Source: https://vnresource.vn/he-thong-rap-cgv-trien-khai-hrm-pro/ - With all the requirements of selecting a human resource software, CGV has considered many suppliers to come to the d
Introduction company
An overview of CJ CGV
- Business registration certificate: 0303675393, registered for the first time on July
31, 2008, registered for the fifth change on October 14, 2015, issued by the Department of Planning and Investment of Ho Chi Minh City.
● Ho Chi Minh office: 2nd floor, Rivera Park Saigon - No 7/28 Thanh Thai, Ward
14, District 10, City Ho Chi Minh.
● Hanoi Office: 8th Floor, CDC Building, 25-27 Le Dai Hanh Street, Hai Ba Trung District, Hanoi.
- Working hours: 8:00 - 22:00 (All days including New Year).
“Becoming a role model company for continuous development of the film industry in Vietnam.”
“CJ CGV has created a unique concept of transforming former multiplexes into
“Cultureplex”, where customers not only enjoy the movie, but also have access to diverse entertainment experiences.”
“CJ CGV Vietnam always adheres to a professional and transparent business system, ensuring a fair working environment for business partners CJ CGV Vietnam will continue its persistent journey in contributing to building a stronger and strongerVietnamese film industry with potential customers, filmmakers, and reputable business partners , and with society.”
- Industries: Movies, Videos, and Sound.
- Cinema clusters: 84 clusters distributed around Vietnam.
● Thien Nam Hoa Service and Trading Joint Stock Company.
● MM Mega Market Vietnam Company.
● Lotteria - Fast food restaurant chain.
- Advertising communication strategy partner: Reputable newspaper sites and magazines such as 24h, Vnexpress, Look magazines, Heritage magazine, etc.
- Long – term partner: LG Electronics Vietnam Co., Ltd (LG).
- Competitors: Lotte cinema, Galaxy cinema, etc.
- Email support: hoidap@cgv.vn
Logo
- On the logo, CGV is abbreviated from 3 letters that begin with the words: Cultural, Great and Vital.
- Overall, the CGV logo brings a vibrant color, creating a modern, youthful look and to attract young people - potential customers of the company The logo design of this cinema stands out and creates a distinct brand identity.
- The CGV logo uses a fairly simple symbol of the brand name and a blooming flower.
- The CGV logo is designed with three closely linked letters, symbolizing the rows of seats at the cinema.
- The flower blooming in the CGV logo is like a striking, new movie screen as well as creating a sense of joy, freshness, and love in accordance with the entertainment nature of the cinema.
- The CGV logo uses an attractive red-orange color, symbolizing the passion and enthusiasm of the company, contributing to making it stand out on all its backgrounds.
Special cinema rooms
CJ CGV pays attention to bringing new and different movie viewing spaces to bring different movie viewing experiences to customers during the development process.
- Goldclass: Use business class seats included Theaters usually have fewer seats and are smaller than conventional theaters.
- SweetBox: Double seats, private and discreet, wide and comfortable seats.
- Premium: Using high-quality leather seats, which can be moved at will.
- IMAX: The theater uses IMAX technology with a maximum screen and double projectors to increase screen brightness.
- Starium: Maximum projection screen, using RBG Laser projector system and Dolby Atmos sound system.
- Dolby Atmos: The theater uses a Dolby Atmos sound system with 64 different independent speakers, including in the ceiling.
- ScreenX: The theater uses 28 projectors, with a projection angle of up to 270 degrees extending from the main screen to the sides of the wall
- Cine&Forest: Jungle-inspired theater, using bean bag chairs and beds.
- Cine&Suite: Luxury cinema using leather seats.
- Cine&Living Room: Cinema inspired by living room, using sofa.
Types of theaters not available in Vietnam Cine de Chef, SoundX, SphereX, 4DX: Screen.
Milestones
- More than 10 years of pioneering operation in Vietnam: CJ CGV is the only unit that invests in facilities not only in big cities but also in remote provinces such as Dak Lak,Binh Dinh to introduce Vietnamese films to audiences in this area, as well as providing a true cinematic service experience.
- In 2013: CJ officially converted the MegaStar brand in Vietnam into CGV. Accordingly, since January 15, 2014, all MegaStar cinemas in Vietnam have been renamed to CGV.
- 4/6/2016 Mr Dong Won Kwak - General Director of CJ CGV Vietnam Company was honored to receive an Investment Certificate from The Chairman of Hanoi People's Committee.
- In 2017: CGV Vietnam earned nearly 2,800 billion VND.
- 12/2018: CGV expanded the number of cinema clusters to 71 theaters with 418 screens with many modern movie projection technologies such as IMAX technology, Dolby Atmos, 4DX, STARIUM LASER, SCREENX and many high-class services such as: GOLD CLASS screening room, L'AMOUR bed projection room, SWEETBOX love chair.
- 29/03/2019: LG Electronics Vietnam Co., Ltd (LG) and CJ CGV Vietnam Co., Ltd(CGV) signed a comprehensive cooperation agreement to become a long-term strategic partner.
HR data
Wage
CGV is not a place that gives you a high salary, but in return this will be a professional working place, training you with many good job skills If you are a student then this will be the best choice.
- For the position of cinema supervisor, CGV pays you: from 7,000,000 - 10,000,000 VND.
- For a ticket officer, the salary received over time is:
● 4 hour shift basic salary: 3,500,000 million VND.
● 6 hour shift basic salary: 4,800,000 million VND.
● 8 hour shift basic salary: 6,800,000 million VND.
● 10 hour shift basic salary: 8,200,000 million VND.
● 12 hour shift basic salary: 10,500,000 million VND.
- For those who choose to work as a seasonal or part-time ticket officer, the salary is calculated at about 30,000 VND/hour
- For CGV ticket sales staff, the recruiting CGV theater offers a salary for each shift that is:
● 4 hour shift basic salary: 3,500,000 million VND.
● 8 hour shift basic salary: 6,000,000 million VND.
● 10 hour shift basic salary: 7,500,000 million VND.
● 12 hour shift basic salary: 9,000,000 million VND.
- For the position of CGV cinema room technician, the salary is from 6,000,000 to8,000,000 VND
Benefits
● Multiplying salary according to the holiday regime, Tet.
● 4 days 1 month off 1 day / 1 month.
● Get insurance according to the company's policy.
Incredible achievement in CJ CGV’s human resources
- The goal of CGV Vietnam is to be a typical company model to contribute to the non- stop development of the film industry, bringing the highest quality products and cultural services based on international standards to Vietnamese audiences To accomplish this goal, CGV will expand its network of cinemas in Vietnam and upgrade existing theaters to higher international standards in the near future
- Together with the above plan and the long-term development orientation, CGV has invested and applied HR software to solve human resource management issues and increase management efficiency
Picture 2: Launching ceremony human management software project. (Source: https://vnresource.vn/he-thong-rap-cgv-trien-khai-hrm-pro/ )
- With all the requirements of selecting a human resource software, CGV has considered many suppliers to come to the decision to choose VnResource software to be a solution for managing more than 4,000 employees based on the development potential of HRM Pro software in the future along with experienced staff
- On the future path, CGV will become more sustainable, continue to achieve the goal and plan to contribute to the development of Vietnam and the global film industry
- VnResource is proud to be one of the assistants who work closely with CGV to build a strong staff to conquer this goal.
HR policies
Theory: Human resource management policy
Human resource management policy is the whole set of ideological views, goals,and solutions to ensure, develop and effectively use the country's human resources Human factors and individual roles also need to be studied more carefully Civil servants are not only subjects performing official duties but also play many different roles in political - economic - social activities Besides economic issues, there are other very important factors affecting civil servants such as prestige, ability, attitude, and service style of leading cadres, especially those who serve the people head of the agency; personnel regimes and policies; mechanism, working conditions, and office culture.
The development of human resource management policy in CJ CGV Vietnam
Human resources in Vietnam's film industry are getting better and better training policies from the state and enterprises, and manufacturers However, to meet the growing development of electricity When it comes to Vietnamese photography, the need to build a team of young talented screenwriters, directors, producers, and actors is still very urgent.
"To develop the Vietnamese cinema industry, it is necessary to rely on three main factors: Developing film infrastructure, investing in human resources, and diversifying film genres," said Mr Sim Joon Beom – General Director of CJ CGV Vietnam (CGV).
In Vietnam, CJ CGV is currently investing in 3 main areas, including the cinema system in many provinces, importing movies, and maximizing local resources As the owner of an extensive cinema system, CJ CGV has facilitated Vietnamese filmmakers to show Vietnamese films in high-quality theaters to reach audiences more effectively.
It is estimated that in 2017, the total revenue of the film market will reach about 3,200 billion VND with 45 million moviegoers, a sharp increase from more than 2,800 billion VND - 38 million moviegoers in 2016 According to statistics from www uis.unesco.org, the average number of movie screens per 1 million people in Vietnam is only 7 screens, while in China, this number is 23, in Japan it is 26, and in the US it is 126.
For that reason, CGV constantly organizes activities such as the "Toto Filmmaking Class", and "Talented Screenwriter" contests to seek and support future screenwriters and filmmakers With meaningful activities and practical awards, CGV has been seeding dreams for thousands of Vietnamese film talents.
The training of staff working at CGV's cinema systems is also heavily invested.
In 2015, CGV established CGV University training centers in Hanoi and Ho ChiMinh City to train internal staff in specialized skills according to the international standard training system, thereby contributing to improving the service quality.for the film industry.
Recruitment process of CJ CGV
Step 1: Prioritize posting on the official website and Fanpage.
CGV will not go through an intermediary to recruit employees, from the stage of receiving documents to interviewing, it is done by the recruitment department of CGV.
Avoid scams in facebook groups (usually will be charged upfront and CGV does not do this)
Candidates will have two solutions to send their resumes to CGV's recruitment department.
- The first way: Submit your application online to CGV, please send your CV PDF file to the Email address: cgvtalent@cj.net and the title of the Email you need to write in the following syntax: “[NAME] - Application recruiting [POSITION] - [WORKING PLACE]".
- The second way: Apply directly, you can choose to apply directly at the cinema closest to your location or you can also apply at the theater you want to work at.
Step 3: Send email or call for an interview
After the end of the time to receive the applications of the candidates, the recruitment department at CGV will conduct the study of the application documents and select the suitable profiles for the vacancies.
Step 4: Candidates participate in the interview
Through the interview, CGV has the opportunity to evaluate candidates directly, select suitable candidates for the positions being recruited.
Question 1: Which of the following is the main goal of human resource management?
A Ensure a sufficient number of workers with appropriate qualifications and skills.
B Assign the right person, to the right job, and at the right time.
D Ensure sufficient quantity and quality of employees with the right job arrangement, at the right time in order to achieve the enterprise's goals.
Question 2: In the enterprise, there should be unity in the development of human resource management strategy and business strategy of the enterprise What role do human resource management policies and strategies play in the overall strategy of the enterprise?
A Closely linked, interacting with each other.
Question 3: Which of the following areas is considered to have the most important role in creating the business philosophy of the business organization?
Question 4: Business organizations operating in the current volatile environment, deeply influenced by the process of economic globalization and integration in the world, are the content and properties of human resource management? force?
Question 5: The role of the human resources department with other departments and departments is:
A Control all human resource activities throughout the company.
B Formulating policies, consulting, providing human resource services and inspecting human resource activities throughout the company.
C Lead and control all HR activities in the company.
Job analysis
Theory
Job analysis is the procedure through which you determine the duties of the company’s positions and the characteristics of the people who hire for them.
Job analysis produces information for writing job descriptions (a list of what job entails) and job (or person) specifications (what kind of people to hire for the job).
4.1.1 The uses of Job Analysis
Job analysis is important because it supports all human resource management activities.
- Recruiting & selection decisions: Information about what duties the job entails and what human characteristics are required to perform these duties helps managers decide what sort of people to recruit and hire.
- EEO compliance: Job analysis is crucial for validating all major human resources practices, especially when it comes to legal compliance You may recall from our earlier discussion of federal laws that care must be exercised in all areas related to employees.
- Performance appraisal: A job analysis helps compare each employee’s actual performance with his or her duties and performance standards in performance appraisals This helps managers to make a certain look on candidates.
- Compensation: Compensation often depends on the job’s required skill and education level, safety hazards, degree of responsibility, and other factors you assess through job analysis.
- Training: The job description lists the job’s specific duties and requisite skills - thus pinpointing what training the job requires.
There are six steps in doing a job analysis:
Step 1: Decide how you will use the information.
A good place to start is by reviewing materials that describe the work performed on the job Such materials include:
● Position descriptions and classification standards.
Step 2: Review relevant background information such as organization charts, process charts, and job descriptions.
Information about how the role is perceived today from the outside in is a helpful first step, make sure you collect all the internal and external information concerning the jobs analyzing.
With a job to analyze, the manager then generally selects a sample of position to focus on It is important to notify any employees beforehand about the process and what you require from them.
Step 4: Actually analyze the job by collecting data on job activities, working conditions, and human traits and abilities needed to perform the job.
Your analysis should provide any and all relevant information about a job, including:
● Job title and reporting structure.
● Hours per week and location of the job, including flexibility.
● Specific tasks completed in a typical workday (including their importance and complexities).
● Nature of task operation (activities required to carry out the tasks).
● Tools and equipment required to perform the tasks.
● Knowledge, skills, and abilities that are required, and how essential each one is to perform tasks at a sufficient level.
● Other desired personal attributes (physical demands, social skills, behaviors, etc.)
● Hazards and risks involved in performing the tasks.
● Current pay rate and benefits.
● Reasons for exit; both voluntary and non-voluntary.
Step 5: Verify the job analysis information with the worker performing the job and with his or her immediate supervisor.
This will help confirm that the information is factually correct and complete and help to gain their acceptance.
Step 6: Develop a job description and job specification.
A job description: A list of duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities - one product of a job analysis.
A job specification: Summarizes the personal qualities, traits, skills, and background required for getting the job done.
4.1.3 Methods to collect job analysis information.
There are many ways to collect job analysis information due to the requirements and duties that must have in the job Therefore, these are 6 basic ways to gather information for job analysis: The interview, Questionnaires, Observation, Diary/logs, Quantitative techniques.
- The interview: Job analysis interviews range from completely unstructured interviews to highly structured ones.
- Questionnaires: Filling out questionnaires to describe employees job-related duties and responsibilities (such as making questionnaires on google form).
- Observation: Direct observation is especially useful when jobs consist mainly of observable physical activities - assembly-line employees and accounting clerks are examples
- Diary/logs: Asking employees to keep a diary/log of what they do during the day. For every activity engaged in, the employee records the activity (along with the time) in a log.
- Quantitative techniques: Qualitative methods like interviews and questionnaires are not always suitable The company can use “The position questionnaire” (PAQ
- A questionnaire used to collect quantifiable data concerning the duties and responsibilities of various jobs) or “The Department of Labor approach” instead.This method helps to have quantitative ratings for each job.
Practice about JA
4.2.1 CJ CGV Vietnam organized chart.
Picture 4: The organized chart of CJ CGV Vietnam.
CJ CGV structure is divided into 2 units: Office and Operation.
● Answer messages and receive phone calls via hotline number.
● Answer customer inquiries via email, facebook, etc
● Prepare administrative documents, contracts for company activities.
● Prepare personnel plans for cinema clusters at the request of superiors.
● Prepare monthly financial statements, monitor financial fluctuations, ensure savings and profitable business.
● Check the implementation of the financial plan, allocate money such as salary, bonus.
● Provide finance for the company's business activities
● Analyze movies, then write PR articles about the content At the same time, put up programs to promote the image of the theater cluster and the films in progress.
● Perform film inspection, film quality.
● Work directly with the Cinema Censorship Center on movie content.
● Update visits at cgv's official websites such as facebook, website.
● Answer customer inquiries via email, facebook, etc
● Responsible for decisions on recruitment, addition, transfer and coordination of personnel at the cinema complex.
● Report to the CEO in detail about revenue, profit, human resources and also shortcomings at the cinema cluster that he is responsible for so that the CEO can review and understand the situation.
● Coordinate with the assistant theater manager to ensure work performance.
● Responsible for the food hygiene and safety at the cinema complex assigned to the management support.
● Enforce company policies and sanctions, ensure an efficient and friendly working environment for employees.
● Coordinate with the theater director to develop relationships at work, between departments in the theater, between theater staff and customers.
● Train new programs and processes for employees Provide development comments as well as employee progress reviews. Report on the capacity and effectiveness of training to theater directors.
● Check goods at the end of the day.
● Control cash well at the cinema complex and make sure all invoices and vouchers are correct at the end of the day or at the end of shifts.
● Monthly report to theater director.
● Check the projector, sound quality, film quality before the show.
● Check and allocate a reasonable movie showtime.
● Manage and use vehicles, machines, equipment and materials.
● Monitoring, monitoring and timely detection of technical problems.
● Manage and supervise the daily operation of the cinema to achieve the set business results each month/quarter/year.
● Operate and control the projector system, manage the equipment at the theater and ensure fire safety, food hygiene and safety.
4.2.2 Choose 1 position related to your major, find JD, JS about position, and career path.
Based on the organized chart above, our group decided to choose the “Monitor the lobby” position.
● Monitor the daily operation of the cinema Perform checklist checks and report on service standards at theater
● Resolve customer complaints and inquiries about services/products/regulations at cluster Respond to customers in a timely and effective manner to resolve problems
● Monitor and control goods in the warehouse, control operating costs, ensure general hygiene in accordance with food hygiene and safety regulations
● Recruit and train personnel to ensure service quality standards, arrange staff work schedules to ensure efficient operation of the theater, monitor and reconcile monthly shift tables.
● Implement marketing programs to drive sales
● Support to operate the projector system, check the equipment at the theater and ensure fire safety
● College/University degree (preferably majoring in restaurant, hotel, tourism management…).
● Able to work 8h/day shift (2-3 evenings/week ending around 12pm) and work on weekends, holidays and New Year.
● Experience in supervising operations of services at restaurants/hotels/coffee chains, fast food
● Skilled in building and managing employees.
● Proactive, enthusiastic and responsible at work.
● Able to communicate in English and use office computers.
Have an opportunity to become a leader at
Question 1: What is “job description”?
A The procedure through which you determine the duties of the company’s positions and the characteristics of the people who hire for them.
B The procedure for determining the duties and skill requirements of a job and the kind of person who should hire for it.
C A list of duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities - one product of a job analysis.
Question 2: What factors affect the recruitment process?
A Not affected by any factors.
Question 3: What is “job analysis”?
A The procedure through which you determine the duties of the company’s positions and the duties of the company’s positions who hire for them.
B A list of duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities - one product of a job analysis.
C A list of a job’s “human requirements” such as education, skills, personality, and so on - another product of job analysis.
D A list of stuff that you need to buy for weekends
Question 4: Who is responsible for most recruiting activities?
D Chairman of the Board of Directors.
Question 5: Who is responsible for the candidate's professional interview?
D Director of expertise in the industry in which the applicant is registered.
Question 6: What is the reason for the constant change in the internal supply of labor in an enterprise?
A Enterprises can recruit new workers.
B Former employees can leave the enterprise and resign.
C Retired or laid off workers.
D The company hires new employees, or the employees quit, get fired or retire.
Question 7: Which analytical method is understood as the study of human resource needs in previous years to forecast human resource needs in the next period?
HR planning
Theory
Workforce ( or employment or personnel) planning is the process of deciding what positions the firm will have to fill, and how to fill them Its aim is to identify and address the gaps between the employer’s workforce today, and its projected workforce you needs Workforce planning should precede recruitment and selection
- First, towers Watson reviews the client’’s business plan and workforce data ( for instance, on how sales influence staffing levels)
- Second, they identify what positions the firm will have to fill and potential workforce gaps
- Third, they develop a workforce strategic plan
- Finally, they implement the changes (for instance, new recruiting and training programs), and use various metrics to monitor the process
Towers Watson clients can use its special “MAPS” software to facilitate the workforce planning process
Workforce planning embraces all future positions, from maintenance clerk to CEO However, we’ll see that most firms call the process of deciding how to fill executive jobs succession planing
Workforce planning shouldn’t occur in a vacuum Instead, workforce planning/ employment planning is best understood as an outgrowth of the firm’s strategic and business planning At the same time, decisions regarding how to fill these positions will impact other HR plans
5.1.2 Forecasting Personnel Needs (Labor Demand)
Forecasting Personnel Needs (Labor Demand) is a predicted human resource plan of a company in case that company lacks employees; establishes a new department,new branches or needs professionals senior, etc in order to heat up and boost the company’s development Therefore, a future labor demand plan becomes one of important parts in company life.
5.1.2.1 Types of Forecasting Personnel Needs (Labor Demand). The future labor demand guideline should be started with estimating what the demand will be for your products and services due to the guarantee for the strategic goals and for changes in its turnover rate and productivity Basically, the future labor demand guideline is divided into 2 parts according to the present situation of a company: Short term and Long term.
- Short term: manager will track and check daily sales trends to do know “What are catching today?” and make a staff plan that is attractively suitable for that short term trend.
- Long term: manager will follow industry publications and economic forecasts closely in order to get a sense for future demand in order to catch up and timely predict the number of employees for the future (who should be fired? – who should be hired?)
5.1.2.2 The tools for Forecasting Personnel Needs (Labor Demand). There are four basic tools to establish and predict personnel needs: trend analysis, ratio analysis, the scatter plot and managerial judgment.
- Trend analysis: this tool is a study of a firm’s past employment needs over a period of years to predict future needs (Briefly, comparing the number of employees change with a specific time).
- Ratio analysis: this tool is a forecasting technique for determining staff needs by using ratio between, for instance, sales volume and the number of employees needed (Briefly, comparing the number of employees required with revenue of the total unit).
- Scatter plot: this tool is a graphical tool used to help identify the relationship between two variables
For instance, assuming that the chairman has a plan to expand 5 coffee shops to increase the appearance and revenue of the brand, the chairman wants to forecast how many staff that each coffee shop needs to operate
→ In this phenomenon, the human director understands that establishing the relationship chart between the number of coffee shops and the number of staff required This is the result that the human director has to present to the chairman.
- Managerial judgment: this is a tool with a purpose to adjust the forecast in time because trends, ratios or relationships may not change in the future; so it is hard to predict future needs.
Replacement chart, forecast techniques, relationship, labor demand and supply, policies
- Personnel replacement chart is a succession planning tool that shows present performance and promotability of inside candidates for the most important position. For each position, specific competencies are defined, and then employees of the organization with the requisite competencies are categorized, resulting in the identification of possible replacements Replacement charts are updated on a regular basis, particularly in reaction to changes in economic conditions or company activity. Such as:
● Who are the most qualified candidates for a job vacancy?
● In comparison to another employee, what are the advantages of picking a certain individual for the current position?
And employees are classified as:
● Employees who would be ready for the upcoming promotions if given extra training.
● Employees who are performing sufficiently but need encouragement and improvement.
● Employees who are unfit for full-time work and must be replaced.
- Example: Supposing that in the ABC school, the student council needs to find a new vice student president to replace the previous – who transferred a week ago So they base on the details above to establish a personnel replacement chart.
Picture 5: The personnel replacement chart of the ABC school
● Triangle: symbol for present performance.
● Square: symbol for promotion potential.
(Source:MBASkool - https://www.mbaskool.com/business-concepts/human- resources-hr-terms/8525-replacement-charts-.html)
● The student will consider Dean – the candidate According to the given diagram:
● Overall: Dean is good at multi - point
● Details: Dean is perfectly suitable for the vice student affairs
Moreover, he also will be a good companion and well connected with the vice postgraduate studies However, there is a point that he needs to solve – that is health, he should practice and do exercise more often in order to enhance his health Because from the diagram, Dean is not suitable for the vice environmental affairs which requires a bare body full of life to catch up with the load of this position.
There are four main types of forecasting methods that financial analysts use to predict future revenues, expenses, and capital costs for a business While there are a wide range of frequently used quantitative budget forecasting tools, in this article we focus on four main methods: (1) straight-line, (2) moving average, (3) simple linear regression and (4) multiple linear regression
Picture 6: Four main types of forecasting methods that financial analysts use to predict future revenues, expenses, and capital costs for a business.
A high-quality forecast features the following characteristics:
● ACCURATE : The right forecast is accurate enough to help you make good decisions about plans and how a company can allocate resources.
● TIMELY : A good forecast gives you information when needed so that you can respond quickly to changing market conditions.
● CLEAR AND UNDERSTANDABLE : You can explain how you reached your conclusions and recommendations to ensure clarity among colleagues who use the forecast information in their daily work activities
● RELEVANT : A good forecast reflects an organization's situation and needs and focuses on what's likely to happen in the industry or market segment over the next 12 months
When it comes to forecasting, numbers don't always tell the whole story There are additional factors that influence performance and can't be quantified Qualitative forecasting relies on experts’ knowledge and experience to predict performance rather than historical numerical data.
These forecasting methods are often called into question, as they're more subjective than quantitative methods Yet, they can provide valuable insight into forecasts and account for factors that can’t be predicted using historical data.
Here are nine sales forecasting methods to consider:
The intuitive method relies on sales representatives to provide information to sales managers, business administrators and stakeholders on the probability of closing specific sales deals In their predictions, sales representatives share how much they think the deal is worth and how long they approximate it takes to close the deal This can be beneficial when there are new products that currently don't have historical data to back their projections.
The lead-driven method combines other sales forecasting methods, including sales cycles, opportunities and historical sales for which the sales team supplies data and input This method relies on assigning value to each lead based on the probability that the sale closes This method may require data collection and teamwork between sales, marketing and finance teams so they can predict more accurate sales closing and profits.
The historical method relies on comparing the data from the same time period in years past to the current timeframe This forecast relies on assumptions that your sales can be equal or greater to the data from the previous year It can be better to use this data as a benchmark since you can't predict the long-term interest of buyers or the consistency of demand.
The opportunity stage method relies on predicting the probability of closing sales during each stage of the sales process With this method, sales teams decide on reporting frequency and make predictions on sales based on how close they are to closing particular sales deals This method may be less accurate than others because of its reliance on probability and predictions.
The length of sales cycle method relies on the time to close each individual sales opportunity for its predictions It requires accurate tracking of when a sales process begins with a client to when they close on the sale It usually uses objective data to help with reliable forecasting.
The pipeline method relies on calculating the chances of closing every deal currently in the pipeline, or purchasing process This method may have a long review process, depending on the size of the sales team and how many stages are in your business process It's considered a more accurate forecast because of its reliance on data If this method seems like a viable option for your business, consider investing in automated software to streamline the review process so labor can focus elsewhere
Qualitative demand forecasting relies on the thoughts and opinions of industry experts Businesses may gather a group of experts in their industry to gather feedback on labor, budgeting and the growing trends of their industry This can also include client or customer feedback through focus groups and surveys.
Quantitative demand forecasting relies on historical data of the business It includes data related to inventory, sales, services and labor Decisions with quantitative forecasting methods focus on numerical data only
The multivariable sales analysis forecasting method can provide accurate analyses because it combines multiple factors from other methods with predictive analytics This may include the length of a sales cycle, the rate of success for various opportunities and the success rate of sales representatives in producing forecasts Businesses with large budgets typically use this method because they can afford the necessary analytic software.
Case study
Case study: Due to reduced workload, Thang Loi company decided to reduce 40 of the company's 350 officers and workers, including 2 of the following employees of the human resources department Who will leave and the policy for those who stay?
● Sometimes he is sick and absent
● In charge of labor standards.
● Graduated from a university in Eastern Europe in labor economics.
● 6 years of experience, in charge of training work.
● The quality of the work depends on the mood.
● Responsible for recruiting and handling complaints.
● Worked for 25 years, from 1 clerk and gradually promoted.
● Not wanting to retire early, wife or sick, 3 daughters have graduated from college.
● Working 3.5 years, in charge of salary.
● Wife-to-be has a high income and has her own house.
● There is merit in building a new payroll system, stimulating employees very well.
● In charge of clerical and record keeping.
● Daughter of the district president.
The two staff members who were cut in the HR department were Thanh Tra and Mr Huy Thanh Tra is young and does not have much experience, performing the work at an intermediate level, no information about the career path and Mr Huy has many years of experience, but working on inspiration will not achieve high results in his work The volume of clerical work and record keeping will be assigned to Mr Duy The training work will be assigned to Kim Phuong The policy for Mr Duy and Kim Phuong will be a salary increase and Kim Phuong will be promoted to deputy manager to replace Mr Huy's position.
Recruitment
Theory: The basic recruitment process
Picture 7: Stages to make recruitment plan
(Source: https://blog.vnresource.vn/cong-viec-cua-chuyen-vien-tuyen-dung-va-quy-trinh-tuyen- dung-chuan/?fbclid=IwAR3HQoGySZjiX- vFLbBpjCEGLSkpkcqiBa3XbC4o1Otjff_ooM5_xNU_Oy0 )
Picture 8: Stages of implementing recruitment plan
(Source: https://blog.vnresource.vn/cong-viec-cua-chuyen-vien-tuyen-dung-va-quy-trinh-tuyen- dung-chuan/?fbclid=IwAR3HQoGySZjiX- vFLbBpjCEGLSkpkcqiBa3XbC4o1Otjff_ooM5_xNU_Oy0 )
3/ Accepting new employees, evaluating probation
Picture 9: Stages of final process
(Source: https://blog.vnresource.vn/cong-viec-cua-chuyen-vien-tuyen-dung-va-quy-trinh-tuyen- dung-chuan/?fbclid=IwAR3HQoGySZjiX- vFLbBpjCEGLSkpkcqiBa3XbC4o1Otjff_ooM5_xNU_Oy0 )
- Understanding of the field of recruitment in particular and the field of human resources in general, knowledgeable about labor law.
- Knowledge of communication and marketing
- Have psychological knowledge (personality, psychology, suitability of the candidate)
- Good organization, management, coordination, and problem-solving skills.
- Good planning and proactive in work
- Proficient in using computers: word, excel, PowerPoint, outlook
- Enthusiastic in work, with a high sense of responsibility.
- Work well in a high-pressure environment
Picture 10: The diagram of the basic recruiting process
(Source: https://blog.vnresource.vn/cong-viec-cua-chuyen-vien-tuyen-dung-va-quy-trinh-tuyen- dung-chuan/?fbclid=IwAR3HQoGySZjiX- vFLbBpjCEGLSkpkcqiBa3XbC4o1Otjff_ooM5_xNU_Oy0 )
According to the diagram above, the recruitment process needs the following documents:
+ Test, score form for the test
+ Form for evaluation of probation
CJ CGV recruitment process
The recruitment process for CGV Vietnam can vary depending on the specific position and location, but generally includes the following steps:
Step 1: Post a job advertisement/post.
CGV Vietnam posts job openings on their website or various job boards.
Step 2: Candidates submit application form
Applicants submit their resumes and cover letters through the website or email. There are 2 ways to apply CV box:
- Apply directly at the cluster or theater you want to apply for.
- Apply online via email or CGV or through the intermediary job posting page.
The HR team reviews the applications to determine if candidates meet the basic qualifications for the position.
Depending on the position, applicants may be required to complete assessments such as personality tests, skills tests, or case studies.
Qualified candidates will be invited for an interview with a hiring manager or a panel of interviewers This could be a phone or in-person interview.
Candidates will be interviewed directly at any cluster or theater that has sent their
CV If you are in Hanoi, you will be interviewed at CGV Vincom Ba Trieu.
Candidates who have passed the previous stages will undergo a background check including criminal history and employment verification.
If all checks out, the HR team will extend a job offer to the successful candidate.
Cgv's recruitment sources
In CGV, we have 2 recruitment sources:
CGV may post job openings on their website that are only available to current employees.
CGV Vietnam posts job openings on popular job boards, such as CareerBuilder, VietnamWorks, and
Talk to internal manager or HR representative
They may be aware of internal job opportunities or know who to contact to find out
CGV Vietnam shares job postings on their social media accounts, including Facebook and Instagram
Let your colleagues know that you're interested in exploring internal job opportunities and ask if they have any leads or can introduce you to someone who does.
CGV Vietnam encourages employees to refer qualified candidates for open positions
Attending company events can be a great way to network with other employees and learn about new job opportunities.
CGV Vietnam may engage with recruitment agencies to help them find suitable candidates for specialized roles
Join internal social media groups
Many companies have internal social media groups where employees can connect and share information about job opportunities.
CGV Vietnam may attend job fairs or hold events at universities to recruit fresh graduates or interns
This way has both benefits and drawbacks Need to be careful.
CGV Vietnam provides incentives for current employees who refer successful hires through an employee referral program.
Recruitment link : https://www.cgv.vn/default/careers
Recruitment on Facebook : CJ CGV Careers https://www.facebook.com/CJCGVVietnamCareers/
Recruitment on Linkedin: https://www.linkedin.com/company/cjcgvvietnam/
Recruiting through the Internet in 2 options :
- Send mail: cgvtalent@cj.net ghi rõ tiêu đề "[TÊN] - Ứng tuyển [VỊ TRÍ] – [NƠI LÀM VIỆC]".
● Ha Noi and Northern provinces: https://docs.google.com/forms/d/e/1FAIpQLSfcaNHBKgdCVfaHBGN- 52r4yWQ0_vl9i5OK5OBzCcjR59crog/viewform
● The central provinces https://docs.google.com/forms/d/e/1FAIpQLSfFy-
2dy7abN9dDG4_RMk11tRlFjYqx5G6DHtQg-xmJGr1rgA/viewform
● Ho Chi Minh city and eastern regions: https://docs.google.com/forms/d/e/1FAIpQLSfFy-
2dy7abN9dDG4_RMk11tRlFjYqx5G6DHtQg-xmJGr1rgA/viewform
● Mekong areas: https://docs.google.com/forms/d/e/1FAIpQLSfq7FB3BWY0MFUscDDMH8Hnp TaU61q6_OUoILAEDSmemSjgXA/viewform
6.3.2 Recruitment process from Social Media, The Internet in part time position for students
CGV’s recruitment note to helps students get scammed as follows :
- Interviews only at cinemas, other interview addresses not to CGV
- CGV will contact via phone number and email and do not charge recruitment fee in any form
- If you doubt the interview address and are asked to pay the recruitment fee, immediately stop applying for your own safety
Post recruitment information on internet :
- Group job search for students (StudentJob.vn)
Picture 11: The recruitment process from Social Media, The Internet in part time positions for students.
● University/College/Intermediate students (from 18-22 years old)
● Able to work late shift (Male: after 02:00 am, Female: after 00:00)
● Able to work on weekends, holidays, Tet,
● Register for information directly through the application link.
● Apply directly at the counter (at the theater cluster you want to work)
● Send your CV with a photo to email: cgvtalent@cj.net
● Specify [Name] - Apply for [position] - [workplace]
● Interview skills and qualities related to the position
● Summary of working position, salary,
● Results of application after 3-5 days from the date of telephone interview.
Stage 3: Announce job acceptance, start training
● Exchange 2-month probationary salary, official salary
● Join "CJ CGV Group Introduction Class" and work training
Stage 4: Become a full-time employee
● Sign contract and official salary
● Receive preferential policies of official employees
Selection
Theory
7.1.1 The basics of testing and selecting employees
Selection is a stage in the recruitment process, and its best fit to the job out of a pool of candidates using different methods These are 2 necessary characteristics of the selecting test: Reliability and Validity
Reliability is a selection tool’s first requirement and refers to its consistency
Validity is a test that measures what you think it’s supposed to be measuring.
Show the scores of a person when takes 2 alternate forms of the test or when takes the same test on different occasions.
Show the accuracy of a test, a interview, etc,
There are also methods to select candidate
- Physical Ability test: show the standard health of the candidates.
- Cognitive Ability test: a part of Intelligence test, show the aptitude for the job.
- Work sample: this method is popular in employees selection due to its flexibility and help the examiners can judge the ability to improvise when meeting a tough situation
- Honesty tests and Drug test
Picture 12: Some methods to select employees.
(Source: https://assignmentpoint.com/concept-of-employee-selection-test/ )
Testing is only a part of an employee’s selection process Other tools may include background investigations and references checks, pre employment information services, honesty testing, and substance abuse screening.
Background investigation is the easiest way to avoid the mistake when checking and selecting employees for the company Checking the candidates’ background helps the HR to find out if they have: criminal records, driving records, credit, legal eligibility for employment, education, dates of prior employment, military service,identification, licensing verification, etc From all that information, the HR department can select more carefully and more accurately about the company's personnel to help the company develop in the future.
The way of selecting employees at CJ CGV Vietnam
After determining the current human resources, making a recruitment plan and receiving the candidate's application form/information, the employee selection program will come based on JD's criteria and salary and quality standards number of employees in each branch The selection program can take longer than 1 month because of the quality of the entry and requires candidates to go through a month of probation.
Step 1: Filter the form based on recruitment requirements.
Step 2: Human resources department receives information of selected candidates to contact and announce interview time.
Step 3: Go to the interview round, continue to select new employees in the probationary month.
- Employee selection is very important because of its benefits except
A Personnel selection procedure helps get qualified workers.
B Getting qualified workers helps to reduce costs.
D Inept hiring has legal consequences.
- How many steps to validate an employee selection test?
D There are no steps at all, just ask the staff.
- What is the first thing to do in the first step of validating an employee selection test?
A Specific human traits and skills that are required for a job.
C Relating your test scores and criteria.
D Analyzing the job and writing JD and JS.
- The differences between “situational test” and “video-based simulation”?
A “situational test”: are free to handle/answer the given situation at will.
“video-based simulation”: The answer has been predetermined, so it is not flexible in the way of thinking and creativity.
B “situational test”: The answer has been predetermined, so it is not flexible in the way of thinking and creativity.
“video-based simulation”: are free to handle/answer the given situation at will.
- What activities of human resource management help employees adapt to the organization?
Onboarding
Theory
8.1.1 The importance of orientation/onboarding
Carefully selecting employees doesn’t guarantee they’ll perform effectively Even high- potential employees can’t do their jobs if they don’t know what to do or how to do it Making sure your employees do know what to do and how to do it is the purpose of orientation and training programs, but the supervisor does most of the day-to-day orienting and training Every manager therefore should know how to orient and train employees We will start with orientation
8.1.2 The purpose of employee orientation/onboarding
Employee orientation ( or onboarding) provides new employees with the basic background information (such as computer passwords and company rules) they need to do their jobs; ideally it should also help them start becoming emotionally attached to and engaged in the firm The manager want to accomplish four things when orienting new employees: a) Make the new employees feel welcome and at home and part of the team b) Make sure the new employee has the basic information to function effectively c) Help the new employee understand the organization in a broad sense d) Start socializing the person into the firm’s culture and ways of doing things.
The onboarding/orientation process of CJ CGV Vietnam
- Ensure each cinema's standard operating procedures (SOPs) are properly followed by not only providing but also tailoring operating instructions and procedures to the most effective.
- Update/review daily and monthly performance reports and compare with team goals.
- Assist all cinemas and crews with the paperwork involved in the operations department.
- Collect, store and track supporting documents such as contracts, agreements and other payment documents.
- Collaborate with the accounting team to process payments.
Training and developing
Theory
Training refers to the teaching of practical, vocational, or knowledge skills related to a particular field so that learners systematically acquire and master knowledge, skills, and professions to prepare them to adapt to life and be able to undertake a certain job The concept of training usually has a narrower meaning than the concept of education, usually, training refers to the later stage, when a person has reached a certain age, or has reached a certain level There are many types of training: basic and intensive training, professional training and vocational training, retraining, distance learning, self-training
9.1.1 The ADDIE Five - Step training process.
● Identify specific needs for training.
There are 3 approaches to assessing training needs:
+ Organizational-level analysis: Includes the following analysis
● The support and support of leaders, managers, and colleagues
● The success of training programs depends decisively on the determination of the supreme leadership
+ Analysis at the implementation level:
● Identify the knowledge, skills, and attitudes necessary for the job.
● Evaluate the performance of the individual
● Assessment of personal characteristics: knowledge, competencies, and attitudes
+ Training needs assessment techniques: One can use many methods to assess training needs Methods can be:Phỏng vấn, phiếu điều tra
● Check and analyze the team's problems
● Analyze reports or notes, analyze work, and evaluate work results
The essence of this stage is to plan and develop the training program, including the following steps:
Combine the 3 elements of success: design, dissemination, and logistics.
When planning the general development of the training process, the contents include:
● Identify training needs and objects.
● The name of the training program.
● The objectives of the training program
● The specific content of the training program.
● Order of instruction and instructional materials.
● Forms, and methods of training.
● Who performs the training, time, and cost.
Step 3: Develop the mining process
● Learn basic skills or basic knowledge
● Learn from experience or learn from book reasoning
● Classify the trained knowledge (basic, basic, technical, in-depth, unique of the enterprise ).
● Feedback: reverse information informs students of their results.
● Practice: aimed at improving a reflex work habit.
● Relevance: articulating the meaning of the training process to students.
● Participation: speaks to the active participation of students in the training process
The number of trainees as well as the ability of the trainees should also be considered in the design of the training program.
These are the issues: finances, teaching staff, timing, or facilities that can indicate whether the training program can be implemented on-site or select external capabilities.
Training methods or techniques suitable for teaching different training contents. Forms of training
● Training methods suitable for receiving information include lectures, presentations, films, videos as well as instructional programs in which information can be presented either on printed paper or a computer.
● Training methods suitable for skills training include job-specific training methods such as job-guided training (also known as Speaking, Instruction, Doing, and Review methods) and training as well as preliminary, vocational training, and video tutorials.
● Training to change communication skills and attitudes
● Methods tailored to the communication skills and attitude change training program include conferences, discussions, role plays, behavior building, and sensitivity coaching.
● Coaching decision-making and problem-solving abilities:
● Suitable methods include methods of analysis, solving situations, and business games.
The goal of learning and training is to change the Knowledge, Behavior, and Attitudes of learners.
At each goal and level, there are appropriate methods Classification of forms of training
Implementing the training process needs to find the appropriate forms and methods to optimize the training process Many forms of training are divided according to various criteria:
There are many different training and development methods The names of each method may be different, but the training and content are relatively similar We focus on methods that can be applied in Vietnam in the immediate period as well as in the future.
Group 1: Training managers and professionals:
Group 2: Using training of direct production workers or professional staff:
Step 5: Evaluation of the training program
The most important criterion in evaluating the training program is whether the employee's performance has changed in the desired direction.
Therefore, it is necessary to compare the performance of employees before and after training to determine whether the training program meets the training objectives.
The review can go into such specific issues as follows::
● Those changed behaviors affect organizational results
● Do students have a better feeling about the organization or work
● Learning needs of future learners
9.1.2 Types of training: on-the-job training, apprenticeship training, lectures, programmed learning, team training, virtual classroom.
On-the-job training (OJT) means having a person learn a job by actually doing it. Every employee, from mailroom clerk to CEO, should get on-the-job training when he or she joins a firm In many firms, OJT is the only training available
Is a process by which people become skilled workers, usually through a combination of formal learning and long-term on-the-job training, of- ten under the tutelage of a master craftsperson
Lecturing is a quick and simple way to present knowledge to large groups of trainees when the sales force needs to learn a new product's features Here are some guidelines for presenting a lecture
Programmed learning A systematic method for teaching job skills, involving presenting questions or facts, allowing the person to respond, and giving the learner immediate feedback on the accuracy of his or her answers
Teamwork does not always come naturally Companies devote many hours to train- Ling new employees to listen to each other and to cooperate Team training focused on technical, interpersonal, and team management issues In terms of technical training, for instance, management encouraged team employees to learn each other's jobs, to encourage flexible team assignments Interpersonal problems often undermine teamworkTeam training here there- fore included interpersonal skills training such as in listening, handling conflict, and negotiating.
The teaching method that uses special collaboration software to enable multiple remote learners, using their PCs or laptops, to participate in live audio and visual discussions, communicate via written text, and learn via content such as PowerPoint slides
The training program of CJ CGV Vietnam
Successful candidates will be held a theoretical training session by the company in a spacious room with a large-scale presentation to most effectively convey the company's information describing the work that the candidates will do throughout their careers.
The working period will be 2 months with a salary lower than the official salary to best assess the working ability of the recruited employee.
After 2 months of work, the employee who meets the needs assigned by the management will officially sign the contract and be an official employee of the company.
The 2-month probationary process for successful candidates is as follows:
Cinema staff is divided into 3 positions:
Staff at all 3 counters must ensure:
● Ensure the security of the theater area
Staff at all 3 counters must ensure:
● Inform the Board of Management and Usher the Leader
● Coordinate usher to find the cause
● Quickly find the cause of the fire alarm
+ Fake fire: notify and apologize to customers
+ Real fire: evacuate customers to the nearest emergency exit
The position of 3 counters will be rotated for each individual during the 2 months of probation, to ensure good completion, the probationary staff must be at least good at
Excellent Nhan is proficient in all 3 counters The above results are honestly monitored and evaluated by management, especially the HR manager;
In addition, at the counters, there are other duties and regulations These rules will continue when a probationary employee becomes a full member of CGV.
Performance management and appraisal
Theory
In some cases, the candidates tend to over-reacted about their performance, ratings, and final result when reporting to their supervisor Therefore, the supervisors have to do a survey or appraisal process to make the right decision about the candidate’s performance.
The performance appraisal means evaluating/measuring the final result/outcomes that a person can take after completing the task This process has 3 steps:
Step 1: Setting work standards and defining the employees’ goals
This will base on the duties in the JD and using the SMART goals
Step 2: Assessing the employee’s actual performance relative to those standards. There are 2 phenomenon happened:
● If the actual performance is better than the standards: supervisors have to plan the way to encourage and give rewards for candidates.
● If the actual performance is worse than the standards: supervisors have to plan the way to push up the performance and give a policy so that the candidates can be their 100% energy.
Step 3: Providing feedback to the employee with the arm of helping the candidates to eliminate performance deficiencies or to continue to perform above par.
Performance appraisal has three basic functions:
(1) Providing adequate feedback to each person on his or her performance.
(2) Serving as a basis for modifying or changing behavior toward more effective working habits.
(3) Providing data to managers with which they may judge future job assignments.
Performance management is the process of letting an employee know about their progress and guiding them with career blockers On the other hand, performance appraisal objectively evaluates an employee's performance and gives feedback
Setting up an efficient performance management process is hard work The benefits more than makeup for it: the changes of an effective performance management system can aid in documenting employee growth and identifying areas of strength and improvement, allowing managers to make informed decisions based on factual information about employee goals It also simplifies creating a fair evaluation process for workers and ensures everyone gets the same treatment during one-on-ones.
Performance management can form the base of a robust training practice as well. Managers can step in to assist situations to improve performance; they can also rely on past performance and provide proactive coaching Discussions about past performance and positive talks about improvement help employees stay engaged at work Increased engagement leads to better productivity, as employee contribution increases and team morale improves.
- 5 Phases of a contemporary performance management cycle:
Picture 13: 5 Phases of a contemporary performance management cycle(Source: https://upraise.io/blog/everything-you-need-to-know-about-performance- management/ )
As an ongoing process of developmental performance discussions and feedback, the continuous performance management cycle enables managers and employees to treat performance management as a process that links an individual’s performance and contribution with an organization's culture, business goals and strategy It can be broken down into 5 stages.
The first stage of the cycle is to plan, it is when a manager and an employee get together in order to first evaluate the employee’s current role and performance, identify areas for improvement, and then establish clear and specific performance expectations and set achievable targets By involving the employees in the planning process, they are able to understand the goals of the organization, what needs to be done, why it needs to be done, and how well it should be done During this stage, a useful tool to use would be SMART goals meaning goals that are Specific, Measurable, Achievable, Relevant, And Time-Bound By Implementing smart goals, employees are able to structure and monitor their goals and work towards a certain objective with clear milestones with an estimation of the goal’s attainability.
The second stage of the performance management cycle is to improve an employee’s current expertise, and also to develop new skills and knowledge, as well as abilities and potential This is mainly achieved through training, giving assignments that introduce new skills, or a high level of responsibility, improving work processes, or other methods Development efforts can encourage and strengthen performance, and help employees keep up with changes in the workplace This stage is also about providing support to an employee at all times and ensuring the appropriate systems and tools are available to maximize performance expectations.
The third stage of the cycle surrounds the notions of consistently monitoring the performance of employees and providing ongoing feedback and relevant tools to employees to enable and support them in achieving their goals Ongoing monitoring provides the opportunity to check how employees are doing, and deal with potential problems or obstacles early on.
The reviewing stage within the performance management cycle is all about evaluating employee or group performance against the goals criteria and standards that had been agreed during the planning stage This can be done by using a number of tools such as 360°-degree feedback, self-assessments, competence- based assessment etc A review will examine the results both tangible and intangible and determine where to concentrate efforts as the cycle returns to the planning stage.
If all the objectives have been met, the final stage of the cycle is to reward employees, by rewarding employees, managers acknowledge the employee’s contribution to the organization and provide incentives to further motivate and engage them There are many ways to acknowledge good performance, from informal recognition to formal reward and recognition programs.
Performance appraisal in CJ CGV Vietnam
Like other businesses, CGV Vietnam also has ways to evaluate employees based on the results and working process of employees.
Example for location: Field Operations Senior Trainer
The supervisor will evaluate an employee based on job requirement/standard These requirements/standards are:
● Identify and assess future and current training needs through job analysis, career paths, annual performance appraisals and consultation with line managers of cinema operation in 4 main functional tasks.
● Draw an overall or individualized training and development plan that addresses needs and expectations for newly joined members of cinema operation.
● Works closely with HO functional leaders and development teams to translate business objectives into training and development solutions and to ensure training materials are effective, current, relevant and compatible with CGV policies and standards.
● Maintain a keen understanding of training trends, developments and best practices under monitoring training budget & revised.
● Administer tests after the completion of training courses to determine the effectiveness of training strategies.
● Communicating with management, trainers and team members to ensure that all needs are met.
● Setting up executive or leadership development programs for lower-level employees
● Resolving any specific problems and tailoring training programs as necessary such as but not limited to SOP preparation, cinema training material …
● Monthly closing tasks performance properly to ensure the accuracy of data and stock ending.
● Performing assigned duties from Line Manager.
From all requirements/standards, the manager can evaluate/rank the candidate in general and directly from the feedback about the candidate by their co-workers, their supervisor, and their customers.
Total reward
Theory
Total Rewards (TR) is an aggregate of all salary and bonus regimes, rewards, performance recognition, workplace flexibility, promotion opportunities, etc that businesses bring to employees depending on their characteristics cultural and business situation of enterprises.
The Total Rewards system is envisioned as an enterprise that will have to reshape current human resources regimes, policies and regulations to supplement and complete the missing or weak aspects, and at the same time consider, evaluate the interrelationships and interactions between the aspects to ensure they will complement and add value to each other, the destination is 2 goals:
● Firstly: Towards the sustainable development of the business
● Second: Towards the development and retention of talented employees who are suitable for the corporate culture.
Strategic system including benefits, rewards of CJ CGV Vietnam
● CGV students apply the same price strategy of 65,000 VND from Monday to Friday ( not applicable for online purchase )
● The elderly ang young children also receive a discount
● Other discounts for audiences over 22 years old ( like Culture Day, Happy
=> It can be seen that CGV’s movie ticket price strategy is very flexible, in addition to the strategy of firmly sticking to the market, CGV actively adjusts ticket prices for each different theater to suit the income of people in the area.
● Revenue from the theater business comes from three main sources : ticket sales, popcorn sales and advertising The most important source of income is the popcorn combo
● The food business gives the theater an additional 40-50% profit from the sale of movie tickets
● Diverse food menu such as potatoes, dumplings, sausages, hot dogs to serve the needs of many customers.
=> As can be seen, the price of popcorn and soft drink are much higher than outside.
On average, two people going to the movie will have to spend about 100,000-
150,000 VND more for two soft drink and one popcorn While buying outside, the price may be only ẵ or 1/3 This is also the reason why CGV forbids viewers to bring outside food into the screening room
● The reward program includes 4 members U22, CGV Member, CGV VIP and CGV VVIP, with different benefits and incentives
● Birthday gift: 1 free CGV Combo (1 Corn & 2 Drinks) Customers will receive this offer in their birthday month
● First show of the day: Some CGV theaters have a discount program for the first show of the day (depending on the theater)
Union
Theory
Is a socio-political organization of the working class and workers established on a voluntary basis, representing workers, taking care of and protecting the legitimate rights and interests of workers labor; participate in state management, socio- economic management; participate in inspecting, inspecting and supervising the activities of state agencies, organizations, units and enterprises on issues related to the rights and obligations of employees; propagating and mobilizing employees to study, improve their professional qualifications and skills, obey the law, build and defend the Fatherland
All members of the political system, including the Trade Union, put their activities under the leadership of the Party in their activities, that is, they ensure that the activities of the Trade Union always follow the guidelines and lines of the Party in the coming time its program of activities Regularly advise and take advantage of the Party's leadership through information and reports on the situation and results of activities.
However, the organization and operation of the Trade Union still have some limitations and weaknesses, which have not met the requirements of the new situation The development of union members and grassroots trade unions has not been commensurate with the growth rate of enterprises and employees; The quality of union members is not high, and the efficiency of grassroots trade unions is still limited The organizational model, the method of gathering union members and employees present were slow to be innovated The work of building a team of trade union officials is still inadequate; In many places, there is a shortage of full-time staff, a part of which has weak capacity.
Trade union activities in some branches and localities have not been linked to the legitimate characteristics, needs and aspirations of union members and employees and the situation of labor relations The effectiveness of propaganda, mobilization and education of union members and employees is not high The role of representing, protecting legitimate and legitimate rights and interests, promoting the ownership of workers and employees present is still limited Although the situation of labor disputes and collective cessation of work has decreased, it is still complicated, potentially causing instability in security and order.
In the coming time, the number of workers and employees will increase rapidly, and trade union activities will continue to expand and shift strongly to the non-state sector The process of market economic development; opportunities and challenges of the Fourth Industrial Revolution, international integration deepening; Allowing the establishment of workers' organizations at enterprises will have a profound impact on employment, quality of human resources, attraction and gathering of workers, etc.That context poses an urgent need to change stronger and more substantial than the organization and operation of the Vietnam Trade Union.
In the field of politics: Trade unions have a great role in contributing to the construction and improvement of the efficiency of the socialist socio-political system. Strengthening the close relationship between the Party and the people, ensuring and promoting the mastery of the working people, step by step perfecting socialist democracy, ensuring law enforcement and allowing the State to implement the law It is a State of the people, by the people and for the people To ensure political stability.
In the economic field: Trade unions participate in building and perfecting the economic management mechanism in order to eliminate bureaucracy and subsidies, and consolidate the principle of centralization on the basis of democratic expansion. Contributing to consolidating the economic, cultural and scientific and technical achievements gained during the years of implementing the Party's renovation policy. Continue to promote and improve the operational efficiency of all economic sectors, in which the State economy plays the leading role, linking and supporting other economic sectors to develop for the benefit of the nation and people's livelihood To step up industrialization and modernization of the country, gradually bring the knowledge economy into Vietnam, contributing to rapid integration with the region and the world Especially, in the context of the socialist-oriented market economy, the promotion of activities of all economic sectors still ensures that the state-owned economy holds a key position and plays a leading role.
In the field of culture - ideology: In the multi-sector economy, trade unions promote their role in educating workers, public employees and laborers, raising the class stance, taking Marxism-Leninism and Marxism-Leninism Ho Chi Minh's thought serves as the ideological foundation and guideline for all activities, promoting the noble values, national cultural traditions and absorbing advanced achievements of human civilization, contributing to building advanced culture imbued with Vietnamese national identity.
In the social field: Trade unions have a role in participating in building a strong working class in both quantity and quality, constantly improving the level of political enlightenment, organization and discipline, and cultural level culture, science and technology, with a political perspective, is really the core force of the public- agricultural-intellectual alliance, serving as the foundation of the great national unity bloc, a solid foundation to ensure the role of the public leadership of the Party and strengthening the power of the State.
Union activities in CJ CGV Vietnam
On the occasion of International Children's Day, CGV Vietnam Company organized GCV Family Day 2019 with the name JOYFUL FAMILY DAY, with the desire to connect family members together and participate in real activities together meaning for children And especially, they will one day become "CGV-ian".
Coming to the festival, children will learn about the production process of a movie through interesting games and activities The musical performances and activities are very attractive, exciting and meaningful to connect family members together.
Hopefully the program will be an interesting playground not only for the children but also a place to share and bond between family members as well as members of the CGV extended family in Vietnam.
- CGV 2016 | CGV COMPANY YEAR-END PARTY
Theme: Together We shine (800 guests)
LOCATION: GALA CENTER – 415 Hoang Van Thu, Ward 2, Tan Binh, Ho Chi Minh. TIME: 10/01/2016, 17:00 – 21:30
CGV Year End Party 2016 is a party of cohesion and sharing, marking the success of the old year and setting out a development plan in the new year 2017, as well as CGV's development strategy to 2025 With the theme "Together We shine", at the event, CGV rewarded employees with good achievements in 2016 and together participated in many interesting activities such as Tarot reading, Henna drawing, Lucky draw, and a contest CGV Got Talent contest, Mr & Ms CGV and enjoy attractive acoustic performances.
Picture 13: CGV Year End Party 2016(Source: http://vcommunications.vn/vi/du-an/cgv-2016-cgv-year-end-party/ )