Khóa luận tốt nghiệp: A Study on the Situations of Human Resource Management and Some Suggestions for Further Development at an English Center from 2021 to 2022

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NATIONAL ECONOMICS UNIVERSITYFACULTY OF FOREIGN LANGUAGESDEPARTMENT OF BUSINESS ENGLISH

A STUDY ON THE SITUATIONS OF HUMAN RESOURCEMANAGEMENT AND SOME SUGGESTIONS FOR

FUTHER DEVELOPMENT AT AN ENGLISH CENTERFROM 2021 TO 2022

Ha Noi, April, 2023

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Đoàn Thị Thanh Mai - 11193263 - Business English 61A

NATIONAL ECONOMICS UNIVERSITY

FACULTY OF FOREIGN LANGUAGESDEPARTMENT OF BUSINESS ENGLISH

A STUDY ON THE SITUATIONS OF HUMAN RESOURCEMANAGEMENT AND SOME SUGGESTIONS FOR

FUTHER DEVELOPMENT AT AN ENGLISH CENTERFROM 2021 TO 2022

Instructor: Ass Prof Dr Pham Thi Thanh Thuy

Ha Noi, April, 2023

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Doan Thị Thanh Mai - 11193263 - Business English 61A

In addition to my efforts, the project's success is primarily dependent on thesupport and direction of many individuals I would like to take this opportunity toshow my gratitude for all those who supported this project be completedsuccessfully.

I would like to express my sincere gratitude to Mrs Tran Thanh Mung (ChiefExecutive Officer), Mrs Nguyen Thi Thu (Sale Manager), Ms Tran Thi Lan

Huong (Former Teacher Supervisor), of MM English I greatly appreciate youoffering me the chance to follow and assist in the activities I needed for my reports.I also thank all the colleagues at MM English who are willing to help me with thereport whenever I need the information It was only possible for me to finish thejob with their supportive assistance.

Moreover, I would like to acknowledge the encouragement, guidance, andsupport given by a number of responsible people during the preparation of thisreport Throughout the semester, Ass Prof Dr Pham Thi Thanh Thuy from theFaculty of Foreign Language at National Economics University provided

comments, recommendations, and direction on this report, for which I am veryappreciative.

Last but not least, I would like to express my gratitude to the Business EnglishDepartment of the Faculty of Foreign Languages at NEU for giving me the

necessary background information and business theory in advance of my careerorientation in general and the internship program in particular, which have greatly

aided in my completion of the project.

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EXCUTIVE SUMMARY

Human resource management has grown in significance throughout thebusiness world Because human capital is critical to an organization's growth andsustainability, rising business competition has led to an increase in efforts byorganizations to improve the procedures for hiring skilled employees Regardlessof size, almost every organization faces the challenge of attracting and retainingqualified human resources Organizations must differentiate themselves fromcompetitors to attract and retain top talent Human resource management is one ofthe factors associated with attracting and retaining qualified employees The goalof this research is to assess the current situation and make recommendations forbetter human resource management at the company.

After establishing a theoretical framework, collecting data, and conducting aresearch survey by distributing a list of questions to 50 current and formeremployees of the company, the researcher identified and analyzed some keyfactors affecting human resource management in the company According to the

findings of the study, the most significant components influencing human resource

management are recruitment, training, and compensation.

Based on these findings, some suggestions are made that businesses shouldconcentrate on developing the factors that have the greatest influence oncompensation and benefits to foster employee-company cohesion Furthermore, toproduce more talented employees, the training process also must be more focused.

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LIST OF TABLES AND FIGURES

Figure 1.1: 10th grade entrance exam score of MM English during the 2018 —2022 period

Figure 1.2: The organizational structure of MM EnglishFigure 1.3: The Center structure of MM English

Figure 2.1: Recruitment Process

Figure 2.2: Training and Development ProcessesFigure 3.1: Years of experience at MM EnglishFigure 3.2: Recruitment situation at MM EnglishFigure 3.3: Training situation at MM English

Figure 3.4: Internal work motivation situation at MM EnglishFigure 3.5: External work motivation situation at MM EnglishFigure 3.6: Compensation and benefit situation at MM English

ii

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ABBREVIATIONSChief Executive Officer

Human Resources

Human Resources Management

Learning Experience Officer

Educational Consultants

Customer Service Officer

Learning Experience Manager

Marketing Experience

1H

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TABLE OF CONTENTS

EXECUTIVE SUMMARYY 5 5c CC 000000000480 iLIST OF TABLES AND EIGURES <5 << Ăn g0 gu” iiABBREVIA TIONS - s5 << HH ngờ iiiINTRODUCTION 5 5< <5 cụ HC HH 00090800 1CHAPTER 1: INTRODUCTION OF MM ENGLISH 51.1 Overview of MM English s55 < 55 < 5s s0 00 0100 890 5INNN(C 86., , ồn .eốốốỐố.Ắố Ắ 51.1.2 The process of formation and d€V€ÌODITIHIE 5< <5 < Sss< «s4 51.1.3 ACÏLÏ€VHHDCTHÍ SG <5 TH TH Hi 6II NU¿( 4.2006 na nen 71.1.5 PUSLHCSS (ICHÏVÏÏ€( 5 sọ TH HH TH ngờ 121.1.0 Future DDIT€CÍHOHH co 5c 5c s5 HH Họ ngờ 13CHAPTER 2: LITERATURE REVIEW AND THEORETICAL

FRAMEWORKS ON IMPROVING MANAGEMENT EFFICIENCY ANDTHE USE OF HUMAN RESOURIVS - G5 <3 2ø se 14

2.1 Concepts of human resources and human resource management 14QL, L1 na .e.e 142.1.2 HUMAN F€SOUTC€ IIAHŒĐCTHLCTHÍ o- 5< << S319 E895 9esesre 152.2 The management and utilization of human resources in the business 152.2.1 Concepts of management and effective use of human resources 162.2.2 Measures to improve the efficiency of management and the use of

FUIMAN FESOUPCES SG G5501 cọ 0 162.2.3 The impacts of the environment on the management and use of

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2.3.2 The content of human resource management affects the efficiency ofmanagement and use of human resources in the PusiH€§s 192.3.2.1 Recruitment Process o- 5< 5 5S 9 9 9 003.9100808 9ø 192.3.2.2 Training and developing human reSOUFC€S -.<<- « 232.3.3 Work mOfÏVAfÏOTN o 555 5S 9 90 9 000000950896 66 262.3.5 Labor compensation œ-< s0 ng, 292.4 Summary Of Chapter 2 - <5 5< S4 9 9 9 0 0 00098800906 30CHAPTER 3: A STUDY ON THE SITUATIONS AND SOME

SUGGESTIONS FOR FURTHER DEVELOPMENT THE HUMANRESOURCES MANAGEMENT AT MM ENGLISH FROM 2021 TO

3.1 Actual situations in human resources management at MM English 313.1.1 Years of experience in the COTHỊDGHIV c5 SA SSSSSseee 313.1.2 Recruitment situation at MM ITigÌÏiSÏ4 - 5< << sex se 323.1.3 Training situation at MM ETigÏiSÌ, o5 << << << 1x14 33B.1.4 Work Motivation n6 nen e.ố.e 34

3.1.4 T Internal HOfIVAfOH c1 KH nh kg ky 34

3.1.4.2 External IOfÏVAfÍOH cv TH kt 35Km 12, ) 0n 363.2 Achievements, existence in human resources management at MM

TEIE]ÏSÌH G5 5 Ấ 9 9 ụ Họ 0 0 0 000 0 0 000.00000109099809 06 373.2.1 AÁCHICV©THLCTHIÉS G0 HT 373.2.2 I XISÍCHHCC THỌ 0 60 0 06 363.3 Summary Of Chapter Ê o 5-5 < SH TH HH 0000896 38CHAPTER 4: SOME RECOMMENDATIONS TO IMPROVE THE

EFFICIENCY OF HUMAN RESOURCES MANAGEMENT AT MM

English cccsscssscsssscsssscsssssssccsssccsscsssssssssscsscssssssssessssscssssssssssssssssssssssssssesssseees 404.1 MM English's Goals and Development Direcfions -s- 404.2 Some recommendation to improve the efficiency of human resource

management at MM EngÌiSÌh co << 5 << s9 0.0 090804 9ø 414.2.1 Improve the training process in the COIIDA@H cs << s5<s<<es<s 414.2.2 Improve the compensation system in the COIHHDQHV S.<5<<< 41

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4.2.3 Strengthen bond among CMployees .scsecessessesecssecssccssccsessssseeees 42CHAPTER 5: CONCLUSIONN G0 cọ nọ họ in 0000900 435.1 Summary Of fIndingS << 6 <5 9 999 99.909 0009.0909 896968694 06 435.2 Limitations of the SUY <5 << 5 6 S99 9 9 5995 99968894889589696866956 445.3 Recommendations for further studies 5-55 5< 5 55 sse< se 45REFERENCES

Mái

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INTRODUCTION1 Research Background

Renovating the management system and successfully utilizing humanresources is one of the fundamental steps in the industrialization andmodernization of the nation's processes to increase labor productivity, enhance

workers’ quality of life, and improve their spirits.

Human resource management is an indispensable activity of the organization,it is an integral part of enterprise management All activities of an organizationwill not be effective without human resource management People management isoften the cause of success or failure in the production and business activities ofenterprises How to effectively manage human resources is still the most difficult

and challenging problem for enterprises and businesses in a transitional economy.

Strong fluctuations in the business environment, cruel nature and the high demandsof employees in the market economy, have put great pressure on managers to havenew perspectives, acquire methods, and master new skills in people management.What measures enterprises use, what forms they take to promote the ability of

employees to improve labor productivity and production and business efficiencyis a very important and decisive thing to the success or failure of that business Onthe other hand, understanding employee characteristics will help organizationsreduce expenses, save time, and effort, making it simpler to accomplish corporate

Understanding the existing state of human resource management at theorganization is the first step in developing solutions to increase the effectiveness

of employing human resources, which will lead to higher compensation, better

working conditions for employees, and more business and production expansion

Seeing the meaning of improving the efficiency of labor use in manufacturingenterprises, during my internship at MM English, the author found that: although

the company also has some management measures to manage and use of labor,

they initially achieved certain results and effectiveness but still had some

limitations That's why the author chose the topic " A Study on the Situations ofHuman Resource Management and Some Suggestions for FurtherDevelopment at an English Center from 2021 to 2022” as the subject of thegraduation thesis.

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2 Research Objectives

Firstly, describe the theoretical and practical foundations for theadministration and utilization of human resources.

Secondly, clearly state the actual use of human resources in MM English

Thirdly, propose solutions to improve the efficiency of human resource use in

MM English (if any)

detailed findings.

In this study, the author will use a questionnaire to conduct a survey with thefollowing objectives: (i) gather public opinion regarding MM English's HRM; (1)

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comprehend the current state of HRM; (iii) investigate the effects of HRM on MMEnglish employees; and (iv) gather ideas for HRM improvement.

Scale 5: Strongly agree/ Very important

Scale 4: Agree/ Important

Scale 3: Neutral

Scale 2: Disagree/ Unimportant

Scale 1: Strongly disagree / Very unimportant

5.1.3 Research sampling of MM English’s employees

Population: Current and former employees of MM English.

Sample: Because the size of the company is small, the study was made onabout 50 employees.

5.1.4 The questionnaire structure

There are 4 parts in the questionnaire:

- Introduction: The author prepares an introduction at the start of the survey tofoster a welcoming atmosphere and encourage collaboration from respondents.

- Sub-questions: Learn more about the demographics of the responders(gender, work experience, )

- Qualitative question: To gather some suggestions from respondents,- Specific questions: Clarify the contents of the research

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complete the survey easily because it will be created on Google Form The authorwill employ a five-level, order-based named Likert scale The respondents simplyread the content and mark the option that best reflects their ideas.

- Secondary data

The author gathers trustworthy and selective information from prior studies,articles and documents This method's main purposes are to discover andsystematize the theoretical basis of Human Resource Management.

5.3 Data analysis

The researcher analyzes, compares, and synthesizes information from primaryand secondary data and interprets information from questionnaires gained resultabout the

Collectively, the above method will help the author have a quitecomprehensive understanding of Human Resource Management in MM Englishand its influence on employees.

7 Structure of the research

In addition to the Introduction, Conclusion, Acknowledgement, ExecutiveSummary, References, and Appendix, the research includes five chapters.

Chapter | is Introduction of MM English

Chapter 2 is Theoretical Framework, which includes core definitions andtheoretical issues that will appear during the research progress.

Chapter 3 presents the data analysis and findings collected through theresearch methodology.

Chapter 4 is Recommendations The author will make some recommendations

to the company in this chapter.

Chapter 5 is Conclusion The author will summarize all the contents of theresearch and make recommendations for future studies.

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CHAPTER 1: INTRODUCTION OF MM ENGLISH1.1 Overview of MM English

1.1.1 General information

Name: MM English

Holding company: Happy English VietNam

Address: 77 Ngoc Truc, Dai Mo Ward, My Dinh, Nam Tu Liem District,Ha Noi.

Business activity: Providing English education and training services for childrenfrom 4 to 18 years old with a team of teachers with high standards and years of

experience, along with a set of unique curriculum and high-quality facilities.

Main products: English courses for children from 4 to 18 years old with a

mission: help students to develop into future global citizens MM English notonly assists students with language training, but also with global thinking,

building knowledge and social skills through English.

MM English Slogan & Mission: “Learn today, leading tomorrow”

The MM English slogan refers to all of our students, instructors, and otherassociates of our ambitious, forward-thinking, vivacious, and driven network ofprivate centers You cannot be a leader without consistent daily learning The

executive must be forward-thinking and possess the capacity to predict the

1.1.2 The process of formation and development

MM English, established in 2015, aims to increase the effectiveness of Englishlearning for children from 4 to 18 years of age, help them develop a strongsense of confidence and self-awareness; and encourage them to be open tocollaboration, and be creative.

The stages of formation and development of MM English:

2015: Established 100 Ngoc Truc, Dai Mo, Ha Noi center with only 3

classrooms and less than 50 students

2017: Moved the center to 77 Ngoc Truc and opened 5 more classrooms

2020: Due to the outbreak of the COVID-19 pandemic, the center istemporarily closed and switched to online teaching

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2022: Reopening and forming more new teaching methods is one-on-onelearning with teachers

Currently, MM English is on a steady growth path with more than 300 studentsand plans to open a new center in Huu Hung, Ha Noi.

Remarks: It can be said that, with only 8 years of development, the company

has significant changes in its center, vision, as well as services, but the corevalues of English training and global social thinking skills have helped MM

English to gain a position in the English education and training service marketdespite the current trend of English training development, especially now thereare many fierce competitors as well as international organizations in themarket.

10% l |

„ 7

2018 -2019 2019-2020 2020-2021 2021-2022TM6-7 points 7-8 points 8-9 points TM9-10 points

Source: Office Department — MM English

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The chart illustrates the results of MM English pupils who attempted theentrance exam for the 10th grade during each of the four time periods from 2018to 2022.

In general, during the past four years, MM English training programs forchildren have grown significantly, showing that both teachers’ and pupils’qualifications have greatly improved.

As shown on the chart, the percentage of students who scored between 8 and 9

in 2018—19 is the highest (more than 40%) However, the number of students with

the score of 6-7 accounts for 10% of the total, making this the highest percentageof 6-7-pointers out of the four The proportion of pupils who have 6-7 points hasdropped to around 10% for the academic year 2019-2020 Moreover, there is a risein the proportion of children with scores between 9 and 10 (almost 40%) Thereare no pupils with less than 7 points in 2020—2021, and the proportion of studentswith 9-10 points has climbed to 50% In 2022, the quality of student training has

been significantly improved, which can be seen in the number of students who

achieved 8 or more points in the 10th grade entrance exam.1.1.4 Organizational structure

Figure 1.2: The organizational structure of MM English

Source: HRM Department

Director of theNorth sector

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According to Human Resources Management Department at MM English,these component provide the following purposes:

Training Department:

- In charge of the work related to the curriculum, content design

- Resolving complaints and problems related to teaching expertise,

course quality, etc., setting up ideas and assigning programs

- Researching and developing products, improving courses and

evaluating teaching quality

on Internet channels, such as: Facebook, Google ad,

E-newspaper, television advertising, etc.

- Offline: Organizing events of the centers to promote the image,

direct sales, expand cooperation with businesses, schools, etc.;

contributing to expanding market share, increasing sales to the

- Tocreate a broad timetable, combine the detailed schedule.

- Assign instructional time in the following priority order:

- Teaching personnel working full-time and part-time

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- Schedule instructors for classes and activities as needed.

- Keep track of and update educational consultants on all dailymodifications to the schedule of classes or the condition of theteachers.

- Create the teacher's monthly timesheet and any other necessary

TA SupPT Teachers

Chief Executive Officer (CEO)

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- Create plans, coordinate implementation, track progress, andassess the outcomes of the center's tasks.

- Establishing and selecting, in accordance with the rules of thecenter, the staff members who will serve as the heads ofprofessional departments and advisory councils.

- Manage the center's instructors, officers, staff, and students in

compliance with this regulation and any applicable legislation.

- Selecting or suggesting rewards and sanctions for supervisors,teachers, staff, and students within the parameters of theirdecentralized management authority.

- Handle the center's finances and assets in line with the laws andthe rules set forth by the organization's establishing authority.

Learning Experience Manager (LXM):

- Responsible for academic matters — recruitment, training,management, supervision to ensure the quality of teaching of

teachers and classes.

- Evaluation for teachers to improve lectures to meet MM Englishstandards.

- Organize seminars and conferences to help teachers and TAssolve problems in class

- As a bridge between EC and CSO (customer service) andteachers Get customer feedback from EC/CSO then givefeedback to the teacher, or help EC/CSO explain MM English'steaching methods

- Report the learning situation, students, teachers to the CEOmonthly.

- Ensure teachers meet and fulfill their contractual responsibilitiesand vice versa ensure MM English fulfills its responsibilities toteachers.

- Full-time - Part-time teachers: Teaching, planning lectures,ensuring students receive the most useful courses, and attentivelyobserving the students' learning circumstances Concerns fromstudents and parents should be reported to and addressed by thetraining director.

EC Supervisor (Management of EC and CSO)

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- EC-Educational Consultants: Introducing new products as wellas providing benefits to parents and students Collaboratetogether with educators to design a roadmap for young children'slanguage learning and growth.

- Organize classes and provide parents and students with quality services Report the findings and update the learning

high-environment for parents to review in order to create a suitable

plan for pupils serving as a liaison between parents andeducators (There is also a side aspect: sharing monthly andannual product packages that MM English is implementing,advising parents of additional learning packages to troubleshootthe parts their children need.

LXO-Learning Experience Officer (Training Department)

- LXO Scheduler: Organize the timetables for teachers andcenters, design new class schedules that accommodate parents’

demands, help teachers with the completion of reports on thedevelopment of students’ learning, and decide on teacher salary.- Teacher Supervisor (Teacher manager): Recruit, train, support,

supervise and manage teachers Attend class to ensure thatteachers teach in accordance with the curriculum, and orderlearning materials.

- Progress officer: Control exam administration and studentlearning progress.

- TA: Supporting teachers and students in the classroom Tutoringlatecomers or underperforming students.

LXO Admin: Coordinating security and cleaning routines to maintain thecenter's order and cleanliness Maintain the center's critical equipment, such as

the air conditioners, elevators, tables, seats, TVs, computers, andphotocopiers,

ME- Marketing Experience (marketing department): Create data, maintain thecenter's brand image, organize playgrounds, customer appreciation activitiesand extracurricular activities for students at MM English Open monthly eventeg: Halloween Christmas, Easter, Mid-Autumn Festival, New year

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1.1.5 Business activities

Providing English classes designed to teach the language simply with the aid

of professionals The organization operates learning centers with programs forstudents of all ages that help them develop into global citizens, speak Englishprofessionally and fluently to achieve job goals, as well as to improve skills and

advance their careers.

Education program:

The curriculum follows the content of the Ministry of Education andTraining and the European Language Assessment Framework (CEFR),compiled, compiled and updated annually by MM English's teachers.

Preschool English: Pre - Starters: Students are introduced to Englishthrough activities using pictures, games and songs; begin to form

awareness and habit of communicating in English.

Elementary English: Starters (Pre Al) /Movers (A1) /Flyers (A2): The

course is methodically designed based on the program of the Ministryof Education and Training combined with the British curriculum"Family and Friends 2nd edition" and the test set "Cambridge tests foryoung learners"; helping students to quickly increase their vocabulary,

grasp knowledge and have more interest in learning English.

High School English: KET (A2) /PET (B1) /FCE (B2): The courses arebased on the requirements of the Ministry of Education and Training,

the British curriculum "Solution", the "Cambridge test" exam and

additional lessons on vocabulary and grammar to ensure that studentsdevelop comprehensively 4 skills, get good results in exams

High school entrance Exam: The course is compiled according to the

English 9 program of the Ministry of Education and Training, thecurriculum includes vocabulary and grammar by topic, supplementarylessons are continuously updated and follow the content appearing inthe entrance exams.

University entrance Exam: The exam preparation program follows theprogram of the Ministry of Education and Training compiled by theteachers at the center and is always updated hotly according to the

annual changes.

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1.1.6 Future Direction

MM English is looking to the future for new expansion and ways to reach more

students MM English are preparing to open new centre in in Huu Hung, Ha Noion September 2023 and will continue to grow its market share to benefit morestudents One way to do this is to expand its learning models and embracetechnology and digital literacy in its future programmes MM English reached allof its students during the COVID-19 lockdown througha variety of online learningsolutions, apps and content and will be focusing on rolling out a new learningcourse in the future MM English is also exploring Corporate social responsibility(CSR) options to better the community to disadvantaged groups in Vietnam.

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CHAPTER 2: LITERATURE REVIEW AND THEORETICAL

FRAMEWORKS ON IMPROVING MANAGEMENT EFFICIENCYAND THE USE OF HUMAN RESOURCES

2.1 Concepts of human resources and human resource management

2.1.1 Human resources

In order to develop, enterprises must rely on basic resources such as financialpotential, human resources, scientific and technological potential, physical andtechnical facilities, etc The most important resource is what determines theexistence and development of each business Standing from different angles whenstudying human resources, scholars have come up with different concepts ofhuman resources to suit the research objectives and actual conditions of each

According to Will Kenton (2022) Human resources (HR) is the department

within a business that is responsible for all things worker-related Employees andindependent contractors must be recruited, vetted, selected, hired, onboarded,trained, promoted, paid, and fired HR is also in charge of staying up to date on

new legislation governing how employees should be treated during the hiring,working, and firing processes Many business strategists consider human resources

to be the most important of all company resources Because employees can learnnew skills, the size of a company's competitive advantage grows over time Otherresources simply lack that capability.

An HR department is a necessary component of any business, regardless of itssize It is in charge of increasing employee productivity and protecting thecompany from any problems that may arise in the workplace.

Compensation and benefits, recruitment, firing, and staying up to date on anylaws that may affect the company and its employees are all examples of HRresponsibilities (Will Kenton, 2022)

Due to the nature of people, human resources are distinct from other resourcesin an organization Because humans manage the other resources of the corporationto support its production and commercial operations, human resources are viewedas a crucial element in each company's development strategy Each employee haveunique skills and personality traits, as well as the ability to grow and operate as a

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team to complete tasks with high productivity They associate with one another tocreate organizations at the same time Hence, when working and conductingbusiness, organizations should safeguard their own interests.

Despite the fact that there are many distinct conceptions used to describehuman resources, they all agree that human resources are what allow society tofunction Compared to other forms of resources, human resources are the richestand most varied.

2.1.2 Human resource management

The activities, regulations, and management choices that have an impact onhow a company and its employees interact are together referred to as humanresource management A strategic vision is necessary for managing humanresources, which is linked to the operational strategy of the business.

Human resource management (HRM) is the practice of recruiting, hiring,

deploying, and managing an organization's employees, according to Wesley Chai

(2020) HRM is frequently abbreviated as "human resources" (HR) The humanresources department of a company or organization is usually in charge of

developing, implementing, and overseeing policies that govern workers and theorganization's relationship with its employees Human resources was first used to

describe the people who work for the organization in aggregate in the early 1900s,

and then more widely in the 1960s.

HRM is employee management with a focus on employees as business assets.Employees are sometimes referred to as human capital in this context The goal,as with other business assets, is to make the best use of employees whileminimizing risk and maximizing return on investment (ROD (Wesley Chai, 2020).The most important aspect of management is human resource management Even

if an organization has enough of financial resources, plenty of material resources,

and contemporary gear and equipment, it will be useless if the management ofhuman resources is poor This formal method of managing human resources

establishes the organizational culture, fosters cooperation, and aids coworkers intheir jobs.

2.2 The management and utilization of human resources in the business

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2.2.1 Concepts of management and effective use of human resources

Management, according to Harold Koontz and Heinz Weihrich (2020), is the

process of creating and sustaining an environment in which individuals workingin groups efficiently achieve specific goals.

Management, as defined by Robert L Trewelly and M Gene Newport (2021),is the process of planning, organizing, actuating, and controlling an organization'soperations in order to achieve coordination of the human and material resources

required for the effective and efficient achievement of objectives.

Management is the purposeful, planned influence of the management entity onthe management card customers in order to achieve the intended goals Theessence of management is a kind of labor to control labor As the society develops,the types of labor are rich and complex, the management activities play an

increasingly important role.

2.2.2 Measures to improve the efficiency of management and the use ofhuman resources

The following are some fundamental techniques used by businesses today toincrease the effectiveness of their use of human resources:

Improve the quality of labor selection.

Actively launch movements of emulation, creativity, and pre-tech in labor.Improve working conditions for employees: working environment, buildreasonable salary, salary, benefits, to motivate and encourage theworking spirit of employees.

Train and improve cultural and professional qualifications, regularly send

employees to study and acquire new developed technologies, improve

professional qualifications for professional staff.

Evaluate employees’ work performance objectively, have a commendationand reward regime, and encourage employees’ friendship so that they canshow their best for the business.

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2.2.3 The impacts of the environment on the management and use of human

One of the crucial elements that encourages each employee to give all of theirabilities is working in a pleasant workplace Managers must therefore considerenvironmental elements that have an impact on human resource management whenplanning their human resource needs The atmosphere has a significant impact onemployees' attitudes and productivity, and it also has an immediate impact on howwell managers use their people resources Internal environment and externalenvironment are the two categories under which the effect environment isclassified.

2.2.3.1 Internal environment

An internal environment is a collection of elements that define the atmospherewithin the structure of a company It describes how activities and relationships arecarried out within the company, typically among coworkers (Fraser ShermanMarch 08, 2019) Thorough analysis of the internal environment helps business

administrators understand their strengths and weaknesses Thereby, findingmeasures to promote strengths and overcome limitations and weaknesses toimprove business efficiency.

- Macro environment

Analysis of the enterprise's macro environmental focuses primarily on thestudy and assessment of the benefits and drawbacks brought on by the externalenvironment, which either directly or indirectly influences how the enterpriseoperates the macro environment's influencing aspects, including the economy,state legislation, sociocultural influences, environmental factors, and thetechnology environment

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- Socio-cultural environment

Social aspects including working age, cultural level, and regional conventions

and habits are also taken into consideration The administration of humanresources is highly impacted by these love groups Social changes can beadvantageous for organizations, but they can also present significant obstacles thatare hard to manage.

2.3 The content of human resource usage and management affects theeffectiveness of human resource utilization.

2.3.1 The need to assess the effectiveness of management and humanresource utilization

- For the business:

The foundation for increasing reproduction and enhancing the lives of officialsand employees is evaluating the effectiveness of human resource use Forbusinesses to reevaluate how they use labor inside their own organizations, laborefficiency is a reliable and significant foundation From there, firms will learn howto use labor sensibly, cutting wasteful expenses to increase the business'sefficiency.

- For the employees:

The primary driver of employee morale and willingness to use all of their skills

and inventiveness is labor efficiency The lifestyles of employees themselves must

be improved in order to increase labor efficiency.

Because of human factors, an organization that wishes to survive and growmust utilize current people resources as well as other input elements like financialpotential, technology, materials, etc The value of people as a resource determineswhether a corporation succeeds or fails Why is it crucial to assess how well humanresources are managed and utilized? This is due to the advantages that performance

evaluation offers businesses:

Assisting companies with the creation of plans for the present and futureutilization of human resources Increasing production and business efficiency will

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boost an organization's competitiveness by assisting firms in redefining labor ineach department and unit and decreasing waste to lower product costs.

When companies focus on enhancing the effectiveness of human resourceusage, jobs, secure incomes, and greater possibilities for promotion are created Asa key component of increasing the effectiveness of the utilization of humanresources, providing an environment that is comfortable for all employees of the

company will also help them build stronger relationships with one another.

2.3.2 The content of human resource management affects the efficiency ofmanagement and use of human resources in the business

2.3.2.1 Recruitment process

Recruitment is viewed as a three-stage process that includes recruitment,selection, and placement The preceding process stages are inextricably linked.The recruitment process is carried out by identifying needs and attracting humanresources The stage of selection is critical to the quality of recruitment Thus,

personnel recruitment is the process of locating and selecting the best candidates

to meet labor demands and supplement the existing workforce.- Recruitment methods:

a For internal recruitment sources we can use the following method.

i) Attraction methods through job announcements: This is a copy noticeof job vacancies to be filled, sent to all employees in the organization,including information about job duties and qualification requirements to

be recruited.

ii) Attraction methods through employees: Through the introduction ofofficials and employees in the organization to discover qualified peoplewho match the job requirements in a specific and timely manner.

b) For external recruitment sources, we can apply the following methods ofattraction:

i) Methods of attracting recruitment sources through media advertising,such as television, radio, newspapers, magazines, and so on Advertisingcontent is determined by both quantity and quality The amount of laborto be recruited and the nature of the work are concentrated into a singleadvertising campaign using a variety of media or a _ separateadvertisement It is best to pay attention to the content of the

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advertisement for this method of attraction so that job applicants contactthe recruitment agency as soon as possible.

ii) Methods of attracting candidates via agencies and job placementcenters This is a method that is widely used in our country, particularlyfor businesses or organizations that do not have a specialized humanresource management department.

iii) Methods of attracting candidates through job opportunities is a newmethod that is widely used by organizations The method of bouncingattraction exposes candidates to employers, allowing for a largerselection on a larger scale At the same time, recruiters and candidatesreceive more information, allowing them to make better decisions forboth candidates and employers.

- Recruitment process ( Riddhi Joshi, May 3, 2022)

Step 2: Creating the job description

Step 7: Introduction and induction of the new employees

Figure 2.1: Recruitment ProcessStep 1: Identifying the hiring requirements

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Whether there is a newly formed role at your organization or a job profile hasrecently been vacated, you must be certain about the vacancy that needs to be filledand the type of candidates that you are looking for The first step in any recruitmentprocess is to identify hiring requirements in terms of experience, skills, andknowledge required for any job role.

To accomplish this, an employer must identify the gaps in the current team aswell as the outputs received based on the input provided on behalf of his team.Workload concerns must be addressed This is accomplished through regular

evaluation of team performance Employers should also make every effort to keep

their current employees as long as possible.

It is also critical to respond to hiring needs as soon as possible Don't leave ituntil the last minute; instead, plan ahead of time.

Step 2: Creating the job description

At this point, the employer is certain of the experience, abilities, and expertise

they seeks It is the moment to draft a job description This will cover theresponsibilities and obligations of the position for which you are advertising.

Always make sure to establish a thorough job description; this is the bestapproach In this manner, a potential employee will be able to determine beforeapplying whether he possesses the listed attributes They would have an

application checklist that they could check off as they go Hence, only the resumes

of qualified candidates will show up in your email.Step 3: Talent Search

The attracting and motivating of talent are the most crucial components of theperfect recruitment process, in addition to discovering the proper kind of potential.

You will also receive some referrals if the job postings are internal.

Despite this precaution, an employer must fully take advantage of social medianetworks and employment boards The number of applicants will increase as morepeople notice your job postings Hiring the talent that is best suited to your jobprofiles is now easier.

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