Completing the recruitment process of ags accounting co , ltd

HO CHI MINH UNIVERSITY OF TECHNOLOGY AND EDUCATION FACULTY FOR HIGH - QUALITY TRAINING THESIS COMPLETING THE RECRUITMENT PROCESS OF AGS ACCOUNTING CO., LTD Student Name: PHUNG NGOC TRAM Student ID: 19124039 Major: INDUSTRIAL MANAGEMENT Advisor: LE THI KIM KHANG MBA Ho Chi Minh City, May 2023 HO CHI MINH UNIVERSITY OF TECHNOLOGY AND EDUCATION FACULTY FOR HIGH - QUALITY TRAINING THESIS COMPLETING THE RECRUITMENT PROCESS OF AGS ACCOUNTING CO., LTD Student Name: PHUNG NGOC TRAM Student ID: 19124039 Major: INDUSTRIAL MANAGEMENT Advisor: LE THI KIM KHANG MBA Ho Chi Minh City, May 2023 COMMENTS OF ADVISOR HCMC, 02/05/2023 Advisor COMMENTS OF REVIEWER HCMC, 02/05/2023 Reviewer ACKNOWLEDGEMENTS Firstly, I would like to thank all the lecturers of Ho Chi Minh University of Technology and Education during my past four years of study Thanks lecturers for helping me cultivate and practice the knowledge, skills, and qualities to prepare for the next step in my life journey In particular, I would like to express my gratitude to Le Thi Kim Khang MBA She laid down my thesis topic and guided me through the entire process of writing my thesis comprehensively and clearly My thesis developed on the topic of “ Completing the recruitment process of AGS Accounting Co., Ltd” Ho Chi Minh City University of Technology and Education has lent me their support and assistance during the course of my studies In addition, Thanks to the Board of Directors of AGS Accounting Co., Ltd and all staff of the HR department for creating favorable circumstances and providing me with data and practical experience to complete this report Due to the lack of knowledge, experience and limited research time, the thesis cannot avoid errors I look forward to receiving lecturer comments and suggestions to improve this thesis Finally, by signing below, I confirm that I created the thesis; the data and results presented in the report are sincere HCMC, 02/05/2023 Tram Phung Ngoc Tram Page LIST OF ABBREVIATION Abbreviation Explanation ERP Enterprise Resource Planning ACC Accounting ADI Auditing JP Japanese ADM Admin - HR - ACC General JD Job Description CV Cover letter HR Human resource Page LIST OF TABLE Table 3.1 Number of resigning candidates on 2022 36 Table 3.2 Scale, Structure & Quality of AGS Employees 38 Table 3.3 Recruitment demand by gender .43 Table 3.4 Recruitment demand by level 44 Table 3.5 Recruitment demand by working ages 44 Table 3.6 Recruitment CV Sources for the last three years 47 Table 3.7 Number of candidates pass the screen CV 54 Table 3.8 Average score of the entrance test 57 Table 3.9 Recruitment expenses of AGS Firm 62 Table 3.10 Recruitment results of AGS in the last years 63 Table 3.11 Recruitment results & recruitment needs 65 Page LIST OF FIGURE Figure 1.1 Logo of AGS Accounting Co., Ltd 13 Figure 1.2 Organization form of AGS Co., Ltd 14 Figure 1.3 The organizational structure of management .15 Figure 1.4 The organizational structure of Accountancy 16 Figure 2.1 Sample of original recruitment process .23 Figure 3.1 Number of employees chart of AGS Accounting Co., Ltd 35 Figure 3.1 Recruitment & Selection Process of AGS firm 42 Figure 3.2 Total CV in 2020 of AGS Accounting firm .47 Figure 3.3 Total CV in 2021 of AGS Accounting firm .48 Figure 3.4 Total CV in 2022 of AGS Accounting firm .48 Figure 3.5 How to calculate cost per hire 62 Page TABLE OF CONTENT COMMENTS OF ADVISOR COMMENTS OF REVIEWER ACKNOWLEDGEMENTS LIST OF ABBREVIATION LIST OF TABLE LIST OF FIGURE INTRODUCTION TO THE REPORT Rationale Objective 10 Scope and object 10 3.1 Scope 10 3.2 Objective 10 Research methodology 10 Structure of report 11 CHAPTER 1: INTRODUCTION TO THE AGS CO., LTD 12 1.1 Introduction to AGS Co., Ltd 12 1.1.1 Overview 12 1.1.2 Vision, Mission & Core value of AGS Co., Ltd 13 1.1.3 Direction and business strategy in the coming period 13 1.1.4 Organization Structure 14 1.1.4.1 Organizational form of AGS Accounting firm 15 1.1.4.2 Organization of Accountancy of AGS.Co., Ltd: 16 1.2 Business field of AGS Co., Ltd 17 Page 1.2.1 Accounting Services 17 1.2.2 Capital raising consulting 18 1.2.3 Accounting - other tax consulting 18 1.2.4 Tax Services 18 1.2.5 Capital raising consulting 18 CHAPTER 2: THEORETICAL BASIS FOR RECRUITMENT & EMPLOYEE ENGAGEMENT IN THE ORGANIZATION 20 2.1 Overview of recruitment process 20 2.1.1 Definition of recruitment 20 2.1.2 The role of the human resource recruitment 20 2.1.3 Principle of recruiting human resources 21 2.2 Recruitment process 22 2.3 Recruitment sources 27 2.3.1 Internal sources 27 2.3.2 External sources 28 2.4 Factors affecting the recruitment process 29 2.4.1 Internals factors 29 2.4.2 External factors 30 2.5 Recruitment expenses 31 CHAPTER 3: REALITY OF RECRUITMENT AND SELECTION AT AGS ACCOUNTING CO., LTD 35 3.1 Characteristics of human resources at the company 35 3.1.1 Labor & Structure of AGS firm: 38 3.2 The Recruitment process at AGS 41 Page 4.2 Solution to develop the recruitment process of AGS 4.2.1 Improve the quality of recruitment advertisements on both internal and external source Until 2022, AGS has not focused too much on promoting the company's image with its employees The best way to promote the company's image is to take care of the spiritual life of employees, offering benefits that the company can compete with other businesses For example, the company may be interested in employees with tea parties or be interested in gifts for employees on special holidays Organize thoughtful quarter-end and year-end parties, especially attracting the attention of employees From there, company employees will lead acquaintances and introduce the company to their relatives or quality friends to improve the professional quality of the company Organize these activities to promote the business brand with reasonable remuneration for candidates, attracting many candidates Moreover, these activities show that the company cares about the spiritual life of its employees and this will make them stick with the company for a long time The above activities can contribute to building the company's recruitment channel to attract more and more candidates Currently, AGS has many rich and diverse forms of advertising Although the company has a variety of advertising methods, the company uses recruitment information designed according to a standard template, so it needs to be more attractive for candidates The company must invest more in designing images and presenting trending recruitment information to attract more Gen Z candidates In the recruitment information, the company should mention more benefits for candidates, such as promotion and training opportunities, so they can see their opportunities if hired and help them make selection decisions Choose a better place to work At the same time, with many forms of job posting, recruitment information reaches students and attracts many experienced and highly qualified workers, making recruitment efficiency more effective 4.2.3 Conduct a selection interview professionally and change intern position Page 71 interview format The interview is considered the most essential step in the selection process This step should be carried out methodically and professionally 4.2.3.1 Change the intern position form of interview The company should change the internship interview form from online to offline so that it can be easier to communicate and the interview is more professional in the eyes of the candidate, leaving an excellent impression on candidates even if they are not accepted Interview time should be arranged more flexibly The interviewer should reduce the interview time if the candidate is unsuitable for the position However, it is necessary to increase the interview time for suitable candidates with much professional experience The company used the online interview format in the past, which caused shortcomings in preparing images and sounds I suggest switching to face-to-face interviews which may increase some recruitment costs In return, we will be able to promote the company's image, creating a good impression in the eyes of the candidates Face-to-face interviews also make it easy for both sides to exchange information, helping employers to honestly assess the candidate's communication ability as well as personality Keeping the online interview form for intern positions is possible to save time and costs However, for official positions expected to work for a long time, it is necessary to organize face-to-face interviews to evaluate them more comprehensively Avoid cases where candidates can confidently communicate online, but when offline, they cannot communicate, leading to undesirable recruitment results 4.2.3.2 About interview questions * Objective: It is necessary to ask short, easy-to-understand questions so that candidates can give their opinions The interviewer should lead the candidate to the main points of the talk In addition, it is necessary to ask questions skillfully so that candidates can quickly answer and reveal themselves, give suitable answers for the interview, avoid rambling Page 72 answers, and avoid answering questions Questions asked by the interviewer and the case when asked back to the interviewer * Step of making interview questions - Discuss with the HR department and planning: Hold a meeting with HR staff members who will standardize the most straightforward questions that the candidate needs to be able to answer Must be able to ensure that the standards are consistent with the company's requirements and help the human resources department to assess the candidate's personality and abilities comprehensively - Some types of interview questions that the company should produce: Candidate Evaluation Question  Tell us a little bit about yourself  Why you want to apply for this position?  Briefly summarize some of your work experience relevant to this position  What salary are you looking for when applying for this position? Questions to assess preparation  How did you prepare for this interview?  What you know about the company and the position you are applying for?  If you are accepted, when you want to start working? Question about ability  Why should we choose you?  What special skills you have to compete with other candidates?  Have you ever created products or services that are more valuable and different to benefit the company than your competitors? Please describe it in detail  Group or individual achievements that you have achieved during work  What made you leave your previous job? Page 73 Questions about professional ethics  What is your career goal?  What motivates you in your work?  How you organize your work? Questions about leadership/teamwork  Did you ever disagree with your previous position?  What is your role in a team?  What is most important when you work and produce results with the team? - Applied testing: After discussing and agreeing on a fixed questionnaire, the human resources department will conduct a review and survey with the company's employees on the appropriateness of the general questionnaire for filling positions Collect the evaluation form of the company's employees, edit and give the complete set of questions Test the standard questions for an interview with the candidates applying to the company After the interview, please give feedback and note the candidate's evaluations for improvement From the observations and evaluation, we will draw the necessary experiences for the questionnaire - Final results: After going through the trial application process with the above subjects, the recruitment department will discuss with other departments in the company to modify the interview questions accordingly The editing process will continue until completion The human resource manager will test and approve applying a set of interview questions instead of a free interview The interviewer will ask the candidate questions according to the script outlined The questions will often focus on the skills and experience the vacancy seeks The professional recruitment process often has a standardized and unified competency dictionary to evaluate candidates synchronously Page 74 * Advantages  Create fairness – same question, same evaluation system, and the difference between candidates will be revealed immediately The question system focusing on specific skills will also help you assess the candidate's potential better  When using the Structured Interview Method, there will be high consistency Since you apply the same questionnaire to all candidates, it is easy to compare results and ensure fairness for all candidates  At the same time, this method helps you to control the interview time well No rambling during the interview process or unnecessary questions * Disadvantages  They may miss out on potential candidates because of the "stereotypical" questions  The structured interview method will be dry and rigid, the interviewer may be bored because of only repeating an existing questionnaire, and the candidate will only answer around that question  Therefore, when applying this interview method, it will be difficult to detect the strengths and weaknesses of the candidate and some other side information This leads to a more rigorous assessment 4.2.4 Check the information provided by the candidate In the recruitment process, the step of checking the information provided by the candidate still needs to be done This step only applies to official positions related to the organization's information security issues For other positions, the information provided by the candidate needs to be checked The information verification step directly impacts recruitment decision-making, so AGS needs to pay attention to performing this additional verification step The human resources department needs to check the candidate's information to ensure the reliability and accuracy of that information I suggest the following ways to check: Use the phone to ask for references, Describe the Page 75 job the candidate is applying for and ask if he or she is a good fit, ask about his working style, personality, etc., candidate's ways, attitudes, strengths and weaknesses 4.3 Other solutions In addition to the leading solutions mentioned above, to improve the quality of human resource recruitment, the company needs to implement some other solutions as follows: * Carefully study the State's legal documents related to recruitment: such as the labour code, the ordinance on labour contracts, and the recruitment and severance regulations for employees At the same time, updating new regulations related to human resource management activities in general and personnel recruitment, in particular, is necessary * It is essential to advance the number of human resources staff to have the job assignment as well as to improve the qualifications of the human resources team so that the human resources work is more complete and more high-quality personnel can be recruited quickly and promptly meet the company's shortage of human resources, build a complete recruitment process, save time and effort for each recruitment * Develop a proactive program plan for recruitment: One of the company's limitations is that sometimes recruitment is based on rising needs, so it is passive With such a method of recruiting personnel, it will lead to a passive situation in attracting candidates; due to urgent needs, the steps in the recruitment process take place faster In a short time, the recruitment quality of each step will not be guaranteed The rising needs of the company's work will prevent the company from accessing a rich source of recruitment because the company's needs not match the labour supply in the market on time For example, students graduate in July and September of the year, so the labour supply in the market is enormous * Improve the remuneration, benefits and treatment regimes for employees: - Improve the salary system: The paid salary must be closely tied to the employee's job performance, avoiding unfairness in salary payment, which will lead to negative thinking for the employee Page 76 - Develop clear and reasonable regulations on salary and special salary increase regimes when employees achieve high work performance - Better improvement of allowances, especially seniority allowance and toxic allowance; this is also an essential factor to encourage employees to stick with the organization they are working for - Having good welfare regimes and attaching employees to the company Page 77 CONCLUSION Each country has built its development strategy in the era of development and integration Vietnam is also building its path, striving to turn our country into an industrial country by 2023 In order to implement that strategy, our Party and State have determined "Take the promotion of human resources as the basic factor for rapid and sustainable development." In order to make good use of human resources, it is required that resources and management qualifications must also be developed commensurately, and human resources must be trained, developed and appropriately compensated Human resources are an essential key in the cause of national construction and development In the current era of development and integration, businesses want to survive and develop depending on how to use and manage human resources effectively or not AGS Accounting & Auditing Co., Ltd has paid great attention to human resource management, recruitment, training and human resource development In recent years, the company's management, recruitment and human resource development training has achieved some significant results, but some limitations still may affect the company's future development In this thesis, I have delved deeply into the "Civil human resource recruitment at AGS Co., Ltd" to see more clearly the importance of recruitment in an enterprise in general and AGS accounting firm in particular, through which I analyze the current situation and propose some solutions for recruitment at the company Based on the theoretical basis learned at school and practical work experiences, make some assessments and comments on the recruitment work, thereby proposing some solutions to improve the recruitment of human resources in the company From a positive perspective, the human resource recruitment process at the company has many advantages However, recruitment activities at the company cannot avoid certain limitations The company needs to focus on increasing the investment cost in human resource recruitment to overcome limitations and provide a complete recruitment process Page 78 REFERENCES AGS Accounting & Auditing Co.,Ltd (2012) Retrieved from AGS - VN: http://agsvn.com/vi/ Hiền, L T (2022, 11 17) AGS Recruitment Process (P N Tram, Interviewer) Human Resource Management (2016) In G Dessler, Human Resource Management (p 700) Nguyen, P N (2019) FINISHING THE SUPPLY PROCESS OF AGECODE COMPANY Ho Chi Minh city Elearn Limited, (Great Britain), 2009 Recruitment and selection Pham Thi Ut Hanh, 2015 Human resource recruitment at Pha Lai Thermal Power Joint Stock Company Master thesis University of Labor and Social Affairs Nguyen Hoang Thu, 2020 Solutions to improve the efficiency of human resource recruitment at 28 Quang Ngai Joint Stock Company Thesis Hue economical University JN Brown, 2011 The complete guide to recruitment: A step-by-step approach to selecting, assessing and hiring the right people Argue, Mary, 2015 The importance of the strategic recruitment and selection process on meeting an organizations objective MA of Business Administration Dublin Business School Page 79 APPENDIX Job posting on Social media [HCM/Da Nang/Vinh] AGS ACCOUNTING COMPANY LIMITED RECRUITMENT ACCOUNTANT Interns Working time: Monday - Friday ( 8:00AM - 5:00PM) Location: HCM: 35 Nguyen Hue, Ben Nghe ward, district Da Nang: No 25, September 2, Hoa Cuong Nam ward, Hai Chau district Vinh: An Phat Complex Building, 72nd Avenue, Nghi Phu Commune, Vinh City Needed: ● Full-time internship (Prefer 4th year students/Pending degree) ● Audit accounting majors You will get: ● Provide laptop when working ● Internship allowance ● Provide stamps for reports Opportunity to become a full-time employee after the internship Immediately send your CV to: ags.cv@ags-vn.com if you want to apply Email subject: AGS - Application location - Full name - Application source Example: AGS - HCM - Nguyen Van A - Facebook Interview invitation format: Greetings from AGS Company Thank you for your interest in the ACC Intern at AGS Page 80 As confirmed by phone, we are pleased to inform you about the interview schedule as below: Company Name: AGS Accounting Company Limited Interview via: Online (Google meet) Date: 2022/12/08(Thursday) Time: Online test: From 01:30 PM to 02:00 PM (30 minutes) (The Online test will be sent by your email at 01:30 The time for this test is 30 minutes, after that the form will be closed) Interview: From 02:00 PM to 03:00 PM (60 minutes) (The Google Meet link will be sent 15-20 minutes before the interview time by your email) Interviewer: HR Dept Kindly confirm your attendance for the interview by replying and choosing "REPLY TO ALL" to this email Should you have any concerns or changes, please contact us via this email or phone (028) 6679 1521 We look forward to hearing from you soon, thank you -Thanks and Best Regards! Offer letter form of Auditing Intern AGS AUDITING COMPANY LIMITED HCM : 12th floor, Harbor View Building, 35 Nguyen Hue, Ben Nghe Ward, District Hanoi : 6th floor, Hoang Sam building, 260-262 Ba Trieu, Le Dai Hanh ward, Hai Ba Trung district Page 81 Da Nang : 4th floor, Sunrise Building, 25 September 2nd Street, Hoa Cuong Nam Ward, Hai Chau District Tel: (028) 6679-1521 Email: hr.acc@ags-vn.com MST: 0313534786 Invitation number: ADI_HCM_202212_… 2022-12-15, First and last name : , Year of Birth : Address : …………………… Email : …………………… Phone number : ……………… Department – Position: Auditor – Trainee OFFER LETTER Dear…, On behalf of AGS Auditing Co., Ltd., we are pleased to invite you to work as …………………… in the Audit department at the Company When accepting the Job Offer Letter, you will perform the following tasks: Main responsibilities of Audit Intern: a) Support the instructor in completing the set work objectives; b) Perform accounting work assigned by the guiding staff; c) Actively implement, manage and improve individual projects to improve productivity as well as effectively ensure work quality; Page 82 d) Managing the deadlines of the jobs in charge, making Reports - Communicating Discussing with the guiding staff; e) Actively learning, constantly improving and enhancing customer satisfaction (Minimizing factors that cause dissatisfaction); f) Actively support the Audit department and the Accounting department, completing the work of the Accountant (if required) During the internship, you must comply with the regulations of AGS as follows: a) Strictly abide by the regulations and rules of AGS; follow the instructions of senior staff and management of the Accounting department; b) Implementation of HO-REN-SO via Email: Report on work progress to superiors and team members timely and accurately Reports must be sent daily/weekly to team leader or superior; c) Commitment to confidentiality of information related to AGS's internal affairs, AGS's customers and personal information; d) Not to disclose any internal information of AGS to perform other work without permission from AGS; e) Not allowed to perform acts that harm the interests of AGS company; f) Make a commitment to complete work during the internship In case you not complete the internship as committed, the Company will not support to confirm your Internship Report (if any) Location and Working Time: a) Working location: AGS office - Client company when required b) Working time: 8:00 am - 5:00 pm, from Monday to Friday Internship allowance: Time: months Page 83 The level of allowance for interns is the allowance: mid-shift meals; allowances for petrol, car, telephone, travel, housing, etc These amounts are not subject to compulsory social insurance payment as prescribed in Clause 2.3, Article of Decision 595/QDBHXH Other requirements during the internship: a) After finishing the internship, you will be considered and promoted to become a fulltime employee, based on the following conditions: i) Degree (*): you are required to provide a University/College Diploma or Certificate of Graduation Eligibility to prove your academic capacity; ii) Work efficiency: shown through daily work reports and the level of task completion Besides, you are required to make 01 presentation/month to show the Company's representative the results you have achieved during the internship; iii) Evaluation: managers and instructors will directly evaluate your work performance; b) In case you not provide qualifications (*), your internship will be extended by another Letter of Offer to the Intern and the internship allowance will be adjusted according to AGS regulations c) During the extension of the internship period, you are required to provide your degree (*) as soon as possible You will receive an offer for the position of Full-time employee from the next month, immediately after providing the degree to the company; If you want to end the internship, you must notify the company 30 days in advance However, based on the level of work completion and assessment from the instructor, AGS will consider the end time of your internship a) In case of continuous leave of working days without notice and without valid reason, AGS has the right to request termination of your Internship as a form of discipline; Page 84 b) In case of violation of the notice period before resigning, your monthly allowance will be reduced and your request for Internship Confirmation Letter will be denied in any way Internal rotation: if an employee wishes to work at another office/branch of AGS, the company will consider and propose additional terms including location and working department; Requirements: send months notice and comply with the internal process; You are not allowed to share salary information with other employees If you violate this regulation, the company will be forced to apply a disciplinary violation We are looking forward to your presence in the company's team Hope we will have a good and long-term cooperation opportunity Best regards, HR Department On behalf of AGSAccounting Co.,Ltd HR Assistant Name HORIKIRI YASUTAKA ACCEPT INVESTMENT FOR JOB I agree with the Company's Commitment to Confidentiality, Performance Bonus Policy and Performance Evaluation Criteria I agree with AGS Accounting Co., Ltd Signature Page 85