemented professionally and scientifically The software will help allow professional implementation of the recruitment process and follow this process It sets guidelines for interview rounds and scores for each round; it manages recruitment requests, applicants and recruitment tests In terms of recruitment needs, it can generate recruitment needs basing on human resource planning and the competence assessment of each employee in a division/department Managing applicants: The software allows online recruitment and support recruitment through a family member working in the company It can make recruitment plans and set detailed schedules for each applicant (the system supports sending email and messages to each application when there is information regarding test or interview schedule Manage tests with detail and flexibility Manage applicants’ test results and interview results Student : Tran Thu Trang Class : CQ54/51.02 Graduation Thesis Academy Of Finance Manage the list of candidates under certain categories such as: Not qualified vs qualified, pass the test vs not pass the test; pass interview vs not pass interview; probation vs become official employee Recruitment applications become staff documents for qualified applicants 3.2.3.2 Some suggestions and recommendations The company should improve its policies relating to compensation packages, salary, bonuses and insurance to attract qualified and skilled staff The development of these policies will also help to improve the recruitment activity of the Company Recruitment staff should be provided regular training so that they can improve their knowledge and skills The company should give more priorities for the recruitment task, especially in terms of test location Currently, the company does not have a specific location of recruitment; therefore, its quality is affected During the recruitment interview, applicants should be given the opportunity to fully express themselves The board of recruitment should talk a little; they should spend time to inquire about applicants’ information and competences The Vietnamese education is still limited; theory does not go together with practice and there is too much focus on theory Therefore after being trained at school, students still not meet job requirements This has many influences on the quality and efficiency of the recruitment process Student : Tran Thu Trang Class : CQ54/51.02 Graduation Thesis Academy Of Finance CONCLUSION With the objectives set for the dissertation, the author has explained the company’s recruitment process Thereby offering solutions to improve the recruit competitiveness of the company Through analysis, the author has found out both strong points and weak points in the company recruitment process After that the author has give some implications to improve the company recruitment process In spite of great exertion of the author, this thesis can not go into details with more specialized matters due to the limited time and the lack of experience In upcoming periods, if the company knows how to take the advantages of its strengths, thereby overcome the weaknesses, then make the most of every opportunity and withdraw the threats, the company will certainly gain a sustainable position Despite of this these restrains, the author has made great efforts to analyze the current situation of recruitment process and give implications to improve its step Hopefully, the output of the dissertation will somehow help leaders work out the most congruent strategy to improve the recruitment process Because of the deficiencies in this thesis, it would be an honor for the author to receive the advices of the teachers in Faculty of Foreign Language to make this thesis more complete Student : Tran Thu Trang Class : CQ54/51.02 Graduation Thesis Academy Of Finance REFERENCES Books: Charles G.Koch (2005), Good profit James C Collins (2001), Good ro great Jack Cranfield (2015), The Success Principles Lou Adler (2007), Hire With Your Head Mark Murphy (2012), Hiring to attitude Websites Businessdictionary, The definition of the term “Recruitment” retrieved Feb 17, 2017 from: http://www.businessdictionary.com/definition/recruitment.html HR Professional Manage a Valuable Resource: People retrieved March 23, 2017 from: http://www.allbusinessschools.com/human-resources/job-description/ What is Human resources? Retrieved March 30, 2017 from: https://www.thebalance.com/what-is-a-human-resource-1918144 Information about HR and recruitment retrieved Apr 14, 2017 from: http://blognhansu.net.vn/category/chien-luoc-nhan-su/ Student : Tran Thu Trang Class : CQ54/51.02 ... knowledge in the field of the recruitment process in HRM I choose the topic ? ?Assessment of recruitment of human resources in VIET NAM KINEX CONSTRUCTION JOINT STOCK COMPANY IN 2013? ?? as a topic of the... human resources in Vietnam Kinex construction joint stock company in 2013? ?? as the specified topic for this thesis with a view to having an overview of the HR recruitment in Kinex in 2013, examining... Thesis Academy Of Finance ABSTRACT This thesis ? ?Assessment of recruitment of human resources in VIET NAM KINEX CONSTRUCTION JOINT STOCK COMPANY IN 2013? ?? was carried out with a view to having an overview