1. Trang chủ
  2. » Giáo Dục - Đào Tạo

LUẬN văn THẠC sĩ the personnel recruitment of small and medium enterprises in ha noi area in the international integration period

119 5 0

Đang tải... (xem toàn văn)

Tài liệu hạn chế xem trước, để xem đầy đủ mời bạn chọn Tải xuống

THÔNG TIN TÀI LIỆU

Thông tin cơ bản

Tiêu đề The Personnel Recruitment of Small and Medium Enterprises in Hanoi Area in the International Integration Period
Tác giả Nguyễn Thanh Tùng
Người hướng dẫn TS. Trịnh Ngọc Huy
Trường học Đại học Quốc gia Hà Nội
Chuyên ngành Quản trị kinh doanh
Thể loại Luận văn Thạc sĩ Quản trị kinh doanh
Năm xuất bản 2018
Thành phố Hà Nội
Định dạng
Số trang 119
Dung lượng 1,98 MB

Cấu trúc

  • 1. Rationale (11)
  • 2. Aims of research (13)
  • 3. Objects of research (13)
  • 4. Scope of research (13)
  • 5. Research methodology (0)
  • 6. Thesis structure (0)
  • CHAPTER I. THEORETICAL BACKGROUND ON RECRUITMENT (17)
    • 1.1. Literature review of recruitment and selection in SMEs (17)
    • 1.2. Small and medium sized enterprises (20)
    • 1.3. Employee Recruitment (22)
    • 1.4. Recruitment process (24)
      • 1.4.1. Employee recruitment (25)
      • 1.4.2. Employee selection (36)
    • 1.5. Recruitment in small and medium enterprises (40)
      • 1.5.1. Limited resources (41)
      • 1.5.2. Formality of HRM (42)
      • 1.5.3. Source of candidate (43)
      • 1.5.4. Selection practices (43)
      • 1.5.5. Challenges facing SMEs in recruitment and selection (44)
    • 1.6. Impact of recruitment and selection (44)
      • 1.6.1. Positive impacts of recruitment and selection practices (44)
      • 1.6.2. Negative impacts of poor recruitment practices (46)
    • 1.7. Proposed model (47)
    • CHAPTER 2: RECRUITMENT AND SELECTION PRACTICE IN (49)
      • 2.1. Overview of SME in Vietnam (49)
      • 2.2. Description of data (54)
        • 2.2.1. Survey methodology (54)
        • 2.2.2. Description of sample (55)
      • 2.3. Recruitment practices in SMEs (57)
        • 2.3.1. Human resource planning and recruitment policy (57)
        • 2.3.2. The use of job analysis (59)
        • 2.3.3. Multiple source of candidates (63)
      • 2.4. Selection practices in SMEs (65)
        • 2.4.1. The use of application screening and preliminary interviews (65)
        • 2.4.2. Use of selection tests (67)
        • 2.4.3. The use of interviews (70)
        • 2.4.4. Reference check (72)
      • 2.5. The impact of recruitment practice on employees attitude and (74)
        • 2.5.1. Reliability analysis of dependent variables (74)
        • 2.5.2. Reliability analysis of recruitment and selection variables (76)
        • 2.5.3. Multiple regression analysis (77)
    • CHAPTER 3: IMPLICATIONS AND SUGGESTIONS TO IMPROVE (85)
      • 3.1. The role of small and medium sized enterprise in Vietnam (85)
      • 3.2. Human Resource Challenges facing SMEs in Vietnam (86)
        • 3.2.1. Human Resource Planning (86)
        • 3.2.2. Job analysis (87)
        • 3.2.3. Recruitment and selection (87)
      • 3.3. Summary of research findings (88)
        • 3.3.1. Human resource planning (88)
        • 3.3.2. Job analysis (89)
        • 3.3.3. Sources of candidates (89)
        • 3.3.4. Use of preliminary screening (90)
        • 3.3.5. Use of delection test (0)
        • 3.3.6. Use of interviews (90)
        • 3.3.7. Reference check (91)
      • 3.4. Suggesttions for SMEs in improving recruitment and selection (0)
        • 3.4.1. More attention should be paid on HR planning (91)
        • 3.4.2. Establish recruitment policy (92)
        • 3.4.3. Conduct thorough job analysis (96)
        • 3.4.4. Ultilize multiple sources of candidates (99)
        • 3.4.5. Conduct effective selection interview (102)
        • 3.4.6. Doing proper reference check (104)
      • 3.5. Limitations (106)

Nội dung

Rationale

Small and medium enterprises (SMEs) typically account for a large proportion (about 90% numbers of enterprises) worldwide In Vietnam, this rate at about 98% so SMEs play a very important role in national economy While big enterprises are often located in the economic centers of the country, the SMEs are present in all locals, regions… and contribute a great deal to government budget, generate mass of local jobs, and significantly contribute to the national GDP in value According to Vietnam General Statistic Office (GSO, 2016), small and medium enterprises employ 51% social workers and contribute over 40% of GDP for the country

In the status of national economic renovation and international integration, (especially while Vietnam was official member of WTO (2007), TPP (2016) and lots of important free trade agreements - FTA), Vietnam‟s enterprises (especially SMEs) catch up several big business opportunities and enormously challenges, vice versa Economic researchers and experts affirm that the key visible challenge for domestic enterprises is the competitive pressure from multinational corporations and international groups Under this pressure, SMEs is the mostvulnerable Because SMEs are in lack of finance, naturally, have less ability in capital mobilization, and possess not-good-enough human resource and technology for survival

Once again, the shortage of highly qualified personnel and skilled workers are the most worrying problems of SMEs In addition, the experience of international market access and understanding of the common conventions and international charters of SMEs is also very limited Therefore, innovation and improvement of business capacities are imperative requirement for SMEs to seek a position in the market in the current period.The task of innovation and improvement of business capacities of SMEs are not only focused on the issue of organizational structure, financial, technical infrastructure but also towards the content of human resources in business Especially when the competitiveness in finance, technology cannot be easily changed, the problem of human resources is the most important requirements and able to change than other factors

SMEs are having many difficulties in both recruitment and maintainance high quality workforce throughout the whole their business process One part due to restrictive in the ability to pay for high-quality employment of SMEs is not possible due to financial constraints, another because these businesses do not have effective strategies in labor recruitment.In order to maximize the human resources, SMEs must pay attention to recruitment of employees to attract a qualified and qualified workforce in line with the objectives, work nature work position

This requires SMEs need to build their own suitable recruitment policy because a suitable recruitment policy will be an important material for good human resource In fact, most ofSMEs now are facing with many difficulties in the recruitment of human resources

Hanoi is the capital city of Vietnam and is one of the most improtant drivers of the country‟s economic development As a result, there have been dramatic development in the number of of enterprises including SMEs While there were about 69,000 enterprises in Hanoi in 2008, the total number of enterprises in Ha Noi was 142,000 by 2014 (GSO, 2015) A very large proportion of SMEs in Hanoi operate in the field of services and construction and therefore they mostly employ skilled workers Because there are also many FDIs and other large enterprises in the area of Hanoi, many of the SMEs find it difficult to find qualified candidates because of fierce competitions Results from a survey by CIEM (2016) indiacted that 79% of SMEs face difficulties with recruitment The main reasons included low pay, poor working conditions and lack of career advancement opportunity From that actual situation, the author decides to choose the theme "The personnel recruitment of small and medium enterprises in Ha Noi area in the international integration period" to complete the master thesis

With research content as above, the author poses research questions for his topic as follows:

- How is the current status of recruitment and selection practice among SMEs in Hanoi?

-What is the impact of recruitment and selection practices on SMEs performance and human resource?

Aims of research

The overall objective of this study is to assess the current status of recruitment and selection practices in SMEs and to provide recommendations to improve recruitment and selection practices in these SMEs

- Survey and evaluate the current actual situation of personnel recruitment and selection in SMEs in Hanoi area

- Investigate the inpact of recruitment and selection practices on individual and SMEs performance

- Propose suggestionss in order to improve effectiveness of personnel recruitment activity for SMEs in Hanoi in the near future.

Objects of research

Objects of research are Personnel recruitment and selection activities of SMEs in Hanoi

Scope of research

Location scope: This study will be carried out at level of SMEs in Hanoi area

- Scope of contents: the current study only focuses on recruitment and selection practices of SMEs but not on other aspects of human resource management

- Scope of space: The research focuses on SMEs in Hanoi Metropolitan areas and not all SMEs in Vietnam

- Scope of time: the data were collected from 8/2017 to 9/2017, the analysis was based on current data Suggestions are valid until 2020

* Secondary Data Collection: Secondary data will be collected through the

GSO, and data from previous research on HRM and SMEs In addition, the thesis will use some documents as well as information about SMEs and recruitment & selections from books, dissertations, magazines, internet

* Primary data collection: Primary data collection methods are questionnaires surveys, expert indepth-interviews In addition, synthetic analytical methods will be applied

The questionnaire survey is the most important method in the study, which is described in detail as follows:

 Sample size: 150 by random sampling

 Sampling objects: SMEs located in the areas on Hanoi Name and address as well as telephone numbers of the SMEs were collected from enterprises database extracted from the website thongtindoanhnghiep.co

- Design of questionnaires: Questionnaires are designed to be in line with the objectives of the thesis and theoretical framework in a clear and concise manner To ensure accuracy, the questionnaire will be designed according to the following process:

 Based on research objectives and frameworks to identify the information needed: factors, variables and metrics;

 Determine the type of question;

 Determine the content of each question;

 Determine the terms used for each question;

 Determine the logic of the questions;

 Submit a questionnaire to the instructor;

 Carry out pilot survey to receive feedback on questionnaires

The dissertation uses two methods of data analysis: qualitative and qualitative

- Statistical aggregation: Collected data and information collected, selected and statistical information needed

- Comparison: After collecting and analyzing the necessary data, comparison will be made over time

- Processing survey data using SPSS software 18.0

Assess the scale reliability by using the Cronbach Alpha coefficient Variables with an item-total correction factor less than 0.3 will be excluded and the criterion of scale selection is that it has Cronbach Alpha reliability of 0.6 or higher (Nunnally &

Bernstein, 1994) In this study, Cronbach Alpha must be from 0.6 to be retained

Assumptions for one-way analysis of variance (One-Way Anova):

- Comparative groups should be independent and randomly selected

- Comparative groups must have standard distribution: use the Kolmogorov- Smirnov test

- The variance of the groups should be the same: use the Levene test to look at the equality of variance The Levene test was conducted with the hypothesis H0 that the variance of the groups were the same, if the test result for the significance level was less than 0.05 then rejected the Hypothesis H0

If one of the above assumptions does not meet, the Kruskal-Wallis non- parametric test will be used instead of ANOVA Hypothesis:

- H0: There is no difference between the mean of the groups classified by variables

- H1: There is a difference between the mean of the groups classified by variables

+ Sig (2-tailed)> 0.05 is not sufficient basis to reject the Hypothesis H0 should accept Hypothesis H0, which means that the average value is different from the test value

+ Sig (2-tailed)

Ngày đăng: 05/12/2022, 10:33

TÀI LIỆU CÙNG NGƯỜI DÙNG

TÀI LIỆU LIÊN QUAN