NATIONAL ECONOMICS UNIVERSITY FACULTY OF FOREIGN LANGUAGES DEPARTMENT OF BUSINESS ENGLISH
NGUYEN THI NGA
A STUDY ON SOME FACTORS AFFECTING THE RECRUITMENT FOR HUMAN RESOURCE MANAGER AT AN ENGLISH CENTER IN
THE PERIOD OF 2019-2022.
Trang 2NATIONAL ECONOMICS UNIVERSITY FACULTY OF FOREIGN LANGUAGES DEPARTMENT OF BUSINESS ENGLISH
NGUYEN THI NGA
A STUDY ON SOME FACTORS AFFECTING THE RECRUITMENT FOR HUMAN RESOURCE MANAGER AT AN ENGLISH CENTER IN
THE PERIOD OF 2019-2022
Hanoi, April, 2023
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I would like to express my gratitude to Assoc Prof Dr Pham Thi Thanh Thuy, my supervisor, for providing invaluable advice and support Her dedicated assistance and helpful advice have greatly aided me throughout the process of completing my dissertation Her words of encouragement and feedback have significantly 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 their research support The company not only provided me with an opportunity to intern and experience a dynamic and professional work environment, but also granted me access 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 and insightful feedback, which has truly helped me gain invaluable experience in developing my research.
Finally, I want to express my gratitude to all the participants who answered the questions 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 the success of a company In particular, Zenlish is currently a rapidly developing company, making the management of human resources more essential than ever Therefore, researching the factors influencing the quality for recruiting human resource 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) Technological advancements.
It is necessary to receive feedback from senior students majoring in human resource management A questionnaire was sent to 50 senior students majoring in
human resource management at the National Economics University.
SPSS was used to process and analyze the collected data to operate acceptable experiments on research theories, thereby interpreting and discussing research results as well as drawing conclusions about the study.
Thus, the author has proposed some recommendations to enhance the quality of human resource management at Zenlish.
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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
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INTRODUCTION Rationale
A Study on the Factors Affecting the Recruitment Quality of Human Resource Managers at an English Center between 2019-2022 is to identify the challenges that the center faces in hiring and retaining highly qualified HR managers.
Effective human resource management is essential to the success of any organization 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 the factors 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 career advancement opportunities (Singh & Bhatnagar, 2010) By examining these factors, the study aims to provide recommendations for improving the recruitment and retention of highly qualified HR managers.
The results of this study can be used by the English center's management to improve 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 that influence the recruitment quality of HR managers in the education sector.
Research objectives
(1) Identifying factors affecting recruitment for human resource manager at
(2) Proposing some recommendations for improving the recruitment quality for
human resouce manager at Zenlish Research questions
Question 1: What are some factors affecting the recruitment for human resource
manager at Zenlish?
Question 2: What are some suggestions to improve the recuitment quality for human resource manager at Zenlish?
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(3) Contents: Human Resource Management; factors affecting human resource
(4) Time: Secondary data will be collected within 4 years; Primary data will be collected in 2023.
The mixed-methods approach is chosen to triangulate the data, enhance the validity and reliability of the findings, and provide a more complete understanding of the research problem.
A survey questionnaire is selected as a data collection method to obtain quantitative data from the human resource managers and recruitment staff at the English center The questionnaire can collect data on various factors that influence the 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 recruitment quality for human resource managers and the factors that influence it.
Interviews or focus group discussions can be used to collect qualitative data from stakeholders in the education sector Purposive sampling is selected to target relevant stakeholders such as recruiters, human resource managers, and employees, who can provide in-depth information on the factors affecting recruitment 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 data protection are addressed in the study to protect the participants’ privacy and respect their 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, providing insights into the recruitment trends and demands of the sector, and helping the English center develop effective recruitment strategies to attract and retain highly qualified 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 and its business situation from 2019 to 2022.
Chapter 2: Theoretical framework
The second chapter focuses on presenting prior personnel literature, such as HR definitions and HRM roles This chapter also explains the procedures used to achieve the research objectives This chapter will go over the introductions of the participants, 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 of the study and ensuring that the research objectives are met The research methodology chapter will provide a detailed explanation of the methods and techniques 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 Quality for 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 a result, some recommendations to achieve high efficiency in the company's recruitment of human resource managers.
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CHAPTER 1: INTRODUCTION OF ZENLISH 1.1 Brief introduction about Zenlish.
Zenlish was established on May 4, 2014, and has been operating for more than 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
Email Address contact.zenlish @ gmail.com
Table 1.1 Basic information about Zenlish (Source: zenlishtoeic.vn) 1.2 Establishment history
According to the
4/5/2014: Started establishment and had 1 first student End of May 2014 the first class had 5 students.
January 1, 2015: Moved to building No 9, lane 25, lane 629 Kim Ma.
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February 2015 - April 2016: Zenlish successfully applied the exclusive listening comprehension method AUTOMATIC LISTENING and helped 200 students 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 150 students breaking through Toeic Listening scores.
September 2016: Zenlish has the first student to take the international Toeic exam with a score of 730d - that is the first affirmation that: Studying Toeic 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 opened the second teaching facility, address: House No 199, Quynh alley, Thanh Nhan street, focusing on students in Bach - Kinh - Construction area.
February 2020: After grasping the market demand, as well as building the 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 online learning, however, revenue still grows compared to 2020, 2019.
April 2022: Continuing to gain the trust of key markets after the Covid period, 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 8 additional classrooms, combined with 6 existing classrooms, making Ha Dong campus the largest serving facility, 14 classrooms, capable of training 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 resource system to sustainably serve its long-term goals (Source: CEO Nguyen Xuan
1.3 Company structure
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The current size of Zenlish's staff is 106, and it is planned to increase to 166 employees in 2023 The organization into departments based on their functions as shown in Figure 1.1 below:
HumanResources
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 of offline & 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
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 for learners to improve their ability to use basic oral and written skills for study and university outcomes Meet the needs of studying, studying at school or basic use to work.
TOEIC SUBMARINE 700 - 900
The course is aimed at mastering listening and reading skills to not only graduate 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 writing Toeic course for university students who require the 4-skill Toeic output standard 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
Zenish aims to:
TOP 3 English centers with the greatest number of students studying in Hanoi - 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 the most international TOEIC certificates in Vietnam - 2028
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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Conscientious Enduring
Towards excellence
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CHAPTER 2: LITERATURE REVIEW AND THEORETICAL FRAMEWORK
Chapter 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 and domestic studies related to HRM as well as issues related to recruiting personnel
2.1.1 Literature review of international studies
Recruitment is an important process for any organization to ensure they hire the right people for the right job Human resource (HR) managers play a crucial role in recruitment and selection, as they are responsible for managing the entire process The recruitment demand for HR managers at an English center can be affected by a variety of factors In this literature review, we will examine the factors 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 the availability of qualified candidates According to a study by Kamoche and Kinyanjui (2020), organizations face challenges in finding suitable candidates for managerial positions, which may impact recruitment quality The study also suggests that organizations should use multiple recruitment channels to increase the pool of candidates and improve their chances of finding qualified HR managers.
Another factor that affects recruitment quality for HR managers is the competitiveness of the job market In a study by Sultana and Islam (2021), it was found 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 The study suggests that organizations should offer competitive salary and benefits packages to attract the most qualified candidates.
The organizational culture and values of the English center also affect recruitment quality for HR managers According to a study by Khan et al (2020), HR managers prefer 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 center should provide HR managers with training and development opportunities to attract and retain them.
Finally, the reputation of the English center also affects recruitment quality for HR managers 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 HR managers Therefore, the English center should maintain a positive reputation to
attract 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 HR managers 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 affecting recruitment quality for human resource managers There may have been a lack of
detailed study of the specific topic of "Factors Affecting the Recruitment Quality for 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 provide insights and perspectives that can be applied to an English center.
Nguyen & Le (2021) conducted a study on the factors affecting recruitment quality for human resource managers in Vietnam The study found that the top three factors affecting recruitment quality were the company's reputation, job satisfaction, and salary and benefits Additionally, the study found that the level of education and work experience were significant factors in determining recruitment quality.
Tran & Nguyen (2020) investigated the impact of education and training on the recruitment quality for human resource managers in Vietnam The study found that there 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 the increasing quality of qualified human resource managers.
Dinh & Do (2021) discussed the challenges and solutions for the recruitment quality for human resource managers in Vietnam The study found that the shortage of qualified candidates, the high turnover rate, and the lack of a strong employer brand were the major challenges facing companies in recruiting human resource managers The authors recommended that companies should offer competitive salaries and benefits, provide opportunities for career development and 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 human resource 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 there was a positive correlation between the level of education and work experience and recruitment quality.
Nguyen & Phan (2020) investigated the factors affecting the attraction and retention of human resource managers in Vietnam The study found that the top three factors affecting attraction and retention were salary and benefits, job satisfaction, and opportunities for career development Additionally, the study found that the level of education and work experience were significant factors in
attracting and retaining qualified human resource managers.
In summary, the literature review of Vietnamese studies on the topic of recruitment quality for human resource managers has highlighted some key factors that can affect recruitment quality, such as the company's reputation, job satisfaction, salary and benefits, education, and work experience These factors can also be applied to an English center to help identify the factors affecting the recruitment quality for human resource managers Additionally, the studies suggest that companies should invest in the education and training of their employees, offer competitive salaries and benefits, provide opportunities for career development and training, and develop a strong employer brand to attract and retain qualified human resource
The research gap for the topic "Factors Affecting to the Recruitment Quality for Human Resource Managers at an English Center in the period of 2019 - 2022" is significant, as there is a lack of research in this specific area While there have been studies on recruitment quality for HR managers in various industries and sectors, there is limited information available about recruitment quality for HR managers specifically in English centers in Vietnam during the specified time period Additionally, there may be specific factors that affect recruitment quality for HR managers in English centers, such as the level of English proficiency required for the position, the type of students or clientele, and the salary and benefits package offered Thus, there is a need for further research in this area to better understand the factors affecting recruitment quality and develop effective recruitment 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 ensuring compliance 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
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 drives organizational 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 the field The following are some of the key reasons why HRM is important:
Attracting and Retaining Talent: HRM plays a critical role in recruiting, selecting, and retaining the best talent for the organization This is
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 their skills, knowledge, and abilities This helps employees to perform their jobs more effectively and increases their job satisfaction.
Improving Performance: HRM is instrumental in setting performance
standards, evaluating employee performance, and providing feedback to improve performance This contributes to the overall effectiveness of the organization.
Ensuring Compliance: HRM is responsible for ensuring that the organization complies with various laws and regulations related to employment, such as labor laws, workplace safety regulations, and equal 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 for creating and fostering a positive organizational culture that supports the organization's values and goals This contributes to employee satisfaction, engagement, and commitment to the organization.
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CHAPTER 3: RESEARCH METHODOLOGY 3.1 Research process
The author conducts the thesis following these steps:
: Build the theoretical Identify research
Thesis overview framework, hypotheses
and research model
Discuss result andProcess and analyze
Collect data propose
Data of this thesis were collected through offline surveys conducted in National Economics University in February of 2022.
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 the recruitment 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's perception of Human Resource Management This section redefines again why the author chose this topic, giving the reader a better view of the importance of the research 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 management personnel of the English center This section focuses on the assessment of
influencing factors.
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