Completing the recruitment of personnel at pungkook saigon iii company

HO CHI MINH CITY UNIVERSITY OF TECHNOLOGY AND EDUCATION FACULTY FOR HIGH QUALITY TRAINING THESIS COMPLETING THE RECRUITMENT OF PERSONNEL AT PUNGKOOK SAIGON III COMPANY Name: NGUYEN HOANG NHAT QUYEN (line 23) Student ID: 19124063 (line 25) Major: INDUSTRIAL MANAGEMENTb Advisor: MBA LE THI KIM KHANG (line 32) Ho Chi Minh City, May 2023 COMMITMENT I hereby declare that all the data herein are completely authentic and provided by PUNGKOOK SAIGON III company Subject: “ COMPLETING THE RECRUITMENT OF PERSONNEL AT PUNGKOOK SAIGON III COMPANY ” Ho Chi Minh , date… month… 2023 Student Implementation Nguyễn Hoàng Nhật Quyên COMMENTS OF ADVISOR HCMC, 01/05/2023 Advisor COMMENTS OF REVIEWER HCMC, 01/05/2023 Reviewer ACKNOWLEDGEMENT First of all, I would like to thank all the teachers at Ho Chi Minh City University of Technology and Education for giving me the opportunity to practice and apply the knowledge I have learned to complete the report practice I would like to thank MBA Le Thi Kim Khang for her guidance and support during the research and completion of this Internship Report I would like to thank the staff at the Administration - Human Resources Department of Pungkook SaiGon III Co., Ltd for not only helping me to complete, but also helping me to improve my knowledge about Human Resources by assigned tasks In the process of researching and implementing the topic, with limited knowledge, it is inevitable that shortcomings need to be supplemented and improved I look forward to the contribution of Mr/Ms and the Board of Directors of the company Best regards! LIST OF TABLES Table 1.1: Departments of company 18 Table 3.1: Labor structure by nature of labor 39 Table 3.2: Labor structure by level of training 40 Table 3.3: Labor structure by gender 41 Table 3.4: Labor structure by age group 42 Table 3.5: Number of recruitment needed 44 Table 3.6: Recruitment results of the company by recruitment source 50 Table 3.7: Summary of recruitment applications 52 Table 3.8: Summary of interviewees 57 Table 3.9: Number of new workers 58 LIST OF FIGURES Figure 1.1: Logo of Pungkook Company 19 Figure 1.2: Organizational structure of company 16 Figure 3.4: Recruitment process of the company 47 TABLE OF CONTENTS HO CHI MINH CITY UNIVERSITY OF TECHNOLOGY AND EDUCATION FACULTY FOR HIGH QUALITY TRAINING COMMITMENT .2 COMMENTS OF ADVISOR COMMENTS OF REVIEWER ACKNOWLEDGEMENT LIST OF TABLES .6 LIST OF FIGURES INTRODUCTION TO THE REPORT 12 REASON FOR CHOOSING THE TOPIC 12 RESEARCH OBJECTIVE 13 SUBJECT AND SCOPE OF RESEARCH 13 RESEARCH METHODOLOGY 13 RESEARCH SIGNIFICANCE 13 STRUCTURE OF THE REPORT 14 CHAPTER 1: INTRODUCTION OF PUNGKOOK SAIGON III CO., LTD 15 1.1 ABOUT PUNGKOOK CORPORATION 15 1.2 OVERVIEW OF PUNGKOOK SAIGON III CO., LTD 15 1.2.1 Introduction 15 1.2.2 Functions and duties of the company 17 1.2.3 Roles, responsibilities and authorities in the company 17 1.2.4 Organizational structure and management apparatus of the company 17 1.3 UNDERSTAND THE COMPANY AND ITS CONTEXT 20 1.4 COMPANY QUALITY POLICY 20 1.5 CHARACTERISTICS OF THE COMPANY’S PRODUCTION AND BUSINESS 20 1.6 WORKING ENVIRONMENT 21 1.7 THE SITUATION OF HUMAN RESOURCES AT THE COMPANY 21 1.8 CHARACTERISTICS AFFECTING THE RECRUITMENT OF HUMAN RESOURCES AT THE COMPANY 22 1.8.1 External factors 22 1.8.2 Internal factors 23 1.9 ANALYSIS OF PUNGKOOK COMPANY THROUGH SWOT 24 CHAPTER 2: LITERATURE REVIEW 27 2.1 SOME GENERAL ISSUES ON HUMAN RESOURCE MANAGEMENT AND RECRUITMENT OF ENTERPRISES 27 2.1.1 The concept of human resource management 27 2.1.2 Basic functions of human resource management 27 2.1.3 Objectives of human resource management in enterprises 29 2.1.4 The role of human resource management in the enterprise 29 2.2 THE CONCEPT OF PERSONNEL RECRUITMENT 30 2.2.1 Objectives of personnel recruitment 30 2.2.2 The role of personnel recruitment 30 2.3 CONTENTS OF HUMAN RESOURCE RECRUITMENT IN THE ENTERPRISE 31 2.3.1 Recruitment process 31 2.3.2 Evaluation of recruitment effectiveness 34 2.4 FACTORS AFFECTING THE RECRUITMENT PROCESS IN ENTERPRISES 34 2.4.1 Group of factors outside the enterprise 34 2.4.2 Group of factors inside the enterprise 36 CHAPTER 3: RECRUITMENT PROCESS AT PUNGKOOK SAIGON III CO., LTD 39 3.1 CHARACTERISTICS OF HUMAN RESOURCES OF PUNGKOOK SAIGON III CO., LTD 39 3.2 OPERATIONAL STATUS OF PUNGKOOK SAIGON III CO., LTD 43 3.2.1 Selection work 43 3.2.2 Occupational safety and health 43 3.2.3 Labor discipline 43 3.2.4 Human resource training 43 3.3 THE CURRENT SITUATION OF PERSONNEL RECRUITMENT AT PUNGKOOK SAIGON III CO., LTD 43 3.3.1 Identify recruitment needs 43 3.3.2 Define recruitment goals 44 3.3.3 Build a recruitment plan 44 3.4 THE CURRENT SITUATION OF PERSONNEL RECRUITMENT PROCESS AT PUNGKOOK SAIGON III CO., LTD 45 3.4.1 Employment regulations: 45 3.4.2 Describe the apparatus specialized in the recruitment of human resources 46 3.4.3 Recruitment process 47 3.4.4 Make a recruitment plan 48 3.4.5 Recruitment source 48 3.4.6 Evaluate the company's recruitment sources and methods 49 3.4.7 Recruitment steps 51 3.4.8 Employee must apply all these following documents: 54 3.4.9 Employment Contract: 54 3.4.10 Types of labor contract 55 3.5 RECRUITMENT RESULTS 55 3.6 MEANING OF RECRUITMENT 58 3.7 EVALUATION OF RECRUITMENT PROCESS 58 3.7.1 Advantages 58 3.7.2 Disadvantages 59 3.7.3 Reason 59 3.7.4 Causes and lessons learned 60 CHAPTER 4: SOME SOLUTIONS TO COMPLETING RECRUITMENT PROCESS AT PUNGKOOK SAIGON III CO.,LTD 62 4.1 FUTURE DEVELOPMENT DIRECTION OF THE COMPANY 62 4.1.1 General development direction of the company 62 4.1.2 Company recruitment plan 62 4.2 SOLUTIONS TO IMPROVE THE COMPANY'S HUMAN RESOURCE RECRUITMENT PROGRAM 63 4.2.1 Diversify the recruitment process 63 4.2.2 Build more attractive and detailed recruitment announcement content 63 4.2.3 Implement better training and development policies for employees 64 10 professional credentials and high abilities When there were changes, the company quickly added and rearranged employees, responding quickly to the needs of the production and business processes, as well as market fluctuations Creating conditions for employees to fulfill their duties well, policies to encourage employees to work hard and be creative in production are also paid special attention by the company Table 3.8: Summary of interviewees 2021 Vacancies needed Submit 2022 Reality interview Submit Reality interview No recruiting Manager Business man 16 21 Personnel Department staff 25 11 22 17 Skilled workers 146 49 233 120 Total 187 67 276 146 Source: Human Resources Department- Pungkook SaiGon III Company Through Table 3.7, we can see that there is a very high difference between the actual interview candidates compared to the number of applications submitted to the company In 2021, the number of applications submitted was 187 candidates, but actually interviewed only 67 candidates, accounting for 35,8% In 2022, the number of applications submitted was 276, but in fact, only 146 candidates were interviewed, accounting for 52,8% The change in summary of interviewees is shown more clearly in the chart below 56 300 250 200 150 100 50 2021 Business man 2022 Personnel Department staff Skilled workers Total The results of recruitment from outside sources over a number of years are as follows: Table 3.9: Number of new workers Year 2021 2022 Amount 67 146 Source: Human Resources Department- Pungkook SaiGon III Company Through the recruitment results table of years, it is found that the number of direct production workers has decreased due to the influence of the epidemic situation, which can be considered as one of the main reasons leading to the change in production human resource dynamics The change in the number of direct productive laborers can be caused by two reasons: shrinking the scale of production, or because workers move to their hometown to work, causing a labor shortage, so to meet the needs of the people production forces the company to hire more workers In reality, the organization is affected by both of the aforementioned factors, resulting in a substantial variation in the number of recruitments Workers abandon the firm, inflicting significant damage to the company's production and job development 57 3.6 Meaning of recruitment Recruitment is a key human resource management activity that has a significant impact on the quality and number of personnel in a business or organization In today's competitive market, recruiting will assure the market competitiveness of businesses 3.7 Evaluation of recruitment process 3.7.1 Advantages For an enterprise, the most important and difficult resource to manage is human resources Therefore, it is required right from the stage of recruiting human resources for enterprises To ensure that there are qualified and qualified staff to meet the requirements, it is necessary to have a thorough and scientific recruitment process In recent years, Pungkook SaiGon III's human resource recruiting has yielded the following outcomes: - The recruiting strategy is based on the company's production and business plan, the number of people who change each year, the units that need to hire personnel, and quickly defining the requirements for the application Maintain smooth production and corporate operations by making timely employment decisions The recruitment procedure clearly established the different rights and duties of each individual and unit while planning the recruiting needs - Diverse recruiting sources (both internal and external), with a preference for internal sources and relatives of corporate workers As a result, new workers rapidly assimilate into their new working environment, and methods and work experience are swiftly learned from family members The guarantee of relatives contributes to the company's confidence in its staff The screening of resumes has gone very well thanks to the implementation of a standard for evaluating applications based on particular criteria such as credentials, experience, and work history - Recruitment effectiveness: The organization continually surpasses the recruitment goal in terms of the quantity and quality of newly hired personnel Easily integrate into the job and the business culture This success can be attributed to the company's management's interest in human resource recruiting - The management apparatus's organizational structure is becoming more perfected, which contributes to the creation of correct regulations on recruitment and training 58 regulations, as well as clearly defining the responsibilities and powers of each department in the company, as well as employees' rights and responsibilities Because the organization has a positive image and reputation among consumers and government officials, it has several advantages when it comes to hiring and attracting employees 3.7.2 Disadvantages As found above, Pungkook SaiGon III has a fairly detailed selection process, the tasks in each step are very clearly divided, assigning specific responsibilities for each department of personnel, functions and participation of the director However, the selection process of Pungkook SaiGon III has the following problem: - In addition to simply posting information through the media or through corporate personnel, the firm should pay attention to tactics such as those used by training institutions, job placement centers, or utilizing the company's reputation to attract a large number of labor resources in the market The corporation has not completely exploited the outside worker recruiting approach - Profile screening activities, although there are standards and evaluation tables, but only stop at reviewing dossiers without determining the accuracy of records, so people who have the ability to work can be ignored good but the resume is not as impressive as other candidates - The company only accepts red stamp notarized documents by submitting directly at the company, which makes candidates spend more time in preparing and submitting documents 3.7.3 Reason In actuality, there are a few drawbacks to the company's recruitment process for a variety of reasons: - Although it is a crucial task, human resource planning was poorly created and is challenging to complete This is evident when only estimating the number of employees needed in terms of human resources, rather than determining how many employees would be absent - Job analysis only goes so far as to describe the tasks and duties that must be completed for a title, which does not help with people selection The job description was not produced or finalized, and it was not utilized for recruiting or selection The quality 59 of input recruitment personnel is relatively good, however owing to the company's features of employing innovative technologies, it is frequently essential to prepare indepth professional training when recruiting new technical employees, which consumes time and effort recruitment and training expenses 3.7.4 Causes and lessons learned The firm is not interested in hiring from training programs As a result, in the future, the corporation must pay close attention to the supply of employees from these enterprises in order to grow its labor supply Businesses should form strategic alliances with a variety of training institutions in order to acquire competent and qualified workers while they are still in school as a business has a need, the training institutes will choose and introduce the finest individuals for the business to choose from, and the business will establish circumstances for them to watch, learn, and practice as needed overtime at the workplace Learners and businesses will both benefit from this work Students have the opportunity to interact with reality while still in school, and businesses have the necessary human resources without having to invest a lot of time and money in hiring new employees In certain circumstances, when executing the task, the firm needs recruit additional personnel at the workplace; however, owing to time constraints, the company may be forced to hire unqualified people, which may result in repercussions is to have to retrain, which will cost a lot of money As a result, in order to reduce the aforesaid phenomena, the organization must establish special strategies for its personnel needs To achieve the best results, enterprises have not innovated the recruitment process with tools such as career index test, intelligence test, personality test, etc Therefore, enterprises must build their own recruitment process and job-specific technology For example, with the general knowledge examination, the employer will analyze the candidate's general knowledge level This strategy is ideal for recruiting high-level people such as department heads, deputy heads, and department leaders Or for a psychological test to assist managers in capturing a candidate's personality traits such as 60 introvert, extrovert, timid, shy or bold, hot-tempered This is critical for the recruiting process, particularly for sales and marketing personnel 61 CHAPTER 4: SOME SOLUTIONS TO COMPLETING RECRUITMENT PROCESS AT PUNGKOOK SAIGON III CO.,LTD 4.1 Future development direction of the company 4.1.1 General development direction of the company Upholding the glorious tradition of more than 50 years, today's generation of employees is determined to strive to achieve more achievements, building Pungkook SaiGon III Co., Ltd and sustainable development To achieve that goal, all officers, employees and employees of the company have clearly defined the direction and developed a development strategy in the next period: - Regarding production and business: Expand the production process, closed sewing with a total workforce of 1000 people - Regarding the organization of the organizational management apparatus: The company has changed in terms of structure, increased training of managers to improve professional qualifications and recruited young, highly specialized staff In addition, the company is looking to expand its production scale, so it needs to recruit 1,000 more workers - In terms of human resource development: The corporation has always identified human resource quality as a key and critical aspect in the company's development As a result, executives at all levels must prioritize human resource training and development Faced with the trend and speed of scientific and technological advancement, the company's human resource development faces various challenges Upholding the good traditions, the company's cadres, employees, and generations of employees today are determined to successfully implement the above strategic goals, in order to continue to record more achievements into the glorious tradition, so that Pungkook SaiGon III company always deserves to be the leader of Vietnam's garment industry 4.1.2 Company recruitment plan - Completing the recruitment process of the company - Recruiting more personnel to fill positions that are in short supply, supplementing human resources for the company's production expansion needs 62 4.2 Solutions to improve the company's human resource recruitment program A team of solid, qualified, and appropriate human resources is always the basis of an organization So how can you hire smart employees? The first step in bringing the top individuals to the organization is recruitment To achieve this, the company's recruiting efforts need to be strengthened Candidates must be correctly screened during the recruitment process, and hiring managers must be knowledgeable about the best recruitment techniques to apply After learning about the current situation of the company's recruitment process, I would like to offer some solutions to improve the effectiveness of this job 4.2.1 Diversify the recruitment process In fact, it is impossible to rely on any human resources to recruit human resources; rather, it must be based on the requirements of the job position at that time to confirm which specific labor source, or a combination of both, when recruiting Both internal and external recruiting sources have their own advantages and disadvantages An acceptable recruitment strategy can be selected once a recruitment source has been identified that can fulfill the planned work The organization should broaden its recruitment sources and tactics, such as previous workers, training and vocational schools There are already several vocational schools, like industrial sewing, that can recruit highly competent employees to satisfy employment requirements without spending additional money on vocational training for new workers More diverse sources of external recruitment, through channels such as vietnamworks, ybox, careerbuilder, vieclam24h for different subjects The company can also use a number of other methods and methods to recruit such as : The company can directly contact the People's Committees of communes and localities in the area to search and attract workers 4.2.2 Build more attractive and detailed recruitment announcement content - To increase the attractiveness of candidates in today's increasingly competitive market, the Firm should provide appealing incentives to eligible employees Furthermore, high pay and incentives, as well as the company's perks and candidate regimens, are frequently appealing to candidates 63 - To increase the speed with which information is obtained from job searchers, the recruitment notice must be supplied comprehensively, simply, and distinctively - The recruitment announcement must state that the job content is based on the job description and the requirements for the individual conducting the work 4.2.3 Implement better training and development policies for employees The company should invest more in training and enhance the training budget since effective training will provide us with a team of skilled, decent employees who operate in the most professional manner, particularly senior personnel Department heads and deputy heads should not be afraid to conduct courses to develop management skills for senior members so that they may expand their knowledge and use it in practice 4.3 Some other solutions 4.3.1 Improve the capacity of the staff in charge of recruitment The professional qualifications of people involved in recruiting, as well as the training and skills of human resource managers, have a substantial impact on the efficacy and quality of human resources Professional managers may grasp human resource demands in real time and build a unique recruitment strategy for each period A well-trained professional workforce saves time and money on recruiting, selection, and human resource management while also contributing to high production and company efficiency To function effectively as a recruiting and selecting team, human resources department workers must understand the importance of recruitment planning in human resource management, be proficient in planning, and apply it flexibly 4.3.2 Build recruitment software Because the firm conducts a significant number of hiring rounds each year, it is necessary to create recruiting software to aid in the logical and scientific execution of the task The software will carry out and monitor the hiring process in line with a comprehensive business process, including handling recruitment needs, managing applicants, establishing interview rounds, and benchmarking for each interview round 4.3.3 Developing effective scientific human resource policies - Increase employee income while also providing a pay, wage, and bonus regime that is appropriate for the efforts that employees put in and encourages them to strive to boost 64 labor productivity and loyalty long term with the firm At the same time, these elements are variables in attracting outside human resources to apply for employment and work for the organization - Training and developing personnel to help them improve their professional qualifications, professional skills are a factor contributing to improving the recruitment efficiency of the Company 4.3.4 Perform job analysis Because the organization does not have a job description for each individual role, the recruiting criteria are still hazy, resulting in insufficient human recruitment, resulting in employees joining the company wrongly professional, not suited for health As a result, the organization should place a high value on job analysis To create a task list for the organization, the Human Resources Department must collaborate with the director and other departments This list serves as the foundation for the organization to explain the roles that need to be filled, advertise for new positions, and set the selection criteria After finishing the task list, the labor organization department staff gathers factual information about the job in order to document the work performance characteristics of effective workers and ineffective employees This allows us to generalize and categorize job traits and needs Instead, the organization may organize for employees to record their actions while on the job, and they may utilize the interview technique or a survey form to learn about the job Because the information gathered through this approach is quantifiable, quick to update, and can be processed on computers, it is currently being widely used in many businesses The firm undertakes information processing for job analysis while deciding on the best way of information acquisition To produce work descriptions and job standards, the Labor Organization Department will collaborate with managers and supervisors in each department The following information is included in the job description: job title, functions and powers when conducting work, policies and regimes The following are the contents of the regular version of the job: Personal qualities, professional qualifications, skills, talents, age, gender, health status, and experience are all important considerations Each 65 job has its own set of requirements This method will make the company's recruiting more accurate and fit for the position 4.3.5 Expected results The results will give a different view of the company in recruiting and help the company build a more rational and scientific recruitment process based on which the company can depend on its business plan, personnel, to recruit the right people, arrange the right jobs to reduce costs and improve business efficiency of the company 4.4 Request In recent years, many garment companies have been put into use and expanded their production scale, such as: Saigon Garment, Son Ha, Viettien, etc Many competitors have appeared in the market, so the company must be sensitive with the time to be able to seize the opportunity that comes to you - First and foremost, the firm must evaluate the pay policy, wage policy, bonus, insurance, and so on in order to recruit competent and skilled people The process of reviewing and completing this policy also helps to strengthen the company's human resource recruiting - Constantly equip and expand professional expertise for recruiting employees In order for the recruitment of human resources to be most effective, enterprises alone cannot have enough resources but need the help of the State Workers who want to be trained have to pay training and retraining costs themselves while their economic conditions are still limited Enterprises not have the financial capacity to fully retrain Therefore, the State should provide educational support such as: - The government should pay greater attention to the education and training system in order to increase people's intellectual levels, promote social consciousness, and supply society, particularly businesses, with truly capable personnel To achieve this, the education system must be improved in terms of both facilities and teachers in order to train individuals in both quality and professional knowledge - In addition, providing information to businesses about human resources is also an encouraging job: Cooperating with businesses to open job fairs (at universities, colleges, ), opening job fairs (at universities, colleges, etc.), business-to-student contact programs 66 Build and improve the infrastructure system, transportation system, electricity and water, combined with businesses to build low-cost housing for workers 67 CONCLUSION In the current general development trend of the economy and globalization, the competition is becoming more and more fierce and fierce One of the factors that helps businesses stand firm and maintain their production and business activities in the labor market is the human resource factor Therefore, the recruitment process is always the foundation to provide enough human resources in quantity and good quality for the recruitment process in each enterprise Human resource management relies heavily on recruitment Especially when human resources are critical to the growth of a business Human resource recruiting is one of the fundamental steps of Human Resource Management that must be completed in order to offer input for this process Human resource management is the most critical component in assisting firms to survive and flourish in a fiercely competitive market As a result, for human resource management to successfully promote its function, there must be a relationship between linkages and activities As a result, if there are no defined norms and criteria in the recruiting process, it will have a significant impact on corporate output and commercial operations Each company, depending on the actual conditions as well as its own characteristics, to properly plan the recruitment of workers, but in general, to hire the best and most appropriate individuals with the greatest possible effort in order to manage manufacturing and commercial activities as efficiently as possible That is not to say that it is only necessary to complete the recruitment work properly in order to recruit efficiently; rather, the recruitment effort must be coordinated with other jobs in the company such as job analysis, job performance evaluation, and human resource planning Because company processes are closely intertwined and have an influence on one another Furthermore, businesses must constantly research and improve recruitment in response to each time, each specific situation of the business, so that recruitment work in particular, and human resource management in general, ensure efficiency, contributing to the overall production and business efficiency of the enterprise In this subject, I have thoroughly examined the problem of hiring new employees at Pungkook Saigon Company in the past to clearly identify the benefits and drawbacks of 68 doing so At the same time, I have put out several recommendations to enhance the company's hiring process in the near future Due to time and knowledge constraints, my graduation thesis contains flaws I eagerly anticipate teacher feedback to raise the caliber of my writing I would like to extend my sincere gratitude to the Pungkook Saigon Company team for their assistance during my internship there At the same time, I would want to offer my sincere gratitude to all of the University of Technology and Education's professors who supported me while I was a student there, especially MBA Le Thi Kim Khang, who took great care to assist me in completing this thesis Thank you sincerely! 69 REFERENCES VietnamBiz Retrieved May 2, 2023, from https://vietnambiz.vn/tuyen-dungrecruitment-la-gi-su-can-thiet-cua-hoat-dong-tuyen-dung-20190916085611512.htm May 2, 2023, https://www.hrchannels.com/uptalent/cac-nguon-tuyen-dung-nhan-suhien-nay.html AMIS Retrieved May 2, 2023, from https://amis.misa.vn/65084/cac-nhan-to-anhhuong-den-qua-trinh-tuyen-dung Bhasin, H (2019, October 18) Behavioral interview: The 12 Behavioral interview Questions and Answers From https://www.marketing91.com/behavioral-segmentation/ principles of effective recruitment - 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