THE HUMAN RESOURCE MANAGEMENT IN HAI LONG CONSTRUCTION JOINT STOCK COMPANY RE.1.3. Main functions and duties of the company. 1.3.1. Functions. Design consulting for civil and industrial projects. Manufacturing and erection of preengineered steel building frames. Construction of civil and industrial works Producing color and colorless metal roofing sheets. Producing C U Z shaped steel purlin made of hot rolled steel and galvanized steel. Leveling, building infrastructure Distributor of 1level product of Bluescope Steel Vietnam Co., Ltd Supplying complete accessories for industrial houses: insulation materials, wire mesh, screws. Transport services, loading and unloading goods. Import and export of construction materials and equipment. 1.3.2. Duties of the company. Complete work on time targets, service quality and goods. Reduce skin errors in the design, construction, and production process. Ensure safety for human resources Environmental Protection . Strictly comply with and abide by the States regulations for enterprises. 1.4. Organizational structure of the company. 1.4.1. Organizational chart of the company. Figure1.1: Organization structure chart Source: Informations was provided by Administration Organization department 1.4.2. Functions of the companys organizational structure. The companys apparatus is organized according to a functional online model. There is a mutually supportive functional relationship between the leadership and the departments within a company. The companys organizational apparatus includes: Board of Directors: is the highest managers of the company, has full power on behalf of the company to decide on all matters related to the companys purposes and interests. Management Board: has the function of supervising, evaluating the work, operating the management of the Board of Directors and the Board of Directors in accordance with the companys regulations, resolutions and decisions of the general meeting of shareholders. Deputy General Director Project: is responsible for projects, project formulation, project implementation supervision and management. Deputy General Director of production: is responsible for assisting the CEO in terms of production, management and operation of the metal purlin roofing factory. General Director: is the person with the highest responsibility of the company before the law for all production and business activities, has an organizational structure, a financial structure according to the law. The task of building company value, company monitoring policies to ensure that the business is carried out in an effective, ethical and upright manner, to ensure the company complies with the law, sufficiently timely; build longterm strategic goals for the company that are in the best interests of shareholders. Deputy General Director Civil: assists CEO in operating operations of the companys branches.
Trang 1MINISTRY OF TRANSPORT MINISTRY OF EDUCATION AND TRAININGVIETNAM MARITIME UNIVERSITY
THE INTERNATIONAL SCHOOL OF EDUCATION
THE HUMAN RESOURCE MANAGEMENT IN HAI LONGCONSTRUCTION JOINT STOCK COMPANY
REPORT FOR INTERNSHIP II
Student: Nguyen Thi Lan AnhID: 76442
Class: BMM08
Supervisor: Mrs Do Thi Bich Ngoc
Trang 2PREFACE
At present, the market economy is developing more and more, leading to thefierce and fierce competition of enterprises in the market, competition is both a tool tochoose and a tool to eliminate production and business enterprises in the market.Therefore, it is very difficult to maintain and improve the position of enterprises in thedomestic and foreign markets Requiring businesses to always try their best and takeproactive, appropriate and ready-to-deal management measures, the competitionpressure during operation.
Human resource management is all of an organization's activities to build, develop,use, evaluate, preserve, and maintain a workforce that conforms to the organization'srequirements, both quantitatively and Human resource quality and management play acentral role in the establishment of organizations, helping the organization surviveand develop in competition.
The human factor is very important in any business or an organization, no matter howbig they are, operating in any field is an obvious fact that no one can deny In theenterprise, each person is a separate world, if there is no management activity,whoever likes to do what everyone will do, everything will become disorganized,undisciplined, human resource management will help solve In this regard, it is one ofthe decisive factors for the success or failure of an enterprise.
Because I feel the importance and the need to have human resource management in
Trang 3ACKNOWLEDGEMENT
With the enthusiastic guidance of teacher Do Thi Bich Ngoc and the help of staffof Hai Long Construction Joint Stock Company, I had 4 weeks of internship at thecompany During the 4 weeks of practice here help me have a complete andcomprehensive view of the company's organizational structure, basic parts andoperations The internship is also an opportunity for me to initially understand moreabout the practicality as well as the necessary skills of the company's human resourcemanagement.
Because the research and research content is conducted in a relatively short time, thereport cannot avoid many shortcomings, we look forward to receiving guidance andcontributions from teachers, teachers and uncles brothers and sisters in Hai Longconstruction and installation joint stock company.
Trang 4TABLE AND CONTENTSPREFACE 2ACKNOWLEDGEMENT 3LIST OF ABBREVIATION 6LIST OF TABLES .7LIST OF FIGURES 7
CHAPTER 1 AN INTRODUCTION TO THE COMPANY 8
1.1 Introduction of the company 8
1.2 Formation and development of the company 8
1.3 Main functions and duties of the company 9
1.3.1 Functions .9
1.3.2 Duties of the company .10
1.4 Organizational structure of the company .10
1.4.1 Organizational chart of the company .10
1.4.2 Functions of the company's organizational structure .12
1.5 Business results of business activities in recent years 14
CHAPTER 2 THE HUMAN RESOURCE MANAGEMENT, TRAINING AND DEVELOPMENT PROCESS OF THE COMPANY AND ITS STATUS 17
2.1 The status of the company’s employees .17
2.1.1 Human resource structure by age .17
2.1.2 Structure of human resources by gender and academic level 18
2.1.3 Salaries of employees in company 20
2.2 The recruitment process of company 21
2.2.1 General recruitment process .21
2.2.2 The company's recruitment situation 24
2.3 Human resource training and development in the company 25
2.3.1 Status of human resource training 25
2.3.2 Training situation of the company 30
2.3.3 Status of human resource development .31
2.4 Evaluating human resource management in the company 32
2.4.1 Physical .32
Trang 5CHAPTER 3 EVALUATING THE STRENGTHS AND WEAKNESSES OF THE HUMAN RESOURCE MANAGEMENT In COMPANY AND MY
OPINION AFTER THE INTERNSHIP 34
3.1 Strengths .34
3.2 Weaknesses 34
3.3 Opinion of individuals about the company 34
CONCLUSION 36
Trang 6LIST OF ABBREVIATION
AbbreviationExplaintion
G.D General Director
QC Quality Control
CEO Chief Executive Officer
CFO Chief Finance Officer
SAC Service Administration Center
Trang 7LIST OF TABLES
Table
numberDescription
Page
1.1: Business results of company in 2018 and 2019 13
2.1: The number of employees in 2018 and 2019 15
2.2: Human resource structure by age 16
2.3: Structure of human resources by gender and academic level 17 172.4: The average monthly salary of employees in company 18
2.5: Recruitment by department in 2018 - 2019 22
2.6: Labor training results of the company in 2018- 201 28
2.7: Labor training costs in 2018 - 2019 29
LIST OF FIGURES
Figure
numberDescriptionPage
1.1: Organization structure chart 10
2.1: The Company’s salary sheet 19
2.2: General recruitment process of company 19
Trang 8CHAPTER 1 AN INTRODUCTION TO THE COMPANY
1.1 Introduction of the company.
- Name: Hai Long Construction Joint Stock Company.- Address: 97 Bach Dang, Hong Bang, Hai Phong city.- Telephone: +84 225.3769036/3769839
- Fax: +84 225 3769571- Website: http/hailongjsc.vn- Email: Athlhp@gmail.com; - Type of the company: Joint Stock- Charter capital: 125.000.000.000 VND- Date of formation: 19th November 1999
- The number of certificate of registration from: 055586 - The code of the company: 0200372213
1.2 Formation and development of the company.
Trang 9Corporation under the Decision No 1106 / QD - BXD dated September 29, 1999 ofMinistry of Construction.
Hai Long Construction Joint Stock Company is an independent economicaccounting company, operating mainly in the fields of: Design consulting,construction and installation of industrial and civil works, supply completeaccessories for industrial manufacturer of colorless, colorless metal roofing sheet, CU- Z purlin manufacture from hot rolled steel and galvanized steel, grade I distributorof bluescope corrugated products Steel Vietnam; transport services, loading andunloading goods, import and export of construction materials and equipment .Formed by a State-owned enterprise, Hai Long Construction Joint Stock Companyhas over 12 years of experience in operation with a contingent of economic managers,technicians, capable of skilled and experienced workers and modern, synchronousmachinery and equipment system The company's capacity and reputation have beengradually confirmed through the quality of many key projects and projects in theindustrial park of Hai Phong city and other provinces in the North of Vietnam Inaddition to industrial and civil projects, the Company has also participated in theconstruction and implementation of cement plant construction projects, thermal powerplants, infrastructure construction projects
1.3 Main functions and duties of the company.
1.3.1 Functions.
- Design consulting for civil and industrial projects.
- Manufacturing and erection of pre-engineered steel building frames.- Construction of civil and industrial works
- Producing color and colorless metal roofing sheets.
Trang 10- Leveling, building infrastructure
- Distributor of 1-level product of Bluescope Steel Vietnam Co., Ltd
- Supplying complete accessories for industrial houses: insulation materials, wiremesh, screws.
- Transport services, loading and unloading goods.
- Import and export of construction materials and equipment.
1.3.2 Duties of the company.
- Complete work on time targets, service quality and goods.
- Reduce skin errors in the design, construction, and production process.- Ensure safety for human resources
- Environmental Protection
- Strictly comply with and abide by the State's regulations for enterprises.
1.4 Organizational structure of the company.
Trang 11Figure1.1: Organization structure chart
Source: Informations was provided by Administration & Organization department
Metal purlin & rafter FactoryCommittee of controlGeneral DirectorDeputy G.D Production sectionDeputy G.D Project sectionDeputy G.D Civil sectionManagement BoardSubsidiaries, associated company, site and erectionHai Long Steel
Trang 121.4.2 Functions of the company's organizational structure.
The company's apparatus is organized according to a functional onlinemodel There is a mutually supportive functional relationship between theleadership and the departments within a company The company's organizationalapparatus includes:
Board of Directors: is the highest managers of the company, has full power onbehalf of the company to decide on all matters related to the company's purposesand interests.
Management Board: has the function of supervising, evaluating the work,operating the management of the Board of Directors and the Board of Directors inaccordance with the company's regulations, resolutions and decisions of thegeneral meeting of shareholders.
Deputy General Director Project: is responsible for projects, project formulation,project implementation supervision and management.
Deputy General Director of production: is responsible for assisting the CEO interms of production, management and operation of the metal purlin roofingfactory.
General Director: is the person with the highest responsibility of the companybefore the law for all production and business activities, has an organizationalstructure, a financial structure according to the law The task of building companyvalue, company monitoring policies to ensure that the business is carried out in aneffective, ethical and upright manner, to ensure the company complies with thelaw, sufficiently timely; build long-term strategic goals for the company that arein the best interests of shareholders.
Trang 13Construction design consultancy: construction consultancy and supervisionconsultant for civil and industrial construction works Design verification of civiland industrial works.
Accounting Department: Assisting the director in planning the exploitation andcapital transfer, meeting the business requirements of the unit Prepare financialstatements, tax reports, and periodical revenue and expenditure reports to help theCEO manage capital effectively in accordance with the law.
Office of administrative organization: human resource management Responsiblefor training and recruiting personnel for the company Develop a plan of training,retraining, recruiting personnel according to the requirements of the work for thecompany's departments, teams, construction teams.
Business department: planning all kinds of materials, machinery, equipment,tools Carrying out the import and export of goods, materials for construction.Manage and keep documents related to the company's business activities.
Department of quality control: Department of checking compliance withtechnology, engineering and product quality.
Purchase Department: supply, reserve, preservation and allocation of materials.Technical Construction Department: has the function of advising and assisting theBoard of Directors, General Director to implement the direction, guidance,inspection and supervision of the company for units belonging to: science andtechnology, construction techniques, product quality of civil works, flood andstorm prevention, innovation, construction equipment management, technicalregulations of the industry, the State related to the manufacturing industrybusiness company.
Trang 14company Advising and assisting the general manager of the company inplanning, organizing and managing investment projects on construction Developsalary plans and implement procedures for paying salaries, wages, insuranceregimes and other regimes for departments and units.
Manufacturing control department: manages the entire production processaccording to the quality management system, safety, economy, productivity,quality, efficiency, balance of production plan, plan of materials and materialsraw materials, moderation, order production and monitor response.
Subsidiaries, associated company: It is the duty of the construction team to directlybuild the construction.
Hai Long Steel Structure Factory: where the company processes and produces steel
Trang 15Table 1.1: Business results of company in 2018 and 2019
Source: Informations was provided by Accounting Department
Total revenue and total profit of Hai Long Construction Company increase anddecrease proportionally with each other because it depends on the number of contractssigned with customers According to the 3-year revenue data, we see that in 2018 the
Targets20182019
1 Goods sale & Service Provide
750.575.272.957672.435.129.228
2 +Revenue 511 750.575.272.957 672.435.129.228
3 Net Revenue & Service provide
750.575.272.957672.435.129.2284 Net Price720.228.795.027634.335.528.2035 Sales Profit & Service
Provide30.346.477.93038.099.601.0256 Financials Revenue511.657.699424.988.9677 Financials Cost10.611.411.43411.183.185.572Interest Cost 008 Sales Cost726.741.678613.162.3889 Net Sales13.227.418.25617.957.234.56310 Sales Revenue6.292.564.2618.771.007.46911 Other Income15.084.402.7161.569.094.21112 Other Cost14.452.310.6081.969.246.98113 Other Profit632.092.108400.170.770
14 Total Earnings Before Tax6.924.656.3698.370.836.699
15 Profit Tax1.515.825.7181.851.363.225
16 Deferred Income Tax00
17 Profit After Tax5.408.830.6511.851.363.225
18 Earnings Per Share00
19 Diluted Earnings Per Share0
Materials Fee416.580.341.450341.561.317.213
Labor Fee92.869.645.03877.677.644.197
Machines Fee13.817.043.06025.939.745.696
Trang 17CHAPTER 2 THE HUMAN RESOURCE MANAGEMENT, TRAINING AND DEVELOPMENT PROCESS OF THE COMPANY AND ITS STATUS
2.1 The status of the company’s employees.
Table 2.1: The number of employees in 2018 and 2019
ElementsUnitYear
20182019Company officePeople67 72Factory 148 159Construction site 63 74Total278305
Source: Informations was provided by Administration & Organization DepartmentHai Long Construction Joint Stock Company is a company specializing inconstruction, so the number of employees of the company is not concentrated in a fewbut scattered in the departments and works that the company constructs Therefore,the arrangement and use of employees in a reasonable and strict manner is a matter ofgreat concern for the company The company will only organize recruitment whenthere is a need for new positions or replace old positions Recruitment departmentmust submit a report to the Director for approval and approval When there is aserious need of labor to serve the business, the company shall organize the laboroutsourcing The company regularly organizes fostering and training sessions foryoung employees as well as training courses for all employees to improve workingcapacity and achieve high efficiency in production and business activities Thisbusiness aims to bring big revenue to the company As of 2019 the total number ofemployees in the company is 305 people divided as follows:
2.1.1 Human resource structure by age.
Table 2.2: Human resource structure by age
NumbeGroup
YearDisparit
y
Trang 18rageQuantity(person)Percentage(%)Quantity(person)Percentage(%)Quantity(person)1Under 30 184 66,19 206 67,54 22230 to 40 56 20,14 60 19,67 4341 to 50 26 9,35 27 8,85 14Over 50 12 4,32 12 3,94 0Total27810030510027
Source: Informations was provided by Administration & Organization DepartmentThrough data collection on the company, the percentage of workers under 30years old is 66.19% in 2018 and 67,54% in 2019 It accounts for the highestproportion of the company This is a young workforce, with abundant mentality andphysical strength, bringing curved results in the business performance of thecompany Employees at the age of 30 to 40 account for the 2nd proportion of totalnumber of employees in both years in 2018 and in 2019 Labor at this age is mainlydistributed in major departments and at the General management, the head of thedivision, the division of the division is also in charge of inspection, qualityverification and supervision to help the project to be properly assessed to help thecompany improve its value when the work meets standards and deliveries on timesigned The proportion of laborers> 50 years old is also the lowest and remains stableover the years because most of them are near retirement age.
2.1.2 Structure of human resources by gender and academic level.
Table 2.3: Structure of human resources by gender and academic level
Element20182019Disparit
Trang 19y
(person)(%)e(person)y(%)e(person)
I.Gender
Female 4516,194815,733
Male 23383,8125784,2724
Total27810030510027
II.Academic levelUniversity andpostgraduate 42 16,18 45 14,75 3Intermediate college 6322,667224,269Vocational colleges 13247,4815149,5119Unskilled labor 4113,683711,48(4)Total27810030510027
Source: Informations was provided by Administration & Organization DepartmentThe number of male workers accounted for a large proportion of 84,27% in 2019in the total number of main employees because the business in the constructionindustry requires many workers that require good physical strength, withstandpressure and work progress Female employees gather in the sales department, theaccounting department and the administrative office in accordance with the nature ofwork gently, precisely meticulously In general, the current gender distribution of thecompany is considered quite reasonable.
Trang 202019, the number of people recruited with qualifications increased by 19,corresponding to an increase of 2.03% over the previous year This shows that theimprovement of the staff level and the development of the company in a gooddirection contributes to the overall production of the company.
2.1.3 Salaries of employees in company.
Table 2.4: The average monthly salary of employees in company.Numbe
r
ObjectsSalary level
(million VND/ person/month)1 Manager 302 Accountant 73 Chief accountant 134 Business staff 105 Workers, employees86 Security guard 3,5
Source: Informations was provided by Accounting Department
Hai Long Company has implemented very strict labor management organization,arranged reasonable labor arrangement, calculated and paid the employees in asatisfactory manner, always ensuring the interests of employees at the average salaryis 7 million/ person/ month It is a fairly high salary, good regime to meet thesatisfaction of employees The company organizes the reasonable use of labor,accurate accuracy of remuneration for employees, timely payment of wages will helpemployees pay attention to the time, labor results, labor quality, compliance,regulations, improve labor productivity, contribute to saving labor costs, increaseprofits, and create conditions to improve the material and spiritual life for employees.
Trang 21Công ty CỔ PHẦN XÂY LẮP HẢI LONG (HAI LONG JCS )
ĐC: Tầng 8, tòa nhà Taiyo, số 97 Bạch Đằng,Hạ Lý,Hồng Bàng,hpMST: 200372213
ĐVT: VNĐ
Chức vụĂn trưaXăng xe Điện thoạiBHXH(8%)BHYT(1,5% )BHTN(1% )Cộng1 Phạm Đức ChungCN 0 23 8,050,000 730,000 730,000 0 -950,000 0 8,780,0002 Vũ Ngọc TrungCN 0 23 8,050,000 730,000 730,000 0 -950,000 0 8,780,0003 Lê Hữu HiếuCN 0 23 8,050,000 730,000 730,000 0 -950,000 0 8,780,0004 Hoàng Văn PhóngCN 0 21 7,350,000 730,000 730,000 0 -1,650,000 0 8,080,0005 Nguyễn Khắc DuCN 0 23 8,050,000 730,000 730,000 0 -950,000 0 8,780,0006 Hà Văn ChínCN 0 21 7,350,000 730,000 730,000 0 -1,650,000 0 8,080,0007 Lê Quốc BìnhCN 0 23 8,050,000 730,000 730,000 0 -950,000 0 8,780,0008 Đặng Quốc TấnCN 0 22 7,700,000 730,000 730,000 0 -1,300,000 0 8,430,0009 Dương Văn QuảngCN 0 20 7,000,000 730,000 730,000 0 -2,000,000 0 7,730,00010 ĐỖ Văn KhoaCN 0 22 7,700,000 730,000 730,000 0 -1,300,000 0 8,430,00011 Dương Văn ĐăngCN 0 23 8,050,000 730,000 730,000 0 -950,000 0 8,780,00012 Nông Minh ĐườngCN 0 23 8,050,000 730,000 730,000 0 -950,000 0 8,780,00013 Nông Văn TuyênCN 0 23 8,050,000 730,000 730,000 0 -950,000 0 8,780,00014 Nông Vạn XuânCN 0 23 7,875,000 730,000 730,000 0 -1,125,000 0 8,605,00015 Nông Văn HưngCN 0 22 7,700,000 730,000 730,000 0 -1,300,000 0 8,430,00016 Hồ Tuấn LinhCN 0 23 8,050,000 730,000 730,000 0 -950,000 0 8,780,000Cộng0 358 125,125,0000 11,680,00000 11,680,0000000 -18,875,0000 136,805,000STTHọ và tênChức vụLương HĐLĐ đóng BHXNgàyCơngthực tếThực lĩnhTNTTThuế TNCNLương theo ngày công thực tế và phụ cấp CVPhụ cấpTổng phụ cấp khơng tính vào TNTT
Các khoản trích trừ và o lương
(Ban hành theo TT 133/2016/TT- BTC Ngày 28/6/2016 của Bộ Tài
Mẫu số: 01a- LĐTL
BẢNG THANH TOÁN TIỀN LƯƠNG
Tháng 08 năm 2019
Source: Informations was provided by Accounting Department
2.2 The recruitment process of company.
2.2.1 General recruitment process.
Figure 2.2: General recruitment process of company
Trang 22Source: Informations was provided by Administration & Organization Department
1) Preparation.
The company will set the framework for the position and profile of competencies andskills required for the applicant Part of the preparation process is also presenting ajob ad and choosing the right communication channels to spread the message such ascompany website, on social networking sites, forums, groups, job sites, newspapers.2) Recruiment anouncement.
Once company ads have been posted and applicants will register An important step increating a good candidate experience is to confirm with candidates that theirapplication has been received.
3) Weed out unqualified applicants.
The selection process can in turn be divided into several smaller steps, where eachstage eliminates further candidates who are not suited for the position A firstselection is done to eliminate unqualified applicants who don’t meet the basicrequirements for the position.
By using selection questions as part of the application process, companies can quicklydistinguish who meets and doesn't meet the underlying requirements After that,contact these candidates to inform them that they have not made the next round,preferably stating that it is due to their failure to meet the basic requirements.
Trang 234) Rating and ranking candidates.
The next step of the selection process is to figure out which applicants should beasked to come to an interview The rating should be based on how well the candidatefits the profile of requirements and skills needed for the position.
This is one of the most time-consuming steps to spend time reading through resumesand cover letters Depending on the number of applicants or how many suit theprofile, you may want to meet all remaining candidates, or just a chosen few at the topof the list.
5) Interviews.
The recruitment department conducts scheduled interviews and contact with selectedcandidates This step helps recruiters to review and re-evaluate the candidate'squalifications that are suitable for the job or not In this process, employers will askquestions to exploit the capabilities, potentials and skills of candidates.
6) Simulated work exercise
The tests will help employers properly assess the actual qualifications of thecandidates Managers can test IQ, test foreign languages, specialized knowledge, from there to find excellent candidates.
7) Probationary process.
After selecting the best candidates after the selection round and interview, thecandidates will be admitted to probation The manager will closely monitor thecandidates' probation process, thereby making final decisions
8) Hiring decisions.
Trang 24employees about the most basic information related to employees such as salary,employment regime, benefits, benefits and candidates will decide whether to work.
2.2.2 The company's recruitment situation.
Table 2.5: Recruitment by department in 2018 - 2019
NumberDepartment20182019DisparityQuantity(person)Percentage(%)1 Board of Directors 1 0 (1) (100)2 Business Department 5 9 4 803 Accounting department 2 1 (1) (50)
4 Construction design consultancyDepart
2 0 2 100
5 Quality control Department 7 12 5 71,42
6 Technical Construction Department5 4 (1) (20)7 Office of administrative organization1 2 1 1008Total2129838,09
Trang 25maintenance and repair work thereafter The company is gradually improving themanagement apparatus as well as the general development orientation to attract moreinvestors, since then, they can sign many new contracts in the following years.
2.3 Human resource training and development in the company.
2.3.1 Status of human resource training.
* Purpose: This procedure is designed to meet the needs of personnel, jobrequirements of the Company, in the form of training to provide qualified and skilledworkers as required by the Departments in Company.
* Scope: This procedure applies to Training throughout the Company.* Meaning:
- On-site training: Training for officials and employees at the Company.
- External training: Send officers and employees to attend a training course organizedby agencies and units outside the company.
* Training programs:
- Skills training: Applicable to office blocks
- Vocational training for workers to increase ranks and raise wages* Partner signed a training contract with Hai Long:
+ Action coach+ PMT
+ Clever CFO*Content:
Figure 1.3: Human resource training process
25
Trang 26Source: Informations was provided by Administration & Organization Department
1) Identify training needs:
Based on the level of development and training policy of human resources of theCompany, specific requirements such as:
Record keepingTraining Plan
Educate
Set up a training programPerform
Select contracting partnerPerform
CertificationCertification
Review and approval
In the company Outside the company
Result evaluationResult evaluation
Trang 27- Future operational and strategic plans and goals.
- Upcoming needs for managerial staff, technical staff, professional staff and technicalworkers.
- Changes in technology processes, tools and equipment.
Legal and regulatory requirements, and standards affecting the organization.2) Training request form:
After identifying the training need, the Head of the Division shall make a trainingrequest form, clearly stating:
- Number of training.
- Purpose and profession of training.- Training time.
3) Training plan:
Based on the training request form of the departments, on the basis of policy andpolicy to develop and train resources The teaching staff will gather all trainingrequirements and identify training needs in the training plan based on the followingelements:
- The amount of training for the required resources: which includes the trainingsubjects: Managers, technical staff, professional staff and technical workers, etc.- What is the training program for? and have a positive effect on the job?
Trang 28Based on the training needs and the nature to be trained, Service AdministrationCenter advisory the CEO on the training form and method, specifically, to considerthe available conditions at the Company to determine the training contents such as: - Training object: Managers, technical staff, professional staff, technical workers - Training content: Must be associated with the job.
- Training method: Self-training in place or from outside, new training or additionaltraining.
- Training time: Short or long term, concentrated or semi-concentrated.
- Internal support in the training process to maintain and not affect the overallperformance.
Depending on the selected conditions of the training form, the implementation:4.1) Training in the company:
a) Setting up the training program:
In case of training within the Company, the Human Resources AdministrationDepartment coordinates with relevant departments to develop training programs,including:
- Training venue.
- Make a list of trained subjects.
- Appointment of a Training Officer (instructor).- Training program and content.
Trang 29After the training program is reviewed and approved by the CEO, SAC will carry outthe following work steps:
- Schedule, training time.
- Issue a decision signed by the director and notify trained subjects to arrange a timeto attend together with the training content and training schedule (Through the Headof Department to arrange).
- Issue a Decision signed by the director and notify the relevant Departments so thatthese Departments prepare time and training materials (or contract with outsideexperts).
- Prepare the necessary conditions and means for the training (determine the trainingcost).
- During the training process, SAC assigns staff to closely monitor the class andrequires the trainees to follow the rules, training programs and periodically report tothe Director of SAC After that, SAC is responsible for reporting the results to theCEO on the training progress.
4.2) Training outside the company:
a) Select a partner and sign a training contract:
In case the training needs need to be done outside the Company, the HRA Departmentwill be responsible for contacting the training units and then submitting to theDirector for review and signing the training contract, including:
- Training venue.
- Training program and content.- Training time.
Trang 30- Implementation.
After signing the training contract, will carry out the following work steps:
- Notify the Heads of relevant Departments and submit to the CEO to issue a decisionto send to each individual selected to attend the training course with the rights andresponsibilities during and after the training.
- Organize the necessary facilities for the training.
- Other supports to facilitate the trained person to fully participate in the program.4.3) Record and save training records.
- SAC keeps complete training records for each specific training program.
- For the training of new employees, SAC conducts training on the history of thecompany's development, the company's products, the company's organizationalstructure, labor regulations, management regulations human resources, salary andreward regimes, forms and methods of discipline
2.3.2 Training situation of the company.
Table 2.6: Labor training results of the company in 2018- 2019
ProfessionYear
20182019
Engineer, Postgraduate engineering 5 7
Bachelor, master degree in economics andfinance
2 1
Intermediate political theory 1 1
Total89
Trang 31Company and effectively serve the requirements of development mission declarationof the Company The training classes are often associated with technical andeconomic schools such as: Polytechnic University, Military Technical Academy,National Economics University, Viet Nam Maritime University
Table 2.7: Labor training costs in 2018 - 2019
Forms of training20182019Quantity(person)Average cost(millionVND)Quantity(person)Average cost(millionVND)
Training in the company 10 87 9 92
Training outside the company
35 443 30 398
Total4553039490
Source: Informations was provided by Administration & Organization Department
2.3.3 Status of human resource development.
Trang 32the employees in the company increased significantly over the years This is toencourage the morale of the employees to be higher.
2.4 Evaluating human resource management in the company.
2.4.1 Physical.
Physical is a very important factor affecting the working results of employees:having good health, the quality of the service product to be created is good, the jobcan achieve high results Especially the business line of the company is mainly basedon human energy Indirect parts of the company often have to sit by the computer formany hours, affecting the eyes, muscle diseases due to sitting for a long time, beingsedentary To complete the work well requires the employees Companies need tobe physically fit to meet job requirements Therefore, the company stronglyencourages people to practice sports to maintain their health, work smart and long Atthe same time, the interview process still recruits people with good health, which isalso a big factor that the company is very concerned about Every year the companyorganizes periodic health checks for employees The direct workers of the companymainly work in heavy and hazardous environments, which greatly affect their health.Periodic health examination for employees to promptly detect diseases arising fortreatment, this shows that management is very interested in the health of employees.Professional qualifications.
2.4.2 Professional qualifications.
Trang 34CHAPTER 3 EVALUATING THE STRENGTHS AND WEAKNESSES OF THE HUMAN RESOURCE MANAGEMENT IN COMPANY AND MY OPINION AFTER THE INTERNSHIP
3.1 Strengths.
- The management apparatus is qualified and experienced in the construction industry,quickly adapting to the changing requirements of investors, customers and businessenvironment.
- The company's employees have a spirit of solidarity and support at work.
- Over the past time, the company has always cared about the employees' lives Thecompany creates a positive working environment for employees to complete their jobswell.
- Performing strict examination and examination before recruiting, the staff hassomewhat improved the quality of human resources.
3.2 Weaknesses.
-The planning of staff is not in-depth, the development of new elements to have aspecific training plan is still limited There are few high ranks in the company.
- Wage debt is insignificant and is the general trend of companies operating in thisfield, but affects the reputation of enterprises for employees.
-The employee evaluation process is still mostly based on the opinion ofadministrators:
- The training and development situation is not consistent, not synchronous within thecompany, and is still in illustration nature.
Trang 353.3 Opinion of individuals about the company.
Hai Long Construction Company has a contingent of well-qualified workersshown in the high proportion of people with university degrees Technical workerswith high skills Management staff are highly qualified and dynamic Moreover, thequalifications and capacity of the human resources are being raised However, thecompany's human resources are showing signs of a partial redundancy due tomodernization and rationalization of production while lacking skilled humanresources in certain specializations.
Although the majority of employees work well, there are still many opportunitiesto improve work motivation because a part of employees are not really enthusiastic,proactive and creative at work This fact is probably partly due to the present thecompany is still applying the traditional human resource management method in state-owned enterprises.
Trang 36CONCLUSION
Under the currently fiercely competitive economic conditions of the marketmechanism, the role of human resources has become ever more important Humanresources become the most valuable asset, the decisive factor for the success of thecompany It is considered an intangible asset that holds a special place in theorganizational structure Therefore, managing human resources effectively is anurgent issue for most companies The frequent and strong changes in the environment,the nature of competition and integration require many appropriate policies andsolutions to manage human resources effectively This determines the company'sexistence and development.
Trang 37REFERENCES
[1] thepviet.vn, (2019) Công ty cổ phần xây dựng Hải Long [online] Available at
http://hailongjsc.vn / [Accessed 28 Sep.2020]
[2] Công ty cổ phần xây dựng Hải Long ,báo cáo tài chính đã được kiểm toán