ANALYZING THE RECRUITMENT PROCESS OF FPT CORPORATION

HCMC UNIVERSITY OF TECHNOLOGY AND EDUCATION FACULTY OF HIGH-QUALITY TRAINING FINAL REPORT OF HUMAN RESOURCE MANAGEMENT ANALYZING THE RECRUITMENT PROCESS OF FPT CORPORATION Instructor: MBA Lê Thị Kim Khang Student’s name: Student’s ID: Ho Chi Minh City, June, 2022 HCMC UNIVERSITY OF TECHNOLOGY & EDUCATION FACULTY OF ECONOMICS MAJOR: HUMAN RESOURCE MANAGEMANT Topic: ANALYZING THE RECRUITMENT PROCESS OF FPT CORPORATION LECTURER COMMENTS …………………………………………………………………………………… …………………………………………………………………………………… …………………………………………………………………………………… …………………………………………………………………………………… …………………………………………………………………………………… …………………………………………………………………………………… …………………………………………………………………………………… Contents CHAPTER 1: INTRODUCTION 1.1 SUMMARY OF THE TOPIC Human resource management in general, and the recruiting process in particular, are essential components of an enterprise’s management and long-term development Despite the fact that there has been several domestic research on this topic in the past However, domestic research on international human resource management operations in a multinational organization or company is scarce The primary goal of this research study is to comprehend and assess FPT Corporation's international human resource management techniques Hopefully, this research will give a more complete picture and a better understanding of how the firm has used worldwide human resource management efforts to achieve its current long-term success 1.2 REASONS FOR CHOOSING THE TOPIC With the unending trend of globalization, the severe rivalry between countries is unavoidable Along with that, there is a need to extend operational markets and establish global corporations, which increases the need for resources The nature of globalization has resulted in a concentration of human resources in nations where disparities in culture, nationality, working style, and so on are obvious A successful company, enterprise, or country must have a harmonic and effective blend of human resources and material and technological facilities, with human resources being a critical concern significant, decisive as a result, human resources, human resource quality, and a fair recruiting procedure are constantly a subject of worry for the entire society When it comes to managing human resources, this presents significant difficulty for both administrators Forces grow more complicated and harder to manage This necessitates that human resource managers and enterprises have a correct perspective, clear understanding, and insight into resources to suggest solutions that will lead to sustainable growth After more than 20 years of executing the “Doi moi” strategy, Vietnam’s market economy with a socialist orientation has taken highly positive growth milestones These accomplishments have produced a significant contribution of a qualified human resource with advanced scientific and technical qualifications in all economic sectors, particularly in firms of this economic sector However, in practice, the recruiting, training, and utilization of human resources in state-owned firms have been ineffective, and there are several flaws The recruiting scenario does not correspond to the actual demands and capabilities of the applicants, the efficiency of employing labor is low, the labor force regime has not produced attraction, and the individuals who truly have talent have not been retained talent This has had an impact on the quality of human resources in state-owned firms, necessitating suitable regimes and policies to protect and increase human resource quality Businesses must take whatever means possible to retain good employees, such as boosting compensation, incentives, training, and giving staff greater control Recruiting and training human resources of high quality and capacity to satisfy labor market demands is more important than ever We know from surveying and surveying the scenario at the FPT firm that the present recruiting procedure is still an issue for many leaders, especially as the country integrates and grows larger every day and every hour Although more than 300,000 graduates contribute to the solution of human resources for companies each year, our human resources are still inadequate and weak, and some have not been appropriately employed for training majors, as a result of which capacity has not been completely developed Others have yet to adjust to the working environment, professional and current style, and a variety of other flaws As a result, we completed the topic “The present state of human resource recruiting in FPT firm” in order to establish suitable operational and managerial measures 1.3 OBJECTIVE OF THE TOPIC Based on the fundamental principle studied in conjunction with searching and investigating in newspapers, television, and, most notably, the internet The authors used a variety of research methodologies, including statistical, interpretative, and analytical approaches, to learn about the present state of human resource recruiting at FPT Corporation, therefore demonstrating the current scenario and provide solutions to contribute to the maintenance of professional competence, assisting the organization in operational and managerial measures CHAPTER 2: BRIEF INTRODUCTION OF THE FPT CORPORATION 2.1 OVERVIEW ABOUT THE FPT CORPORATION Company name: FPT CORPORATION Established date: September 13, 1988 Head office: FPT Building, No 10 Pham Van Bach Street, Dich Vong Ward, Cau Giay District, Hanoi City Chairman of the Board of Directors: Truong Gia Binh Phone: (+84) 2473007300 Fax: (+84) 2437687410 2.2 HISTORY OF FOUNDATION AND DEVELOPMENT On September 13, 1988, FPT Technology Investment and Development Joint Stock Company (The Corporation for Financing and Promotion Technology) was established with 13 members Headquarters FPT Building, No 10 Pham Van Bach Street, Dich Vong Ward, Cau Giay District, Hanoi City On March 13, 1990, the company established a branch in the South at 41 Suong Nguyet Anh, District 1, Ho Chi Minh City In 1996, with the ability to develop large Information Technology systems in the fields of finance, banking, tax, customs, and e-government, FPT became the number company in Vietnam In 1997, FPT became one of the first three IPS providers in Vietnam, and one of the first four licensed Internet service providers to meet the needs of people and businesses In 1998, Building the e-government system FPT.eGov After 22 years, FPT.eGov has been deployed in 20 provinces and cities nationwide with more than 1,500 online public services, and over 600,000 records processed/year, saving on average social costs of over 70 billion VND/year In 2000, building the overall hospital system FPT.eHospital After 20 years, the system saves an average of million man-days/year In 2002, Share capital chartered capital 20 billion In 2005, the first Vietnamese IT company established a legal entity in Japan In 2006, Became the main contractor in the foreign market the with a software contract worth 6.5 million USD for Petronas (Malaysia) In 2010, the top 100 global trustee service providers assessed by IAOP In 2014, Deploying the electronic train ticket system for Vietnam Railways Corporation After years of implementation, 36 million tickets have been sold through this system In 2015, Top 300 Most Valuable Enterprises in Asia (Evaluated by Nikkei Asian Review) In 2019, Raise the level - Become a comprehensive digital transformation service provider In 2021: Breaking through the green normal, Accelerating M&A to expand the technology ecosystem and scale of operations through a strategic investment in Vietnam's No corporate governance platform - Base.vn promotes Transforming the number of SMEs and buying Intertec International to affirm its position in the US After 33 years of establishment and operation with FPT spirit, meritocracy, and clear policies, FPT has continuously developed and grown, becoming the largest IT company in Vietnam At the same time, FPT constantly researches and pioneers in technology trends, contributing to affirming Vietnam's position in the 4th industrial revolution - the Digital Revolution FPT will pioneer in providing comprehensive digital transformation services to organizations and businesses on a global scale 2.3 SPECIFIC PRODUCT AND SERVICES With a wealth of experience and development, FPT is currently operating in main areas with different products and services: Technology: AI, RPA, IoT, BigData, Cloud, and other technology-based digital transformation solutions and services; Banking - Finance, Public Finance, Telecommunications, Health, Transport, Electricity, Water, Gas, solutions and specialized services Integration and transformation of technology systems; solutions based on technology platforms such as SAP, Oracle, Microsoft, and ESRI; software testing and quality assurance services; circuit design, embedded software production, CAD/CAE, and so on Telecommunications: Internet services; private channel; data center; VoIP phones; value-added telecommunications services; interprovincial and international connections; Cloud and IoT services FPT television service: FPT television; FPT Play; Internet and mobile phone entertainment goods and services; Electronic newspaper system, comprising VnExpress.net, Ngoisao.net, and iOne.net; online advertising; click AdNetwork smart an advertising system Education: Primary, middle, and high school education; college and university education to the graduate level; international linkages and international student development; business training; online university training 2.4 A BRIEF OUTLINE OF THE COMPANY’S PERSONAL CHART Figure 2.4 Company organization chart CHAPTER 3: THE INTERNAL HUMAN RESOURCES MANAGEMENT STRATEGY OF THE FPT COMPANY 3.1 AN OVERVIEW OF THE INTERNAL HUMAN RESOURCES MANAGEMENT STRATEGY OF THE FPT COMPANY 3.1.1 The internal human resources management strategy of the FPT company Create human resource strategies for the whole organization based on the Balanced Score Card model, with full operation plans and assessment indicators for each step of each unit Building the image of the FPT brand by recruiting human resources by organizing activities and events at important university blocks around the country, drawing final year students to participate, and establishing huge human resource reserves for FPT Create programs that help FPT become more inventive and creative: Improve competitiveness with inventive programs such as I-Make and iDo, which are extensively distributed to all FPT employees Managing the creation of professional software programs such as the SSC Portal, e-Learning, Online Exam, and so on Checkpoint assessment system: During these review periods, workers will declare the state of the job done, the future work plans, and provide ideas and recommendations on the web system After completing the declaration procedure on the web system, managers will analyze, assess, authorize, and immediately exchange job orientations and growth possibilities for each position in accordance with the Group’s operational orientation and general activities Furthermore, the Group conducts employee surveys to identify shortcomings in all sectors of the Group The Group polled all workers at the end of the year to assess the employees’ commitment to the Group; the survey findings are also one of the elements for the Group to enhance its policies and working environment in order for employees to be more connected to the Group 3.1.2 Environment for corporate culture FPT is one of the few Vietnamese firms that has created and maintained distinct corporate cultural values, giving the Group an edge in attracting talent and establishing cohesiveness between employees and the Group The ethos of FPT’s people towards “Respect – Innovation – Teamwork – Equality – Exemplarity – Lucidity” is reflected in FPT’s transparent code of conduct At FPT, culture is defined as a synthesis of norms of behavior in all business and production operations, as well as initiatives to care for employees’ spiritual lives 3.1.3 Compensation policies FPT’s compensation mechanism is broken into four segments, as follows: Salary: Production salary (12 months) 13th-month wage bonus based on the corporation’s development status Allowances: for some positions serving work (including travel assistance, mobile phone charges, part-time work) • Bonus dependent on company profitability and project/work performance • Social benefits: Social insurance, health care, jobless • • • 3.1.4 Health care Employees will receive a free yearly health check In addition, there is a welfare insurance scheme for employees and their families (FPT Care) Annual vacation (cost included in the salary package) 3.1.5 Activities aimed at developing and recruiting talent Talented interns: seeks to choose exceptional students from both economics and technology as future management prospects Staff planning comprises establishing a team of young professionals who have been trained and have practical experience, as well as a solid understanding of FPT’s business operations and core values, to prepare them to take on leadership and senior management responsibilities within the Group FPT executives are challenged and rotated around the Group across a wide range of business disciplines and scenarios Hold a contest to uncover and develop fresh talents for the Group Many employees have been assigned to crucial positions such as FPT Deputy General Director, FPT IS General Director, FPT Software General Director, and so on 10 In addition, FPT runs a number of internal programs to find and attract talent, such as Top Under35, innovation contests in many sectors, rating technology staff, and the Top 100 best FPT workers each year, all with matching pay plans 3.2 THE RECRUITMENT PROCESS FOR THE FPT GROUP 3.2.1 The company’s recruitment requirements FPT promotes industry hiring and training, encouraging talented students to improve research, consulting, and implementation capabilities, and is continually looking for M&A opportunities FPT aggressively supports the recruitment of professionals from many industries to meet the increasingly complex project requirements and quality and expects to grow production resources in 2022 Over 18,000 people were contacted via the international market To increase customer service capacity, the Group also implemented team training and employed more top technology talents in fields such as Artificial Intelligence, Blockchain, and Cloud Computing, among others FPT desires a diversified workforce in terms of qualifications, age, religion, area, ethnicity, language, personal qualities, and so on Over the same period, the number of female workers climbed by 21.4% in 2021, which is comparable to the rate of rising for male employees, which was 21.3% FPT’s personnel resources are still being revitalized, with an average age of 29 (in 2020 this number will be 30) Managers under the age of 40 make up 76.7% of FPT’s entire management personnel, the equivalent of 2,022 individuals (Annual report, 2021) Technology necessitates ongoing change and innovation As a result, creativity is an essential component of FPT and a characteristic that FPT administrators must continually emphasize FPT places high importance on learning and expects its staff to constantly learn and refresh their expertise FPT Corporation is always seeking professionals with strong work skills as the company grows The company’s recruiting requirement is expected to rise further in 2022, making it an appealing work option for many people 3.2.2 Personal recruitment procedure The unit’s department head and human resources officer are in charge of participating in the recruiting exam and first employee training Unit leaders who want to hire personnel aggressively engage in recruitment sources (providing scholarships, 11 sponsoring students, counseling students, etc.) and discover good individuals with development potential from universities and research institutions The following phases are included in the recruitment process: Stage of pre-qualification: - When looking for profiles and hiring using the human resource management system: The human resources officer creates a request for the delivery of papers based on the recruiting strategy and submits it to the Organization and Personnel Committee, which searches the system for eligible applicant records The application form for document provision can be provided directly or via internal email The company’s human resources officer verifies receipt of the unit’s request and begins a search for acceptable candidate records The human resources officer of the organization delivers a list of applicants who have been searched on the system and fulfill the unit’s requirements, as well as notifying the unit if no acceptable records are identified on the system The time it takes to look for and transmit the list to the units is less than 1.5 days The unit chooses applicants and notifies the Organization and Personnel Board of the list of candidates chosen for interviews - New hiring scenario: Posting positions and gathering profiles: Human resources personnel at the company/member firms publicize the recruiting through the media The job advertisement must include some information about the position, the qualifications for the position, and the location where applications may be submitted Then, gather applicant resumes, pick them, and send them to the unit's head for pre-qualification Examination stage: Based on the recruiting criteria, the individuals in charge of the company/branch form a Recruitment Council to review the subjects The minimum recruiting council 12 consists of the following members: the head of the department or an authorized person, and the officer in charge of company/branch human resources Furthermore, depending on the number of vacancies, the human resources departments of the company/branch may suggest that the head of the department nominate specialist personnel of the department or invite experts from inside or outside the company/branch to attend To participate in the Recruitment Council or interview individually for businesslevel workers, at least the full-time company leader and the officer in charge of human resources must be present The admission test can be taken in one of two ways: online or on paper The material may include IQ and GMAT examinations, professional skill assessments, foreign languages, and student evaluation tests characteristics, characteristics, job experience Before recruitment, the recruiting council meets in writing to agree on the substance of the examination, the degree of test requirements, and the assessment criteria Scoring and data entry: The company/member company’s HR team conducts the assessment immediately after completing the paper-based tests and submits the findings back to the Organizing Committee Interview: - The company/member company’s human resources officer creates an interview list for candidates who pass the entrance exam - At the conclusion of the interview, the results must be documented in writing and signed by a Recruitment Council official Reception of new employees: - Notice of reception: Once the recruiting results are available, the recruitment officer will negotiate the working start date with the head of the department where the successful applicants will be welcomed Successful candidates receive receiving notices from recruitment officers 13 - Prepare the processes: Before contacting, the firm’s human resources officer/member company and the departmental human resources officer are responsible for contacting and making ideas with the functional departments to prepare arising procedures receiving and after receipt Hierarchy recruitment system Employees at FPT are categorized into tiers Level refers to the lowest-level employees while Level refers to the highest-level personnel (for the General Director, Chairman of the Board of Directors, ) The level division for FPT personnel assists the Human Resources department in management, training, pay, and recruiting Each level of management will have its specialist department: - The recruiting department of branch-level units has the authority to take the initiative in the selection of Level and Level staff Written examinations, interviews, multiple-choice tests, and other methods are used to help recruiting officers select the best individuals for these roles - The recruiting section of the general unit will directly choose Level workers Some are presented by Level branch unit employees or directly from the general unit, while others are recruited from diverse sources outside the enterprise - The FPT recruiting department will directly handle the recruitment of Level workers These officers are typically recruited through head-hunting sources, with - comprehensive investigation and evaluation of information, as well as a probationary term under strict supervision to decide appointing Level officials are often directors, deputy directors, and member unit department heads The Senior Human Resources Department (within the FPT Human Resources Department) actively controls and organizes the recruitment of individuals at Levels 5, 6, and Special recruitment cases: Special recruiting instances not have to go through the recruitment stage but must be evaluated based on the candidate’s appropriateness for the post to be filled There are several exceptional recruitment situations: 14 - Re-recruiting in the system: When the unit has to recruit personnel again in the system, the human resources staff consults with the unit's head and works with the unit’s human resources team to develop a recruiting strategy At least two days before the exam date, the recruiting strategy must be submitted to the Personnel Organization Board The human resources officer of the firm/branch publishes the post to be filled on internal media and gets information/profiles of candidates who are company workers The unit head collaborates with the company/branch human resources officer to assess the staff’s suitability for the new post Candidates who are officials and workers of the firm who are being re-hired may participate in the test at the request of the unit head Cases are deemed talented when they have seniority in connected sectors, successes in work and education, and development potential, and must be introduced and assessed by managers at all levels managers in each field assess The following processes are done to determine recruiting needs: “Talented interns of FPT” recruitment program The program “Talented Intern Students” (FPT Young Talent - FYT) is offered by prominent high school instructors and university lecturers, with the input source being young high-achieving students To become a member of the squad, these pupils will have to pass a series of difficult examinations Typically, because of contacts with schools and information from national and international exam organizers, etc The student department will contact you and make you an offer to join the “FYT Talented Students” program The recruiting round will terminate when the number of applications received equals or exceeds 4-5 times the number of you chosen afterward Participants in the recruiting exams will go through three rounds of typical skills testing, including an IQ + EQ + GMAT + TOEIC basic skills test, around to engage in team games, and an interview round During their activities with the FYT group, these students will have the chance to meet and chat with corporate executives about employment, life, job skills, and 15 participation concerns Researchers in knowledge, The group's major activity is to share and debate topics concerning the future of FPT and the future careers of its members; the FYT team also participated Employees and departmental leaders at FPT supervised several operations with departments to carry out some everyday corporate tasks The Recruitment Department’s responsibility is to discover the most suitable applicants, to conduct the most selective contests, and to have a team of FYT members who are good inability, rich in personality, and have development potential high can become a valuable supplementary source of human resources for FPT in the future Other recruitment initiatives (Job fairs, Recruitment seminars, ) FPT recruiting department participates in advertising and recruitment activities outside the firm, such as job fairs, introduction and recruitment seminars, and so on FPT Corporation engages in around 30 job fairs (on a national scale) each year to achieve the aim, ranging from finance and banking to technology, informatics, and so on Each Fair program’s aim typically has two primary goals: promoting the company’s image and recruiting applicants, as well as addressing inquiries from candidates in order to attract human resources abundance for the business 3.3 ASSESSMENT OF THE RECRUITMENT PROCESS 3.3.1 Advantages of evaluating the recruitment process at FPT company - Recruitment announcements are widely conducted on many mass media such as newspapers, radio, magazines, internet to help attract many good candidates who are suitable for the company's selection criteria In addition, the recruitment process also provides specific job conditions and requirements for each different job title, helping the company recruit the right people for the right job, avoid hiring the wrong person and minimize personnel risks - FPT's personnel recruitment process with a strict process has brought a dynamic young staff, ready to devote their youth to the company for sustainable development in future The test and essay step help the company understand the candidate's qualifications and suitability for the company Save time screening candidates for interview 16 - With a strict recruitment process, especially for a technology company like FPT, all information is security and important, so this recruitment process gives the company a professional structure system has a strong bias in engineering and functional software Besides, (Huo et al., 2020) identify the test steps help the company understand the candidate's qualifications and suitability for the company and save time screening candidates for interview - Most of the personnel at FPT are those who have had good basic training because most of them have bachelor's degrees (Pascarella et al., 2020), the rest are below university degrees and a few have postgraduate degrees such as masters and masters Therefore, this flexible recruitment process screens candidates in an extremely reasonable way - The simple and fair recruitment evaluation process has helped the Company become more and more prestigious in the market and also because the company culture is suitable for young people, FPT attracts many young workers 3.3.2 Disadvantages of evaluating the recruitment process at FPT company - After each recruitment process, FPT has not done a good job of evaluating the effectiveness of the process This can cause the next recruitment to not achieve the desired effect by not realizing if the recruitment process is effective and making corrections The evaluation of recruitment effectiveness is very important and necessary for the organization to improve the effectiveness of the recruitment system, and at the same time to come up with a new evaluation framework that is suitable for the company (Carlson et al., 2002) - The determination of human resource needs takes place annually, so it will not be able to promptly adapt if the company has a sudden change in personnel - The applicant’s health has not been checked This can cause difficulties for the company later if employees are not healthy enough to work for a long time - The verification of the candidate profile is a very important step, but as soon as the application is received, the company immediately goes to the stage of screening the information suitable to the requirements of the position to be recruited to transfer the candidate to the inspection team review and write essays This will consume 17 the interview committee’s time to verify the candidate’s information is really true If any discrepancies are discovered, the entire recruitment process loses credibility For the organizations, this might result in a loss of money, time, and other resources (Singh & Srivastava, 2022) - The salary offered in some positions of FPT is not enough to attract candidates As noted by Meng et al (2022), job salary benchmarking is critical for attracting, motivating, and retaining top performers 3.4 SOLUTION - A stage of assessing the efficacy of the human resource recruiting process should be included in the company’s human resource recruitment process so that benefits and drawbacks may be provided after each recruitment period and corrective action taken - Additional efforts to verify candidates’ health and fitness are needed to assure their capacity to work for the organization for a long time - Delegate the task of confirming the legitimacy of candidate profiles to the administrative department in order to expedite the company’s recruiting process - Make a strategy to cope with the unexpected demand for more people - In order to recruit great human resources, the organization needs to establish a more competitive compensation structure CHAPTER 4: CONCLUSION FPT is one of the first international enterprises in Vietnam With branches in 26 countries around the world Therefore, in this essay, we raise a number of issues about human resource management such as: analyzing the recruitment process, assigning jobs, selecting human resources and developing human resources Based on that theory, we have learned about human resource recruitment at FPT company and have seen the advantages and limitations that still exist in the management process human resources of FPT company (Tan et al., 2021) identify a 7-step recruitment process: identifying recruitment needs; determining the form of recruitment; recruitment posting and profile 18 collection; organizing entrance exams; grading and data entry; Interviewing, receiving new employees, and trying jobs Through this recruitment process, advantages in the assessment process have been demonstrated Company's recruitment price is the flexibility and creativity between recruitment steps, both planning the recruitment and conducting a detailed recruitment announcement with quite accurate and similar information Full treatment, great investment in the recruitment process to find a team of young and high-quality human resources with reasonable remuneration and salary and bonus that is commensurate with the employees' contributions that are appropriate with the sustainable development of an international enterprise like FPT However, the recruitment process also reveals a number of disadvantages: the examination is not really serious, and there is still a situation where people are recruited but not work in their field of study expertise for which the position needs to be filled Since then, we have proposed a number of short-term and long-term measures to contribute to the improvement of human resources for the company such as: diversifying recruitment channels, improving the quality of recruitment exams, and interviews, creating relationships and support for training institutions, recommendations on the 9-step recruitment process measures to improve the current recruitment process of FPT Corporation in Vietnam as well as around the world Especially with an international enterprise likely FPT Corporation with strong human resources 19 REFERENCE Carlson, K D., Connerley, M L., & Mecham, R L (2002) RECRUITMENT EVALUATION: THE CASE FOR ASSESSING THE QUALITY OF APPLICANTS ATTRACTED Personnel Psychology, 55(2), 461–490 https://doi.org/10.1111/J.1744-6570.2002.TB00118.X Meng, Q., Xiao, K., Shen, D., Zhu, H., & Xiong, H (2022) Fine-Grained Job Salary Benchmarking with a 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CHAPTER 2: BRIEF INTRODUCTION OF THE FPT CORPORATION 2.1 OVERVIEW ABOUT THE FPT CORPORATION Company name: FPT CORPORATION Established date: September 13, 1988 Head office: FPT Building, No 10 Pham... technology staff, and the Top 100 best FPT workers each year, all with matching pay plans 3.2 THE RECRUITMENT PROCESS FOR THE FPT GROUP 3.2.1 The company’s recruitment requirements FPT promotes industry