(Tiểu luận) topic research for human resource managementstrategy of fpt corporation

NATIONAL ECONOMICS UNIVERSITY CENTER FOR ADVANCED EDUCATIONAL PROGRAMS _ _ ASSIGNMENT REPORT Course: Bussiness Management TOPIC: RESEARCH FOR HUMAN RESOURCE MANAGEMENT STRATEGY OF FPT CORPORATION Members of group : Nguyen Thi Thao Linh - 11213333 Nguyen Thi Thuy Hang - 11212064 Bui Ngoc Minh - 11213760 Pham Thanh Ngoc - 11214378 Dao Minh Phuong - 11214734 Course name Lecturer Dam Hai Yen - 11216361 : CLC-QTTH1102 E : Dr Nguyen Thi Hong Tham, PhD Hanoi, March 2023 Contents I EXECUTIVE SUMMARY II INTRODUCTION 2.1 About the FPT Corporattion 2.2 Culture 2.3 Vision .3 III HUMAN RESOURCES 3.1 General of FPT’s Human Resources 3.1.1 Organizational Structure 3.1.2 Personel Structure based on age and education level 3.2 FPT Human Resource Management 3.2.1 Human Resource Management methods 3.2.2 Human Resource Management activities .7 3.3 Advantages and disadvantages of FPT human resources management 3.3.1 Advantages .9 3.3.2 Disadvantages .10 IV TRAINING AND DEVELOPMENT METHODS 10 4.1 Definitions of terms used: 10 4.2 Training methods 10 4.2.1 The current training and development process in FPT Telecom 10 4.2.2 The 4E approach of FPT 11 4.2.3 Systematic approach to training and development of FPT Telecom 12 4.2.4 Employee training policy .12 4.3 FPT Development methods 13 4.3.1 Building FPT as a learning organization 13 4.3.2 Defining development paths for employees 14 4.3.3 Keeping employees updated with Technology 15 4.3.4 Humanity at FPT: Taking humanity - morality as the root of development policy 15 4.4 Results of training and development methods of FPT .15 4.5 Advantages and disadvantages of FPT training and development mehods 17 4.5.1 Advantages 18 4.5.2 Disadvantages .19 V RECRUITING NEW EMPLOYEES METHODS 19 5.1 The current human resource recruitment process in FPT Telecom 19 5.1.1 Determining human resource recruitment needs 19 5.1.2 Announcing the recruitment plan .20 5.1.3 Recruiting .21 5.1.4 Recruitment evaluation .23 5.2 Results of FPT recruiting new employees methods 23 5.3 Advantages and disadvantages of FPT recruitment process 24 5.3.1 Advantages 24 5.3.2 Disadvantages .25 VI CONCLUSION AND RECOMMENDATION 26 6.1 Conclusion 26 6.2 Recommendations .27 6.2.1 The basis of the proposed solution 27 6.2.2 Solutions .28 VII CONCLUDE 29 REFERENCE 29 I EXECUTIVE SUMMARY “The ergonomics of the work environment, state of the art equipment as well as quality raw materials can make production possible, but it is the human resources that actually make production happen”, (Asare-Bediako, 2008) “Companies that ensure employees are well handled are more likely to better in business as compared to firms that have no regard for their workers.”, (Mankins & Garton, 2017) Over the last few decades, human resource management has long been considered as a strategic partner of the other functional areas of business organization, namely; marketing, finance, production, purchasing, management information systems and administration Additionally, the human resource of any organization is that which is expected to bring about the competitive difference, since the success or failure of an organization is dependent on the quality of such resource as well as its orientation This is based on the notion that human resource is the competitive advantage a business organization possesses As previously mentioned , while equipment, infrastructure, methods of production, packaging and distribution strategies could all be copied by other competitive organizations, nevertheless the innate quality, innovativeness, knowledge, abilities and skills of the human resource cannot easily be copied The FPT's corporation is a firm that concentrates on staffing in Vietnam, an ideal destination for young talent, with 22,000 employees, 67% of whom have a university degree or a postgraduate degree, and 300 international employees FPT employs 8,500 programmers, IT engineers, and technology professionals, with 67 percent of the workforce under 30 The FPT corporation also owns thousands of ownership certificates from well – known technological businesses such as Microsoft, Cisco, and Amazon Web Services In such a context, there is no room for doubt that FPT is one of the firms in Viet Nam which attaches special importance to human resource management The question is how has The Corporation managed a huge human resource to achieve such great sucess as it appears to be today? According to Flippo, “Human resource management is the planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and reproduction of human resources to the end that individual, organizational and societal objectives are accomplished.” As a consequence, this essay serves to identify four main tasks of human resource management of the Group FPT, which are: Human resource planning, remuneration policy, training and development methods, recruiting new employees methods II INTRODUCTION 2.1 About the FPT Corporattion In 1988, FPT was founded by 13 young scientists with the desire to build “a company guided by technological innovations, committed to the highest level of customer satisfaction, contributing to the nation’s prosperity and providing its employees with the most favorable work environment possible, enabling them to reach their full potential in terms of their careers and personal lives.” Thanks to continuous innovation and pioneering spirit in bringing the most optimal technology products/ solutions/ services to its customers, FPT has developed robustly in recent years FPT is the largest ICT company in the private sector in Vietnam with more than 37,180 employees, including 24,068 technology employees and 178 offices in 27 countries and territories around the world FPT is also the leader in several business areas in Vietnam: Software outsourcing; System integration; Software development; IT services In the past more than 30 years, FPT has not only pioneered in building and developing Vietnamese-branded software; applying technology to life, creating benefits to people and businesses; modernizing national backbone industries; providing young people with education and practical training, but also been the leader in the sector of software export, contributed in bringing Vietnamese wisdom to the world In Vietnam, most of the large information systems in state agencies and key economic sectors of Vietnam are built and developed by FPT In Industry 4.0, FPT is the pioneer in researching and developing new technologies including Artificial Intelligence, Big Data, Cloud Computing, etc FPT is also the pioneer company in Vietnam when being in partnership with world-leading technology corporations such as GE (Predix), Siemens (MinSphere), Airbus (Skywise), Amazon AWS, etc., to create the most advanced digital platforms FPT’s position has been recognized worldwide and confirmed by a customer list comprising more than 600 large corporations in the world, 100 of which is listed in the Global Fortune 500 Several big names can be mentioned: Toshiba, Hitachi, Airbus, Deutsche Bank, Unilever, Panasonic, etc With the direction of pioneering in R&D and application of the latest technology trends, FPT will continue pioneering in digital transformation, applying new technologies such as AI, Big Data, Blockchain, IoT to develop technology solutions such as smart transportation, smart healthcare, e-government, etc 2.2 Culture FPT’s culture is encapsulated in words: “Respectful – Innovative – Team-spirited – Objective – Exemplary – Wise”, in which: “RESPECTFUL – INNOVATIVE – TEAM-SPIRITED” means “Respect individual – Innovative spirit – Team spirit” are the values that all FPT members share together “OBJECTIVE – EXEMPLARY – WISE” means “Objectivities – Exemplarity – Wisdom” are the values FPT leaders must possess 2.3 Vision FPT continues to pursue the long-term goal of becoming a digital enterprise and stand in the top 50 global leading end-to-end DX solutions and services providers by 2030 In the period of 2021-2023, FPT desires to become a trusted partner of businesses, committing itself to bringing excellent digital experiences for management and operation based on near realtime data platforms In order to achieve that objective, FPT has designed an action plan that incorporates a balanced and holistic framework encompassing the three dimensions of: Business, Technology and People STRATEGY - FPT attaches special importance to technology, products, services and infrastructure based on SMAC, IoT and Digital transformation - FPT increases investment, improving the quality of technology experts, and building a creative work environment - FPT aims to develop activities for the technology community, thereby building a sustainable technology ecosystem ACTION - FPT attaches special importance to technology platforms and infrastructure systems - Digitizing services, products and solutions - Building strong relationships with partners - Developing synchronization solutions, new business models, thereby enhancing the customer experience and increasing the business efficiency and sales - Launching FPT Ventures, FPT Accelerator to strongly support startups, thereby building the technology ecosystem in which FPT plays a role as bridge CAPABILITY - FPT has been promoting the development of highly applicable technology products and services based on new technologies such as Big Data, IoT, Cloud Computing, Enterprise Mobility, etc Document continues below Discover more Quan Tri Kinh from: Doanh QTKD1 Đại học Kinh tế… 999+ documents Go to course ĐỀ CƯƠNG QTKD 24 Lecture notes Quan Tri Kinh… 99% (92) Phân tích SWOT TH true milk Quan Tri Kinh… 100% (37) Tài liệu ôn tập trắc 25 36 nghiệm QTKD1 Quan Tri Kinh… 100% (34) Môi trường kinh doanh công ty… Quan Tri Kinh… 98% (127) Vinamilk - Lecture 33 notes Quan Tri Kinh… 98% (48) C4 BÀI TÂP HQKD - Some outstanding solutions: - Big Data: FPT Data Management Platform (DMP), Fraud Detection,Lecturer: PersonalizedNguyen eCom, etc T… 14 - Security: CyRadar Quan Tri - Cloud: FPT Public Cloud, Citus Cloud Suite, etc 100% (22) Kinh… - AI: FPT Drive, Home Security, etc - IoT: Rogo Alpha, Smart Transportation, ADAS, etc - Mobility: FPT Play, eMobiz, etc - E-commerce: Sendo, etc - Smart solution: eHospital, eGorverment, etc - FPT has strong relationships with technology giants in the world to develop and offer high-tech products and services to customers worldwide FPT is now Gold partner Microsoft; Advanced Consulting Partner of Amazon Web Services (AWS); GE Predix Early Adopter, etc OPERATION NETWORK With its presence in 178 offices in 27 countries and territories around the world, FPT can simultaneously use both inside and outside resources to most efficiently provide services/solutions to customers In Vietnam, FPT’s telecommunications infrastructure has covered 59/63 provinces and cities III HUMAN RESOURCES 3.1 General of FPT’s Human Resources Currently, FPT has more than 37,000 employees, including more than 20,000 employees in the technology sector, accounting for 64.7%, more than 10,000 employees in the telecommunications sector, and nearly 3,000 employees in education, investment, and other fields Human Management - Taking people as the most important factor in the company's activities, FPT always tries to improve employees’ abilities through several activities FPT works based on the core “Human use rules, not rules control humans”, FPT has been recognized by the community through major human resource awards from both national and international prestigious organizations 2021 is the 2nd consecutive year that FPT has been honored as the "best workplace in information technology, software and applications, e-commerce" announced by Anphabe professional network community organization and intage market research company At the same time, in the field of providing IT services to overseas markets, FPT Software is one of the excellent enterprises honored as "Best Workplaces in Asia" in 2021 based on an exclusive survey conducted by HR Asia magazine with 30,000 employees from 581 enterprises in Vietnam 3.1.1 Organizational Structure 3.1.2 Personel Structure based on age and education level As a global technology group, the Group not only focuses on expanding the scale of its operations, but also focuses on increasing the use of local human resources and experts to increase competitive advantage and better understand the culture business, working of each market Therefore, FPT's staff is constantly expanding in terms of both nationality and working location 37,180 employees operating in 26 countries and territories with 52 different nationalities such as: USA, Japan, Germany, UK, France, Slovakia, Philippines, India Overseas, FPT has nearly 3,000 employees are working in Asia, Europe and America, with a focus on Japan With diverse human resources working all over the world, FPT has brought into play the wisdom and strength of diverse human resources globally, contributing to the Group's sustainable development As the leading technology company in Vietnam, FPT has always affirmed its leading position in the market in all core business areas of the Group In the technology field, FPT is a pioneer in new technology trends with an ecosystem of Made by FPT platforms, solutions, products and services to meet the needs of organizations and businesses of all sizes scale, field The year 2021 also witnessed the synergistic cooperation between FPT and the corporate governance platform Base.vn, marking the first steps of FPT on the path of "synergizing digital transformation for a powerful Vietnam" In telecommunications, we are one of the top three Internet service providers in Vietnam with infrastructure reaching 94% of provinces in Vietnam In the field of education, FPT Education is an educational brand with international influence Thanks to those unremitting efforts, FPT is honored to receive great awards from prestigious organizations 18 - Best place to work in Asia in 2021 based on an exclusive survey conducted by HR Asia Magazine with 30,000 employees from 581 businesses in Vietnam - The leading Data Center Service Provider in Vietnam at the Cloud & Data Center 2021 awards ceremony organized by W.Media Asia Pacific - Top 10 listed companies with the best governance capacity and Top 10 enterprises with the best competitiveness directed by the Vietnam Chamber of Commerce and Industry 4.5 Advantages and disadvantages of FPT training and development mehods 4.5.1 Advantages With the company's long-term training and human resource development, there have been achievements that every business wants: - Technology's profit increased by 34%:Technology sector recorded revenue and pre-tax profit of VND 13,395 billion and VND 1,519 billion, respectively, up 21% and 34% respectively over the same period last year, equivalent to 110% and 104% of the year plan The telecommunications sector achieved VND 8,831 billion in revenue, up 15%, achieving 102% of the year plan, profit before tax was VND 1,458 billion, up 19%, equivalent to 105% of the year plan In which, the telecommunications sector is the main growth driver, contributing 94% of the revenue of the whole block - Profit from overseas markets increased by 27%: Despite the instability of the world economy, globalization continues to be an important growth driver of FPT In 2018, the foreign market brought FPT 9,097 billion VND in revenue, up 26% and 1,472 billion VND in EBT, up 27% over the previous year The proportion of foreign market revenue in FPT's total revenue increased from 16% in 2017 to 39% in 2018 Revenue from this service segment in foreign markets brought VND 1,679 billion to FPT, up 31%, accounting for 20% of total software export revenue - Forming FPT technology ecosystem with many 4.0 solutions: In 2018, FPT developed and upgraded many products based on new technology platforms such as artificial intelligence, big data, and the connection of things such as: + The new version of Artificial Intelligence (FPT.AI ver3), allows to create multiple chat scenarios for different customers, automatically analyze needs and manage customer messages Voice Remote control device exclusively for FPT Play Box Internet TV viewing device A comprehensive digital transformation solution for businesses akaRPA helps to automate processes and operations, thereby improving labor productivity and reducing labor costs FPT.eHospital Smart Hospital Overall Management System version 2.0 application of Artificial 19 Intelligence, Big Data Analytics, Cloud Computing brings many conveniences to people and hospitals, thanks to that , the hospital can serve tens of millions of patients per year + Signing the largest contract in the group's 30-year history: In January 2018, FPT signed a contract worth 115 million USD with the leading European energy group, Innogy SE The contract will be implemented in the period of 2018 – 2024 FPT will provide solutions based on SAP technology, IoT and digital transformation platforms for innogy SE In 2018, FPT applied a number of new technologies such as eMobility, chatbot, and RPA to help innogy SE accelerate the digital transformation process of enterprises FPT has been awarded prestigious awards by the international community: The e-Government system of Quang Ninh province implemented by FPT Information System Company (FPT IS) has become the only representative of Vietnam to be honored by the AsiaOceania Computing Industry Organization in Vietnam category of Digital Government FPT is in the Top 130 companies in Asia with the best working environment in the region voted by Asia Human Resources Magazine FPT Education Organization received excellent brand awards in the world, including Excellent Educational Institution Brand and Excellent University, awarded by Asia-Pacific Brand Organization FPT University is also the only university in Vietnam to be awarded the ASOCIO 2018 Award in the category of "Excellent IT Training Organization" Along with the above successes, the advantages of FPT's recruitment are very diverse, the recruitment advantages of FPT: + With the source of recruitment and recruitment form suitable for the company because this is a large company, the vacancy is a specialized position with high qualifications + Abundant source of candidates, have the opportunity to find suitable candidates for the job requirements + Dynamic, creative working environment, advanced typical corporate culture + Opportunities for promotion, salary, bonus and benefits are clear 4.5.2 Disadvantages - FPT employs a large number of people and operates across the country, from urban to rural areas As a result, training and development of human resources is timeconsuming, expensive in terms of money, and effort - Human resource training and development have been inadequate, resulting in low efficiency Training content is still heavy on theory and often not close to reality in the workplace, so many post-training trainees are unable to apply their knowledge and abilities in practice 20 - Regarding FPT's personnel policy, it is apparent that the majority of FPT's personnel resources are young The incentive system, reward, and promotion plan lack binding laws that encourage employees to stay with the organization for a limited period of time - Practical significance: FPT should have open, equitable compensation and transparent reward programs in place to encourage employees to stay with the firm for a longer period of time, which will assist the company in cutting yearly training expenditures V RECRUITING NEW EMPLOYEES METHODS 5.1 The current human resource recruitment process in FPT Telecom 5.1.1 Determining human resource recruitment needs - First, the head of FPT Corporation's department proposes the need for recruiting personnel for their departments with the HR department - After that, the staff in charge of recruitment synthesizes the quantity, quality, and the vacancy to be recruited and submits it to the HR director - The Director of HR directs and controls the personnel in charge of recruitment to make a detailed recruitment plan and then submit it to the General Director for approval If the General Director approved it, the HRs shall announce the plan and personnel criteria to every department - After the approval of the implementation plans, the HRs, the directors of each department and the HR Director begin the recruitment process 5.1.2 Announcing the recruitment plan Through the elaborate plan for each specific period, the department manager sends the recruitment request (including the job description) to the HR department for consideration The recruitment department gathers all the requests and sends the summary of the recruitment requirements to the Head of the HR department for revison and approval Afterwards, the HR head of the department that in recruitment needs discusses with the higher-ranking Head of the HR department about the human resource planning of his department and the acceptance of the recruitment request After the recruitment request is accepted, the HR department of FPT will decide the appropriate recruitment announcement channel Normally, FPT has four following channels: - Internal recruitment channel: Information boards, announcements via employee email system, the firm website, employee exchange forums like • FPT has an online newspaper: “Chúng ta” • FIS (FPT Information System) 21 When selecting this channel, the target audience is directed to all FPT officers and employees wishing to be transferred to the job position The vacancies are diverse, and therefore attract the interest of employees from various levels - University enrollment channel: with this, FPT can utterly introduce positions through schools, clubs, and youth unions In particular, FPT has FPT University, so the corporation gives priority to its students Students who attain a remarkable academic achievements and incredible youth activities are recruited directly FPT will contact and propose working opportunities to them specifically - Press channel, Internet: Mass announcement of the firm’s upcoming recruitment plan This channel is rarely used because of its efficiency and specificity of the target group's recruitment department - FPT candidate data: Candidate data from the previous rounds is also used for vacancy identification Part of the data comes from qualified candidates but due to negative previous results that they got eliminated The use of internal candidate data shows that the company gives a staggering attention and care for personnel 5.1.3 Recruiting a) FPT recruitment process for Fresher Step 1: Screening applications The company will propose a sample CV, which candidates can present based on that sample or create their own profile on the basis of the necessary information requested by the HR department (according to the given sample) CVs can be sent to the company by job seekers, profiles from recruitment-related programs (eg: job fairs, career seminars, ) Applications are transferred to the relevant HR departments After that, the recruitment staffs gather adequate obligatory documents, ensure the selection rate through the rounds, send a notification to the firm to conduct the recruitment test, and contact the candidate to notify the test schedule The rejected applications are those that not submit all the necessary information or not show that they are passionate about the recruiting positions at FPT At this step, only 5-10% of the applicants are disqualified due to ineligible documentation The resume selection round aims to consider the suitability of the candidate's profiles relative to the requirements of the position to be recruited Normally, applications will be processed within 15 days, all selected candidates will be informed of the test schedule Step 2: Competency assessment test 22 Every department has specific requirements for their positions so the candidates will undergo different tests In particular, the company primarily operates in Information Technology (IT) field, so candidates will often go through tests consisting: - IQ Test - Graduate Management Admission Test (GMAT) - English Test - Technical Test (corresponding to the applied position) The score will be determined by each department The results of the exam will assess whether the candidate needs further education, has basic knowledge for the job Step 3: Interviewing This is the first official meeting between the candidate and the company Through this interview, the Company has closer insight to evaluate whether the candidate is genuinely suitable for the hired position The first interview will feature the head department who wants to recruit and a HR officer There are a variety of recruitment forms, usually a pre-prepared interview with the provided questionnaire from the manager Some of the issues that firm often take into consideration are: communication skills, work skills (independently or in a team), organizing, planning and controlling skills, problem-solving skills, Revising some information in the resume: academic level, experience, skills During this interview, candidates can also question the company related issues Depending on the candidate and the position, there may be more than one interview The end result is the final decision of the department manager and HR staff, in which the manager of the department acts as the majority Nominated candidates will receive notification within 10 days after the interview Step 4: Completing the remaining paperwork After the candidates pass the recruiting rounds, they will submit the remaining application requirements Documents including: Medical certification, CV and relevant diploma This is simply a secondary stage in the candidate evaluation process: - The medical certification is used to ensure that the candidate does not have any deformities or obstacles in the process of performing the work For normal work, a medical certificate can be provided from any hospital; For some specific positions, candidates must go to the hospital for a health check-up at the company's assigned hospital, or the company will invite a doctor to conduct personal health procedure at the workforce 23 - Other documents for the management process include: resume, notarized copies, diplomas, These records will be transferred to the HR and Organization Department for monitoring and evaluating employees Step 5: Probationary contract After the candidate completes the remaining papers, the candidate is suggested to sign a 2month trial work contract with the company (or 6-month apprenticeship if they not have a university or college degree, ) Basically, this is also the stage of employee training– during this phase, candidates participate in different projects with the support of the supervisors in charge, helping them to gradually integrate with the workforce and environment, get to know the tasks and assess appropriate level of their work Step 6: Negotiating and signing the official contract Candidates after passing the probationary period, if they meet the recruitment requirements and wish to contribute to the company, they will be scheduled another appointment to negotiate on the labor contract and related issues: type of contract, job, salary, working time and signing labor contract All subsequent work is carried out in accordance with the labor contract and instructions of the HR staff in charge Applications of candidates who are not passed from previous rounds will be transferred to the Candidate Database, which is stored for a minimum period of years During this time, other units under FPT have recruitment demands, can access this storage to get information b) FPT recruitment process for Junior and Senior The FPT recruitment process for Junior and Senior positions also includes all the above steps However, unlike Fresher, Senior and Junior will not have to take the assessment test but will come for an interview after passing the CV submission round At the interview round, most employers will check the applicants’ expertise and skills to understand their capacity, experience and suitability for the position they apply for 5.1.4 Recruitment evaluation After the HR recruitment process, the recruitment department collects and measures data to quantify the recruitment statistics and results according to the company's set personnel recruitment goals, thereby taking appropriate actions to adjust or draw experience for the next recruitment 5.2 Results of FPT recruiting new employees methods FPT is proud to be the corporation with the largest concentration of IT staff in Vietnam It is the most valuable asset and the foundation for all of FPT's success 24 - In the first months of this year, FPT recruited 1,850 more employees – an average of 10 more people per day Changes in the number of FPT employees - According to the report of FPT Corporation, the number of employees of FPT and its subsidiaries as of June 30, 2012, was 13,790 people – an increase of 1,850 people compared to the end of 2011 - In Q2 alone, FPT recruited 1,275 more people In the whole year of 2011, FPT only recruited 512 more people Since 2011, the first students of FPT University started to graduate, a part of which worked for FPT However, the number of additional staff recruited from FPT University students is not much because from the beginning of 2011 to the middle of 2012, there were only 500 graduates - Among listed companies, FPT currently has the second largest number of employees after Vietinbank with more than 18,100 people Looking at the chart, we see that with an average age of 26.91, it shows us that FPT has a very young staff, which has both helped the company recruit skilled employees who are working to reduce costs fee Personnel chart The chart shows us more clearly the growth of personnel in each field In the current integration period, the state and government always create favorable conditions for industries to 25 develop, this is favorable for all companies in general and FPT in particular, and FPT is also trying to improve and maintain their human resources so that they can continue to come up with new business strategies, expand and develop further in the coming years 5.3 Advantages and disadvantages of FPT recruitment process 5.3.1 Advantages - FPT Telecom builds a flexible recruitment system: The recruitment structure at the company is quite flexible with the division of the structure by hierarchy System of recruitment departments from central level, heads level of divisions, membership level (agency level) Middle manager of the division will recruit employees at levels and For higher-level positions (levels and 4), the top manager of central level will take over, and for Senior officer, the Administrator of the HR department will be in charge This decentralization comes from the ability to specialize in the operation of each unit or department The Senior levels have a more complex structure with a distinct division of work, including teams and departments in charge of Chief Officers in the company At the member units, particularly the agency level, the personnel structure is simple, there are divisions with only 2-3 personnel, each individual is responsible for many tasks such as: recruitment, training, remuneration, etc Due to the specialization in operations, the comprehensible division of the management group helps to avoid co-operation of candidates Recruiters at different levels have experience and recruitment procedures for each target group, ensuring appropriate and highly effective assessment - Quality candidate evaluation system: The candidate quality assessment system in recruitment is built mainly on the basis of a comprehensive evaluation mechanism, applied to all units at the company Candidates will be monitored and evaluated by HRs from the selection stage to the trial stage Tracking and observing candidates will help the recruitment department have a complete and profound insight of the candidate, therefore find those who are qualified for the job - Recruitment process is extremely diverse: FPT Telecom regularly applies different forms of recruitment Advertising sources and attracting distinguished candidates are highly appreciated The procedures of entrance tests through resume screening, multiple-choice tests, interviews and case studies are dominant Recently, some new recruitment methods have been applied such as: problem analysis, group discussion, etc The conduct of a flexible recruitment method system helps FPT Telecom create an effective recruitment tool Managers can actively assign and evaluate candidates - A remarkable number of programs with FPT Telecom participation: Every year the company participates in about 15 fairs and 30 workshops, seminars, etc Regular participation in recruitment programs demonstrates FPT Telecom's interest in the labor market The number of 26 programs that the company participates in, also significantly reflects and advertise the image of the firm in the recruitment program Thereby enhancing the brand image of FPT Telecom 5.3.2 Disadvantages - Incomplete recruitment management structure: Maintaining the current structure requires the central staff to be strong enough, capable of thoroughly monitoring the division’s activities for regular evaluation, thereby supporting many units with their work At FPT Telecom, however, the relationship between the General HR team and the subordinate personnel teams is almost negligible The General Office mainly based on written reports, exchanging through meetings, telephones, etc from each unit to seize information, obviously they lack direct observations - The methods of recruitment are not yet high performance Although applying various procedures of recruitment and selection, the company has shown poor professionalism in this work Adopting many recruitment methods, yet investment for each method is very limited That is the reason why FPT has many recruitment advertisements on the market, but the results have shown no sign of effectiveness The excessive investment in providing as many procedures as possible makes the recruitment tool used by FPT Telecom not really strong Since then, FPT Telecom has gradually lost its prestige and attractiveness due to the emergence of other companies with appealing remuneration and talent attraction regimes - Organized programs lack specialization: Recruitment programs that FPT Telecom has participated in are only at the level of small and medium programs Obviously, the company appreciates many events, but the lack of specialization leads to a vague vision of FPT Telecom in people minds The absence in big programs negatively affects the company's image in the foreign labor market, especially overseas students or foreigners who want to work in Vietnam This is a resource that, if the firm knows how to exploit, will bring much success, especially in implementing broad objectives in domestic and foreign markets - The company's remuneration regime is very limited, so many employees who work from to years eventually not renew their contract and quit VI CONCLUSION AND RECOMMENDATION 6.1 Conclusion Corporate culture is considered the factor that has the greatest influence on human resource development Through the company's charter and regulations, employees can see the culture in which they are about to work At FPT, the human resource strategy always emphasizes the training and development of human resources and considers its officers and employees as the assets of the enterprise Priority 27 is given to a team of young, enthusiastic staff with many opportunities to challenge themselves and develop their capacity For employees, in addition to an environment that meets their needs, the remuneration policy, salary, and bonuses are always what they care about Understanding that, FPT always proposes suitable salary policies for employees Help employees see opportunities for advancement in their careers and, of course, employee benefits are always fully met “From the very beginning, FPT has considered people as the most valuable asset, all of its goals are aimed at the benefit of people FPT does not keep people with salary or benefits, which is the most unwise way to it What we can is combine the two elements of "Learning" and "Practicing" At FPT, everyone has the opportunity to express themselves, to live as themselves, and to live in an environment of solidarity and teamwork.” Ms Trinh Thu Hong - Human Resources Director of FPT Corporation shared the key secret to retaining her talents FPT's Director of Human Resources also affirmed: "The Group's strategy is to always consider people as the greatest asset with core values: Respect for individuals, innovation, teammates, justice, and role models - insight" From that, it can be seen that FPT's training and working environment always encourages creativity, and talent development and supports startup projects from its employees One of the differences from FPT's strategy of human resource management - retaining quality employees is that subordinates can openly and equally discuss with their superiors FPT's leaders are always ready to listen to different opinions to encourage the spirit of innovation and creativity from their powerful staff Human resource strategy lessons from FPT for Vietnamese businesses Through FPT's human resources strategies, Vietnamese businesses can now implement several short-term solutions to manage their human resources such as completing job analysis With today's solution, businesses need to design in detail for each job description, requirements for the job, for the performer, and standards for the work to be performed Second, it is possible to diversify recruitment channels to find suitable personnel At the same time, build a satisfactory remuneration regime for each employee, position, and job requirements Third, improve the quality of human resources, and innovate the working environment Before thinking that human resources need to bring business benefits, open them up to professional training courses, and change the working environment towards openness For employees to promote their abilities as well as realize the value they receive when working here 28 Only when employees receive the value they deserve, they create essential benefits for the business? In addition, based on FPT's HR strategy model, Vietnamese businesses can also learn and apply the multi-centered HR strategy model This is a model being applied by many businesses and seeing certain successes Through FPT's human resource strategy model, which we analyzed above, along with the lessons learned, we hope that Vietnamese businesses will soon find new solutions for their HR plans and strategies long term for themselves 6.2 Recommendations 6.2.1 The basis of the proposed solution Although a lot of attention has been paid to integration as well as cultural development in the company so that employees can work in the most comfortable and friendly environment possible However, there are still some limitations that need to be overcome With the disadvantages mentioned above, the company has also been and has overcome, to invest in quality human resources for the company, with long-term contracts without short-term contracts as well as some collaborations staff will be cut to put employees in more important positions 6.2.2 Solutions Some solutions to improve the quality of human resource recruitment at FPT Joint Stock Company: - Need to study specifically the advantages and disadvantages of recruitment sources to achieve the best effect of attracting candidates, to find qualified candidates Not focusing on internal recruitment - It is necessary to determine which position is vacant and how many people are When to notify the search and how many people to search - Can use company websites to post job vacancies without violating state regulations - Specify the time and term of the search Methods to be used to evaluate the effectiveness of new employees - In addition, it is necessary to have a close relationship with the company with training schools at the local and central levels to be able to recruit good people - Proposals to improve tools and means used in selection - It is necessary to develop the questions in the interview in a specific and detailed way, closely following the requirements of the position to be recruited 29 - Build experience samples close to real work - Proposal to improve the selection process - The steps of the dharma selection process are carried out uniformly - Develop recruitment regulations to recruit human resources in a scientific way to avoid arbitrarily choosing which wastes time and costs - Improve the responsibility of the person assigned responsibility for recruitment Whether recruitment is successful or not depends partly on the recruiters - Develop professional standards because it plays a very important role in accurately determining the job to be recruited and the requirements of the job 30 VII CONCLUDE In short, recruitment is always one of the important and relatively complex processes in human resource management in particular and business operations in general It is a combination of activities from personnel planning, training and as well as development, recruitment, and selection with early employee training In the current competitive era, recruitment plays an even more important role in determining the success or failure of an enterprise An enterprise that properly invests in recruitment will gain a favorable position in the labor market and thereby indirectly have faster access to its successes recruitment activities at FPT company and determining recruitment methods: posting and collecting resumes, organizing entrance exams, grading and inputting data, interviewing, accepting new employees, and trying jobs This process reveals advantages such as the flexible implementation of details, quite accurate and relatively complete recruitment notices however, the company's recruitment process is also There are many disadvantages such as The examination is not serious, the recruitment process is flexible, so sometimes there is the phenomenon of employees working in the company until they leave the company and have never participated in the exam In recruitment, there is still a situation where workers are recruited to jobs contrary to the profession they are trained in Thereby, proposing short-term as well as long-term solutions to improve recruitment efficiency at the company Short-term solutions such as diversifying media for recruitment, improving the quality of recruitment and interviewing steps, and perfecting selection criteria, Long-term solutions such as creating relationships and support training institutions recommend the recruitment process 29 REFERENCE 30