(Luận văn) the low awareness of the consultancy and recruitment department in saigon hi–tech park

g UNIVERSITY OF ECONOMIC HO CHI MINH CITY International School of Business t to ng - hi ep w n lo ad y th ju Vo Thi Thanh Giang yi pl al n ua THE LOW AWARENESS OF THE va n CONSULTANCY AND RECRUITMENT fu ll DEPARTMENT IN SAIGON HI – TECH PARK oi m at nh z MASTER OF BUSINESS ADMINISTRATION z k jm ht vb om l.c gm Ho Chi Minh City - 2017 an Lu n va ey t re UNIVERSITY OF ECONOMIC HO CHI MINH CITY International School of Business t to - ng hi ep w n lo ad y th ju Vo Thi Thanh Giang yi pl al n ua THE LOW AWARENESS OF THE va n CONSULTANCY AND RECRUITMENT fu ll DEPARTMENT IN SAIGON HI – TECH PARK oi m at nh z z vb k jm ht MASTER OF BUSINESS ADMINISTRATION gm SUPERVISOR: Prof Tran Ha Minh Quan om l.c an Lu Ho Chi Minh City - 2017 n va ey t re SUPERVISOR’S REPORT ON THE THESIS PROPOSAL SUBMITTED FOR DEGREE OF MASTER of BUSINESS ADMINISTRATION t to ng hi The thesis proposal title: THE LOW AWARENESS OF THE ep CONSULTANCY AND RECRUITMENT DEPARTMENT IN SAIGON w HI – TECH PARK n lo Student Name: Vo Thi Thanh Giang ad y th Supervisor: Prof Tran Ha Minh Quan ju General comments: yi pl Remarks on the student’s attitude: ua al …………………………………………………………………………… n …………………………………………………………………………… va n Remarks on the assignment’s academic quality: fu ll …………………………………………………………………………… m oi …………………………………………………………………………… nh at Overall assessment: z z  Meet requirement for submitting jm ht k Other remarks:  Other………………………… om an Lu  The Turnitin plagiarism percentage: l.c  No gm  Did the student follow the report schedule?  Yes vb  Not meet requirement for submitting n va Supervisor’s signature ey t re ACKNOWLEDGEMENTS t to I would first like to thank my thesis advisor Prof Tran Ha Minh Quan of the ng International School of Business He consistently allowed this paper to be my own work, hi ep but steered me in the right the direction whenever he thought I needed it Without his guidance, support and good nature, I would never have been able to pursue the thesis w n lo I would also like to acknowledge Dr Phan Thi Minh Thu of the International School of ad Business as the second reader of this thesis I am gratefully indebted to her for her very y th ju valuable comments on this thesis yi pl ua al Finally, I must express my very profound gratitude to my staffs in SHTP Training center for providing me with unfailing support and continuous encouragement throughout my n n va years of study and through the process of researching and writing this thesis This ll fu accomplishment would not have been possible without them oi m at nh z z k jm ht vb om l.c gm an Lu n va ey t re t to Table of Contents ng LIST OF FIGURE hi ep LIST OF TABLES EXECUTIVE SUMMARY w n lo CHAPTER 1: BACKGROUND INFORMATION ad Organization background Situation analysis 10 ju y th yi CHAPTER 2: PROBLEM IDENTIFICATION 15 pl Methodology 15 Initial cause effect map 17 n ua al n va CHAPTER 3: CENTRAL PROBLEM VALIDATION 25 Central problem identification 25 Central problem validation 26 ll fu oi m at nh CHAPTER 4: ROOT CAUSE VALIDATION 28 CHAPTER 5: ALTERNATIVE SOLUTIONS AND ACTION PLAN 32 z z vb CHAPTER 6: SUPPORTING INFORMATION 42 jm ht REFERENCES 42 APPENDICES 44 k om l.c gm an Lu n va ey t re LIST OF FIGURE Figure 1: The Consultancy and Recruitment Department structure t to Figure 2: Communication channels in the recruitment ng hi LIST OF TABLES ep Table 1: Job description of Nidec R&D Recruitment Table 2: The result of recruitment through the end 2016 to early 2017 w n Table 3: Respondents information at the Consultancy and Recruitment Department in lo ad SHTP Training Centre y th Table 4: Location and timing interview ju yi Table 5: Planning of Nidec Recruitment in the early 2017 pl Table 6: Cost budget of Nidec R&D Recruitment al n ua Table 7: Action plan for the first solution va Table 8: Action plan for the second solution n Table 9: Level of factors affect ineffective communication ll fu oi m at nh z z k jm ht vb om l.c gm an Lu n va ey t re EXECUTIVE SUMMARY t to In the process of attracting foreign investors to invest in Saigon Hi-Tech Park, the ng Government has encouraged enterprises to focus on human resources and technology hi ep for long-term development Specifically, the Board of Management of the Saigon High- Tech Park support Nidec established Nidec R&D Center for research and business w development, in addition to the development of SHTP However, it is difficult in the n lo recruit the talent engineers for dedication ad In the scope of the thesis, it is aim to practically analyze the shortage applications y th ju provided for Nidec R&D center at the Consultancy and Recruitment Department in yi Saigon hi-tech Park Training center The object of this report is to outline in broad terms pl ua al the information and engineering considerations required for and the principle involved in the recruiting engineer for Nidec R&D center n n va The study tries to identify the main different factors which contributed to the issue by ll fu the literatures informed reviews and the collected data from colleagues during deep oi m interviews with managers position and staffs The study uses these factors in developing nh practical techniques, which can solve the problem at The low awareness of brand is the central problem because it come from the poor skill z z of staffs and the ineffective communication channels as advertising It led to the jm ht vb inefficiency in recruiting The report is intended to provide the executive board with background information to k an Lu Training skill for staff om Develop the social advertising channels l.c recommendations: gm assess the feasibility of a proposal they have been asked to assess some The findings impact on the result of the following recruitment with the numerous va applicants in this project The Nidec R&D center can recruit more talent engineers n ey t re CHAPTER 1: BACKGROUND INFORMATION Organization background t to Saigon Hi-tech Park (SHTP) is one of three nationals high - tech parks in Viet Nam ng which was established by the Decision 146/QD-TTg dated 24 October 2002 of the Prime hi ep Minister It is located in District of Ho Chi Minh City (HCMC) The Park is developed on an area of 913 hectares and includes two phases of development, of which the first w Phase occupies 300 hectares and 613 hectares of the remaining area is of the second n lo Phase (1) With a strategic location which is in proximity to the city's center, airport and ad sea ports of HCMC, and surrounded by 43 industrial parks and export processing zones y th ju of the Focal Economic Region of Southern Vietnam, the Park has full advantages to yi become a technological and scientific urban area that will be the foundation for pl of Vietnam (2) n ua al development of knowledge economy of HCMC and the Southern Key Economic Region n va Besides, together with other advantages such as receiving strong support of central and ll fu local governments, offering "one-stop-shop" application service and highest legitimate oi m tax incentives to investors, etc SHTP has been considered a bright point of foreign nh investment attraction in fields of high technology throughout Vietnam The Park was at proudly the investment destination of projects from global hi-tech corporations z z including Intel (the U.S) with its $US 1-billion project, Nidec (Japan), Sanofi (France), vb jm ht Datalogic (Italia), Microchip (the U.S), Sonion (Denmark), etc., as well as from leading domestic educational institutions and companies including FPT Corp., Hutech, k gm Nanogen, etc After 11 years of development, as one of the only three national hi-tech l.c parks and one of Ho Chi Minh City's five focal projects serving as the driving force for an Lu tech investment in Vietnam (1) om the city's development until 2015, SHTP has become a trustworthy destination for hi- Generally, SHTP has four functions: attracting investment in high-tech products, n va researching, developing and applying high technology, training high-tech human was established by the Decision 2669/QD-UB dated 31 May 2005 of the People’s Committee of HCMC SHTP Training Center has the mission of training and supplying ey center (SHTP Training) is one of the units under the Board of Management of SHTP, t re resources and organizing high-tech development support services SHTP Training human resources in the field of economy associated with technology and technology in order to accelerate the process of integration and development of the city and the country t to (3) The SHTP Training Center is a connection between the practical requirements of ng the enterprises and the knowledge and skills of employees, through training consulting hi ep services, job introduction and especially the curriculum according to the enterprises’ requirements In order to realize its vision and mission, the SHTP Training Center needs w to understand more about the human resource needs of enterprises in the technology n lo sector, thereby offering and delivering training programs Create, more appropriate ad consulting services, can meet the needs of the business to the maximum The y th ju consultancy and Recruitment Deparment plays the main role in this recruitment It yi mainly conlsulting sevices, introducing jobs, supporting the supply of human resources pl ua al for businesses operating in and out of SHTP in many different fields, especially in science, engineering and technology n n va fu ll SHTP oi m at nh z z SHTP Training Center k jm ht vb om l.c gm Consultancy and Recruitment Department Vice manager an Lu Manual labour Consultancy n ey t re Marketing staff va Professional labour Consultancy Figure: The Consultancy and Recruitment Department structure (Source: SHTP Training Center Structure) Over the years, SHTP Training has become more and more familiar with employees With the demand of recruiting hundreds of jobs from general labor to specialized t to engineers, senior managers of enterprises inside and outside the Hi-Tech Park, ng especially those with Foreign Direct Investment (FDI) The Consultancy and hi ep Recruitment of SHTP Training continues to expand the scope of activities of the Information - Employment Station in particular and the scale of services in general for w service activities to develop The Consultant and Recruitment Office at SHTP Training n lo Center has staff members, vice manager, consultants are divided into professional ad skilled labor consultant and mannual labor consultant and marketing employee The y th ju recruitment is reported directly to the Director of the SHTP Training Center The yi Director od SHTP tarining center is responsible for reporting to the SHTP Board of pl n va Situation analysis n ua al Directors quarterly and annually fu Towards 2020, SHTP is to be a technopolis playing an important role of strongly ll m oi enhancing the technological and intellectual base of HCMC and the Focal Economic at nh Region of Southern Vietnam, and serving as a Vietnam's model of technological innovation, intellectual capital development and innovation economy Investors in z z SHTP with extensive and modern infrastructure with highly qualified staff, SHTP vb jm ht Training center has been rapidly evolving into a training and human resource provider (1) The consultancy and recruiting department in SHTP Training is facing a problem k l.c gm of the decrease of specialized labor source to supply for foreign businesses in SHTP Particurlarly, NIDEC Group is one of the leading corporations in the field of precision om engineering and machine building in Japan (4) which is operates in SHTP with five an Lu subsidiaries as NIDEC Sankyo, NIDEC Vietnam Corporation, NIDEC Servo, NIDEC Copal and NIDEC Seimitsu Corporation) as well as one of the pioneer investors of and territories around the world In Vietnam, Nidec has been running for more than 20 10 ey Nagamori - Chairman of Nidec said: "Nidec currently has investments in 46 countries t re components, precision motors for mobile and digital devices, etc.) Mr Shigenobu n dollars Manufacturing of precision engine parts, manufacturing of automotive va SHTP total of almost 15,000 employees and annual revenues of more than 500 million Employees Training and Development program ng - Marketing Marketing Depend on Report training staff find the course online: staff + time period the course teach marketing 5.000.000 Consultancy of course knowledg online for marketing VND/ staff staff and the course course benefit teach communication - after in working Conversatio finishing environment for n course: the consultancy staff 700.000 course - The accountant VND/course hi - The human resource ju t to Take a ep e and w n lo ad y th yi pl al n ua estimates the cost va budget for courses n Table 8: Action plan for the second solution ll fu oi m at nh z z k jm ht vb om l.c gm an Lu n va ey t re 41 CHAPTER 6: SUPPORTING INFORMATION REFERENCES t to ng hi ep City SGS About Hi-tech Park 2017 Fatseas M Research–industry cooperation supporting development in Vietnam: The challenge of translating policy into practice Reforming higher education in w n Vietnam: Springer; 2010 p 103-15 lo Dũng/VOV V Thủ tướng thăm Tập đoàn NIDEC Nhật Bản 2017 Le H Nidec says to pour more capital into HCMC 2017 Corporation N Research And Development Center Joseph C Cultural & Language Barriers in the Workforce Ferraro GP, Briody EK The cultural dimension of global business: Taylor & ad SHTP About Saigon Hi-Tech Park Training Center ju y th yi pl n ua al n fu va Francis; 2017 Bergen M, Dutta S, Walker Jr OC Agency relationships in marketing: A ll m oi review of the implications and applications of agency and related theories The Journal at 10 nh of Marketing 1992:1-24 Backhaus K, Tikoo S Conceptualizing and researching employer branding z vb Berthon P, Ewing M, Hah LL Captivating company: dimensions of jm ht 11 z Career development international 2004;9(5):501-17 attractiveness in employer branding International journal of advertising k l.c 12 gm 2005;24(2):151-72 Sullivan DJ There Is No Talent or Skills Shortage if You Can Recruit Talent om Away From Your Competitors ERE MEDIA; 2015 [Available from: away-from-your-competitors/ t re Brand 2016 Bishop J Talent Shortage? The Secret to Recruiting Top Candidates 2016 15 Allen DG, SCOTTER JR, Otondo RF Recruitment communication media: ey 14 n Clarke S Ways Content Marketing Can Dramatically Boost Your Employer va 13 an Lu https://www.ere.net/there-is-no-talent-or-skills-shortage-if-you-can-recruit-talent- Impact on prehire outcomes Personnel Psychology 2004;57(1):143-71 42 16 Bos N, Olson J, Gergle D, Olson G, Wright Z, editors Effects of four computer-mediated communications channels on trust development Proceedings of t to the SIGCHI conference on human factors in computing systems; 2002: ACM ng 17 Shiffer MJ Spatial multimedia representations to support community hi ep participation Community participation and geographic information systems 2002:309-19 w 18 Martin What Channels Are Most Effective for Recruiting of Top Talent for a n lo Startup? CLEVERISM October 10, 2014 ad 19 Shah C, Burke G Skills Shortages: Concepts, Measurement and Implications y th ju Working Paper No 52 Centre for the Economics of Education and Training, Monash pl Wickham J, Bruff I Skills shortages are not always what they seem: migration ua al 20 yi University 2003 n and the Irish software industry New Technology, Work and Employment 2008;23(1‐ n va 2):30-43 Infometrics NZDoL Indicators of skill shortage 2006 22 Lunenburg FC Communication: The process, barriers, and improving ll fu 21 nh Cross V, Hicks C, Parle J, Field S Perceptions of the learning environment in at 23 oi m effectiveness Schooling 2010;1(1):1-11 z z higher specialist training of doctors: implications for recruitment and retention jm ht 24 vb Medical education 2006;40(2):121-8 Ryan G, Gubern M, Rodriguez I Recruitment advertising: The marketing- k l.c 2000;6(2):354-64 gm human resource interface International Advances in Economic Research Tichy NM Strategic human resource management 1981 26 Charoenrungsiri R, Charoenrungsiree N Building a niche company in om 25 an Lu recruitment industry, a case study of Swedish company Multimind AB 2009 n va ey t re 43 APPENDICES Interview guide t to Introduce about the interview and purpose: ng hi Hi Ms/ Mr, ep I am doing a project for my final thesis of ISB program about “The shortage of engineers provided for Nidec R&D at the consultancy and recruitment department in Saigon Hi- w n tech Park” I would like to have your answers for following questions The answer will lo ad not have the right and wrong meaning, but only help me gather information to make the y th research, so please feel free to share with me Your feedback and answers will be kept ju yi confidential Thanks for your participation pl Duration: 20 – 30 minutes al Key sessions Objectives va No n ua Overall discussion framework: Timing n - To understand the current position in the department 5-10 ll fu Overall background m minutes oi - Briefly about Nidec nh at recruitment Explore the reasons led to To explore potential problems significant problem: in the shortage applications 15-20 z z Manager level om Recently, your department has done a project is to recruit engineers for Nidec R & D Center, can you briefly describe the x x x x x va x an Lu Staff level l.c Question gm No k Detail main questions: jm ht vb minutes while doing the project? Do your department make a recruit strategy? ey Do you have any problems or difficulties t re n requirements of this project? 44 Also, does the room focus on any channels for recruit? t to From your point of view, what other factors ng affect the number of applicants? hi ep How the quality of candidates compare to x x x x (except Mr last year ones? x Nhan) According to your assessment, how complete w n x x x x x x x x x lo the project is? ad y th What is the internal factors affected on the ju succesfull of this project? yi What is the enternal factors affected on the pl ua al succesfull of this project? What's the worst and the best of your n va 10 department on this project?? n If next year this project, you have any x (except Mr x ll fu 11 Nhan) oi m plans or improvement? at nh Transcripts z k jm ht Duration: 25 minutes vb Time of interview: 16th July 2017; 11:00 AM z Interview Interviewer: Ms Vo Thi Thanh Giang (G) Major: Bachelor - Human Resource Management an Lu Age: 34 om Interviewee: Ms Tran Thi Thanh Mai (M) l.c gm Venue: SHTP Training Centre - Lot E1, Ha Noi Highway, District 9, Ho Chi Minh City va n Position: Marketing Staff t re Experienced: 1.5 years ey G: Hi Ms Mai! I am doing a project for my final thesis of ISB program about “The shortage of engineers provided for Nidec R&D at the consultancy and recruitment 45 department in Saigon Hi-tech Park” I would like to have your answers for following questions The answer will not have the right and wrong meaning, but only help me t to gather information to make the research, so please feel free to share with me Your ng feedback and answers will be kept confidential Thanks for your participation hi ep M: Okay G: Recently, your department has done a project is to recruit engineers for Nidec R & w D Center, can you briefly describe the requirements of this project? n lo M: This time, they asked to recruit 32 engineers who had just graduated from college, ad or graduated from to years, all under 30 years old To serve the R&D Center to be y th ju established and expected to recruit about 300 engineers from 2016 to 2020 This is the yi second year of recruitment pl ua al G: Do you have any problems or difficulties while doing the project? M: Of course, for example, the recruitment period, last year's recruitment in September, n n va is easier to find candidates, but this year recruited in July, students are busy reporting ll fu graduation or vacation Therefore, many applicants not apply oi m Sencondly, currently, engineering students are a lot but not qualified Besides, required nh recruitment candidates must have foreign languages (English, Japanese) to get them at training in Japan, the number is very small So when we contact universities to find z z candidates, they help by posting announcements and no other support Mainly we look jm ht vb for other ways Besides, I did not have professional work I learned about the human resources but my k an Lu Particularly, some channels create engineers source in the department as: om M: Posted on facebook, contact old candidate data, ect l.c G: What is the other ways? gm job is marketing, so I has no basis and understanding of marketing  Facebook: As the main channel to attract the candidate Update regularly the n va requirements, note and consult the employees with the best choice The  Website: post job description but not frequently as Facebook Guide them to register follow the instruction 46 ey t re implementation is the way ads are most frequently applied  Band roll, banner: put all the recruit information in two offices and along the street in district and Thu duc, near to some universities (as HCMC t to University Technology and Education, HCMC University of Technology, ng Hutech University, etc) hi  Universities: contact with the office of student affairs, send recruit ep information to undergraduate and graduate students Because of the special w Nidec R&D recruitment, just focus on some suitable universities as HCMC n lo University Technology and Education, HCMC University of Technology, ad y th Hutech University which has the rekated major in technology, mechanicial, ju automation, etc With long-term staffing strategies, the office has sought to yi source human resources at universities and colleges to secure resources for pl ua al the implementation of their recruitment plans n  Employees service centers/ Job fair: Job fairs are where the candidates come va to find out the recruitment information and find a job that suits you n ll fu Understanding the common sense that the room has leveraged and exploited oi m relatively well the candidates at job fairs at nh  App on mobile: SHTP Recruitment (SHTP PROJOB) is an application developed by SHTP - Microsoft in collaboration with the Employment z z Advisory Center - Training Center for Research and Development R&D vb jm ht Application SHTP Employees have the option to search for smart jobs via their smartphone (along with other channels such as newspapers, websites, k l.c invest much gm direct submissions, etc.) It is just create this channel in April, 2017 so did not om  Neighbors’ SHTP: people who live near the SHTP, come across and see introduced by friends, relatives and etc an Lu information Someone want to find the job near house and stable and be va n G: Do your department make a recruit strategy? stickers, the rest as consultant and markerting employee go to university and find 47 ey and two women male staff play a role outside activities as mail delivery, posters t re M: The department has five people, one is the vice manager, the other four are two men candidates That is the way we work so far This time it was more investment than running ads on facebook and also cost a little money t to G: And how is the result after advertising on Facebook? ng M: In general, it is given 100 resumes but only recruit 45 engineers compare the demand hi ep 60 ones G: Also, does the room focus on any other channels? w M: Virtually only posted announcements at university, campuses and google form n lo registrations ad G: According to your assessment, how complete the project is? y th ju M: Approximately 80%, the room still want to receive more applications but too little yi time should be limited The quality of candidates they respond to is not as good as last pl ua al year G: Why the quality of candidates is not good compare last year? What is the reason? n n va M: Students will have good people and not good people, the object of access to ll fu information that we give is uncontrollable so the collection is not as expected oi m G: From your point of view, what other factors affect the number of applicants? nh M: First is salary, not very high compared to common ground The level of 7.5 - 20 at million VND Second, to train in Japan for a year, the candidate is not confident z z G: That is an objective factor, so is there a subjective element in the room affected? vb jm ht M: This is a state agency, not putting a lot of pressure, sales reach or fail is not affected much, so the morale does not reach 100% productivity Part time work also the k l.c G: If next year this project, you have any plans? gm political work, so employees are not dedicated to professional work too an Lu of an employee, such as rewards om M: The mechanism of action can not be changed It is only possible to change the morale n va ey t re 48 Interview Time of interview: 16th July 2017; 17:00 PM t to Duration: 25 minutes ng Venue: SHTP Training Centre - Lot E1, Ha Noi Highway, District 9, Ho Chi Minh City hi ep Interviewer: Ms Vo Thi Thanh Giang (G) Interviewee: Ms Tran Thi Tu Anh (A) w Age: 39 n lo Major: Bachelor - Business Administration ad Position: Vice manager y th ju Experienced: years yi pl ua al G: Hi Ms Tu Anh! I am doing a project for my final thesis of ISB program about “The shortage of engineers provided for Nidec R&D at the consultancy and recruitment n n va department in Saigon Hi-tech Park” I would like to have your answers for following ll fu questions The answer will not have the right and wrong meaning, but only help me oi m gather information to make the research, so please feel free to share with me Your nh feedback and answers will be kept confidential Thanks for your participation at G: Recently, your department has done a project is to recruit engineers for Nidec R&D z z Center, can you briefly describe the requirements of this project? vb ht A: Nidec Group had us to recruit engineers for R&D Center Candidates have to have G: Do you have any problems or difficulties while doing the project? l.c gm Software) and good at English (at least TOEIC 450) k jm background on technology (such as: Automation, Electrical – Electricity, Die - Molding, om A: Yes, we The marketing activities is not strong, we have a little budget for this an Lu project, not enough to expand more in advertising The marketing staff is just depend on the Facebook or website primarily, the traditional channel, not go out to get va more ways Sometimes, cannot complete the job because of many works n training oversea and foreign environment working G: Do your department make a recruit strategy? 49 ey the requirement of the order is not easy to find candidates as the language, experience, t re And senior students of some universities had not graduated yet at that time In additon, A: Yes, of course We made plan and evaluated the effectiveness of some marketing channels However, have no innovation comppare with previous recruitment t to G: Also, does the room focus on any channels for recruit? ng A: Yes, we We communicated to universities have specialized technical, run ads on hi ep Facebook and traditional marketing such as: bandroll, poster, email G: From your point of view, what other factors affect the number of applicants? w A: The salary and English skills The demand of the recruiter and the ability of the n lo candidates not have in common Annually, it is the high number of graduates but not ad enough to meet recruiters because they demand higher salaries than the company pay y th ju G: According to your assessment, how complete the project is? yi A: I think our project is successful Nidec Group sent us thank you letter but it was not pl ua al complete pleasure for me G: What is the internal factors affected on the succesfull of this project? n n va A: All members of team are highly responsibility, support and guide candidates ll fu enthusiastically We also have good interviewers who have selected good candidates oi m from the preliminary round and training them at A: The support from universities, colleagues nh G: What is the external factors affected on the successful of this project? z z G: What's the worst and the best of your department on this project?? vb jm ht A: The worst is the lack of budget for marketing that lead to the inefficiency of recruiting The skill working of staff when doing project with high presure, marketing k gm skill om G: If next year this project, you have any plans or improvement? l.c The best is the enthusiastic support of whole team for candidates and Nidec Group an Lu A: Yes We will budget for marketing Recommend Nidec Group appropriate time for interview Plan to communicate to universities to select candidates and training them va sooner n ey t re 50 Interview Time of interview: 17th July 2017; 17:00PM t to Duration: 25 minutes ng Venue: SHTP Training Centre - Lot E1, Ha Noi Highway, District 9, Ho Chi Minh City hi ep Interviewer: Ms Vo Thi Thanh Giang (G) Interviewee: Mr Le Thanh Nhan (N) w Age: 43 n lo Major: Master - Business Administration ad Position: Ex - manager y th ju Experienced: 2.5 years yi pl ua al G: Hi Mr Nhan! I am doing a project for my final thesis of ISB program about “The shortage of engineers provided for Nidec R&D at the consultancy and recruitment n n va department in Saigon Hi-tech Park” I would like to have your answers for following ll fu questions The answer will not have the right and wrong meaning, but only help me oi m gather information to make the research, so please feel free to share with me Your nh feedback and answers will be kept confidential Thanks for your participation at G: Recently, your department has done a project is to recruit engineers for Nidec R&D z z Center, can you briefly describe the requirements of this project? vb jm ht N: Nidec is going to establish a Nidec R&D in SHTP Nowadays, they recruit axproximatle 300 engineers to training in Japan within year After that they come back k gm to Vietnam and work as a professional staff They recruit in many field of major such as an Lu G: Do you have any problems or difficulties while doing the project? om the order our department recruit 40 engineers l.c technical, technology and automation In this project (project recruiting in Nov 2016), N: We face the biggest problem about marketing when the budget was low that make n va us cannot extend more channel advertising, just depend on the traditional channel as staff G: Do your department make a recruit strategy? 51 ey the center that make us difficult to recruit candidate when Nidec not have a bus for t re facebook, website, source data Beside that the working location in SHTP, it is too far N: Of course, but the limited time not allow us have more time to discuss carefully G: Also, does the room focus on any channels for recruit? t to N: Outside facebook and website, we contact with universities to send information to ng fresh graduation and HCMC Youth employment service center hi ep G: From your point of view, what other factors affect the number of applicants? N: I think the job description is one of the most important factors that affected Beside w that the planning of the department and marketing activity are also affected the result n lo Besides, the quailified candidates is one the factors need to be considered Vietnam has ad not many colleges and universities have training in mechanical engineering The number y th ju of students attending and graduating yearly is quite large, however the ability to meet yi the demand of work in enterprises is limited The majority of students have only pl ua al theoretical training, very little practical training And they are lacking and weak in soft skills such as independent thinking, communication skills, persuasive and especially n n va foreign language skills ll fu G: According to your assessment, how complete the project is? oi m N: It is acceptable but it is not an expectation result nh G: What is the internal factors affected on the succesfull of this project? at N: The capacity of staff, innovation and enthusiasm in the working z z G: What is the enternal factors affected on the succesfull of this project? vb hometown k jm ht N: The recruit time is not convenience when students in the vacation and come back gm G: What's the worst and the best of your department on this project?? an Lu The worst is not have effective strategy om capacity l.c N: The best is all of the staff try their best to finish this project although the limite n va ey t re 52 Interview Time of interview: 18th July 2017; 11:00 AM t to Duration: 25 minutes ng Venue: SHTP Training Centre - Lot E1, Ha Noi Highway, District 9, Ho Chi Minh City hi ep Interviewer: Ms Vo Thi Thanh Giang (G) Interviewee: Ms Nguyen Thi Giang Thanh (T) w Age: 25 n lo Major: Bachelor - Accounting and Finance ad Position: Consultancy staff y th ju Experienced: 1.5 years yi pl ua al G: Hi Ms Thanh! I am doing a project for my final thesis of ISB program about “The shortage of engineers provided for Nidec R&D at the consultancy and recruitment n n va department in Saigon Hi-tech Park” I would like to have your answers for following ll fu questions The answer will not have the right and wrong meaning, but only help me oi m gather information to make the research, so please feel free to share with me Your nh feedback and answers will be kept confidential Thanks for your participation at G: Recently, your department has done a project is to recruit engineers for Nidec R&D z z Center, can you briefly describe the requirements of this project? vb jm ht T: From 2016 to the early 2017, we was organized interview time for Nidec Corporation and candidates This recruitment require candidate in technical, electronic k gm and automation field in age 22 to 30 They are good at English or Japanese because they l.c must training in Japan at least one year Nidec special consider two universities in om Vietnam are HCM university of technology and HCM university of technology and candidates must have the basic knowledge and skill in major an Lu education because they estimate graduate students are better than the others The va G: Do you have any problems or difficulties while doing the project? n board of SHTP The type of candidate that is difficult to satisfy because it require 53 ey recruitment that this is the task must be completed and reported to the management t re T: There are a lot of problems during recruitment This project is not for profit knowledge, skill , foreign language and must to training oversea Some candidates did not pleasure to moving, just want to live and work in Vietnam t to Besides, I not have the basic knowledge of technical so it is difficult for me to consult ng candidates perfectly It took time when I ask the help of the professor in this major to hi ep make decisions The selecting candidates is spend more time than the other project G: Do your department make a recruit strategy? w T: Of course, after receive the job description from Nidec, I make a plan for recruitment n lo It is careful and detail but I estimae it is not effective, particular present on the result ad recruitment y th ju G: Also, does the room focus on any channels for recruit? yi T: A lots, we focus on online communication channels such as Facebook, associate with pl ua al Vietnamworks, Jobstreet and website of universities Some channels advertising more effective but it it costly For instance, such as n ll fu recruited n va advertising on television, radio, television direct topics related Nidec R&D engineers oi m G: From your point of view, what other factors affect the number of applicants? nh T: The salary of Nidec is not high compare with compertitors The second factor is that at HCMC University of Technology is the main source to provide qualified candidates, z z but it is located in district 10, too far SHTP, so it is a big challenge for candidates and vb location k jm ht recruiters in recruitment Some candidates would not apply this job because of the gm In addition, the capacity of the working of employees is not reach the highest point, I om G: How the quality of candidates compare to last year ones? l.c did not try my best to focus on this project because of multitask to finish an Lu T: It is the same, estimate about 70% of all adapt Nidec is an international group, they are difficult to evaluate candidates as attitude, sense of responsibility, working, etc va G: According to your assessment, how complete the project is? n ey t re T: It is not complete because the deparment did not have enough applications provided for Nidec to inierview G: What is the internal factors affected on the succesfull of this project? 54 T: The ability working of staffs Particularly, the marketing staff not know the good way for marketing online, just post information on Facebook, not anything to t to attract candidates Moreover, I am as the consultancy staff but I not have the basic ng knowledge in these field recruitment, so can not active in evaluate candidates and advice hi ep the support from proffesional experts G: What is the enternal factors affected on the succesfull of this project? w T: It is a niche market, the number of suitable candidates is limited n lo G: What's the worst and the best of your department on this project?? ad T: The best is that all staffs in department work together for project success y th ju The worst is that the limited ability working of staff, the shortage right and effective yi marketing making pl ua al G: If next year this project, you have any plans or improvement? T: We focus more on marketing online, especially on Facebook and Vietnamworks n n va because in the previous, these are provided a lot of applications ll fu oi m at nh z z k jm ht vb om l.c gm an Lu n va ey t re 55