Improving effectively the human resources recruitment at bach hoa xanh supermarkets chain

MINISTRY OF EDUCATION AND TRAINING HO CHI MINH CITY UNIVERSITY OF TECHNOLOGY AND EDUCATION FACULTY FOR HIGH QUALITY TRAINING GRADUATION PROJECT INDUSTRIAL MANAGEMENT IMPROVING EFFECTIVELY THE HUMAN RESOURCES RECRUITMENT AT BACH HOA XANH SUPERMARKETS CHAIN SUPERVISOR: PH.D NGUYEN THI THANH VAN STUDENT: PHAN THI THU THAO SKL008222 Ho Chi Minh City, May, 2021 MINISTRY OF EDUCATION AND TRAINING HO CHI MINH CITY UNIVERSITY OF TECHNOLOGY AND EDUCATION FACULTY OF ECONOMICS GRADUATION THESIS Topic: IMPROVING EFFECTIVELY THE HUMAN RESOURCES RECRUITMENT AT BACH HOA XANH SUPERMARKETS CHAIN Student name : Phan Thi Thu Thao Student ID : 17124201 Course : 2017 Major : Industrial management Instructor : Ph.D Nguyen Thi Thanh Van HCMC, 29th May 2021 FEEDBACK FROM THE INSTRUCTOR HCMC, date …month…year…… Instructor FEEDBACK FROM THE REVIEW PANEL HCMC, date …month…year…… Review Panel ACKNOWLEDGEMENT First of all, I would like to express my sincere thanks and deep gratitude to the School Administrators who have given me an opportunity to study at a wonderful university with state-of-the-art facilities and excellent lecturers Secondly, I would like to deeply thank to all teachers working at the Faculty of Economics of Ho Chi Minh City University of Technology and Education because they are desperately dedicated and enthusiastic to help and support me during my studying period and internship time I firmly believe that I could complete the graduation thesis well thanks to the strong knowledge base what I have acquired from my teachers In particular, sending a special and sincere appreciation to my instructor, Ms Nguyen Thi Thanh Van, who gave valuable advices for me to better complete my research, even profound and useful advices for my own career path after graduating from my university Finally, I would like thank to the Board of Directors of Mobile World Investment Company (MWG) for creating conditions for me to have a chance to learn and have a large amount of practical experiences here At the same time, I also thank all talented members in Human resources Department, especially Mr Trinh Huu Huan Recruitment Specialist, who gave me valuable feedback to complete this study as well as more necessary knowledge and specialized experience in the field that I am pursuing Once again, Thank you sincerely! HCMC, date …month…year…… Student Phan Thi Thu Thao LIST OF ABBREVIATIONS ABBREVIATIONS DEFINITION MWG Mobile World Group BHX Bach Hoa Xanh HR Human Resources TA Talented Acquisition GMO Genetically Modified Organism AM Area Manager RSM Regional Sales Manager COB Chairman of the board RS Recruitment Specialist FMCGs Fast-Moving Customer Goods LIST OF TABLES Table 1: MWG’s foundation and development 14 Table 2: Revenue from MWG’s business performance (2017-2019) 17 Table 3: Expense of MWG’s business performance (2017-2019) 18 Table 4: Profit of MWG’s business performance (2017-2019) 20 Table 1: BHX’s Reality of HR fluctuations (2017-2019) 37 Table 2: Labor structure by gender (2017-2019) 38 Table 3: Labor structure by age (2017-2019) 39 Table 4: Labor structure by education level (2017-2019) 40 Table 5: Labor structure by seniority (2017-2019) 41 Table 6: Criteria of HR recruitment in BHX 46 Table 7: Recruitment results at BHX supermarkets chain (2017 - 2019) 50 Table 8: Average recruitment cost per year (2017-2019) 52 Table 1: The income policy of a recruitment 62 LIST OF FIGURES Figure 1: MWG’s logo 14 Figure 2: MWG’s Organizational structure 21 Figure 3: BHX’s Organizational structure 27 Figure 1: Recruitment process in a business 32 Figure 1: Recruitment process at Bach Hoa Xanh supermarkets chain 42 Figure 2: The official job website of MWG 45 Figure 3: Website for candidates to access and apply for job positions at BHX supermarkets 45 Figure 4: MWG’s website for candidates to check their results after interviewing 48 Figure 5: The number of job applications which is submitted by a candidate 57 Figure 1: Steps of a procedure in instructing to complete the job application 66 Figure 2: The notarized Letter of Guarantee 67 TABLES OF CONTENTS FEEDBACK FROM THE INSTRUCTOR FEEDBACK FROM THE REVIEW PANEL ACKNOWLEDGEMENT LIST OF ACRONYMS LIST OF TABLES LIST OF FIGURES INSTRUCTION 10 Reason for choosing the topic 10 Research objectives 11 Subjects and Scope of the study 11 Research Methodology 11 Structure of the study 11 CHAPTER 1: OVERVIEW OF MOBILE WORLD INVESTMENT CORPORATION (MWG) 13 1.1 Overview of Mobile World Investment Corporation 13 1.1.1 General instruction 13 1.1.2 Foundation and development 14 1.1.3 Commitments, vision and core values 15 1.1.4 Business field 16 1.1.5 Business performance from 2017 to 2019 17 1.1.6 Organizational structure and functions of each department in MWG company 21 1.2 Overview of Bach Hoa Xanh supermarkets chain 26 1.2.1 General introduction 26 1.2.2 Organizational structure 27 CHAPTER 2: THE UNDERPINNING THEORIES OF HR RECRUITMENT 28 2.1 Concepts and roles of HR recruitment 28 2.1.1 Concepts of HR recruitment 28 2.1.2 Roles of HR recruitment 28 2.2 Sources of HR recruitment 29 2.1.1 Internal sources 30 2.2.2 External sources 30 2.3 HR Recruitment Process 32 2.3.1 Recruitment preparation 33 2.3.2 Recruitment announcement 33 2.3.3 Receiving and screening job applications 34 2.3.4 Preliminary interview 34 2.3.5 Assessment by multiple-choice job tests 34 2.3.6 Selection interview 34 2.3.7 Reference check 34 2.3.8 Medical check 35 2.3.9 Making decision 35 2.4 Factors affecting HR recruitment 35 2.4.1 Internal factors 35 2.4.2 External factors 36 CHAPTER 3: REALITY OF HR RECRUITMENT AT BACH HOA XANH SUPERMARKETS CHAIN 37 3.1 Reality of HR at Bach Hoa Xanh supermarkets chain 37 3.1.1 Reality of HR fluctuations 37 3.1.2 Labor structure 38 3.2 Reality of HR recruitment at Bach Hoa Xanh supermarkets chain 42 3.2.1 HR recruitment process 42 3.2.2 Recruitment results 50 3.2.3 Recruitment cost 52 3.3 Evaluation of HR recruitment 53 3.3.1 Benefits in recruitment 53 3.3.2 Drawbacks in recruitment 55 CHAPTER 4: SOLUTIONS TO COMPLETE HR RECRUITMENT AT BACH HOA XANH SUPERMARKETS CHAIN 59 4.1 Objectives and orientation of HR development 59 4.1.1 Objectives 59 4.1.2 Orientation of HR development until 2023 60 4.2 Advanced solutions for HR recruitment 60 4.2.1 Improve the professional qualification for all the recruiters 60 4.2.2 Upgrade the company's job search website: vieclam.thegioididong.com to limit the number of the candidates’ job applications 62 Figure 1: Steps of a procedure in instructing to complete the job application Step 1: Preparing the documents related to the job application Please prepare the following documents fully and correctly: Curriculum vitae: 01 copy – Notarized Job application: 01 copy Family register: 01 copy - Notarized, photocopy of the original book ID card: 01 copy – Notarized Photo 3x4: 02 sheets Photo 4x6: 01 sheet (Used when going to a health checkup The candidates will be instructed to a physical examination by the company after receiving the job) Letter of Guarantee: 01 copy – Notarized (according to the form) - download here https://tgdd.vn/BLNSBHX 66 Figure 2: The notarized Letter of Guarantee (Source: Documents of HR Department) ID card of the guarantor: 01 copy - Notarized ➢ Note: o The guarantor must be your biological mother or father The documents must be required to notarized by Committee of the Ward / Commune / Notary Office o In case, you NOT share the Family register with your biological father or mother, you need to have a notarized copy of the guarantor's Family register - 01 copy o In case of not applying for confirmation of the Family register by Committee of the Ward / Commune / Notary Office, please contact the Recruitment Specialist for guidance Related Degrees (notarized photo - if any) 67 10 Bank account (Viettinbank) - The company will transfer salary via ATM card ATTENTION: The notarization record cannot be modified and has a notarization DATE within the last MONTHS Step 2: Updating job application on the website After preparing a full profile, please update the full profile to the system: Take 100% full photo / scan of all sides of the job application: • Curriculum vitae: full sides, certified by the Commission (if any) • ID card: full sides • Family register: all pages of content in the book • Letter of Guarantee, ID card of Guarantor: full information Visit website: https://vieclam.thegioididong.com/thong-tin-phong-van Enter Identification Card and Phone Number for application Select Profile with “Pass” interview results Upload photo of ID card Upload FULL ALL images (or pdf, docx ) of your profile Enter the information of Family register Click "UPDATE PROFILE" Step 3: Sending job application to the recruiters and signing the probationary contract The supermarket manager will have a responsibility in collecting the candidates’ job application and then sending all of them to the recruitment specialists The information of those job applications will be uploaded on the system by Data Department After that, the candidates will be signed the probationary contract according to the guidance of the supermarket manager Step 4: Beginning an apprenticeship and working at BHX stores Candidates will be guided by the manager and all members working at BHX After completing the probationary period, candidates will be signed the labor contract if they meet the demands of the company 68 4.2.5 Make a probationary period assessment to have the final hiring decision The probationary period will be a period of time for candidates to get used to the corporate culture At the same time, it is also a way for probationers to meet and communicate with all existing employees in the business This is a meaningful period to help the company better evaluate candidates instead of assessing ability through interviews and answering some questions of the recruiters In order to make a right probationary period evaluation, the recruiters need to have a table of the probationary period evaluation for candidates with many different criteria If the candidate is not evaluated correctly with their capacity, it will cause a waste of money, human resources and effort of both sides Here is an example for the probationary period form: SECTION I: Employee: Job Title: Supervisor: _ Work place: Department: Phone Number: _ THIS EVALUATION IS TO BE COMPLETED BY EMPLOYEE’S IMMEDIATE SUPERVISOR The probationary period for employees will be last months SECTION II: Criteria Content Level Not Satisfactory Good Very satisfactory (26 -50) (51-75) Good (1-25) P E R F O R M A N C E Quality of Completing the work (relate to assigned task well all aspects of from the superior job description) Reliability of Understanding and work ensuring everything accurate 69 (76-100) Relationships with Usually supporting others the (both colleagues, being enthusiastic colleagues and to care and help A clients) customers Punctual Going to T workplace T time/on I late T Responsibility the in time/too Attitude, U motivation D ability E without to and work close supervision Discipline Always abiding by the labor laws H Any health Flu, infectious E effect on job diseases, … A L T H Overall Evaluation: Satisfactory Unsatisfactory After the probationary period, if the candidate’s point is 75 or over, they will be signed the labor contract SECTION III: Policies The probationer’s supervisor shall carefully observe his conduct and performance of the probationer It is imperative that the supervisor: (a) Review the contents of the evaluation with the employee and sign and date the form; (b) Have the employee sign and date the form; (c) Return the original to Human Resources by the due date If the attitude or performance of the probationer is unsatisfactory: Employment may be terminated any time after weeks or before completion of the maximum period of probation 70 I have discussed this evaluation with employee: YES NO If no, explain: TP HCM, Date … Month … Year … Signature of Supervisor Signature of Employee (Source: Recommended by the author) Through the probationary period evaluation, the recruiter can evaluate the candidate's capacity and working attitude more objectively, because there is a discussion from both sides: the employer and the employee moving To create fairness for employees, if the recruiter misjudges incorrectly the employee's performance, the candidates can give feedback to the HR department so that the HR department can verify and evaluate again to avoid missing potential employees 71 CONCLUSION Behind a successful business is a team of talented HR employees in the development and prosperity of the company Therefore, the HR Recruitment Department plays a very important role in deciding whether the whole staff is qualified or not That is the key for businesses to have steady steps in the economic integration Because of the increasingly fierce competition in the market, the recruitment process must be more and more complete to ensure the quality of human resources It can help MWG to maintain continuously the business activities of the organization and be able to progress increasingly stronger and more sustainable In this study, I have done the topic "IMPROVING EFFECTIVELY THE HUMAN RESOURCES RECRUITMENT AT BACH HOA XANH SUPERMARKETS CHAIN" to have an overview to details of each activity in the recruitment process as well as the advantages and disadvantages of the businesses Then, I can offer some solutions to help the company better improve the human resources recruitment and attract a large number of human resources with high quality to meet the demands of HR, and even stimulate the company’s development in the future In the process of researching this topic, due to the limited time and ability to search and access information as well as knowledge about human resource recruitment and even errors are inevitable With this topic, I hope that I can contribute partly to better enhance the HR recruitment as well as activities in the HR department of MWG in the near future 72 REFERENCES Ali (2019, December 2nd) YIPIK GROUP Retrieved from What is the purpose and importance of recruitment?: https://www.ypikgroup.co.uk/what-is-the-purposeand-importance-of-recruitment/ Amis, M (2020, March 2nd) Tuyển dụng nhân gì? Vai trị tuyển dụng nhân Retrieved from Amis, Misa: https://amis.misa.vn/8012/tuyen-dung-nhan-sula-gi-vai-tro-cua-tuyen-dung-nhan-su Dept, H (2021, 01 12) 14 Top Recruitment Skills That All Great Recruiters Have Retrieved from Toggl Hire: https://toggl.com/blog/14-top-recruitment-skillsthat-all-great-recruiters-have Dung, T K (2018) Human Resources Management Ho Chi Minh City: Ho Chi Minh City General Publishing House EI-hadidi, M (2015, December 21st) Factors Affecting Recruitment Retrieved from Linkedin: https://www.linkedin.com/pulse/factors-affecting-recruitment- moustafa-el-hadidi Hien, M L (2016) Textbook of Human Resources Management Ho Chi Minh City: Ho Chi Minh City General Publishing House HR Professionals, L (2020, March 17th) SpriggHR Retrieved from https://sprigghr.com/blog/hr-professionals/what-is-the-difference-betweenrecruitment-and-selection Ivancevich, J M (2010) Human Resources Management Ho Chi Minh City: Ho Chi Minh City General Publishing House MWG (2017) Annual Report 2017 https://mwg.vn/uploads/delightful- downloads/2018/04/TGDD-Annual-Report-2017-3.pdf MWG (2018) Annual Report 2018 https://mwg.vn/uploads/eng/2019/05/mwg-annualreport-2018-EN-final_20-5.pdf MWG (2019) Annual Report 2019 https://mwg.vn/uploads/eng/2020/04/AnnualReport-2019.pdf MWG (n.d.) Investor Relations Retrieved from https://mwg.vn/ MWG (n.d.) Job Search website Retrieved from https://vieclam.thegioididong.com/ 73 Prachi (2018, September 17th) Sources of Recruitment Retrieved from The Investors Book: https://theinvestorsbook.com/sources-of-recruitment.html TalentBold (2021, 04 23) Cách viết Mail thông báo trúng tuyển tiếng Anh Retrieved from Talent Bold - We bold your talents: https://talentbold.com/cachviet-mail-thong-bao-trung-tuyen-bang-tieng-anh-887-ns 74 APPENDIX Appendix 1: List of employees attending the interview Recruitment Specialists Sign Full name Function A1 Nguyen Minh Chinh Team Leader A2 Trinh Huu Huan RS A3 Tran Thien Tinh RS A4 Bui Thu Phuong RS Questions What benefits and difficulties you face in the recruitment process? What are the reasons that employees often quit their jobs? How many types of interviews are there? Are there any shortcomings in those forms? Has the company conducted the evaluation of the probationary period for the candidate? Appendix 2: List of candidates attending the interview during the probationary period Recruitment Specialists Sign Full name A5 Tran Minh Tuan A6 Le Nguyen Minh Ngoc A7 Phan Anh Thu A8 Mai Thuy Diem Function Shop assistant Cashier Shop assistant Cashier Questions What are the advantages and disadvantages when you work at BHX store? How you feel when the company does not have specific criteria to evaluate the probation process? Why did you quit your job? 75 Appendix 3: An example of the online multiple-choice questions that candidates have to pass Appendix 4: The interview questions of round (the selection interview) 76 BIÊN BẢN CHẤM KHÓA LUẬN TỐT NGHIỆP DÀNH CHO GVHD Tiêu chí đánh Yếu Trung Bình Khá Giỏi 0-3.0 3.1-4.0 4.1-5.0 5.1-6.0 giá Nội dung Nội dung Nội dung Nội dung chương khơng có chương thiếu liên chương có liên kết chương có liên kết liên kết Những vấn đề kết Những vấn đề Những vấn đề Những vấn đề chính cần nghiên cứu, cần nghiên cần nghiên cứu, mục cần nghiên cứu, mục mục tiêu nghiên cứu, cứu, mục tiêu nghiên tiêu nghiên cứu, nội tiêu nghiên cứu, nội nội dung không phù cứu, nội dung dung phù hợp với tên dung phù hợp với tên Nội dung hợp với tên đề tài Các chưa phù hợp hồn đề tài, phân tích đề tài Phân tích chi phân tích cịn lan man, tồn vào tên đề tài sơ sài, chưa chi tiết, tiết, tập trung giải chưa chi tiết Tất Các phân tích cịn lan chưa tập trung giải vấn đề phân tích nhận man, chưa chi tiết tồn nghiên cứu Các phân định khơng có sở Có nhiều phân tích vấn đề nghiên cứu tích nhận định có Nhiều ý phân tích nhận định khơng có Một số phân tích, nhận sở thiếu mạch lạc, mâu sở thuẫn định thiếu sở Điểm 0-0.4 0.5-0.6 0.7-0.8 0.9-1.0 Có tài liệu tham Tài liệu tham khảo Tài liệu tham khảo Tài liệu tham khảo khảo Không có trích khơng phong phú phong phú Có số phong phú Có trích dẫn lý thuyết (khái Khơng có trích dẫn lý thuyết (khái niệm) dẫn đầy đủ lý niệm) nêu lý thuyết (khái chưa trích dẫn thuyết Trích dẫn tài liệu tham khảo (khái niệm) đề tài Có niệm) nêu Có số bảng biểu nêu đề nhiều bảng biểu chưa đề tài Có chưa đặt tên, tài Các bảng biểu đặt tên, đánh số nhiều bảng biểu chưa đánh số ghi nguồn đặt tên, đánh số ghi nguồn đặt tên, đánh số đầy đủ đầy đủ, ghi ghi nguồn nguồn đầy đủ (trừ bảng biểu tác giả tự phân tích, tính tốn) 0-0.9 Câu văn từ ngữ 1.0-1.3 1.4-1.7 1.8-2.0 Triển khai ý thiếu Triển khai ý Triển khai ý thiếu Triển khai ý rõ rõ ràng, mâu thuẫn thiếu rõ ràng lộn rõ ràng Có số lỗi ràng, liền mạch Sử lộn xộn Rất xộn Nhiều lỗi trong sử dụng từ ngữ dụng từ ngữ phù nhiều lỗi sử sử dụng từ ngữ (chưa (chưa phù hợp với hợp với hoàn cảnh dụng từ ngữ (chưa phù phù hợp với hoàn hoàn cảnh) Câu văn Câu văn mạch lạc, hợp với hoàn cảnh) cảnh) Câu văn thiếu thiếu mạch lạc, có khơng có lỗi tả Câu văn thiếu mạch mạch lạc, nhiều lỗi số lỗi tả lạc, nhiều lỗi chính tả tả 0-0.4 Thái độ 0.5-0.6 0.7-0.8 0.9-1.0 Rất liên lạc với Thỉnh thoản liên lạc Thường xuyên liên lạc Rất thường xuyên liên GV để duyệt với GV để duyệt với GV để duyệt lạc với GV để duyệt Điểm thưởng dành cho sinh viên viết báo cáo tiếng Anh dao động từ 0,1-1,0 điểm Tổng điểm: Kết luận:  Cho SV bảo vệ trước hội đồng  Không cho SV bảo vệ trước hội đồng Ngày … tháng… năm …… Giảng viên chấm KLTN S K L 0