The Companys salary system is built on the principle of fairness on the basis of a comprehensive assessment of qualifications, capacity, experience, seniority and mainly based on work performance. Because the company specializes in garment manufacturing, the salary level is not high compared to other industries, but the company also has a salary policy that is competitive with other companies in the industry
b Recruitment process The organization has established a clear hiring procedure for each type of employee, including managers, office workers, and laborers Each recruitment object is different, the recruitment process is also different Recruiters can identify the best applicants for the job with ease, ensuring that both the quantity and quality of hired staff consistently meet managers' needs and production realities I.2 Recruitment limitations a Identify recruitment needs When determining recruitment needs, job analysis is very important, but the company has not paid attention to this issue However, in reality at Hung Yen Garment Corporation, this work has not been paid attention by the company's leaders, job descriptions, job standards and work force requirements are very sketchy The Company has not yet established a Recruitment Council; the entire recruitment process of the company is almost done by the Organizational-Administration department and the staff of the departments, the unit wishing to recruit b Recruitment method Applying the recruitment method through the recommendation of employees in the company will lead to the situation that the candidates are not evaluated objectively and fairly because it is governed by the acquaintance relationship with people in the company C Recruitment process The company has not yet developed an evaluation criteria form for the candidates' applications The health check of the successful candidates has not been given adequate attention The company only bases on the medical examination paper on file, but sometimes this information does not properly reflect the current health status of the candidate The company does not notice the job of checking and verifying the candidate’s background d Re-evaluate the recruitment process the time spent on reassessment of the company's recruitment process is very little The assessment process is mainly formal, so it has not found out the real advantages and disadvantages that the company is facing Reasons 2.3.1 Objective Currently, the labor market in our country is having many strong fluctuations in labor supplydemand, in which the supply of unskilled labor is always much larger than the labor demand Therefore, finding and attracting unskilled workers to work for enterprises from this source will be easier and easier During such difficult economic times, Hung Yen Garment Corporation has proposed new business strategies suitable to the current situation, including the economical and efficient use of financial resources Recruitment expenses for the company were also cut That is why the company mainly applies simple and low-cost recruitment methods Subjective The company leaders have not paid attention to the recruitment work The company's recruitment method and process is too simple Most of the staff of the Organization and Administration department are young ones, so they not have much experience in recruitment The company has not invested much in advertising and spreading the company's image to employees Therefore, candidates participating in recruitment are mainly workers in the province The company only receives recruitment documents directly, does not receive resumes via email or courier, so the number of employees attracted is not high III.Literature Themes or Arguments In order to find employees, organizations can choose from a variety of legal employment sources Resources may impact both pre-hire and post-hire outcomes differently The quantity of highly qualified applicants is the pre-hiring outcome that matters the most to organizations Instead, a wide range of near and far organizational socialization factors, such as meeting expectations, job satisfaction, and team commitment, can be found in post-employment findings organization and efficiency Zottoli & Wanous 2000) Emotional aspects in the family frequently have an impact on the hiring and selection of employees Additionally, inadequate hiring and selection procedures will endanger the company's success and potentially its survival.” (Mardianto, 2014) I not want to recommend my relative [for hiring] because I not want his name to be associated with mine I not want others in the company to remember that this person is my relative.” (Kazakh, 2018) In a nutshell, effective recruitment strategies result in developing and engaging a committed workforce whose talent and supremacy lead to the creation of competitive advantages and unmatchable business success in the marketplace.” (Sangeetha 2010)