Assessing the recruitment and traning effectiveness of ha tien 1 cement company

:t' HCMC UNIVERSITY OF FOREIGN LANGUAGES AND INFORMATION DEPARTMENT OF INTERNATIONAL TECHNOLOGY BUSINESS ADMINISTRATION -03&> - GRADUATION PA~PER TOPIC: ASSESSING THE RECRUITMENT AND TRAINING EFFECTIVENESS OF HA TIEN CEMENT COIVIPANY STUDENT'S.NAME: CLASS:' NGO MINH DUY CVONG KD0203 ADVISOR: Mr VO VAN THANH TIN - MBA JULY 2006 rf I ACKNOWLEDGMENTS I am appreciative Administration of HUFLIT Department's University and International Business teachers and staffs who have given me good conditions and an opportunity to write this graduation paper I am extremely grateful for the support and leading of my advisor - Mr Vo Van Thanh Tin who has had a great contribution completion It dedication IS to my research definite that without his direction, encouragement, in suggesting, reviewing, and correcting thoughtfully 's and and patiently from times to times, I cannot go to the end of the way I thank the Board of Director of Ha Tien Cement Company, especially HR Department's officials who granted permission for me to learn and use their data, information, and procedures relating to my topic Finally, I thank my parents for the support and encouragement they have offered during the period of conducting the paper To all of these people I am deeply contributions Ho Chi Minh City, July 2, 2006 Ngo Minh Duy Cuong - grateful for their worthwhile THE ADVISOR'S ASSESSMENT The author, Mr.NGO MINH DUY CUONG, has tried his best to work on the literature related to the recruitment & training issues His efforts in collecting and analyzing the data from Ha Tien Cement Company have greatly contributed to the values and implication of the Graduation Paper Most of the objectives of the Graduation Paper have been reached Besides, the content of the paper has also been clear, concise, and coherent thanks to his good academic writing skills The findings from his analysis have proved his competence in working on a research and have become good basis for his suggestions to improving the working environment at Ha Tien I Cement Company With great consistency and hard working, the author has fulfilled his duty The results of her Graduation Paper are worth being recognized and rewarded 8th July, 2006 VO VAN THANH TIN ii ABSTRACT A company's human development resource Hence, individuals recruitment is not lack of the remarkable to attract and retain contributions of appropriate and skillful and training processes require being strategic and logical To learn more about this matter, with basic knowledge and specific information, the author recruitment & training decides to present effectiveness the topic: "Assessing of Ha Tien Cement the Company" Besides analyzing and assessing these two processes' role and development, the research improving efficient paper is along their effectiveness pattern with some unprejudiced suggestions as well as building up an effective of the company's recruitment and training to and processes matching with society's development and needs 11l Table of contents TABLE OF CONTENT • Acknowledgments • Advisor's assessment 11 • Abstract III • Table of content IV • List of figures IX INTRODUCTION I Research Paper Objectives 2 Scope and limitation of the research Research methodology 4 Structure of the research report CHAPTER 1: LITERATURE REVIEW 1.1 THE IMPORTANCE 1.2 RECRUITMENT OF RECRUITMENT, PREPARATION SELECTION ACTIVITIES a Human resource planning b Alternatives to recruitment 1.3 RECRUITMENT SOURCES & METHODS II a Internal sources & methods II b External sources & methods 13 1.4 SELECTION PROCESS 17 a Review of application 17 b Selection Tests 17 IV Table of contents • Job-Knowledge • Work-sample • Personality Tests-~;;;;.-.-; 18 Tests 18 Tests 18 c Interview 18 • Preliminary Interview • Employment 18 Interview 19 • Types & Methods of Interview : The Unstructured : Structured d Reference 20 Interview 20 Interview & Background 20 checks 21 e Selection Decision 21 f 21 Physical Examination 1.5 ASSESSING THE RECRUITMENT, 1.6 THE ESSENTIALS 1.7 DETERMINING 1.8 TRAINING TRAINING ACTIVITY EFFECTIVENESS 21 IN ORGANIZATION 22 NEEDS 23 EMPLOYESS a New employee • OF TRAINING SELECTION orientation 23 & training 24 Purpose of orienta tion • Identification b Current employee c Management 1.9 TRAINING of new employee's 24 training needs training & development development METHODS a Worker training methods 24 25 25 26 26 v Table of contents b Management 1.10 ASSESSING training methods THE TRAINING 26 EFFECTIEVESS 26 a Criteria 27 b Result 27 CHAPTER 2: OVERVIEW TO HA TIEN CEMENT COMPANY 2.1 HISTORy 2.2 OPERATION 30 AND ACHIEVEMENTS 31 2.3 PRODUCTS >- Products >- Technological 2.4 COMPANY'S 33 33 production process DEVELOPMENT 2.5 HUMAN RESOURCE 34 TENDENCy DEPARTMENT FUNCTIONS 35 37 CHAPTER 3: ANALYZING THE RECRUITMENT, TRAINING PROCESS OF HA TIEN CEMENT COMPANY 3.1 3.2 PERSONNEL SITUATION 40 a The Structure of Labor Force 40 b The Characteristics of Labor Force 42 SOURCES & METHODS 45 RECRUITMENT a Internal sources & methods 45 • Promotion from within 45 • Default recruitment 46 policy b External sources & methods • Internships 47 47 VI Table of contents 3.3 • Employment • Advertising SELECTION agency 48 48 PROCESS a Review of application 49 & resume 49 b Selection Tests 3.4 • Job-knowledge • Work-sample 50 test 50 test 50 c Preliminary Interview 51 d Employment Interview 52 e Probationary Period 53 f Decision 54 Employment ASSESSING THE RECRUITMENT, a Some outstanding SELECTION points & results b Some drawbacks 3.5 DETERMINING 3.6 NEW EMPLOYEES 3.7 EFFECTIVENESS 54 54 56 THE TRAINING NEEDS TRAINING 60 61 a Orientation 61 b Training method 61 CURRENT EMPLOYEES TRAINING 62 a Training regulations 62 b Self training policy 64 c Training methods 64 d Training courses 66 VII Table of contents 3.8 ASSESSING THE TRAINING EFFECTIVENESS 67 a Criteria 67 b Results 68 CHAPTER 4: SOME SUGGESTIONS TO IMPROVING THE RECRUITMENT, TRAINING PROCESSES OF HA TIEN CEMENT COMPANY 4.1 EXPANDING THE RECRUITMENT SOURCES & METHODS 74 4.2 ENHANCING THE SELECTION TESTS 78 4.3 INNOVATING THE EMPLOYMENT INTERVIEW 80 4.4 IMPROVING TRAINING EFFECTIVENESS 82 Co Delusio n 85 Appendix 87 Ref e renee 97 viii List a/figures LIST OF FIGURES Figure Page Figure 1.1: Human Resource Planning Process 10 Figure 1.2: The Recruitment Process 12 Figure 2.1: The Overview of Ha Tien I Cement Company 29 Figure 2.2: Capital of Ha Tien Cement Company in 2004 32 Figure 2.3: Techonological 35 Production process figure 2.4: Developing tendency and objectives of the company 36 Figure 2.5: Training objective over years 36 Figure 3.1: Departments' 41 , labor arrangement Figure 3.2: Number of employees 41 Figure 3.3: Distribution of direct and indirect workforce 42 Figure 3.4: Distribution of male & female employees 43 Figure 3.5: Distribution of the employees' 43 age Figure 3.6: Education level of employees 44 Figure 3.7: Total training costs over years 69 IX Chapter 4: Some suggestions to improving the recruitment & training processes company's culture system, nature of the jobs, and other job related elements may be positive elements contributing to an effective and open interview • Finally, it may be a good idea for the company to periodically ask for counsel and assistance from professional interviewers experienced of popular and agencies 4.4 IMPROVING TRAINING EFFECTIVENESS a Reducing training cost Another headache problem for the company may be how to orgamze quality training courses with a cost-effective a budget At present, to have a formal training course some of common training forms used by Ha Tien I Cement Company are professional training agencies, local and foreign universities, foreign trainers attendance These forms usually are formal and methodical but extremely expensive Emphatically, costs of training have always accounted budget Particularly, the company's for a considerable annual part in total the cost of foreign training courses is usually over 50 percent compared with total training costs, as mentioned in chapter It is said that training frequently is a cost-rocketed investment However, it would be useful, if this investment can ensure cost-saving factor Therefore, to overcome this obstacle the author would like to present an additional training form involving the reduction of cost It is online training courses This tool include online or distance learning technology, online media and multimedia content, resources, searchable databases and the Internet All courses can be conducted by online computer system Trainees can learn and obtain latest job related knowledge at the company without attending outside courses Moreover, it also offers some impeccable benefits such as: 82 Chapter 4: Some suggestions reducing to improving the recruitment time for training, productivity reducing training & training processes cost, increasing time and on the job, and providing flexibility of schedule for trainee Instead of spending a large amount of money on expensive foreign training • courses, the maintaining company can make an investment in establishing its own online training system inside the company computerized training department and And a can be set up in which online training method and courses will be applied for the company's employees, especially foreign language courses, management skills, tests, ecl This may be useful for long term training objectives of the company b Enhancing performance review The last factor the author would like to mention is enhancing performance review It means the evaluation of level of applied capability back on the job performance and the new effective contribution for the company Currently, these measurements have been conducted by HR dept and trainees through their reports, results, and performance after training period However, it may be difficult to exactly trainees' evaluate the training's bottom-line basing upon reports Hence, it may be a good solution for the company to setting up and developing trainees can show up an after-training action plan through which what they have learned through the process and present what they intend to implement on their return to work It must be organized established and conducted by trainees' department by HR dept and top management managers via criteria to ensure the fairness and consistence of the review 83 Chapter 4: Some suggestions to improving the recruitment & training processes In addition, another method that the company needs to put into practice may be after-training questionnaires Its utility is to examine and rank what the trainees have learned on the training program, what they have been usefully reminded of, Questionnaires and what they like and dislike about the courses should be created and conducted by the HR dept, trainees' managers connecting with assistance and counsel of qualified psychologists to ensure to have an obvious score ranking so that the company can determine a summary of whether a certain program is good, effective, and satisfied to the objectives set SUMMARY By all information, data, and perception coordinating with basic theory, the author has mentioned and presented some suggestions involving expanding the recruitment sources and methods, enhancing the selection tests, innovating the employment interview, and improving training effectiveness They are unprejudiced ideas of the author with only one purpose improving the two main functions of Ha Tien I Cement Company's for HR management - recruitment and training 84 Conclusion CONCLUSION In today's become competitive a vital management achieving environment, section of has increasingly corporate objectives human companies played resource Moreover, a strategic has particularly human resource and critical Building up an effective role recruitment in and training process in order to obtain a strong and professional workforce and to reduce operation costs is an appropriate and practical need of companies In recent years, our country's economy has joined into the economy of the whole world It is a great stage in affirming the position and reputation of Vietnam in the global market as well as assisting Vietnamese business in having more chances to learn, to experience challenges and to stand steadily in a new competitive environment It also means that to be able to remain a stable position, Vietnamese critical objectives companies as well as manage obligate to set up strategic and all their sources effectively and efficiently And Ha Tien Cement Company should be one of them In such theme's narrow sphere as well as gained knowledge connected with specifically company's collected information recruitment and data, the author has presented the and training activities basing on their current real situation The research is structured by four separate chapters In the first chapter the author has mentioned some basic concepts and theory concerning to the recruitment and training processes It is next covered by an overview of the company in chapter Then, the analysis and assessment of these two processes' chapter outstanding points and drawbacks are indicated in And the final chapter does focus on some suggestions to improving their effectiveness 85 APPENDIX Appendix A RECRUlTMENTADVERTlSEMENTOF [fA TlEN 1CEMENT COMPANY , T'T XI MANG:HATIEN " • - , 'l'I'IONG BAO'TUYENDUNG '''''c:.: Cong ty xi miing Hi! Tie,! 1M dOlmh nghi?p ilha nuffc, thu{jc ]'Jng Congty xi miing Viftl'fam: Tr{l sO;c'ua£ong & t{IiKm xq l~ flO: N{ji, Quq.n Thu Dirc, TP.HGM.' •• 11i911Cong ty chung toi dn tuy6n cae vi tri 8im : D~i hQc chuyen ngimh TiU chinh - Tin d\lng bo~c Ngo~i tbuong, C Anh van, nam t1.16idOi tir 22.- 35, sir d\l11gth