Chuyên đề thực tập: Improving the efficiency of human resource management at me linh instrument joint-stock company in the period from 2017-2019

NATIONAL ECONOMICS UNIVERSITY FACULTY OF FOREIGN LANGUAGESENGLISH FOR BUSINESS DEPARTMENT IMPROVING THE EFFICIENCY OF HUMAN RESOURCE MANAGEMENT AT ME LINH INSTRUMENT JOINT-STOCK COMPANY

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NATIONAL ECONOMICS UNIVERSITY FACULTY OF FOREIGN LANGUAGES

ENGLISH FOR BUSINESS DEPARTMENT

IMPROVING THE EFFICIENCY

OF HUMAN RESOURCE MANAGEMENT

AT ME LINH INSTRUMENT JOINT-STOCK COMPANY IN THE PERIOD FROM 2017-2019

Hanoi, May 2020

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Chu Cam Tu - 11165650 - Business English 58A

NATIONAL ECONOMICS UNIVERSITY FACULTY OF FOREIGN LANGUAGES

ENGLISH FOR BUSINESS DEPARTMENT

CHU CAM TU

IMPROVING THE EFFICIENCY

OF HUMAN RESOURCE MANAGEMENT

AT ME LINH INSTRUMENT JOINT-STOCK COMPANY IN THE PERIOD FROM 2017-2019

Hanoi, May 2020

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ACKNOWLEDGEMENT

This research is the result of relentless efforts and the support and encouragement

of individuals and organizations Through this study, I would like to explicit my

genuine gratitude to those who helped me during my study - recent scientificresearch

I would like to express my thorough thanks to my supervisor — Ass Prof Dr PhamThi Thanh Thuy who enthusiastically directed the guidance as well as provideddocuments and scientific information necessary for this essay These are veryvaluable suggestions not only in the process of doing this thesis but also as apreparation in pursuing a career in the future

I would like to express my sincere thanks to teachers in Business Englishdepartment in particular for teaching and paving the way for me with the necessaryknowledge that creates the vital foundation for me

I would like to thank the management of the company for providing greatconditions during the internship at the company I wish the company become muchmore successful and achieve all goals in the future

Sincerely!

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EXECUTIVE SUMMARY

The process of globalizing the world economy is taking place at an increasinglyfast speed and profound pace It is an indispensable objective trend so that everycountry in the world must follow The most obvious manifestation of this trend isthe process of trade liberalization in the regional and global scope

Implementing the path of changing the country's economy, integrating with theworld economy, Me Linh Company took advantage of opportunities whenVietnam market has been a top choice of foreign investors in business cooperation,product distribution up to now The company has defined its business goals andstrategies since its foundation The company's main activities are to become asupplier and distributor of machines and equipment used in laboratories, researchinstitutes, hospitals and so on in Vietnamese market

Despite certain achievements and affirmations, the company still has itsweaknesses in human resource management Stemming from the above deficiency,I opted for the research Improving the Efficiency of Human Resource Management

at Me Linh Instrument Joint-Stock company

The purpose of this dissertation is to assess the current situation of all aspects ofhuman resource management in the company from 2017-2019 Based on theaggregated results, the author proposes recommendations to improve personnelmanagement for company

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TABLE OF CONTENT

EXECUTIVE SUMMARY - 0G G0 cọ TH c0 c0 0 08000006 iLIST OF ABBREVIA TÌOÌN 0= << G nọ Hi g0 0 iv

LIST OF TABLES .0 ccsscsssccsccsssccssccsscecssecsssessesessssssessssssssssessssssessssoneees v LIST OF EIGURES 0 G GĂ< G 9 9 c0 00 00001004 000.006 00 Vv

INTRODUCTTỌN G5 < G5 << cọ TH HH THỌ 000900 084 1

1 R afÏOIDAÌC 55-5 5 5< 9 0 0 0004000004.00004.00 04000004 0.0 1

2 Research obj€©CfÏV€S co c0 9999 0009.000004 06008004 06088860940608860996 1 3 Research Questions o5 <0 G G655 09999 09000 6008 8009401608660906 1

4 Scope of the SÍUỈY G0 << 5 5 S9 3.0.0 000000000000 606888906 25 Research methodology 0 << < 5 5 S9 9 99994 00000000 00004006000 888900 2

6 Contents of the SÍUy <0 G55 6 5689999 989995 68994 560089888945608960996 4

CHAPTER 1: THEORETICAL FRAMEWORK << <s<<<e 5

1.1 Definition of Human resource management << 5 s 555 « «sse 51.2 The importance Of HÌĐÌME <5 5 <5 5 99999 999 94.5 98995668866 5

1.3 The content of Human Resource Managemeni - <« ««=« 5

1.3.1 TOD HQ ÏSÏS TH HH HH nh 51.3.2 Personnel Planning (Manpower DÏaHHÌH) << sxss+ 6

T.3.3 ROCKUULIMEN ccc ceceeceeeeenececeeeeeteeeeeeenceeeeeeceeetesseeeaaaeeeeeeeeeeeeteeeeenaaaaeeees 7

1.3.4 Performance DDTQHSQÏL «sgk rry 91.3.5 Compensation And B€H€Ïf kg ke ọ1.3.6 Training And DeVe€ÌODIHH «c1 ve ve 10CHAPTER 2: INTRODUCTION AND REAL SITUATION OF HUMAN

RESOURCE MANAGEMENT AT ME LINH INSTRUMENT STOCK COMPANY (MISC) sscsscsssscssscsssscsscscssecsssssssscssssssssccsssssscssssnees 11

JOINT-2.1 Introduction of Me Linh Instrument Joint- Stock Company 11

2.1.1 Establishment and development c5 SE kEkssseeeereeee Il

2.1.2 Organizational SÍTHCHT cá ghe gưy 11

2.1.3 Function and Current f(SĂS ng KH key 132.1.4 Introduction of Me Linh Instrument Joint-stock’s Dusiness 13

2.2 Real situation in Human Resource Usage in Me Linh Equipment

Joint Stock Company (MISC) o G0 H000 680 15

1

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2.2.1 The feature of labor workforce of the COIDđHY - 5< «<5 152.2.2 The real situation Of job đ1QÏSÏS Ăn key 16

2.2.3 The real situation of human resource PIAnning -<<<5 17

2.2.4 The real situation Of Đ€CTHÍÍN€HẨ cv vrerey 192.2.5 Performance GDỊDTGÌSQÏL SG 5G vn ve rưy 22

2.2.6 COMPENSATION 0n 6 eeậHL)2.a eh 23

2.2.7 TraÏHIHB ©GIHDÏOV€€S SG ST ng vn key 242.3 Human Resource Management evaluation at Me Linh Instrument

Joint-stock company in the research period - <5 55s sss=s<s se 27

2.4 Factors affecting human resource management at Me LinhInstrument joint-stock company (MISC) Ăn me 29

2.4.1 Factors of PHSIH€SS €HVỈTOHIN©HÍẨ Ă Ăn key 292.4.2 HUMAN fACtOTS 0nn nhe a ốốỐốỐốỐ eeEtaE 32

CHAPTER 3: RECOMMENDATION TO IMPROVE THE EFFICIENCYOF HUMAN RESOURCE MANAGEMENT AT ME LINH JOINT-STOCK

COMPANY (MISC) 0G GỌI 0 0 0 00001004.1000 0000 34

3.1 Development orientation of Me Linh Instrument Joint-stock company

IN 2J2() - 0G G G9 0.1 0 1.0.0.0 00.004.100.910 04.1009.0004 000.9 004.086 34 3.2 Some solutions to improve efficient usage at Me Linh Joint-stock

EU1/11711) 0070707077 7 e Ầ 34

3.2.1 Solution I: Improve the efficiency of human resource planning 34

3.2.2 Solution 2: Improve the efficiency of performance appraisal 36

3.2.3 Solution 3: Improve the efficiency of training employees 37CONCLUSIONN 5G Họ Họ 00000040 00040060890 40REFERENCES Go G0 0 HỌ HH 0.04 0004000004 0004006 41APPENDIX 1: SURVEY QUESTIONNAIRE

APPENDIX 2: INTERVIEW QUESTIONS

ill

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LIST OF ABBREVIATION

e Dep’t: Department

e HR: Human Resources

° HRM: Human Resource Management

° HRD: Human resource development

° HRP: human resource planning° MBO: Management by Objectives° Etc.: et cetera

e NEU: National Economic University

iv

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LIST OF TABLES

Table 1.1: Advantages and disadvantages of internal and external recruitment

sources

Table 2.1: Major products of Me Linh Instrument Joint-stock company

Table 2.2: Age Distribution of Me Linh Instrument Joint-Stock company

Table 2.3: Education Level Distribution of Me Linh Instrument Joint-Stock

company

Table 2.4: Recruitment results of Me Linh Instrument Joint-Stock companyTable 2.5: Staff classification of Me Linh Instrument Joint-Stock companyTable 2.6: Performance appraisal result of Me Linh Instrument Joint-Stock

company

Table 2.7: The survey’s result of external factors influencing HRM at Me Linh

Instrument joint-stock companyTable 2.8: The survey’s result of internal factors influencing HRM at Me LinhInstrument Joint-stock company

Figure 2.3: Human resource planning process of Me Linh Instrument Joint-Stock

company

Figure 3.1: Suggested personnel planning process

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INTRODUCTION

1 Rationale

In the process of industrialization and modernization taking place extremelystrongly, together with the continuous development of science and technology asit does today, the success and development of every enterprise must base on theprimitive resources including human resources, machinery, material possessions.Among these factors, all can be purchased, learned, copied, except for humanbeings On the other hand, the use of other resources will be ineffective if humanresources are not well managed, because all operations in any company are donethrough human factors If the managers know how to exploit and promote thisvaluable resource, they will motivate to develop other resources as well As aresult, it can be guaranteed that human resource management is the mostindispensable foundation for the survival and advancement of any enterprises.Therefore, improving the efficiency of using HR is by far the most concern of anybusinesses

HRM devotes to the socio-economic aspects of labor issues It is a problem thatattracts a lot of attention, because all economic activities in general share aresemble goal is to make workers enjoy their own accomplishment

Hoping to contribute to the development of businesses in general and Me LinhEquipment Joint Stock Company in particular in the effective use of availableresources, especially human factors, I would like to opt for topic "Improving the

Efficiency of Human Resource Management" as my thesis graduation

2 Research objectivesThe study aims to propose some solutions for Me Linh Joint-stock companythrough analyzing the real situation in company between 2017 and 2019 There aretwo main objectives:

(1) Identifying the real situation of personnel management at Me Linh Instrument

Joint- Stock company in the research period (from 2017 to 2019)

(2) Proposing some solutions to improve the efficiency of human resource

management department at Me Linh Instrument Joint- Stock company in theresearch period

3 Research questionsResearchers will therefore answer these below questions to reach the objectives:

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Question 1: What are some factors that influenced Personnel Management at MeLinh Instrument Joint Stock Company in the period 2017-2019?

Question 2: What are some recommendations for further enhancement in HRM atMe Linh Equipment Joint Stock Company?

4 Scope of the study

(1) Factors influencing the efficiency of human resource management at Me LinhInstrument Joint- Stock company

(2) Research scope: The research only concentrates on managing staffs at Me LinhInstrument Joint- Stock company

(3) Contents: human resource management; factors affecting to the efficiency ofhuman resource management

(4) Time: From 2017 to 2019

5 Research methodology

5.1 Process of conducting research

(Real situation and some recommendation to boost theefficiency of HRM at Me Linh Instrument Joint-stock

Interviewing method |

| Questionnaire survey

Formulate the appropriate

research method Data processing methods

Descriptive statistics method

Analysis method

Process collected data, analyze theoutcome, evaluate the real situation of

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Figure 1: Research procedure

(Source: Author’s proposal)

5.2 Interviewing methodInterview method is a scientific research method that collects information throughquestions and answers between researchers and different individuals in a particularissue of interest

Essentially, interviewing is a way of method of evoking information It is a face to

face conversation in which the researcher plays a role as an interviewer (Arksey

and Knight, 1999)

The interview questions are prepared by the author in a coherent, well-organizedorder Location and interview time will be notified in advance to the participants.In term of attendant’s responses, it can be predicted formerly

The answers are carefully and precisely recorded, analyzed after the interview.Finally, the author draws conclusions with high reliability

5.3 Questionnaire survey method

5.3.1 Scales of measurementThe scale of measurement can be assessed to assure the essence of themeasurement Evaluating a scale of measurement includes four elements:

reliability, variety, value and friendly to respond It is unavoidable to have two

communal errors in the process of measurement, which are systematic errors andunsystematic ones Nevertheless, errors can be descended by using reliablemeasurement To evaluate the satisfaction of all staffs at Me Linh Instrument Joint-

stock company (MISC), the author applies Liker-5-scales in this study

Scale 5: Completely agree/ Extremely highScale 4: Agree/ High

Scale 3: NeutralScale 2: Disagree/ LowScale 1: Completely disagree / Extremely low

In term of personal information: The mixture of some scales including the scale

for information on gender, educational level was used

5.3.2 Survey QuestionnaireData of the research is collected by conducted questionnaire survey to all

employees at Me Linh Instrument Joint-Stock company A survey was prepared

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by the author, then was consulted by instructor to perfect the flaws beforedisseminating to entire staffs in the company (Survey questionnaire is presentedin Appendix of the study)

5.4 Data processing method

Primary data: collected data from the survey is processed and analyzed by using

Microsoft Excel version 7

Secondary data: Data is collected and calculated From that, the author deduces the

information from the given reports of departments at Me Linh Joint-stock company(MISC)

5.5 Descriptive statistics methodThe dissertation uses a various information, regulation and compensation providedby Human Resource Department The collected documents were analyzed and

evaluated the efficiency of Human Resource Management

5.6 Data analysis

Subsequently, the data was calculated and analyzed by using Microsoft Excelversion 7 and produce the results The interviewing answer was collected anddeduced

6 Contents of the study

¢ Chapter 1: Introduction» Chapter 2: Theoretical framework used as a basis for the research» Chapter 3: Data Analysis and Major Findings

* Chapter 4: Recommendations

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CHAPTER 1: THEORETICAL FRAMEWORK

1.1 Definition of Human resource management“Human resource management is the combination of maintenance, adjustment,coordination and rational usage in any organization's HR to attain the ambitionsthat the enterprise has erected” (Tran Xuan Cau, 2008)

“HRM generally is the coordination of planning, recruiting, retaining, cultivating,motivating and generating favorable conditions for employees through thecompany in order to achieve strategic objectives and vision of the enterprise”(Nguyen Huu Than, 2004)

“HRM is a system of philosophies, policies and functional activities aboutattracting, training, advancing and exploiting people in a collective to obtainoptimal results” (Tran Kim Dung, 2005)

“HR of any institution are framed on the primitive of distinctive individuals thathave peculiar roles and are associated with each other for specific goals, thus,managing human resources is more tough and sophisticated than governance ofother factors” Le Tien Thanh (2012)

1.2 The importance of HRM“In terms of economy, human HRM assists businesses exploit potentials, boostlabor productivity and raise competitive advantage When it comes to society,human resource management values the position and role of workers” (Tran ThiThu, 2008)

“The art of HR managers is to formulate policies and programmes that function ascatalysts and dynamics in the relationship between administrators and workers.This is the division of responsibilities between executives and HR professionals”(Nguyen Tiep, 2006)

According to Vu Dinh Anh (2013) “In a transforming economy like Vietnammarket, where the level of technology is still low and the economy is unstable, theadvancing progress must be fulfilled by people Consequently, governing people

is an imperative task”

1.3 The content of Human Resource Management1.3.1 Job analysis

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“In today's rapidly transforming environment, in order to ensure adaptation tothose alter, the job analysis system plays an integral role in tackling thesevariables” (Le Tien Thanh, 2012)

According to Tran Thi Thu (2008), “Recruiting and scrutinizing employees will bearduous d if the recruiter does not comprehend the criteria that employees need to

perform in the job In addition, the shortage of information in JD and job

performance standards can prevent recruited and selected workers from havingapparent instructions about what they should do, how to do, which can lead to

unpredictable hazards”

"Job analysis 1s the most vital tool and component of any HRM strategy,” said PaulTheriault, vice president of HR of New Brunswick Power “In identifying andformulating a specific job, it is inevitable to have a bridge associated with otherjobs within a unit and to seek for the most proper individuals for vacancies We

need a process of job analysis rather than a traditional narrow approach” (Vu DinhAnh, 2013)

1.3.2 Personnel Planning (Manpower planning)

“Man power planning is vital for organization that want to disseminate their

business to global markets At this point, personnel planning will serve as a processof personnel preparation in countries with cultural distinct and racial diversity”

(Tran Xuan Cau, 2008)

Nguyen Tiep (2006) also points out that HR planning is a set of researching,determining human resource needs, making policies and implementing programsand practices to assure enterprises have sufficiently qualified and skillful staffs forperforming work with high productivity, quality and efficiency

Apparently, personnel planning assists the enterprise to obviously identify thedisparity between the past and the future orientation of the organization's humanresources demands; proactively foresee difficulties and seek for solutions to meet

HR demands Simultaneously, manpower planning brings about a better

understanding the shortcomings and chances that corporation currently has Whichhas essential implications in building company’s strategies In a nut shell, it isimpossible to accomplish manpower solely but must be closely stick to the

company's goals (Tran Kim Dung, 2005)

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Manpower planning procedure can be summarized via the following steps:

Goals objective and plans organization

(Source: https://www.yourarticlelibrary.com)

1.3.3 Recruitment1.3.3.1 The definition of recruitment“When the company’s mission alters or its business size grows to a certain extent,the pressure on renewal or increase in the number of employees to perform all theorganization's follow-up tasks started to get heavy With the same workforce, it istough for them to carry out their workload on time without quality deficiency Inthis case, businesses have to consider recruiting more people” (Nguyen Huu Than,

2004)

“Conceptually, hiring employees is understood as a progress of searching and

attracting capable people from various sources to serve the job This process starts

when the candidates are found and comes to an end when their applications areapproved” (Tran Kim Dung, 2005) “Nevertheless, it is not necessary that all laborshortages inevitably lead to the recruitment Sometimes the demand for shortagesis only temporary in a short period of time, HR Dep’t need to consider solutions toovercome the shortage on the basis of available human resources before

considering hiring newcomers”

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1.3.3.2 Sources of recruitment

e Internal source:

Internal recruitment is seeking for candidates from the available list of staffmembers working within corporation This method can bring out manifold ofbenefits to any organization (Nguyen Ngoc Quan, 2009)

This policy encourages employees to strive for promotion Seeing employees intheir company get promoted will make workers more aware of their opportunitiesand try their best Another advantage of recruiting from insider is thatadministrators inevitably realize the capabilities of workers Moreover, it isbeneficial to recruit staffs serving within company because the they have beenchallenged in loyalty, serious attitude, honesty, responsibility, thus there is a barepossibility that they will quit job Employees of the business will be easier andmore convenient to perform themselves, especially in a novel position They getacquainted, grasp the goals of the business, so they quickly adapt to new workingconditions and know how to attain that goal Direct recruitment from employeeswho are working for the business will also create a wide competition between theemployees working; stimulate them to work hard, be creative and create higherperformance, according to Ngo Van Que (2007) Nevertheless, it is unavoidable to

meet some drawbacks This approach is virtually affected by subjective opinionsof officers; therefore, this is likely to contribute to the unfairness in company Inthe worst scenario, employees do no trust operation system, lose their motivationto work and they might quit the jobs

e External source:External recruitment is method that enterprises recruit candidates outside thebusiness Recruitment of new comers enables managers to gain a variety of optionsinstead of being narrowed New employees basically generate novel energy,creativity, new ways of thinking to the company, then comes breakthroughs in thework (Ngo Van Que, 2007) Simultaneously, this helps attract talented people insociety, adds to advancement and produces new values for businesses However,it is inescapable to contain some obstacles when recruit outsiders It cost time andmoney on recruitment and training Outside candidates possibly need time to befamiliar with the job and company’s culture It is extremely risky that they will bepermanently attached to the company

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1.3.4 Performance appraisal“Assessing employee performance is the core to pave the way for company to builda foundation for policies as well as compensation, career development, and boostrelationships personnel HRM is prosperous or not largely depends on proper

evaluation of employee’s performance” (Tran Xuan Cau, 2008).

“Performance evaluation is a paramount action in HR management This is notonly meant to evaluate the assessment but also to recognize the qualification andachievement of employees in a given period of time” (Nguyen Tiep, 2006)

“In order to properly evaluate employee’s performance, administrators cannot act

arbitrarily First of all, the administrator must comprehend what the evaluation ofthe work is done, master the assessment process, grasp the goals of this activity.Other than that, administrator must discern the practices of evaluation and becautious when conducting assessment” (Tran Kim Dung, 2005)

1.3.5 Compensation and Benefits

“Compensation is an everlasting problem for humankind This has been adramatical debated topic on the Vietnamese parliament forum for many years, and

today it has still strongly gained attention from people” (Tran Kim Dung, 2005).

Le Tien Thanh (2012) revealed that salary and remuneration are about all types of

reward that an individual receives in exchange for his labor Compensation and

remuneration include two forms: financial compensation and remuneration, and

non-financial compensation Financial remuneration compensation includes directand indirect portion The direct part includes daily wages, monthly wages,commissions, and bonuses The indirect section includes insurance plans, benefits,and wages during absences Non-financial remuneration includes whether the jobitself is stimulating and satisfying to the employees, and whether the workingenvironment is stimulating and satisfying the employees’ needs

Wages are imperative in producing motivations at all levels of employee needsaccording to Maslow's hierarchy of needs Especially when people work to satisfyprinciple needs, money serves as a basic means for people to do so People needmoney to secure their demands Theoretically, when people enhance the level ofdemand, money commence to diminish the sense of fulfillment and turn to be a

measure of the value of people’s success (Nguyen Huu Than, 2004).

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1.3.6 Training and Development(Tran Xuan Cau, 2008) pointed out that with the tendency of globalization, firm'spractices are no longer limited in a region or a country but is opened worldwide

To ensure competitiveness, businesses need to prepare a workforce of qualifiedand capable to implement effectively and quickly all strategic The lack ofqualified labor is a disadvantage that hinders and damages the activities of theenterprise In the context that the national education is no longer capable of

meeting the requirements of the quantity and quality of labor set by businessesincreasingly high and diverse Enterprises are forced to conduct training for theirown human resources, which is an inevitable trend

“The world is in a booming period of information General knowledge of societyincreasingly leading to the elimination of employees who do not keep up with thetimes This has forced companies to pay far more attention to the training anddevelopment of HR in the company Many companies around the world haveconsidered HR development strategy as an integral component of their overallstrategy” (Le Tien Thanh, 2012)

According to (Nguyen Huu Than, 2004), in organizations, training anddevelopment is concerned with the purpose of directly helping staffs function theirjobs effectively, particularly when their performances do not reach to the workingstandards It also enables staffs to update new skills and knowledge, paves theways for them to proficiently apply technical transformation in the enterprise Ontop of that, training also assists managers avoid out-fashioned management.Regulators need to be equipped with management styles that are related to changesin technological era and business environments

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CHAPTER 2: INTRODUCTION AND REAL SITUATION OF

HUMAN RESOURCE MANAGEMENT AT ME LINH INSTRUMENT JOINT- STOCK COMPANY (MISC)

2.1 Introduction of Me Linh Instrument Joint- Stock Company2.1.1 Establishment and development

Me Linh Equipment Joint Stock Company (MISC) The abbreviated name is: MI.,JSC) established on March 12, 2007 It is an enterprise directly under theDepartment of Planning and Investment Hanoi City Me Linh Equipment JointStock Company (MISC) has become a distributor with a large-scale, prestigiousdistribution network and maintenance of scientific and technical equipment used

in internal laboratories for environmental chemistry, agriculture, pharmaceuticals,

mechanical sciences

With more than 12 years of operation through various wax and wane, the company

has gained its prestige in the field of providing solutions about equipment for

laboratories in Vietnamese market By committing to providing products andproviding the best service experiences, Me Linh Instrument Joint- stock company

(MISC) has been building strong trust toward business customers Therefore, thecompany sets its mission to constantly improve the quality of products andservices, expand customer markets, maintain durable relationships with bothcurrent and prospective partners Hereafter comes the fundamental information ofMe Linh Instrument Joint- stock company (MISC)

2.1.2 Organizational structure

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Board of Director

and Sales Director Director and Finance Director

Purchasing Sales- Accounting - Human Technical Department Marketing Financial Resource Department

Department Department Department

Figure 2.1: The organizational structure of Me Linh Instrument Joint-Stock

Company

(Source: HR Administration of Me Linh Instrument Joint Stock Company)

In order to serve the main business, Me Linh Equipment Joint Stock Company wasestablished in an organized, coherent and complete manner to create the mostfavorable conditions for the business and meet the needs of users Currently thecompany has a staff of about 38 employees with suitable qualifications for thecompany's main business The organizational structure of company has threelevels:

First, holding the highest position in the hierarchy in the company is The Board of Directors They take the duty for determining the company's development strategy, management, direction and evaluation of business activities.

Second, assisting the director in controlling the overall operations of the divisions below are three deputy directors specializing in accounting-finance, marketing-

sales and technology.

Third, there come five departments having their own functions to serve thebusiness Human Resource Department whose main task is to manage the human

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resources in the company, which involves planning and recruiting, training anddevelopment, regulate regime, proposing organizational structure, establishing asystem of rules, procedures and regulations for the company and supervise thecompliance with those rules Accounting - Financial Department has the function

of determining the financial plans of the company, distributing income, managing

budgets, ensuring reasonable revenue and expenditure Purchasing department is

responsible for finding suppliers, ensuring products and services for the

maintenance and development of the company's products that are purchased fromreputable suppliers and provided under the terms of the deal, monitoring the statusof goods for incidents of shortage or backlog of goods Technical Department is incharge of proposing a plan to purchase machinery, equipment and materials in timefor the production process, organizing information collection and evaluation ofsupplier selection and controlling the quality of products and quality assessmentof repairs, bringing about solutions to ensure the safety of machinery Marketingand Sales Department plays an integral role in designing and implementing a

business strategy to expand customer’s life and ensure business coverage.

Customer service department concentrate on caring of customers, finding newsources of customers, maintaining good relationships with loyal customers,recording customer feedbacks, and coordinating with departments to suggest quick

fix of guest complaints

2.1.3 Function and current tasksThe company has been allowed to be a distributor of some manufacturersspecializing in manufacturing equipment in Vietnam market Regarding businessactivities, the company focuses on wholesale of machinery, scientific and technicalequipment and accessories enclosed measuring machines and equipment andconsumables of the health sector testing and technical analysis, peripheral devices,software and equipment components Besides, business activities not only involveinstalling electrical systems, water supply and drainage systems, fireplaces, air

conditioners air and repairing machinery, maintaining equipment but also relate to

investment consultancy, technical consultancy activities

2.1.4 Introduction of Me Linh Instrument Joint-stock’s business

2.1.4.1 Major productsCurrently, Me Linh Joint-stock company have concentrate on these following

lines of product

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No Line of Products

1 Plasma emission spectrometer: ICP-MS

2 | Atomic absorption spectrum: AAS

Liquid chromatography, liquid chromatography with one ormore mass spectrometry: LC, LC-MS / MS

Gas chromatography, gas chromatography with one or moremass spectrometry: GC, GC-MS / MS

5 | Visible ultraviolet spectrum: UV-VIS

6 | Super clean water distillation system

Microwave digestion equipment, incubators, dryers,furnaces, autoclaves

8 Real time PCR

9 | Centrifuges

10 | Biological safety cabinets

Medical equipment and devices such as ultrasound, x-ray1I | machines, blood-storage refrigerators, biological products

storage

Table 2.1: Major products of Me Linh Instrument Joint-stock company (MISC)

(Source: Sales and Marketing Dep’t of Me Linh Instrument Joint-stock company)

2.1.4.2 Type of customers

Since its foundation, the company has clearly oriented its target customer group.The company mainly provides equipment for specialized research institutes,central institutes of expertise, centers for quality control of pharmaceuticals andcosmetics in some provinces and major cities During operation, the companycontinued to expand its customer file, targeting metering agencies and centers anddepartments of natural resources and environment, department of health,department of agriculture of provinces

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2.2 Real situation in Human Resource Usage in Me Linh Equipment JointStock Company (MISC)

2.2.1 The feature of labor workforce of the company

2.2.1.1 The feature of age distribution

Table 2.2: Age Distribution of Me Linh Instrument Joint-Stock company

(Source: HR Administration of Me Linh Instrument Joint-Stock company)

The table 2.2 illustrates the age distribution in the research period It is noticeableto see that the quantity of employees insignificantly increases by 2 to 38 employeesat the end of the year 2019 Although the ratio fluctuated, the majority of the laborforce belonged to 18-29 age group in the both two years The aged 30-39 and 40-49 occupied the second and the third position respectively of the total labor

workforce of the company Meanwhile, the number of people who were 50-59years old remained stable at 3 people, made up the lowest percentage of the agedistribution Evidently, besides senior with working experience, the company wasoperated mostly by young staffs This simply can be explained because the newlygraduated staff always want to dedicate to bring the best result to prove theirqualification They are in the process of acquiring new knowledge, so they tend towork harder and be more productive at work As a result, recruiting youngworkforce does wonders for the company such as: creative ideas can bring morevalue to the company's performance and culture

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2.2.1.2 The feature of education level distribution

Table 2.3: Education Level Distribution of Me Linh Instrument Joint-Stock

company

The majority of employees in the company belongs to a group of college-university

workers, holding high positions that require degrees in essential departments of the

company The quantity of unskilled workers made up small ratio of 11,11% and13,15% of the year 2018 and 2019 respectively This is mainly because those staffstake responsibility of positions that do not require qualification In the integrationand technology era with increasingly fierce competition, the increase of qualified

employees is becoming necessary, the percentage of employees with high

education level of the company is such a positive sign Therefore, raising therequirements and recruiting criteria to improve the number of highly qualified

employees is the first essential task of the company’s personnel management Ingeneral, the business did a great job in distributing people based on their educationlevel

2.2.2 The real situation of job analysis

While job descriptions and job standards have become familiar and widely used in

all organizations and businesses in industrialized countries around the world, job

analysis gain popularity in agencies and businesses in Vietnam in general and in

Me Linh Instrument company in particular

HR department acknowledge the importance of job analysis in recruitmentprocess The job description has helped employers minimize the time it takes toscreen candidates from the beginning by having candidates “self-review” theireligibility and ability to meet the position to be able to decide whether to apply fora job or not

In fact, the work of analyzing and designing the job analysis in Me Linh InstrumentJoint-stock company follow these steps below:

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° Job analysis process in Me Linh Instrument Joint-stock company

Collecting job information

Making a list of tasks for each department

Assign work to each specific position

of that department

Building organizational chart

2.2.3 The real situation of human resource planningPersonnel planning is very important in the use of personnel that any business mustpay attention to The personnel planning is a decision of the Board of Directorsbased on the actual situation of production and business activities and the strategy,goals, development orientation of the business This planning will help thecompany determine the necessary and reasonable number of personnel to arrangefor future jobs This task brings for the company a whole picture of the issue ofpersonnel increase, decrease, set the direction, plan personnel, facilitate thepersonnel arrangement to occur regularly Through this work, the company hasprepared and resolved measures in the upcoming personnel incidents HRP helpsthe company leadership to understand the situation of personnel fluctuations in thecoming period, from manager comes up with measures to resolve, overcome, andcreate conditions for the company to develop sustainably

However, at Me Linh Instrument Joint-stock company (MISJ), human resourceplanning has not been given adequate attention For example, in early 2019, the

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company expanded its production scale, but when the factory was built, machineryand equipment were almost installed, the additional needed labor was still notrecruited At that time, the company just started to post recruitment notification inthe internet to search for new human resources This causes the phenomenon of

machinery and equipment that were ready to operate but could not be used for a

while due to the lack of working labor Moreover, because of the lack of labor, thesame mentality of recruiting enough and training later, the Board of Directors andthe Head of the department have selected many unsuitable workers, increasing the

number of employees who quit work after a probation As a result, this caused a

myriad of difficulties in the arrangement, division of work and personnel

Control and evaluation of programme

Surplus (Restricted Shortage

Figure 2.3: Human resource planning process of Me Linh Instrument Joint-Stock

company

Like many other organizations, there are many factors that affect the company'shuman resource needs during 2018-2019 including external and internal factors

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In terms of external factors, the demand for human resources was mostlyinfluenced by the fluctuation of the economy and political or legal policies,following by technical development and the pressure of global competition

In terms of internal factors, there are six elements that HR department at Me LinhInstrument Joint-Stock company should take into account Strategic business goalsof the organization are the top priority Then reducing the size and redesigningwork to cope with competitive pressures will decrease the need for human

resources Applying new techniques and technologies is an inevitable trend of

development and this leads to changes in the structure and number of employees

Additionally, independence and cooperation with other organizations also affect

the need for manpower

2.2.4 The real situation of RecruitmentThe recruitment of personnel has such a great influence on the quality of thecontingent of officials and employees of each business The Board of Directors ofMe Linh Instrument Joint-stock company have had concentrate on this process

All departments will be based on job requirements (the number of products andgoods that need to be produced by order, the time to complete the targets, the natureof the job, the labor payroll and the number of current employees and so on) toreview and determine the number of employees that need to be additional orrecruited After that, the department heads will prepare a "recruitment proposal

form" and submit it to the company management Based on this form, the Boardof Directors will review the proposal and redefine the recruitment needs.Depending on the position, the department manager will set the necessaryrecruitment criteria and requirements for these positions

2.2.4.1 Recruitment processEach business has different recruitment processes At Me Linh Instrument Joint-stock company, recruitment process basically goes through the following steps:

e Step 1: Recruitment planning This step aims to determine the vacancies,the number of employees to recruit and the criteria set for the candidate Recruitersexpect recruitment plan for a specific period of time, in recruitment they noticewhat needs the content Furthermore, they identify methods, forms of recruitmentand recruitment sources are internal or external to the enterprise

° Step 2: Recruitment announcement It involves in posting job vacancieson the media, recruiting websites, or in the company's website

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