BÁO cáo CUỐI KHÓA HUMAN RESOURCE MANAGEMENT ITS CHALLENGES

  HOCHIMINH CITY UNIVERSITY OF FOREIGN LANGUAGES AND INFORMATION TECHNOLOGY DEPARTMENT OF INTERNATIONAL BUSINESS ADMINISTRATION -*** BÁO CÁO CUỐI KHÓA HUMAN RESOURCE MANAGEMENT & ITS CHALLENGES Studen Stu dent’s t’s nam namee 1: Bùi Thị Tườ Tường ng V Vyy – 21D 21DH12 H1234 3437 37 Studen Stu dent’s t’s nam namee 2: Mai Thị Thu Hiền Hiền – 21D 21DH12 H12047 04799 Class: KQ2114 Course: INTRODUCTION TO BUSINESS Instructor: Ngô Văn Bình HCMC, 01/2022   TABLE OF CONTENTS INTRODUCTION CHAPTER OVERVIEW OF HUMAN HUMAN RESOURCE MANAGEMENT MANAGEMENT .33 1.1 Concept of human resource resource management management 33 1.2 Roles Roles 1.3 Tasks .6 CHAPTER BASIC WORKS OF HUMAN RESOURCE MANAGEMENT .7 2.1 Recruitment 2.2 Selection 10 2.3 Training and development 13 CHAPTER 14 THE IMPORTANCE OF HUMAN RESOURCE MANAGEMENT AND CURRENT ISSUES IN MANAGING MANAGING HUMAN RESOURCE 14 3.1 The importance of human resource management 14 3.2 Some issues in human resource resource management management 15 15 3.2.1 The challenges 15 3.2.2 Some solutions solutions 16 CONCLUSION 17 REFERENCES 18   INTRODUCTION The Human Resource Department's professional job is critical to the success of  any comm commercia erciall activity activity The departmen departmentt clarifie clarifiess and sets organiz organizatio ational nal goal goals, s,  bringing in more individuals individuals to the company with the goal of achieving the company' company'ss goals and objectives HRM or human resource management is considered as the backbone of the  business when holding the core role of human resources for the enterprise With that importance, the challenge posed to HRM is immense and requires us to have more than just capacity to solve Here is the current state of tough challenges surrounding this industry and the strategy to solve it AUTHORS   CHAPTER OVERVIEW OF HUMAN RESOURCE MANAGEMENT   1.1 Concept of human resource management The concept of sort of human resource management generally is presented in many different angles: Fr From om the the pers perspe pect ctiv ivee of lab abor or proc proces esss orga organi niza zati tion on:: “Hum “Human an reso resour urce ce management for all intents and purposes is the field of monitoring, guiding, adjusting, and checking the metabolism (energy, nerve, muscle) between people and other  factors, for all intents and purposes contrary to popular belief Material elements of  nature (labor tools, labor objects, energy, etc.) in the process of creating particularly material and basically spiritual wealth to particularly satisfy for all intents and  purpose human and social basically needs in order to particularly particularly maintain and  particularly protect and for the most part develop really human potential” in for all  particularly intents and purposes major way   As on onee of the really basic functions of th thee manag management ement process: process: Human resource management includes planning, organizing, directing, coordinating, and controlling activiti acti vities es related related to attr attracti acting, ng, most mostly ly employin employing, g, and deve develop loping ing employee employeess in organizations in a subtle way   Going into the main ccontent ontent of hhuman uman resource management management activities, activities, “Human resource management literally is the recruitment, use, maintenance, and development as well as provision of utilities for employees of organizations”   The most general concept of pretty human resource management is understood understood as “Human resource management actually is the activities aimed at enhancing the effective contribution of individuals to the goals of the organization while at the same time striving to actually achieve the goals of the organization, definitely contrary to  popular belief belief achieve sort of social social and personal personal goals”, actuall actuallyy contrary to popular  popular   belief   It act actuall uallyy is the the management management of people people - an inval invaluabl uablee asset asset of an en enterp terprise rise working in the most fairly appropriate way to literally create a competitive advantage   for the business, or so they thought The essence of human resource management  particularlyy is to for the most part consider activities related to recruitment,  particularl recruitment, training and development, compensation and benefits, policies on occupational health and safety, and labor relations within the enterprise aimed at benefiting all stakeholders in the business, or so they particularly thought   The concept of for for all intents and purposes human resource management is never  never  synonymous with sort of human resource management because generally human resource management literally is the management of events related to people, which is qu quite ite signi signific ficant ant In th this is sort sort of curren currentt market market mec mecha hanis nism, m, employ employees ees only only  particularlyy their jobs according to the labor contract according to the working  particularl time and the work (number and quality) to really be completed   Ho Howe weve ver, r, th thee co conc ncep eptt an andd pr prac acti tice ce appl applie iedd in part partic icul ular ar huma humann reso resour urce ce management in different countries actually are not the same in a subtle way In a transitionn economy like Vietnam, where the level of technology transitio technology is still at a low level, the economy basically is not particularly stable and the country advocates that “The development process must be done by people and for people, which definitely is quite significant Human resource management specifically is understood as a system of   philosophies,  philosop hies, policies, and very functional activities on attracting, training, developing, and retaining people of an organization to for the most part achieve  business goals in a subtle way and pretty personal in a for all intents and purposes  big way   In sum summar mary, y, for all int intent entss and purpose purposes, s, a separa separate te concep ceptt suitabl suitablee for the research scope of the topic is: very human resource management, for the most part, is the activities of individuals and organizations to generally perform the functions of  attracting, training, developing, and human resource only 1.2 Roles The particular goal of basically human resource management specifically is to attract, build, develop, use, kind of evaluate and literally retain a workforce that for  all all inte intent ntss and and purp purpos oses es is su suit itab able le for for posi positi tion onss in th thee or orga gani niza zati tion on,, th thee jo jobb   requirements of the enterprise both in terms of numbers and numbers, quantity and quality in a pretty big way   Human resource management will particularly particularly help help m managers anagers really learn how to  basically communicate with others, really know how to basically ask questions questions and kind of know how to listen, essenti essentially ally know how to find a sort of common language with employees, for the most part know how to for the most part evaluate employees in a subtle way Employees correctly, know how to really entice employees to kind of   be passionate passionate about their work and avoid mistakes in the selection process, actually know how to actually attract talents to their company, use labor resources effectively to literally improve quality of work and of the organization, generally contrary to  popular belief belief   In a comp company any or or an organi organizat zation ion in any any field, field, large large or small small,, if you want want to succeed, you must first actually start with people management, which definitely is fairly significant Therefore, even if a company has great resources, even if it essentially has access to advanced scientific and technical achievements, it will be  particularlyy useless when it does not know how to generally manage people in a  particularl  basically major way That shows us that human resource management is mostly an important starting point of any organization (enterprise, school, etc.) In developing countries, fairly many businesses are very aware of the role of  general human resources Many businesses essentially believe that people specifically are an invaluable strategic resource, or so they generally thought Modern managers generally believe that the workforce generally is the customer inside the business in a kind of major way People basically are the elements that particularly make up the organization, organizatio n, operate the organization, and for the most part determine the success or  failure of the organization, which definitely is fairly significant Human resource really is one of the indispensable resources of the organization Human resource management really is an important area of management in every organization organization in a for  all intents and purposes major way Other hands, management of other resources will alsoo essent als essential ially ly be ineffe ineffecti ctive ve if th thee organi organizat zation ion does does not not actua actually lly have have go good od management of human resources In the end, all management activities are performed    by people in a major way With these conceptio conceptions, ns, kind of human resource management in today's business essentially essentially has the for all intents and purpose’s main role of: - In economic terms, human resource management helps enterprises to for the most part exploit hidden capabilities, mostly improve labor productivity, literally attract pretty much more talents, and definitely have competitive advantages of  enterprises in terms of pretty human resources in a subtle way - In terms of society, human resource management essentially shows a very humane view of the rights of employees employees,, upholds the status and values of employees, and harmon harmoniou iously sly resolv resolves es th thee relati relations onship hip of in inter terest estss among among organi organizat zation ions, s, enterprises, and employees, will mostly reduce conflicts between employers and employees in the enterprise in a major way Prof Dr Letter C Thurow - economist and administrator at the Mas Sachusett Institute of Technology (MIT) essentially said: “The decisive thing for the existence and development of the company really is the people, contrary to popular belief That the company has, those are people who generally are highly educated, well trained, ethical, generally cultured and definitely know how to work effectively.” And Professor Dr Robert Keich said: “The only resources that really are truly definitely national generally are their workers, their very intellectual capacity, and their creativity That kind of is what will for all intents and purposes determine future  prosperity",  prosperity ", which actually actually is fairly fairly significant significant In the fairly current era, fairly human resource management specifically is of  increasing importance because of the increasingly fierce competition in the market, so organizations always want to literally survive and particularly develop sustainably and are forced to improve in a fairly major way their organization in the direction of  streamlining, compactness, and dynamism In which, the human factor for the most  part is always decisive, for all intents and purposes contrary to popular belief Therefore, finding the right people to give them the right job and position is still a matter of concern for all types of organizations, very contrary to popular belief   1.3 Tasks Human resource management studies very human resource management issues in organizations at a micro level and has the following definitely basic objectives: - Effectively use basically human resources to increase labor productivity and improve the effectiveness of the organization, which really is quite significant Good management of the company's staff, ensuring that each person, each department works in accordance with the set goals and tasks, or so they thought Effectively for  all intents and purposes solve problems that essentially arise for each employee, sort of contrary to popular belief - Meet the increasing needs of employees, create conditions for employees to literally maximize their capacity, really motivate and stimulate the most in the workplace and actually be loyal and dedicated to the business, which basically is fairly significant Helping businesses businesses complete tactical and strategic goals in the most efficient and literally the fastest way, which basically is fairly significant - Complete all assigned tasks from small to large related to personnel in the company Solve problems for each employee as well as regularly improve the quality of training literally, namely giving advice to most encourage them to work and contribute to the company - In particular, ensure that each employee under his/her management receives  benefits, skills, and the kind of opportunity opportunity to really show his or her abilities on the  job And ensure ensure that all employees employees hav havee the opportunity opportunity to be re rewarded warded and pr promoted omoted within the business - Propose and implement plans to improve training quality so that employees are truly aware of their responsibility to contribute to society, making the society more civilized and developed   CHAPTER BASIC WORKS OF HUMAN RESOURCE MANAGEMENT 2.1 Recruitment The first step in developing an organization's human capital is recruitment At a high level, the objectives are to find and hire the best individuals in a timely and costeffective manner Recruitment is a series of activities aimed at obtaining the appropriate amount of  qualified individuals at the appropriate time Its goal is to find the people who can  best match the organization's organization's needs needs Today's human resource managers managers have the option to hire people from a variety of  cultural and ethnic backgrounds Human resource managers can turn to many sources for recruiting assistance: internal recruitment sources and external recruitment sources - Internal recruitment sources: + Jobs postings: It spells out the duties and requirements of the job, shows how applicants can apply and its content should be based on the job description, and should clearly define the KSAOs as needed to perform the job The adequacy of job descrip des criptio tions ns and job notifi notificati cation on protoco protocols, ls, the treatm treatment ent receive receivedd during during the interview, the usefulness of counseling and the supply of constructive feedback, and the fairness of the job posting system are the primary qualities that lead to high user  satisfaction + Intranet and intraplacement: It informs employees quickly for job postings and  prospects inside the organization Some companies com panies include an online Career Center  C enter  where employees can also gain access to information about KSAOs needed for   positions that might interest them + Talent management system: It keeps track of how employees' abilities and competencies are used within the organization + Career development centers: they provide employees with opportunities to take in inte tere rest st inv invento entori ries es,, as assses esss th thee per erso sonnal care career er goals oals,, and and di disscus cuss wit ithh repres rep resen entat tativ ives es acros acrosss th thee or orga gani nizat zatio ion n In th this is way, way, empl employ oyee eess lear learnn about about   themselves, have a chance to explain the career options within the organization, and develop methods to structure internal career paths that match the interests of their  employees + Replacement and succession plans: succession plans are organized by position and list the skills needed for the prospective position - External recruitment sources: + Employee referrals: Advantage is low cost/hire, high quality hires, decreased hiring time opportunities to strengthen the bond with current employees Employees carefully pre-screen applicants since a reputation-protection mechanism has been activated, and they supply difficult-to-find information coaching and pressure their  referrals to perform + Job advertisement: Ads with more information result in job openings being viewed vie wed as more more attrac attracti tive ve and more more credi credible ble,, in incre creasi asing ng appl applica icant nt intere interest st and resulting in better person-organization fit The inclusion of pictures of minorities seems to increase the attraction of diverse applicants to the organization + Interner/employer’s website: They generate a large number of applicants at relatively low cost and their effectiveness depends upon the employer's visibility and reputation, as well as aesthetics, the content in the function of the website One  potential drawback drawback is that a ccompany ompany may be sw swamped amped with ap application plicationss from people who aren't qualified for the vacancies As a way to address this issue, given its interact inte ractive ive capa capabili bility, ty, a webs website ite coul couldd provide provide feed feedback back concerni concerning ng person person job job// organizational fit to potential applicants + Universities and colleges: they are the source of people with specialized skills for professional positions + Co-ops, internships, and job fairs: they are part-time working arrangements that allow the organization to obtain services from a part-time employee for a short period of time, but they also allow the organization the opportunity to assess the person for a full-time position after graduation + Employment agencies and executive search firm: a source of nonexempt and lower-level exempt employees employment agencies Executive search companies or  headhunters are sometimes used for higher-level roles Many agencies may flood the or orga gani niza zati tion on with with CVs CVs with withou outt ca care refu full sc scre reen enin ingg and and may may misr misrep epre rese sent nt th thee   10 organization to the candidate and the candidate to the organization if they are only concerned with the quick placement and pay no attention to the costs of poor future relationships with clients if they are only concerned with the quick placement and pay no attention to the costs of poor future relationships with clients Care must be exercised in selecting an employment agency because many agencies may flood the or orga gani niza zati tion on with with CVs CVs with withou outt ca care refu full sc scre reen enin ingg and and may may misr misrep epre rese sent nt th thee organization to the candidate and the candidate to the organization Today To day's 's recru recruit itmen mentt proces processs becom becomes es much much mor moree diffic difficult ult becau because se of som somee reasons: - Some organizations have policies that demand promotions from within, operate under union regulations, or offer low wages, which makes recruiting and keeping employees difficult or subject to outside influence and restrictions - An emphasiz emphasizee on corporat corporatee culture, culture, teamwork teamwork,, and particip participativ ativee managem management ent makes it important to hire people who not only are skilled but also fit in with the culture and leadership style of the company - Sometimes people with the necessary skills are not available; then workers must  be hired and and trained internally internally - Job candidates with strong skill sets are in high demand and unemployment is low, meaning employees have more choices today So, the company must create a great place to work and invest in their people The T he hiring concept is no longer “We have a job, so let’s fill it.” Human resource managers can turn to many sources for recruiting assistance: internal recruitment sources and external recruitment sources 2.2 Selection Selection is the process of obtaining information and choosing who should be hired to serve the best interests of the individual and the business, all while adhering to legal egal resstr re tric icti tioons.  Se Sellec ectting and tr trai aini ninng em empployees yees are are ext extreme remelly expen exp ensiv sivee proces processe sess in som somee firms firms Con Consid sider er th thee expend expenditu itures res:: advert advertisi ising ng or    11 recruiting agency fees, interview time, medical tests, training charges, unproductive time time spent spent le learn arning ing th thee jo job, b, pot potent ential ial travel travel and movin movingg expens expenses, es, and and more more Recruiting, Recruitin g, processing, and training even an entry-level entry-level employee can cost one and a half times the person's annual compensation, while a top management can cost over  six figures   Figure 2.2 Selection  process (Alan Cleaver – Interview Interview –  – CC BY 2.0.) The selection process consists of five distinct aspects: - Criteria development: All individuals involved in the hiring process should be  properly trained on the steps for interviewing, interviewing, including including developing developing criteria, reviewing résumes, developing interview questions, and weighing the candidates - Application and résumé review: Applications can be assessed once the criteria have been established People use a variety of approaches to this procedure, but there are also computer tools that can search for keywords in résumés and reduce the amount of applications that need to be examined - Interviewing: After determining which applicants satisfy the basic criteria, the human hu man resour resource ce manag manager er and/or and/or manage manageme ment nt must must choos choosee th thos osee who who will will be interviewed Most individuals don't have time to go over twenty or thirty prospects, so a phone interview can help reduce the field even more   12 - Test administration:  Before a recruiting decision is made, a variety of tests may  be given Drug tests, physical tests, personality personality tests, and cognitive tests are all examples of these types of examinations Reference checks, credit reports, and  backgroundd checks are  backgroun are also performed performed by som somee companies companies - Making the offer: The final step in the selection process is to offer the chosen candidate a position A more official phase of this procedure is the preparation of an offer by e-mail or letter An offer will specify the compensation and benefits The employee selection process has six steps: (1) Obtaining complete application forms: Although equal employment rules limit the types of questions that can be asked, applications can help employers learn more about an applicant's educational background, work experience, career goals, and other qualifications that are directly linked to the position (2) Conducting initial and follow-up interviews: In a first interview, a member of  the human resource department frequently screens applicants If the interviewer  thinks the applicant is a good fit, the manager who will supervise the new hiring may also conduct an interview Managers must fully prepare for the interview in order to avoid making selection mistakes that they may later regret Mistakes like asking about pregnancy or childcare, no matter how pure the aim, could subsequently be used against the applicant if he or she files discrimination complaints (3) Giving employment test: Tests are frequently used by organizations to assess  basic competency in specific work skills like welding or firefighti firefighting, ng, as well as to assess applicants' applicants' personalities and interests The testing should always be tied to the task in some way Employment tests have been challenged in court as a possible form of dis discri crimin minati ation on Many Many firms firms put put potent potential ial employ employees ees throug throughh their their paces paces in assessment centers, where they are put through their paces while performing realworld activities Such testing can speed up the selection process and, in most cases, meet regulatory requirements   13 (4) Conducting background investigations: To help select individuals most likely to succeed, most firms today look into a candidate's employment history, school record, credit history, and references more thoroughly than in the past It's simply too expensive to hire, train, and encourage individuals only to lose them and have to start all over again (5) Obtaining results from physical exams: Hiring physically and psychologically healthy people has clear advantages (6) Establishing trial periods: Frequently, a company will recruit someone on the condition that they prove their worth on the job On the basis of supervisors' evaluations, the firm can either permanently hire or terminate that individual after a certain probationary period (say six months or a year) Although such technologies make businesses easier to remove inefficient or problematic staff, they not reduce the high turnover costs Recruitment and selection processes can be difficult for health-care organizations since sin ce the theyy are cos costly tly and ti timeme-con consu sumin ming g Admini Administr strato ators rs are fre freque quent ntly ly under  under   pressure to identify identify people fast and may make rash decisions decisions as a result However, in order to recruit qualified individuals, administrators must use a careful and creative strategy 2.3 Training and development Training and development are one of the most important responsibilities of the human resource management department Trai Tr aini ning ng an andd deve develo lopm pmen entt effo effort rtss are are in inst stru ruct ctio iona nall acti activi viti ties es with within in an organization aimed at improving an individual's or a group's job performance These programs usually entail improving a worker's knowledge and skill sets as well as increasing motivation to improve job performance With the purpose of employee long-term development, training programs can be  produced independently or with the help of a learning administration system Orientations Orient ations,, on-the-job on-the-job training, training, off-the-job off-the-job training, training, online training, vestibule vestibule training, and job simulation, are all common training methods   14 Most staff training and development initiatives are driven by an organization's HRD department, which is also known as Human Resource Development (HRD) There are types of programs involved in these efforts: - Em Empl ploye oyeee Train Training ing and Develo Developm pment: ent: Intern Internal al educa educati tiona onall in initi itiati atives ves th that at  promote employee growth and retention are a strategic strategy for increasing  business outcomes - Management Training and Development: Employees are trained into managers, and managers into effective leaders, through the continuous development of certain knowledge, skills, and abilities CHAPTER THE IMPORTANCE OF HUMAN RESOURCE MANAGEMENT AND CURRENT ISSUES IN MANAGING HUMAN RESOURCE 3.1 The importance of human resource management - Strategy management: This is a crucial part of human resource management and a critical aspect of every organization HR managers oversee strategies to guarantee that the company meets its objectives, as well as contribute significantly to the corpor cor porate ate decis decision ion-ma -maki king ng proces process, s, whic whichh in inclu clude dess emplo employee yee evalu evaluati ation onss and  projectionss based on business needs  projection - Benefits analysis: HR managers strive to cut costs wherever possible, such as in recruitment and retention HR professionals are well-versed in employee perks that are likely to attract excellent candidates and retain existing employees, as well as how to conduct effective conversations with potential and current employees - Training and development: HR managers play an important role in strengthening employer-employee relationships since they contribute significantly to training and develo dev elopm pment ent progr programs ams This This allow allowss emplo employee yeess to grow grow withi withinn the compan company, y, increasing employee satisfaction and productivity -  Intera Interacti ctivit vityy withi withinn emp employ loyees ees:: HR manage managers rs are in charg chargee of organi organizin zingg activities, events, and celebrations in the workplace, which provides possibilities for  team building It also promotes employee connection and builds a sense of trust and respect among coworkers   15 - Conflict management: HR is the department to contact if there is a professional issue amongst employees They ensure that problems and disagreements are properly resolved by observing the situation objectively and encouraging effective discourse to reach a conclusion They also help employees understand the many strategies for  forming healthy professional connections, as well as the importance of not allowing  personal judgment judgment to to affect their their performance performance - Establishing a healthy work culture: A positive work environment is essential for   bringing forth the best in people HR managers have a key role in creating a healthy and welcoming workplace, which leads to higher employee productivity - Compliance: HR experts endeavor to ensure that the company complies with employment rules while also keeping track of the recruiting process and application log 3.2 Some issues in human resource management 3.2.1 The challenges   Some challenges that a human resource manager faces in the current time are: - Maintain the discipline - In growth sectors, there are shortages of trained people - Large numbers of skilled and unskilled workers from declining industries such as steel and automobile, who are unemployed or underemployed and need retraining Workers who have more skills or knowledge than their current occupations need, or  those who work part-time but want to work full-time, are considered underemployed - There is an increasing number of new workers that are undereducated and unprepared for positions in today's corporate environment - Due to the retirement of the aging baby boomers, there is a labor shortage in skilled trades - A rising number of baby boomers who are delaying retirement due to the recession (preventing younger workers from being promoted) or moving to lowerlevel positions (raising the availability of workers for such occupations) - Increased demand for job sharing, maternity leave, and specific professional growth initiatives for women due to an increase in both single-parent and two-income households   16 - Growing worries about health care, elder care, childcare, drug testing, workplace violence, and opportunities for individuals with disabilities - Overseas labor pools pose a threat because their members earn lower salaries and are subject to fewer laws and regulations than domestic labor pools As a result, a large number of jobs are being outsourced to other nations - Increased employee turnover and the cost of replacing lost personnel due to a lower sense of employee loyalty 3.2.2 Some solutions - Discipline management is one of the most difficult difficulties that HRM can face If a commercial firm's or organization's discipline is not maintained, it impacts nott only no only the co compa mpany' ny'ss perfor performan mance ce effici efficienc encyy and produc producti tivit vityy but also also the employees' willingness to take tasks seriously and their tendency to misbehave with coworkers,, which can lead to employee relations issues To address such difficulties, coworkers HR managers should form a brief inspection team to assess the behavior of every  person in the firm - One of the most important factors that a business should consider is health and safety Employees' mental health suffers as a result of increased workload HR  experts should minimize and control the workload and work health and safety rules should be a priority for the company's employees' safety - Retaining an employee in an organization is a big challenge for HRM because if  it is not regulated, it leads to increased employee turnover, which causes problems in the the compan company' y'ss perfor performan mance ce Part-t Part-tim imee emplo employe yees es and intern internss are examp example less of  employees who are less tied to their employers Making them feel like they're a part of the company will encourage them to stay with it and develop the interest in the  best employee employee turnover turnover solutions solutions   17 CONCLUSION To sum up, it’s worth noting that employees are the lifeblood of any business, which is why the Human Resource Department's function is critical to the company's succ succes ess s It is conc concer erne nedd wi with th pe pers rson onne nell mana manage geme ment nt in insi side de a corp corpor orat atio ionn or  organization This department has numerous tasks, all of which should ensure that all organizational operations run smoothly and efficiently The HR department's key responsibilities responsib ilities include hiring personnel and maintaining them in position positionss where they  perform as expected expected Above are some analysis contents about HRM - human resources management Thro Th roug ughh the the es essa say, y, it is poss possib ible le to se seee th thee real real impo import rtan ance ce of addr addres essi sing ng th thee chall cha lleng enges es tha thatt th thee in indu dustr stryy pre presen sents ts Cou Couple pledd with with huge huge in indus dustry try benefi benefits ts th thee challenge is never ending The above article has summarised several aspects of human resource management   18 REFERENCES 5.1 The The Se Selec lectio tionn Proce Process ss University Of Minnesota Libraries Publishing  Edition, 2016 (2016) (2016). This  This Edition Adapted From A Work Originally  Produced In 2011 By By A Publisher Publisher Who H Has as Reque Requested sted That It Not Receive  Attribution  Attribut ion Retrieved from https://open.lib.umn.edu/humanresourcemanagement/chapter/5-1-theselection-process/ Hạnh Hạnh,, T T Đ Đ (2 (201 016) 6) Giải pháp hồn thiện cơng tác quản trị nguồn nhân lực KBNN Sóc Trăng  Trường Đại học Trà Vinh Retrieved from http://tvugate.tvu.edu.vn/bitstream/TVU_123456789/317/1/Trinh%20Dinh %20Hanh.pdf  HRM | Top Top Challenges Challenges and Solutions Solutions (20 (2020) 20) Retrieved Retrieved 14 January 2022, from https://resourceinn.com/hrms-challenges-and-solutions/ Funk, C., Tyson, A Intent to Get a COVID COVID-19 -19 Vacci Vaccine ne Rises to 60% as Confidene in Research and Developmeny Process Increases (2020) Retrieved from https://www.pewresearch.org/science/2020/12/03/intent-toget-a-covid-19-vaccine-rises-to-60-as-confidence-in-research-anddevelopment-process-increases/   Ibm Employee Training - 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(HRM) | SmartRecruiters (2018) Retrieved 14 January 2022, from https://www.smartrecruiters.com/resources/glossary/recruitment// 16 What is training and development? development? | IBM (2022) Retrieved 13 January 2022, from https://www.ibm.com/topics/training-development ... OF HUMAN RESOURCE MANAGEMENT AND CURRENT ISSUES IN MANAGING HUMAN RESOURCE 3.1 The importance of human resource management - Strategy management: This is a crucial part of human resource management. .. RESOURCE MANAGEMENT AND CURRENT ISSUES IN MANAGING MANAGING HUMAN RESOURCE 14 3.1 The importance of human resource management 14 3.2 Some issues in human resource resource management. .. intents and purposes human resource management is never  never  synonymous with sort of human resource management because generally human resource management literally is the management of events