NATIONAL ECONOMICS UNIVERSITYFACULTY OF FOREIGN LANGUAGESDEPARTMENT OF BUSINESS ENGLISHNGUYEN THI NGA A STUDY ON SOME FACTORS AFFECTING THE RECRUITMENTFOR HUMAN RESOURCE MANAGER AT AN EN
Trang 1NATIONAL ECONOMICS UNIVERSITYFACULTY OF FOREIGN LANGUAGESDEPARTMENT OF BUSINESS ENGLISH
NGUYEN THI NGA
A STUDY ON SOME FACTORS AFFECTING THE RECRUITMENTFOR HUMAN RESOURCE MANAGER AT AN ENGLISH CENTER IN
THE PERIOD OF 2019-2022
Trang 2NATIONAL ECONOMICS UNIVERSITYFACULTY OF FOREIGN LANGUAGESDEPARTMENT OF BUSINESS ENGLISH
NGUYEN THI NGA
A STUDY ON SOME FACTORS AFFECTING THE RECRUITMENTFOR HUMAN RESOURCE MANAGER AT AN ENGLISH CENTER IN
THE PERIOD OF 2019-2022
Hanoi, April, 2023
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ACKNOWLEDGEMENT
I would like to express my gratitude to Assoc Prof Dr Pham Thi Thanh Thuy,
my supervisor, for providing invaluable advice and support Her dedicatedassistance and helpful advice have greatly aided me throughout the process ofcompleting my dissertation Her words of encouragement and feedback havesignificantly improved and refined my work The dissertation would have been a
daunting task without her guidance and motivation
I would also like to sincerely thank Zenlish English Language Center for theirresearch support The company not only provided me with an opportunity to internand experience a dynamic and professional work environment, but also granted meaccess to their data, which was particularly valuable for my research I would like
to express my gratitude and appreciation to Mr Nguyen Xuan Vu, the CEO, for
allowing me to intern at Zenlish He also provided me with expert advice andinsightful feedback, which has truly helped me gain invaluable experience indeveloping my research
Finally, I want to express my gratitude to all the participants who answered thequestions and took part in the interviews I would not have been able to complete
my research without their contributions
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EXECUTIVE SUMMARY
Human resources are one of the most important resources contributing to thesuccess of a company In particular, Zenlish is currently a rapidly developingcompany, making the management of human resources more essential than ever.Therefore, researching the factors influencing the quality for recruiting humanresource management is necessary to improve the quality of human resource
management at the company
After analyzing and researching previous studies as well as the context of Zenlish,
the author has chosen four influential factors to study: (1) Company competition,(2) Budget constraints, (3) Finding qualified candidates, (4) Technologicaladvancements
It is necessary to receive feedback from senior students majoring in humanresource management A questionnaire was sent to 50 senior students majoring inhuman resource management at the National Economics University
SPSS was used to process and analyze the collected data to operate acceptableexperiments on research theories, thereby interpreting and discussing researchresults as well as drawing conclusions about the study
Thus, the author has proposed some recommendations to enhance the quality ofhuman resource management at Zenlish
il
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TABLE OF CONTENTSINTRODUCTIOON 55 <G cọ cọ HT 0 0006000000091 080 1
Rationale 1 BE 1Research ODjectives cccesccessscessecessecesceceaeeescecececeeeceaeceeaeceeeceeeseaeeeeaeseneeseaees 1Research QU€SfIOTNS - G2 311091119111 9111 9111 11 9111 11 E1 1šfC 00800088 ố Ả 1MethodỌOBV - G1 1H TH TH HH TH HH He 2Structure of the research Đi 2CHAPTER 1: INTRODUCTION OF ZENLISH <5<<<<<<<<5 4
1.1 Brief introduction about Z⁄enÏiSH <6 5 +1 + E+xEsvEsekseeskrskeeee 4I5 r0 i8 41.3 .®UuIi i81 51.4 Zenlish’s core business aCfIVIẨIS - - S13 St HH ng nh hư 61.5 Zenlish’s Vision, Mission, and Core Value 5< << + <++<<sc<+s<ss2 7
CHAPTER 2: LITERATURE REVIEW AND THEORETICAL
2.2.2 Functions Of HIRM 5 <1 + 123119 TH Hư, 12
CHAPTER 3: RESEARCH METHODOLOGY o5 555555 se 13
3.1 Research DTOC€SS - sgk 13
3.2 Quantitative methOS .- 113111122111 11 1119211111119 111 key, 13
3.2.1 0v v on 133.2.2 Participants of the res€arCH - - s1 + 1111k kg ng rey 133.2.3 Questionnaire deveÏODIN€TI - s5 5 S31 E331 E+EESEEEseeeeeereeeeree 13
CHAPTER 4: SOME FACTORS AFFECTING TO THE RECRUITMENTQUALITY FOR HUMAN RESOURCE MANAGER - 5 «<< 15
4.1 Internal factors affecting recruitment for human resource managers at the
514i): 5 15
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4.1.1 Company CuÏtUT€- 5 11 HH HH ng 17 4.1.2 Company COITID€fItIOTI - - - 2+ 333383 + EEEEEEEEsersrserererrevee 18 4.1.3 Compensation and benefits - «+ cv xsssnsrsrere 20
4.2 External factors affecting recruitment for human resource manager at the
Ii13)019)i02¡ ¡o0 21
4.2.1 Technological advancements 0.0.0.0 cc eeesssesseeseeteeeeseeceeeeeeeseeseeseeaeenes 23 4.2.2 Supply and Demaanrd + + + 1+3 kg ng kg 24 4.3 Summary of affecting recruitment quality for human resource managers at the s34) 300115111 -.o-:4 25
CHAPTER 5: RECOMMENDA TIONS - 5 G1 10 ae 27 5.1 Nurturing a Positive Company Culture 555255 s++s++sesseeeesess 27 5.2 Developing a Comprehensive Employer Branding Strategy 27
5.3 Emphasizing Competitive Compensation and Benefits Packages 27
5.4 Strategically Managing Supply and Demand for Candidates 27
5.5 Leveraging Technological Advancements in Recruitment 27
CONCLUSION G0 HH HC HH HH 0004001 0000000508900 29 1 Factors affecting the recruitment quality for human resource managers at an 13000520 29
2 Some suggestions to help hire an excellent human resource manager for an English Center 0n ố 29 REEERENCCE 6 5 < G 1 000000090090 850 30 APPENDIX 1: SURVEY 0< 5< s9 HH n9 0000000091089 80 32
IV
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INTRODUCTIONRationale
A Study on the Factors Affecting the Recruitment Quality of HumanResource Managers at an English Center between 2019-2022 is to identify thechallenges that the center faces in hiring and retaining highly qualified HRmanagers.
Effective human resource management is essential to the success of anyorganization In the case of an English center, the quality of HR managers can
significantly impact the overall quality of teaching and learning, employee
satisfaction, and student retention rates Therefore, it is essential to examine thefactors that affect the recruitment quality of HR managers
The study will identify the factors that contribute to the recruitment quality
of HR managers, such as job satisfaction, salary and benefits, work-life balance,organizational culture, training and development opportunities, and careeradvancement opportunities (Singh & Bhatnagar, 2010) By examining thesefactors, the study aims to provide recommendations for improving the recruitmentand retention of highly qualified HR managers
The results of this study can be used by the English center's management toimprove their HR management strategies, including recruitment, training, and
retention programs Additionally, the findings of the study can contribute to the
broader literature on HR management, providing insights into the factors thatinfluence the recruitment quality of HR managers in the education sector
Research objectives
(1) Identifying factors affecting recruitment for human resource manager at
Zenlish
(2) Proposing some recommendations for improving the recruitment quality for
human resouce manager at Zenlish
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(3) Contents: Human Resource Management; factors affecting human resource
of the research problem
A survey questionnaire is selected as a data collection method to obtainquantitative data from the human resource managers and recruitment staff at theEnglish center The questionnaire can collect data on various factors that influencethe recruitment quality for human resource managers such as skills, qualifications,job roles, and responsibilities, and recruitment strategies Descriptive statistics can
be used to analyze the quantitative data, providing a snapshot of the recruitmentquality for human resource managers and the factors that influence it
Interviews or focus group discussions can be used to collect qualitative datafrom stakeholders in the education sector Purposive sampling is selected to targetrelevant stakeholders such as recruiters, human resource managers, andemployees, who can provide in-depth information on the factors affectingrecruitment quality Thematic analysis can be used to analyze the qualitative data,providing a rich understanding of the recruitment quality for human resource
managers, recruitment strategies, and factors that influence the recruitment quality
Ethical considerations such as informed consent, confidentiality, and dataprotection are addressed in the study to protect the participants’ privacy and respecttheir autonomy
The study's limitations could include sample size, data collection biases,and the generalizability of the findings to other organizations or industries
Therefore, the findings should be interpreted with caution and used to inform
further research in the area
The significance of the study lies in its contribution to the existing literature
on recruitment and human resource management in the education sector, providinginsights into the recruitment trends and demands of the sector, and helping theEnglish center develop effective recruitment strategies to attract and retain highlyqualified human resource managers
Survey object: Final year students in Human Resouces Management major
at National Economics University
Structure of the research
This research includes four main parts:
Chapter 1: An overview of Zenlish
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The first chapter of the study provides general information about the Zenlish andits business situation from 2019 to 2022
Chapter 2: Theoretical framework
The second chapter focuses on presenting prior personnel literature, such as HRdefinitions and HRM roles This chapter also explains the procedures used toachieve the research objectives This chapter will go over the introductions of theparticipants, data collection, and data analysis procedures
Chapter 3: Research Methodology
The research methodology chapter of the study "A Study on Some Factors
Affecting to the Recruitment Quality for Human Resource Managers at an English
Center in the period of 2019 - 2022" is an important part of the research as it
outlines the methods and techniques that will be used to collect and analyze data
for the study This chapter is crucial in establishing the validity and reliability ofthe study and ensuring that the research objectives are met The researchmethodology chapter will provide a detailed explanation of the methods andtechniques used to conduct the study, which will enable the researcher to draw
valid conclusions from the data collected
Chapter 4: “A Study on Some Factors Affecting the Recruitment Qualityfor Human Resource Managers at an English Center in the period of 2019 - 2022”
In this chapter, the researcher aims to find out which factors have the most impact
on the recruitment quality for human resource managers in the period of
2019-2022 Chapter 3 begins by providing the issue of replacing current employees at
Zenlish Then, the data collected from Zenlsh's questionnaires, interviews and
annual report is analyzed to identify problems Finally, a summary of the findings
is provided at the end of the chapter
Chapter 5: Recommendations
Discussions of the study's findings will be brought up and emphasized again As aresult, some recommendations to achieve high efficiency in the company'srecruitment of human resource managers
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CHAPTER 1: INTRODUCTION OF ZENLISH1.1 Brief introduction about Zenlish
Zenlish was established on May 4, 2014, and has been operating for morethan 8 years now, Zenlish is proud to have trained more than 20,000 students
at 3 campuses: Kim Ma, Hai Ba Trung and Ha Dong Recently, Zenlish
continued to open another facility in Tay Son.(Source: Zenlishtoeic.vn)
“Zenlish is the only center in Hanoi that has a TOEIC training program,Learn it Once, Make it Pass, creating day-to-day progress for students who have
been afraid, relearned many times but failed, who expect If you want to study
TOEIC, graduate from school or get over 800 TOEIC from the first time you
learn to use English fluently, creating a distinct advantage in a fiercely
competitive job environment.”
Company English Zenlish educational consulting and trade promotion
Name limited company
Company Công ty trách nhiệm hữu han tư vấn giáo dục va xúc tiến
Vietnamese Name thương mại Zenlish
Type of company Limited liability company with 2 or more members
outside the country
https://zenlishtoeic.vn/
Email Address contact.zenlish @ gmail.com
Table 1.1 Basic information about Zenlish (Source: zenlishtoeic.vn)1.2 Establishment history
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February 2015 - April 2016: Zenlish successfully applied the exclusivelistening comprehension method AUTOMATIC LISTENING and helped 200students to break through their English listening comprehension ability
5/2015, 3/4 founders did not go with Zenlish and Phung Van Duc joined
Zenlish to bring Zenlish up
May 2016: Zenlish focused on TOEIC training, starting with IRON
TOEIC class 7 DAYS 7 NIGHT CONTINUOUSLY - with 8 classes and 150students breaking through Toeic Listening scores
September 2016: Zenlish has the first student to take the internationalToeic exam with a score of 730d - that is the first affirmation that: StudyingToeic at Zenlish has real results
October 2017: After the initial success of TOEIC training in Kim Ma area,together with Nguyen Quang Vu joined the 3rd key member and Zenlish openedthe second teaching facility, address: House No 199, Quynh alley, Thanh Nhanstreet, focusing on students in Bach - Kinh - Construction area
February 2020: After grasping the market demand, as well as buildingthe next team, with the participation of Pham Van Tien, Nguyen Quang Tuan,
Pham Bao Ngoc, Zenlish opened more digital teaching facilities 3, address at:
House No 56, Lane 54, Nguyen Khuyen Street, Ha Dong, focusing on PTIT,UTT, TLU students
2021, despite the covid 19 epidemic and social distancing, forcing onlinelearning, however, revenue still grows compared to 2020, 2019
April 2022: Continuing to gain the trust of key markets after the Covidperiod, Zenlish has expanded more strongly, with 2 consecutive events:
Moved teaching facility No 2 - from Alley Quynh, to House No
5, Lane 128 Vong Street, with 9 standard classrooms, capable of serving
360 students at the same time
At campus 3 Ha Dong, has rented an adjoining building with 8additional classrooms, combined with 6 existing classrooms, making HaDong campus the largest serving facility, 14 classrooms, capable oftraining 620 students/day
May 2022: Zenlish focuses on building an organization chart of personnel,with the desire to have a logical, scientific, and cohesive human resourcesystem to sustainably serve its long-term goals (Source: CEO Nguyen Xuan
Vu)
1.3 Company structure
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The current size of Zenlish's staff is 106, and it is planned to increase to 166employees in 2023 The organization into departments based on their functions
as shown in Figure 1.1 below:
CEO
Human Resources
Admissions Sales Marketing Operation
Department Department Department Department department
Head of Head of Head of Head of Head of
Department Department Department Department Department
Figure 1.1 Zenlish’s Organizational Structure (The author)
1.4 Zenlish’s core business activities
Zenlish focuses on TOEIC certification training With a variety ofoffline & online courses, each student will have the opportunity to experience
unique English learning methods, only at Zenlish Courses at Zenlish are
divided into the following levels:
Tiếng Anh TOEIC Speaking & Writing
TOEIC TRIGGER TOEIC SUBMARINE TOEIC MASTER
Zenlish
TOEIC CAMP BOMB TOEIC BEGINNERS
Figure 1.2 Zenlish’s core courses (zenlishtoeic.vn)
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TOEIC TRIGGER 170 - 240
The course aims to comprehensively improve using Toeic 4 skills forlearners to improve their ability to use basic oral and written skills for studyand university outcomes Meet the needs of studying, studying at school orbasic use to work
TOEIC SUBMARINE 700 - 900
The course is aimed at mastering listening and reading skills to not onlygraduate but also use them for work (business English)
When the level is at an average level, it is necessary to push the level up
to avoid forgetting and make the ability develop to use
Improve English ability to 700 - 900 Toeic listening, reading and
forming habits, love and like to use English
TOEIC MASTER 250 -310
The TOEIC Master (Speaking & Writing) class is a speaking and writingToeic course for university students who require the 4-skill Toeic outputstandard or anyone who wants to hone the 4 TOEIC skills to use it fluently in
an interview question, go to work
1.5 Zenlish’s Vision, Mission, and Core Value
Vision
Zenish aims to:
TOP 3 English centers with the greatest number of students studying inHanoi - 2022
TOP 1 quality training center, with the most students possessing the
most international TOEIC certificate HN 2023
TOP 1 quality training center, with the most students possessing themost international TOEIC certificates in Vietnam - 2028
Mission
Zenlish is oriented to accompany & lead the young generation to learn
English (TOEIC) effectively
Core value
Zenlish is following 5 core values:
Continuously learning
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ConscientiousEnduring
Resultant
Towards excellence
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CHAPTER 2: LITERATURE REVIEW AND THEORETICAL
FRAMEWORKChapter two focuses on presenting previous documents on personnel, including
definitions of HRM and the role of HRM This is done to understand the role and
importance of human resource management in an organization, and the importance
of recruiting the right personnel manager Furthermore, this chapter explains the
procedures used to accomplish research objectives This chapter will address the
introduction of participants, data collection and data analysis processes
2.1 Literature review
The research review aims to synthesize, analyze, and evaluate international anddomestic studies related to HRM as well as issues related to recruiting personnel
management.
2.1.1 Literature review of international studies
Recruitment is an important process for any organization to ensure they hire theright people for the right job Human resource (HR) managers play a crucial role
in recruitment and selection, as they are responsible for managing the entireprocess The recruitment demand for HR managers at an English center can beaffected by a variety of factors In this literature review, we will examine thefactors affecting recruitment quality for HR managers at an English center between
2019 and 2022
One of the factors that affects recruitment quality for HR managers is theavailability of qualified candidates According to a study by Kamoche andKinyanjui (2020), organizations face challenges in finding suitable candidates formanagerial positions, which may impact recruitment quality The study alsosuggests that organizations should use multiple recruitment channels to increasethe pool of candidates and improve their chances of finding qualified HRmanagers.
Another factor that affects recruitment quality for HR managers is thecompetitiveness of the job market In a study by Sultana and Islam (2021), it wasfound that the job market for HR managers in Bangladesh was highly competitive,with a large number of candidates vying for a limited number of positions Thestudy suggests that organizations should offer competitive salary and benefitspackages to attract the most qualified candidates
The organizational culture and values of the English center also affect recruitmentquality for HR managers According to a study by Khan et al (2020), HR managersprefer to work in organizations that align with their personal values and beliefs.Therefore, it is essential for the English center to create a positive work culture
that attracts and retains HR managers who share their values
The availability of training and development opportunities is another factor that
affects recruitment quality for HR managers In a study by Zehou and Kuhlmann(2021), it was found that HR managers are attracted to organizations that offer
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opportunities for personal and professional growth Therefore, the English centershould provide HR managers with training and development opportunities toattract and retain them
Finally, the reputation of the English center also affects recruitment quality for HRmanagers In a study by O'Shea and Walsh (2021), it was found that the reputation
of the organization was a significant factor in attracting and retaining HRmanagers Therefore, the English center should maintain a positive reputation toattract the most skilled HR managers
In conclusion, several factors affect recruitment quality for HR managers at an
English center These factors include the availability of qualified candidates, the
competitiveness of the job market, organizational culture and values, the
availability of training and development opportunities, and the reputation of the
organization Organizations should consider these factors when recruiting HRmanagers to ensure they hire the highest quality candidates
2.1.2 Literature review of Vietnamese studies
Several studies have been conducted in Vietnam regarding factors affectingrecruitment quality for human resource managers There may have been a lack ofdetailed study of the specific topic of "Factors Affecting the Recruitment Qualityfor Human Resource Managers at an English Center between 2019 and 2022".Nonetheless, I will provide you with some literature review of Vietnamese studies
on the topic of recruitment quality for human resource managers that can provideinsights and perspectives that can be applied to an English center
Nguyen & Le (2021) conducted a study on the factors affecting recruitment qualityfor human resource managers in Vietnam The study found that the top threefactors affecting recruitment quality were the company's reputation, jobsatisfaction, and salary and benefits Additionally, the study found that the level ofeducation and work experience were significant factors in determining recruitmentquality
Tran & Nguyen (2020) investigated the impact of education and training on therecruitment quality for human resource managers in Vietnam The study found thatthere was a positive correlation between education and training and recruitment
quality for human resource managers The authors suggested that companies
should invest in the education and training of their employees to meet theincreasing quality of qualified human resource managers
Dinh & Do (2021) discussed the challenges and solutions for the recruitmentquality for human resource managers in Vietnam The study found that theshortage of qualified candidates, the high turnover rate, and the lack of a strongemployer brand were the major challenges facing companies in recruiting humanresource managers The authors recommended that companies should offercompetitive salaries and benefits, provide opportunities for career developmentand training, and develop a strong employer brand to attract and retain qualified
human resource managers
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Le & Le (2020) identified the factors affecting recruitment quality for humanresource managers in the Vietnamese job market The study found that the most
influential factors affecting recruitment quality were job satisfaction, salary and
benefits, and the company's reputation Additionally, the study found that therewas a positive correlation between the level of education and work experience andrecruitment quality
Nguyen & Phan (2020) investigated the factors affecting the attraction andretention of human resource managers in Vietnam The study found that the topthree factors affecting attraction and retention were salary and benefits, jobsatisfaction, and opportunities for career development Additionally, the studyfound that the level of education and work experience were significant factors inattracting and retaining qualified human resource managers
In summary, the literature review of Vietnamese studies on the topic of recruitmentquality for human resource managers has highlighted some key factors that canaffect recruitment quality, such as the company's reputation, job satisfaction, salaryand benefits, education, and work experience These factors can also be applied to
an English center to help identify the factors affecting the recruitment quality forhuman resource managers Additionally, the studies suggest that companies shouldinvest in the education and training of their employees, offer competitive salariesand benefits, provide opportunities for career development and training, anddevelop a strong employer brand to attract and retain qualified human resource
managers.
The research gap for the topic "Factors Affecting to the Recruitment Quality forHuman Resource Managers at an English Center in the period of 2019 - 2022" issignificant, as there is a lack of research in this specific area While there havebeen studies on recruitment quality for HR managers in various industries andsectors, there is limited information available about recruitment quality for HRmanagers specifically in English centers in Vietnam during the specified timeperiod Additionally, there may be specific factors that affect recruitment qualityfor HR managers in English centers, such as the level of English proficiencyrequired for the position, the type of students or clientele, and the salary andbenefits package offered Thus, there is a need for further research in this area tobetter understand the factors affecting recruitment quality and develop effectiverecruitment strategies for HR managers in English centers in Vietnam
2.2 Theory of Human Resources Management
2.2.1 Definition of HRM
Human Resource Management (HRM) is the strategic and coherent approach to
the management of an organization's most valued assets - the people working there
HRM is concerned with recruiting, selecting, training, and developing employees,
as well as managing their performance and compensation It also involves ensuringcompliance with labor laws and regulations, promoting diversity and inclusion,and fostering a positive organizational culture
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According to the Society for Human Resource Management (SHRM), HRM
encompasses the following key functions:
Recruitment and selection of employees
Training and development of employees
Performance management Compensation and benefits administration
Employee relations Diversity and inclusion initiatives Legal compliance
HR data analysis and management
HRM has evolved over time and has become an integral part of business strategy
Its importance lies in its ability to create a work environment that attracts and
retains talented employees, fosters innovation and creativity, and ultimately drivesorganizational success
2.2.2 Functions of HRM
Human Resource Management (HRM) is an essential function in organizations,and its importance has been recognized by researchers and practitioners in thefield The following are some of the key reasons why HRM is important:
crucial for organizations to remain competitive in today's dynamic and
complex business environment
Developing Employees: HRM is responsible for providing employees
with the necessary training, development, and support to enhance theirskills, knowledge, and abilities This helps employees to perform theirjobs more effectively and increases their job satisfaction
Improving Performance: HRM is instrumental in setting performance
standards, evaluating employee performance, and providing feedback toimprove performance This contributes to the overall effectiveness ofthe organization
Ensuring Compliance: HRM is responsible for ensuring that theorganization complies with various laws and regulations related toemployment, such as labor laws, workplace safety regulations, andequal employment opportunity laws
Promoting Diversity and Inclusion: HRM plays a critical role in
promoting diversity and inclusion in the workplace This not only
ensures that the organization reflects the diverse communities it serves
but also enhances creativity, innovation, and problem-solving
Fostering a Positive Organizational Culture: HRM is responsible forcreating and fostering a positive organizational culture that supports theorganization's values and goals This contributes to employeesatisfaction, engagement, and commitment to the organization
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CHAPTER 3: RESEARCH METHODOLOGY3.1 Research process
The author conducts the thesis following these steps:
: Build the theoretical Identify research
Thesis overview framework, hypotheses
problem
and research model
Discuss result and Process and analyze
Collect data propose
Survey object: Final year students in Human Resouces Management major
at National Economics University
3.2.2 Participants of the research
The aim of this study is to investigate the factors that influence therecruitment quality of human resource management at Zenlish Therefore,
depending on this information, the author may propose feasible solutions to
enhance the quality of recruitment for human resource management
3.2.3 Questionnaire development
Designing questionnaire
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Table 3.1 The number of questions
Demographic information
The questionnaire comprises three main parts:
Part 1: This section includes the demographic information of the respondents The
purpose of this questionnaire is to identify survey respondents
Part 2: This section is designed based on an important approach in the reader'sperception of Human Resource Management This section redefines again why theauthor chose this topic, giving the reader a better view of the importance of theresearch problem
Part 3: The last part is also designed based on the 5-point Likert scale to assess the
importance of the factors affecting the recruitment quality for managementpersonnel of the English center This section focuses on the assessment of
influencing factors
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