The process of recruitment at sapo technology joint stock company

ĐẠI HỌC HUẾ NATIONAL ECONOMICS UNIVERSITY CENTER FOR ADVANCED EDUCATIONAL PROGRAMS HUMAN RESOURCE PROJECT THE PROCESS OF RECRUITMENT AT SAPO TECHNOLOGY JOINT STOCK COMPANY Student Thái Bảo Ngọc Class[.]

NATIONAL ECONOMICS UNIVERSITY CENTER FOR ADVANCED EDUCATIONAL PROGRAMS  HUMAN RESOURCE PROJECT THE PROCESS OF RECRUITMENT AT SAPO TECHNOLOGY JOINT STOCK COMPANY Student Class Student ID Counselor : : : : Thái Bảo Ngọc Human Resource Management K59 11173445 M.S Nguyễn Huy Trung April , 2020 INTRODUCTION 1.Rationale of study As we know, besides capital, facilities, science and technology, people play an essential role in bringing success to the organization In fact, an enterprise with strong financial resources will only be meaningless without sufficient human resources Almost any activity in a business is directly or indirectly influenced by people Therefore, if we take advantage of this resource, a business will create a competitive edge with other businesses in the domestic and international market The first step to building an experienced human resources team is recruitment,which will helps an enterprise to have a reasonable organizational structure and be strong enough to survive and develop Especially for Sapo Technology Joint Stock Company, one of the leading companies in Vietnam in the field of software technology and e-commerce, the issue of recruiting personnel becomes even more important Information technology is a industry requires a lot of gray matter, so building a young, energetic, creative and enthusiastic staff is indispensable Stemming from my own perceptions of recruitment activity and its importance, based on the fact-finding time, under the enthusiastic guidance of teacher Nguyen Huy Trung and the HR staff at Sapo Technology JSC, I decided to choose the topic “The process of recruitment at Sapo Technology Joint Stock Company” 2.Research scope Actual recruitment process at Sapo Technology JSC in the period of 20162019 3.Objectives The purpose of the project are to analyze the recruitment practices at Sapo Technology JSC, identify the existing problems,advantages, disadvantages and factors affecting recruitment process since then assess the effectiveness of this activity, contribute to building a stricter recruitment mechanism and develop the quality of human resources in the company Research methodology: The methodologies using to conduct this research project are process statistical documents from HR department at the company, find information posted on the company's website, annual financial reports, summarizing and analyzing data, observe and interview for more information 5.Structure of the study: In addition to the introduction, tables, reference lists, appendix,structure of my project includes parts: Chapter : Theoretical framwork Chapter : Overview of Sapo Technology JSC Chapter : Analysing recruitment practices at Sapo Technology JSC in 2019 Chapter : Evaluation of recruitment process at Sapo Technology JSC OUTLINE CHAPTER 1: THEORETICAL FRAMEWORK 1.1 Definition of Recruitment: .6 1.2 Sources of Recruitment: 1.2.1 Internal Sources of recruitment : 1.2.2 External Sources of recruitment 1.3 Steps in Recruitment process CHAPTER 2: OVERVIEW OF SAPO TECHNOLOGY JSC 2.1 General information of company .8 2.2 History of establishment and growth .8 2.3 Missions,visions and core values .8 2.3.1 Missions 2.3.2 Visions 2.3.3 Core values 2.4 Products of Sapo JSC .9 2.5 Organization structure of the company 10 2.6 Labor force of the company 10 2.6.1 Quantity .10 2.6.2 Quality 11 CHAPTER 3: ANALYSING THE ACTUAL SITUATION OF RECRUITMENT PROCESS OF SAPO TECHNOLOGY JSC 12 3.1 Policy based for implementing recruitment process 12 3.2 Actual situation of definding responsibilities at all levels in recruiment process .13 3.3 Recruitment practices at Sapo Technology JSC 14 3.3.1 Current situation of implementing recruitment process at phase .15 3.3.1.1 Assessing recruitment needs: .15 3.3.1.2 Establishing a recruitment plan 15 3.3.1.3 Making recruitment anouncements 19 3.3.2 Current situation of implementing recruitment process at phase .19 3.3.2.1 Receiving and screening Job Application Dossier: 19 3.3.2.2 Preliminary interview 23 3.3.2.4 Advanced interview 24 3.3.2.5 Making desision: 25 3.3.3 Current situation of implementing recruitment process at phase .25 CHAPTER 4: EVALUATION OF RECRUITMENT PROCESS AT SAPO TECHNOLOGY JSC 26 4.1 Strengths 26 4.2 Weeknesses and causes 28 CONCLUSION 30 REFERENCES .31 APPENDIX 32 CHAPTER 1: THEORETICAL FRAMEWORK 1.1 Definition of Recruitment: Recruitment is the process of generating a pool of capable candidates applying to an organisation for employment (Gold, 2007) This suggests that applicants with experience and qualifications most closely related to job specifications may eventually be selected Organisations become concerned when the cost of a mistake in recruitment is high According to Armstrong (2006), the aim is to obtain, at a minimum cost, the number of suitable and qualified candidates to satisfy the needs of the organisation The organisation attracts candidates by means of identifying, evaluating and using the most appropriate sources of applicants 1.2 Sources of Recruitment: Figure 1.1 Sources of Recruitment Source: Prashant (2009) Sourcing has evolved in the past several years with the proliferation of job and career sites Every organisation has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources The sources within the organisation itself (like transfer of employees from one department to other, promotions) to fill a position are known as the internal sources of recruitment Recruiting candidates from all the other sources (such as outsourcing agencies etc.) are known as the external sources of recruitment 1.2.1 Internal Sources of recruitment : Internal sources refer to recruiting employees from within the organization In deciding requirement of employees, initial consideration should be given to a company's current employees, which is concerned with internal recruitment They include those who are already available on the pay roll of the company This is important source of recruitment as it provides opportunities for better development and utilization of existing human resources in the organization Armstrong (2000a), proposed that first consideration should be given to internal candidates, although some organizations with powerful equal opportunity policies (often local authorities) insist that all internal candidates should apply for vacancies on the same footing as external candidates 1.2.2 External Sources of recruitment External sources of recruitment refer to attracting applicants from outside a particular organization to fill vacant positions Like internal sources, they are useful to attracting competent applicants to apply for advertised positions in various organizations Broad varieties of methods are available for external recruiting Organizations should fully assess the kinds of positions they want to fill and select the recruiting methods that are likely to reduce the best results External source of recruitment include advertisement, e-recruitment, employment agencies, labour office, education and training establishment (Beardwell, 2007; Cober & Brown, 2006) Details of these sources are discussed in this section 1.3 Steps in Recruitment process Recruitment should incorporate the following steps: Step : Determine recruitment needs Step : Establish recruitment plan Step : Make recruitment anouncements Step : Receive and screen job applications Step : Preliminary interview Step : Organize examinations Step : Direct interview Step : Make recruitment decision CHAPTER 2: OVERVIEW OF SAPO TECHNOLOGY JSC 2.1 General information of company - Company name: Sapo Technology JSC - Date of operation: January 19, 2009 - Business license: 0103243195 - Company logo: - Address: 6th Floor - Ladeco Building - 266 Doi Can - Lieu Giai Ward - Ba Dinh District - Hanoi - Telephone number : 1800 6750 - Fax: (08) 39309577 - E-mail: support@sapo.vn - Website: https://www.sapo.vn/ 2.2 History of establishment and growth Founded on August 20, 2008, with the passion and desire for success and a clear direction, Sapo quickly affirmed its leading position in the field of retail and e-commerce with two key products, Bizweb and Sapo.In April 2018, Bizweb and Sapo merged, becoming the most used multi-channel sales and management platform in Vietnam Over the past 11 years of development, Sapo now has a head office, a software development center, a consulting and customer support center, 03 representative offices in Hanoi, Da Nang and City Ho Chi Minh The company's operation scale has spread over regions of the country and become one of the leading companies in the field of information technology software.1 2.3 Missions,visions and core values 2.3.1 Missions Right from its inception, Sapo has defined for itself the mission of "Making sales easier".2 Specifically, Sapo helps businesses and stores to change the way of selling and manage more effectively by providing a breakthrough technology platform that can be applied easily and quickly with low cost through software Multi-channel sales and management.Store owners can sell on all https://www.sapo.vn/ve-chung-toi.html https://www.sapo.vn/ve-chung-toi.html channels from website, Facebook, e-commerce to the store or chain of stores Supporting business owners to manage inventory, customers and centralized orders in one place helps sellers solve the difficulties in your business process in the simplest and easiest way 2.3.2 Visions Sapo is gradually realizing its goals by 2020: - 200,000 customers - Number in Vietnam - Present in all 63 provinces - Successfully deployed in countries in Southeast Asia Sapo is constantly researching new technologies to catch the trend towards 2023: "To become a technology company providing multi-channel sales management software with the most customers in Southeast Asia" Besides, Sapo wishes to bring a sustainable profit to investors and make practical contributions to society 2.3.3 Core values Sapo always aims at the interests of customers and employees in the company with core values: - Customers are the first priority: Sapo takes the customer as the center for all strategies, Sapo makes all the benefits and desires of customers as the first priority - Integrity: Sapo puts credibility first, Sapoers makes every effort to ensure that it is true or exceeds its commitment to customers, partners and internally , uphold professional ethics and social ethics in business culture - Team spirit: Sapo believes that teamwork will help ordinary people extraordinary things Sapo members always love, help, support each other - Respect for individual: Sapo acknowledges and respects the difference of each individual.Sapo creates a favorable environment for each member to have the opportunity to promote their capacity and develop themselves to the maximum - Continuous innovation: Sapo believes that small and continuous improvements will produce superior results Sapo believes that: There is no sustainable success, only innovation and creativity will help us move forward 2.4 Products of Sapo JSC The company currently provides main products - Sapo Web : Professional website design solution - Sapo Omnichannel : Management and sales solution from Online to Offline channel - Sapo Enterprise: E-commerce solution for large enterprises - Sapo POS: Sales management software for small shops - Sapo Social: Fanpage management software, sales on Facebook https://www.sapo.vn/gioi-thieu.html 2.5 Organization structure of the company The organizational structure of the company's management is built according to the online structure Relationships between members of the organizational structure are made online The executor receives orders from only one person in charge As a link in the command chain, every administrator with online powers has the right to make decisions for subordinates directly and receive their reports Figure 2.1 Organization structure in Sapo Technology Join Stock Company (Source: Compiled from website https://www.sapo.vn/) 2.6 Labor force of the company 2.6.1 Quantity Information technology is an industry that requires high levels of gray matter, so one of Sapo's top concerns is human resources The ability to provide high quality human resources to meet the development needs of the industry is still an issue that Sapo JSC focuses on Along with the development process, Sapo JSC has not only expanded its branches in provinces across the country but also in each unit It is evident that the number of employees at each branch has increased over the years As of 2019, there are 504 employees at Sapo Hanoi office and the number of employees at the branch is increasing year by year 10 Depending on the position of the candidate, the business offers the appropriate form: + For sales staff: Presenting to the recruitment council about software knowledge, sales skills has been guided and given references by the company + For backoffice employees: Check knowledge articles related to positions such as salary, recruitment, +For IT staff: Take the IQ test of programmes knowledge * Setting up a recruitment council: Council president: Chief, Deputy Director of the company Members of the council: Head, Deputy Head of the department Board secretary: Recruitment specialist of Human Resource Department 3.3.1.3 Making recruitment anouncements Based on the recruitment plan approved by the Board of Directors, the Human Resource Management Department creates a recruitment anouncement and it is posted on company bulletin boards, widely posted on social networking sites : Facebook, Zalo, Skype, Linkedin, and recruitment sites (vietnamworks.com, topcv.vn, vieclam24h.vn ) The content of recruitment notice includes: + General information about the company, vacancy, occupation, age, gender, number, location of work, salary, remuneration, job description and job requirements + Other information: information about the application file, time of receiving the application, location of submission, phone contact Below is the company's recruitment announcement form of Sales executive position (Appendix 1) 3.3.2 Current situation of implementing recruitment process at phase 3.3.2.1 Receiving and screening Job Application Dossier:  After creating recruitment anouncements, the Human Resource department will conduct receiving Job Application Dossier During the receiving process, the department will arrange and classify the records according to the positions that the applicant has registered After receiving a sufficient number of applications as planned, HR staff will conduct an evaluation and classification of candidates based on criteria such as: Competence, experience of candidates, qualifications of the candidate 19  At the Sapo Hanoi office, the candidate's documents are received in two ways: online and offline Online form is the form that the company created on google docs, including information such as: Full name, date of birth, place of training, major, experience, or submit job application directly via email of Human Resource Department: tuyendung@sapo.vn With the offline form, the candidate directly brings the job application to the company.A job application prescribed by the company usually includes: +Job application (handwritten or typed) + A curriculum vitae using the generic format (certified by local authorities) + A notarized copy of permanent residence + A notarized copy of the identify card + Medical form within the last months + Certificate, score board (if any) Once the necessary documents are available, the human resources department conducts classifing and selecting CVs Candidate's profile must include at least the following criteria: - In terms of form: The profile must include all required documents followed regulations of the company - In terms of content: The profile must show the qualifications as well as the knowledge required by each recruitment position through job applications, curriculum vitae and relevant qualifications and certificates After receiving and researching documents, recruitment specialist will synthesize and make a list of candidates who are eligible for interviews then submit them to the interview council and serve as a basis for arranging interview schedule     After selecting the most qualified dossiers, Human Resource Department will create a list of candidates and interview proposal form The criteria for scoring candidates according to the interview proposal form as below : Table 3.3 Dossier evaluation form 20 ... under the enthusiastic guidance of teacher Nguyen Huy Trung and the HR staff at Sapo Technology JSC, I decided to choose the topic ? ?The process of recruitment at Sapo Technology Joint Stock Company? ??... Actual recruitment process at Sapo Technology JSC in the period of 20162019 3.Objectives The purpose of the project are to analyze the recruitment practices at Sapo Technology JSC, identify the. .. : Theoretical framwork Chapter : Overview of Sapo Technology JSC Chapter : Analysing recruitment practices at Sapo Technology JSC in 2019 Chapter : Evaluation of recruitment process at Sapo Technology