MINISTRY OF EDUCATION AND TRAINING HCMC UNIVERSITY OF TECHNOLOGY AND EDUCATION Faculty For High Quality ?✡??✡? GRADUATION THESIS TOPIC: STUDENT : Cao Thi Nga STUDENT ID : 20124221 COU
Reasons for choosing the topic
Our country's economy is in the development stage, with more and more large and small scale businesses appearing one after another To survive and develop, businesses need to know how to seize opportunities to obtain the necessary HR for their organization According to Santos et al (2020), the most important factor in an organization's success in obtaining quality HR is through the recruitment process, in this way, the organization can select a good number of workers from many candidates to work in their organization However, it is not easy to find good HR suitable for the company, because the competition between companies is huge, everyone wants good employees to work at their company Therefore, recruiting good HR is one of the essential factors ensuring the quality of an organization's HR Good recruitment will help truly qualified people work, they can do jobs that suit their qualifications, abilities, interests and personality, helping employees feel comfortable when working work, which contributes to achieving high results at work Besides, good recruitment contributes to giving employees confidence, satisfaction, improving loyalty to the organization, working with high productivity and being more effective during the work process Recruiting suitable HR for the company is when they have the ability to meet the organization's requirements, which helps the company not waste time and money training new employees begin again If an organization recruits good staff, it will help the business have high-quality HR in the future and help employees have a good working environment and opportunities to develop their own abilities Therefore, attracting suitable HR for the business is an extremely important issue So how to attract HR in both quality and quantity? One of the urgent solutions is that the company needs to improve its recruitment process so that it can easily find candidates who meet the job requirements and are suitable for the company
In light of globalization and technological advancements, Hung Viet Construction Trading Production Co., Ltd continually innovates management to enhance production quality Recognizing the significance of skilled labor in the challenging economic climate, the company actively seeks new HR solutions to meet workforce demands As such, recruiting personnel who align with job specifications becomes paramount.
The company has focused on human resource recruitment but there are still some shortcomings
During the actual research process at Hung Viet Construction Trading Production Co., Ltd., aware of the importance of recruiting personnel at the company, topic:
"COMPLETING THE HUMAN RESOURCE RECRUITMENT PROCESS AT HUNG VIET CONSTRUCTION TRADING PRODUCTION CO., LTD" was chosen as this graduation thesis.
Research objective
Investigate the present state of human resource recruiting at the organization, as well as basic recruitment difficulties
Propose suggestions to increase HR recruiting at the organization based on the given research scenarios.
Subject and scope of research
Research object
− Human resource recruitment at Hung Viet Construction Trading Production Company Co., Ltd in the period of 2021 - 2023.
Research scope
− About the location: Hung Viet Construction Trading Production Company Co., Ltd (B45 Ta Quang Buu, Ward 4, District 8, Ho Chi Minh City, Vietnam)
− About the content: Personnel recruitment at Hung Viet Construction Trading Production Co., Ltd., achievements, limitations and solutions to improve personnel recruitment at the company
− Regarding time: Focus on researching human resource recruitment in the period 2021 - 2023.
Research Methods
− Analytical method: Analyze and report on the company's recruiting challenges, as well as offer some alternatives to enhance recruitment quality, by synthesizing information and data from the HR department
− Statistical method: Combine existing data and information from the firm
− Comparison method: synthesizing data and comparing data between years helps reflect the status of the company's recruitment activities
Structure of the chapters of the report
The thesis is structured in 4 chapters:
• Chapter 1: Introduction about the Hung Viet Construction Trading Production Company Co., Ltd
• Chapter 2: Theoretical basis of recruitment
• Chapter 3: Current status of recruitment work at Hung Viet Production Trading Construction Company Co., ltd
• Chapter 4: Some recommendations to improve recruitment efficiency at Hung Viet Production Trading Construction Company Co., ltd
INTRODUCTION ABOUT THE HUNG VIET CONSTRUCTION
History of formation and development of Hung Viet Construction Trading
Table 1.1 Overview about Hung Viet Co., Ltd
Company name: Hung Viet Construction Trading Production Company Co., Ltd
Abbreviations: Hung Viet Co., Ltd
Type of business structure: Construction field
Headquarters: B45 Ta Quang Buu, Ward 4, District 8, Ho Chi Minh City,
Certificate: 0302622021 issued on May 31, 2002, at: Department of Planning and Investment of Ho Chi Minh City
1.1.2 History of establishment and development
Table 1.2 HUNG VIET CO., LTD foundation and development
2002 Hung Viet Construction Trading Production Company Co., Ltd (HUNG
VIET CO., LD) was established and change of Legal Representative
Change of company headquarters address: new address: B45 Ta Quang Buu, Ward 4, District 8, Ho Chi Minh City and next time adding business lines: real estate brokerage services
The company added another business line: Production, processing, buying and selling of packaging (no recycling of waste, pulp production, wood processing at the headquarters) Print on packaging (no printing on coated metal packaging at headquarters)
The company added name and address of business location: Hung Viet Construction Materials Store, address Thanh Nien Housing Area, Hamlet
3, Phuoc Loc Commune, Nha Be District; Business is buying and selling construction materials
The company added another business line: transporting goods by car (except specialized cars) Loading and unloading river port goods Real estate valuation Real estate trading floor
In addition to the commercial field, the company develops civil construction
Mission, vision
Providing the best construction solutions and services (reasonable prices and solutions with proper schedules), to meet customer expectations, helping customers achieve their goals in their business strategy their long-term business
We are committed to providing construction services from design, labor, material supply and project management, ensuring the best progress and quality We always emphasize precision and professionalism in every step of our work
HUNG VIET CO., LTD is gradually building a solid reputation in the Vietnamese construction industry
Gaining the trust of customers and business partners is an important factor contributing to the success of HUNG VIET CO., LTD
1.2.3 Company roles, duties, and authorities
To maintain consistency of the QMS, top management provides defined roles and authority to departments and individuals within departments, assisting in the
6 promotion of operational procedures and ensuring accomplishment The outcome is exactly what we predicted
Departments are responsible for reporting to leaders on the execution of the QMS and improvement possibilities, as well as assuring product satisfaction.
Business Philosophy
The company always puts quality and customer reliability first The quality of products/services before reaching customers is always of the best quality, meeting specialized standards and regulations.
The company's organizational structure and management apparatus and the
1.4.1 Organizational structure and management apparatus of the company
Is a member of the Board of Directors (and the Owner) The Director has the authority to decide on the substance of the Company's charter, as well as to change and augment it The Director manages and administers all of the Company's production
Resources Investment Business Production Design and construction Deputy Manaing
7 and business activities, executes contracts, and reviews department performance in order to establish acceptable policies for operations
Belongs to the Department of the Board of Directors The Deputy Director is in charge of aiding the Director in managing and operating the Company's activities, as well as studying and advising the Director on construction and production concerns Furthermore, the Deputy Director is responsible for the substance of documents in the given sphere of work, as well as signing them on behalf of the Director
Performs economic analysis of the company's production and business activities, as well as monitoring the progress of monthly financial revenues and expenditures and reporting to the board of directors, recommending solutions To successfully employ money, plan to borrow capital for manufacturing and company promptly
Financial services include creating and collecting invoices, recording data in books, and delivering timely information to support the Director's decision-making Manages and recruits staff, as well as dealing with employee policies such as insurance, social, and welfare Monitors employee records and resumes; develops labor regulations, wages, and payment methods
Provides real estate brokerage services and oversees real estate transaction offices in terms of operations Providing support services for real estate sales, transfers, and rentals
Manage the investment preparation process, compile reports on investment project implementation, manage and ensure material supply to implementing units, and accurately and timely reflect Examine the raw material supply condition in terms of amount, quality, kind, and value, and calculate and distribute the value of raw materials utilized for various objects precisely and swiftly
Inspect and monitor production processes at workshops; Monitor the company's production situation to ensure the proposed technical requirements
Responsible for developing construction drawings, drafting project design documentation, managing and supervising new construction projects, and maintaining infrastructure on a regular basis to ensure safety Ensure the project's safety Establishing investment preparation procedures and conducting investment projects in construction safety equipment and facilities Product QC in the building and mechanical domains
1.4.2 Organizational structure of the human resources department
Figure 1.2 Organizational structure of Human Resources department
- Department Head: Supervise and be responsible for managing all departmental work, assist departments and the board of directors with matters pertaining to the organization's human resources
- Recruitment Department: The department that is directly in charge of locating and luring talent for the company is the recruitment department In order to comprehend the hiring requirements of every department, employees must
9 collaborate with other departments, organize and carry out recruiting campaigns, and post job advertisements on relevant media platforms
The Compensation and Benefits Department plays a crucial role in establishing equitable and competitive employee compensation and benefits They develop and implement policies and procedures that adhere to legal requirements By conducting market surveys, they stay abreast of industry trends and ensure that the company's salary and bonus structures remain competitive Additionally, the department establishes a robust salary scale system to ensure internal fairness and transparency in compensation.
- Administrative Department: In charge of managing corporate assets and processing paperwork, processes, and personnel records is the administrative department Maintain and make sure the company's facilities are in optimal shape at all times Plan company events and business travels
- Training and Development Department: Plans to organize training and human resource development programs in accordance with employee needs, company development orientation and regional orientation.
Business performance results of HUNG VIET CO., LD for the period 2021-
Table 1.3 Business performance results for the period 2021 - 2023
From 2021 to 2023, the company's business situation tends to decrease This is because the economy is gradually destabilizing In 2021, the economy will have good changes after the Covid-19 pandemic, so construction demand tends to increase In
2022, the economy will stabilize, so the company's revenue will increase the most in 3 years In the period 2022 - 2021, the company's revenue increased compared to the previous year and achieved stable growth, specifically revenue increased by 5.18% In
In 2023, the conflict between Russia and Ukraine has impacted the global economy, leading to a recovery from the COVID-19 pandemic for some countries However, the escalating raw material prices have increased production costs Consequently, import and export activities have declined compared to 2022 The prolonged challenges have forced companies to reduce production, lay off workers, or reduce employment, significantly impacting their operations This has resulted in a substantial drop in revenue, reaching a three-year low in 2023.
THEORETICAL BASIS OF RECRUITMENT
Concept and role of human resource recruitment in enterprises
Nowadays, the term "HR" is used and talked about a lot, it is no longer strange to everyone This is completely understandable by any organization or business
For business or activities in different fields, HR is needed to operate, survive, and develop Thereby we can see the importance of HR in today's businesses
Tran Kim Dung (2009) said, "The HR of an organization is formed on the basis of individuals with different roles and linked together according to certain goals" (p.1)
2.1.2 Concept of human resource recruitment
Recruitment is a process of attracting individuals promptly, in sufficient numbers and at the right time (Smith, 2004 and Walker, 2009)
Recruitment is a process that involves, finding and selecting applicants predicted to have desirable capabilities, skills, dedication and able to contribute to their organizations (Mayson and Barret, 2006)
According to Hoang Van Hai and Vu Thuy Duong (2005), human resource recruitment is the process of searching and selecting personnel to meet the needs of businesses and supplementing the necessary workforce to achieve the goals that businesses set fabricate
Human resource recruiting involves identifying, attracting, and selecting suitable candidates, both internally and externally, to fill vacancies within an organization Its core objective is to recruit individuals who possess the necessary skills, qualifications, and motivation to contribute to the growth and success of the company Effective HR recruiting practices are essential for businesses to ensure a steady stream of qualified talent to meet their staffing needs.
Recruiting and choice are the two processes of personnel recruiting (Nguyen Huu Than 2012; Nguyen Van Diem and Nguyen Ngoc Quan, 2007)
According to Nguyen Huu Than (2012), recruitment is the process of attracting qualified individuals from a variety of sources to apply for positions The recruitment procedure has a significant impact on the quality of candidate profiles obtained This is a complicated process that has a direct impact on the organization's labor quality
Nguyen Huu Than (2012) defines selection as the process of picking the best candidates for a certain job post Following the completion of the recruitment step, the following stage is selection
2.1.3 The role of human resource recruitment
The role of recruitment is a forum for building potential that can be withdrawn by the organization if needed Recruitment as a practice or activity is carried out by the organization to identify and attract potential employees (Santos et al., 2020)
2.1.4 The importance of human resource recruitment
The role of HR recruiting in business: Recruiting HR will help businesses in having an appropriate HR staff to operate and maintain, seeking to fulfill the HR goals and plans set out, as well as satisfying the requirements of partners Human resource recruiting is the first step in business management and has an influence on the company's short- and long-term future goals
HR's role in employee recruitment: Employees will receive help from recruitment
HR since they will have greater access to job prospects and more options to choose the best position for themselves
Unemployment is presently a huge concern in any culture since it produces a variety of issues such as welfare expenses, morale, security and order, social life, and so on Consequently, recruiting HR will aid in job creation, lowering the unemployment rate, and mitigating the effects of unemployment Recruiting HR also helps workers in increasing their knowledge and credentials, as well as contributing to social growth.
Recruitment sources
2.2.1 Recruitment sources within the enterprise
Internal recruitment sources are also known as internal recruitment By choosing this recruitment source, the main target audience is the company's employees They can self-nominate or be promoted to a new position by their superiors based on each person's abilities and qualities
According to Tran Kim Dung (2009), this recruitment source has the following advantages and disadvantages:
− Businesses save money, time, and effort on recruiting and training since their employees are familiar with the company's culture, working environment, business field, and operational goals
− Create a competitive working environment for employees, informing them that to be promoted to higher positions, they must show working ability, loyalty, and a positive attitude, thereby contributing to increased business productivity
− Firms have quality resources, particularly at the management level, because firms have time to study and learn about potential employees and what they have done for the company
− Because this recruitment source is confined within the area of the organization, enterprises are limited in the number of individuals applying, making it difficult to find quality candidates
− Because employees are familiar with the manner of working and are educated about the culture and working environment, recruiting from inside might lead to stereotyping, a lack of excitement, and inventiveness at work
− Causes a "loop" phenomenon in recruitment because when recruiting internally, a stable position can become an "empty chair" when employees must rotate to another position, taking the employee in the same position
2.2.2 Recruitment sources outside the enterprise
External recruitment source: External recruitment source is the search for and choice of candidates outside the company through advertising and communication so that candidates can easily access recruitment information easiest and fastest
According to Tran Kim Dung (2009), this recruitment source has the following advantages and disadvantages:
− Businesses have many options in finding the most potential and suitable candidates because the source of candidates is diverse, not limited in quantity and quality
− New employees will bring new sources of energy, new thinking, and new ways of working to the business, contributing to innovation in the way the company operates and develops
− Compliance and compliance with company regulations and routines are guaranteed
− Businesses must spend time and money to recruit compared to using internal sources
External recruitment practices, utilized by organizations to fill leadership positions, can inadvertently erode employee morale This is due to the perception among existing employees that their own talents and contributions are overlooked in favor of external candidates This can lead to a diminished sense of value and motivation, ultimately affecting overall productivity and loyalty within the organization.
− Requires businesses to have a good welfare regime compared to competitors in keeping employees, especially highly qualified employees.
Factors Affecting Human Resource Recruitment
According to According to Nguyen Ngoc Huyen (2013), there are many factors within businesses that affect human resource recruitment, such factors include:
Business development goals: Each business has its own set of missions and goals
They all have one thing in common, though: they are all concerned with the long-term survival and success of the company
Prestigious image of the business: In business, the phrase "reputation" is always placed first, especially in today's economic situations Businesses must not only build trust with their clients through product quality, but also with their employees by providing a pleasant working environment and a welfare policy
Financial ability of the business: Businesses must invest in recruitment charges to find quality HR for the organization The quality of recruitment affects a company's financial capabilities The greater a company's investment, the easier it is to recruit qualified people
Human resource needs of the department: Depending on the size and business field, each business will have recruitment needs for each department Recruitment needs will depend on the work needs at each time of each different department
Attitude of business administrators: Administrators must be aware of the importance of human resource recruitment in the business and must have an unobstructed vision in operating and using HR so that effectively
According to Nguyen Quoc Đinh (2017), such factors include:
Political stability fosters an environment conducive to economic growth Absence of unrest and conflict allows for the improvement of material living standards, leading to increased optimism and overall enhancement of the nation's morale.
Socio-cultural factors: This is considered the "cradle" that contributes to the formation of human morality and personality A good culture and society in a locality or region will contribute to building a good country
Legal system and legal policies on recruitment: When recruiting, each business will have different recruitment methods and methods to suit the actual situation of the company such as financial ability, scale - business field, etc
Competitive environment of businesses: Any industry or business field is competitive, especially in the current economic period In addition to competing in finding investors, finding consumer markets businesses also must compete in finding
Supply and demand relationship in the labor market: This factor greatly affects the recruitment of HR of businesses If supply is greater than demand, that is, the supply of labor on the market is greater than the need for businesses to recruit HR.
Recruitment process
The recruitment process involves a variety of activities beginning with the identification of employment aims and then developing strategies and recruiting activities such as job advertisements, job interviews, etc (El Ouirdi et al., 2016)
This is the first stage in the recruitment process, so employers need to prepare carefully for this step The necessary things to do in the recruitment preparation step are:
- Research diverse types of documents and state regulations related to typical recruitment such as the Labor Code
To ensure effective employee selection, Lewis's framework establishes three key selection standards: general organizational standards, departmental or divisional standards, and individual job performance standards These criteria guide the evaluation process, ensuring alignment with the organization's objectives and the specific requirements of each role.
- In addition, employers need to have a specific recruitment plan such as how long the recruitment period will take, what are the requirements for candidates, how many people need to be recruited
Currently, there are many forms for employers to choose from to post recruitment notices Businesses can choose one or combine multiple forms of notification to bring the highest efficiency The content of the recruitment notice should be brief but must ensure that it provides complete basic information about the company, the position being recruited, job description, how to apply so that candidates can clearly grasp the information
Nowadays, HR departments of organizations look to utilize social networks towards recruiting employees as a new approach (Head Worth, 2015) Some common forms of notification include:
- Advertising in newspapers, television, social networks (Facebook, Linkedin )
- Through the labor service office and labor brokerage center
- Announcement on company website, job website (vn.indeed.com,
- Vietnamworks, Careerbuilder, Timviec365, Timviecnhanh, Jobstreet)
After synthesizing all application documents, the employer will select applications suitable for each position to be filled to schedule a face-to-face interview
In this step, the employer will briefly read each candidate's profile to generally evaluate the standards of gender, age, education level, professional capacity, health status of the candidate Through that, employers will eliminate applications that do not meet the requirements and retain applications that meet all standards Screening resumes will help employers save time in the interview process, because they won't have to spend time interviewing unqualified candidates
The preliminary interview, conducted by the HR department, serves as the initial stage of the interview process, typically lasting between 5-10 minutes per candidate (Nguyen Huu Than, 2012).
The purpose of this interview is to create conditions and opportunities for candidates to directly contact representatives from the Company Through the interview, the employer will make a preliminary assessment of the candidate through appearance, communication skills, personality this helps the employer to eliminate candidates
The employee does not meet the standards for the job position that needs to be recruited from the beginning
To be able to accurately assess a candidate's professional ability, employers often choose testing and multiple-choice methods Specifically, this method helps businesses test candidates' professional ability, necessary skills, foreign language ability, and skills Some popular tests such as IQ tests, general knowledge tests, professional aptitude and ability tests, personality tests
Testing and multiple choice have many advantages such as:
- The results will be more correct and objective than the interview method because it will reduce the risk from the interviewer's subjective judgment
- Discover the candidate's hidden talents, abilities and aptitudes that were not clearly revealed during the interview
- Helps classify candidates to arrange candidates with similar characteristics and personalities in the same job, team, or group They will easily integrate and cooperate with each other, thereby increasing efficiency and productivity
- Helps save recruitment costs and time When employers need to recruit suitable people from a large number of candidates, using a test will help employers save a lot of time In addition, this evaluation method helps companies recruit workers with high labor productivity, thereby helping the company save costs and improve work efficiency
Besides the above advantages, this method also has many accompanying limitations, specifically:
- Accuracy is not absolute A multiple-choice test will not completely reflect the candidate's ability Depending on the job position being recruited, employers
19 need to consider carefully in choosing the type of test to achieve the highest efficiency
- The candidate's answers are not truthful Some candidates have a lot of experience taking part in multiple choice tests or they have researched and prepared in advance, they will deliberately answer differently to suit the employer's wishes or to create the best image most professional At that time, the employer will have inaccurate assessment results, leading to the risk of recruiting the wrong person
The head of the specialized department of the job post to be filled conducts the second interview, often known as an in-depth interview or selection interview (Nguyen Huu Than, 2012) Because this is a crucial interview stage, it normally lasts between
30 and 45 minutes, depending on the job position Panel interviews, group interviews, individual interviews, behavioral descriptive interviews, and other methodologies are frequently used by organizations in selection interviews
The goal of the selection interview is for companies to evaluate candidates on a variety of criteria During the interview, the employer will ask a series of questions to elicit additional information from the candidate in order to establish whether the candidate is a good fit for the organization Furthermore, for selected candidates Employers will mention issues such as salary and benefits to discuss with candidates
According to Tran Kim Dung (2018), employers use verification and inquiry to clarify unknowns to prospective candidates
Based on the information in the candidate's job application, the employer will contact the candidate's former colleagues, acquaintances, teachers, or former leaders to learn more about their personality and working attitude In schools, unique instances such as vocations needing high security (treasurer, flight attendant ) may necessitate a good understanding of the candidate's family background
Health is a key criterion in the qualifications for candidates Even if a candidate passes all the qualifications for professional competence, education, and character, his
Medical examinations during the recruitment process are crucial for ensuring the health and well-being of new employees A candidate who meets the physical requirements for the position is less likely to experience health issues that could impact their performance and productivity By screening for health conditions, organizations can mitigate the risks associated with hiring an unhealthy individual who could potentially compromise the quality and output of work, ultimately hindering the company's progress.
CURRENT STATUS OF RECRUITMENT WORK AT HUNG VIET
Personnel situation at Hung Viet Construction Trading Production Company
3.1.1 Number and structure of labor (gender, level, age, profession )
Labor structure by gender in 3 years from 2021 to 2023 is shown in the following table:
Table 3.1 Data on personnel structure by gender
Table 3.1 shows that the proportion of male workers is always greater than the proportion of female workers HUNG VIET CO., LD always keeps the number of female employees at around 30% and the number of male employees at 70% This is explained by the nature of the business model; the unique profession of manufacturing and construction involves visiting to the construction site and engaging in construction production, therefore more men are required Because of the nature of the work in the factory and on the construction site, workers must meet strict physical and health standards in order to complete heavy duties successfully That is the reason the number of male employees always accounts for a larger proportion than female employees Between 2021 and 2022, the proportion of male workers rises from 71.2% to 72.01%, while the proportion of female workers hardly changes (from 159 to 185)
The number of female and male employees in 2022 is the highest in the last three years Because the Company was executing plans to increase production scale and invest in modern manufacturing lines at the time, which resulted in increased human resource requirements During this period, the Company will need to develop a new resource to run and manage newly imported machinery In addition to recruiting unskilled workers, the Company will look for and hire qualified applicants for important positions The company would emphasize hiring men for machine operating and maintenance roles As a result, the proportion of men in the labor force grew considerably (from 393 to 476)
The necessity to construct housing and infrastructure, such as schools and hospitals, will, however, sharply decline as a result of our nation's economic collapse by 2023 For this reason, the company has made the difficult decision to make significant staff reductions, which is the typical method faced by businesses in that year The greatest three-year decline in the number of workers occur in 2023, when the number of male workers will drop from 476 to 356 and the number of female workers will drop from
According to data table 3.2, the number of workers with "Regular Vocational Training" credentials is the greatest From 2021 to 2023, "Regular Vocational Training" employees will account for a large portion of the Company's total workforce Manufacturing and construction need a large workforce with few credentials In the period of 2021 - 2023, the Company's labor structure will gradually decrease by level of development, because a large number of employees have been fired, so the quality of labor is increasingly decreasing
Workers with "University or higher" qualifications in 2021 accounting for 6.89% of total workers; workers with "College" accounting for only 3.62%; workers with
In 2022, the company prioritized employee quality, reflected in the increase in "Intermediate" qualified workers (5.25%) and the decrease in "Untrained" workers (4.53%) Despite facing challenges in hiring qualified labor, the company continued to recruit "Untrained" workers due to the scarcity of skilled candidates.
23 individuals to fill building needs, despite the fact that training them costs money and time
There will be no "untrained" people in the Company's labor structure in 2022 Other qualified workers with merely a "College" degree have a huge variation in proportion, rising sharply from 3.62% to 9.08% as the Company concentrates on attracting skilled people to develop their skills Excellent labor contribution During this time, the Company has won a number of significant, modern projects As a result, the Company has implemented on-the-job training activities to equip "untrained" workers with sufficient skills and knowledge, so that they can work effectively and achieve high productivity, while ensuring that the products and projects that reach customers meet their needs During the economic expansion in 2022, the company has found the resources to survive and grow Having the energy and enthusiasm of youth as well as the experience, knowledge and abilities of people with many years of experience and career, contributing to the long-term success of the Company
The Company's production methods and construction processes will be greatly affected in 2023 Workers with "University or higher" degrees will decrease sharply, accounting for a very small proportion of about 3.56%, down more than 4.09% % compared to the previous year, and other training systems also decreased significantly such as "College" accounting for 6.92% (down 2.16%) and "Intermediate" accounting for 4.94% (down 1.11%) These skilled individuals primarily hold occupations such as interpreters, accountants, technicians, and secretaries Meanwhile, the vast majority of workers have "primary vocational", "formal vocational training" or "untrained" qualifications These workers often work in the manufacturing and construction industries, so they do not require high professional qualifications; Instead, they only need a basic understanding of production and construction; No need for deep professional knowledge Because in 2023, the company has had to cut a large number of personnel to continue operating, so it will no longer focus too much on professional qualifications At this time, the company is completing unfinished projects in 2022 This is a period of great difficulty for the company, the economy fluctuates in a sharp downward direction, and mass layoffs of employees are a common situation for businesses
Table 3.2 Data on personnel structure by qualifications
Amount of people % Amount of people % Amount of people %
According to the statistics in table 3.3, the Company's workforce has a significant share (>50%) of the Company's staff in the period 2021-2023 As a result of the workforce Because the bulk of the Company's employees are construction and production workers, it requires a youthful, healthy staff to achieve maximum output This is an active age, and they are eager to learn, acquire new information, and adjust rapidly to changes in the workplace and social environment This team is really
25 forward-thinking They can, however, simply shift employment at this age if they locate one with better pay
Workers "from 30 to 45 years old" make up the next greatest proportion, representing the workforce with several years of experience The bulk of them will work in critical roles or oversee minor phases of production They will be in charge of guiding and supervising new staff because they have past experience They educate new staff Their job-hopping rate is lower than that of young workers since they are more inclined to select a stable job at this age
The workforce "Over 45 years old" makes up the smallest proportion These are individuals with many years of work experience, sufficient knowledge and abilities, and who have contributed to the Company from its inception to the present They frequently hold significant jobs such as department directors, consultants, and supervisors
Table 3.3 Data on personnel structure by age
Amount of people % Amount of people % Amount of people %
❖ Labor structure by training profession
Table 3.4 Labor structure by training profession
Amount of people % Amount of people % Amount of people %
HUNG VIET CO., LD Company's workforce primarily comprises professionals in "Design - Construction," constituting over 50% during 2021-2023 The company's focus on construction necessitates a skilled workforce in these areas Additionally, "Technology - Engineering" personnel account for over 25% of the workforce due to the company's involvement in manufacturing building materials Business, marketing, and accounting professionals are also in demand, reflecting the company's broader operations The remaining workforce is distributed across the language industry and various other sectors.
3.1.2 Situation of Personnel Fluctuations at HUNG VIET CO., LD in the period of 2021 – 2023
Table 3.5 Personnel fluctuations at the Company in the period from 2021 - 2023
Number of employees at the beginning of the period
The number of employees increased during period
The number of employees decreased during the period
Number of employees at the end of the reporting period
Recruit offline Quit Maternity Other reasons
According to table 3.5, the Company's workforce base decrease from 2021 to 2023
In specifically, the total number of employees in 2021 is 552, and by 2022 it will climb to 661 (a 109-person increase over the previous year), and by 2023, the number of workers will decrease dramatically to 506 (down 155 people compared to 2021) The amount of additional personnel hired in the three years 2021 - 2023 is relatively large The majority of workers are hired using internet recruitment sites However, because this role requires resources with extensive work experience, the organization will emphasize internal recruitment in crucial positions such as department heads and team leaders Based on the statistics shown above, it is clear that the Company's human resource requirements increase year after year, demonstrating that the Company is rapidly developing and expanding its scope In the period 2021 - 2023, the number of unemployed workers fluctuates at a normal level Specifically, in 2021 there will be 35 people quitting their jobs, in 2022 there will be 28 people quitting their jobs and in
2023 there will be 30 people quitting their jobs These workers are mainly construction
28 workers at construction sites Their age is quite young so they tend to easily change jobs and find new jobs with better salaries.
Recruitment status at HUNG VIET CO., LD
3.2.1 Recruitment needs at HUNG VIET CO., LD
Table 3.6 Table of Human Resouurces recruitment needs of the Company in the period 2021 - 2023
I Total number of employees of the
Based on the facts in Table 3.6, the Company's recruiting needs in the three years from 2021 to 2023 have been carefully outlined based on characteristics such as gender, industry, and credentials It is simple to observe the recruitment requirements in Each year is unique, according to the various needs The recruiting demand in 2021 is 90 individuals, 110 people in 2022, and 80 people in 2023 Due to the nature of the profession, the Company will always need to hire more males than women in the three years 2021-2023
By 2021, the number of male workers required for recruitment will account for 80% of the total, with women accounting for 20% Construction workers to have the biggest demand (64.45%), followed by production workers (17.78%), and the remaining positions have a relatively low percentage As a result, the requirement to hire people with "regular vocational training" and "untrained" qualifications continues to be the most prevalent However, the Company needs to hire additional personnel such as a production manager, information technology personnel, design personnel, accountants, and mechanical and electrical personnel Candidates for these positions must have professional degrees and work experience, preferably at the "college" level or higher
In 2021, the "intermediate" level will account for 8.89%, "college" for 16.67%, and
In 2022, men will account for 73.64% of recruiting demands, while women will account for 26.36% Because the Company is extending its scope, recruiting demand for the job of "construction worker" continues to rise dramatically in comparison to
2021 As a result, the proportion of "regular vocational training" continues to rise, accounting for 63.64% However, the Company does not hire "untrained" employees since it understands that hiring untrained employees would need time and money for training
In 2023, both male and female recruitment numbers plummeted, the number of male workers need to be recruited amounts for 78.75% of the total, while women account for 21.25% Construction workers and production workers are the occupations that require the most recruitment Because these professions do not need a high degree of education, the firm primarily concentrates on recruiting individuals with "regular vocational training" accounting for 56.25%, "elementary vocational training"
31 accounting for 32.5%, and "not having passed vocational training" accounting for 8.75% The number of untrained workers takes on cleaning and security positions Because during this period, the company cut a large number of personnel, so it did not recruit untrained workers
3.2.2 Personnel recruitment sources of the Company
Candidates in the Company are recruited through two sources: internal and external recruitment sources Each position has different recruitment needs, so the Company will consider choosing a suitable recruitment source Statistical table of the Company's
HR recruitment results by recruitment source for the period 2021 - 2023 helps evaluate the effectiveness of each recruitment source
Table 3.7 The Company's personnel recruitment results are classified by recruitment source in the period 2021 - 2023
❖ Internal recruitment sources of the Company:
In the year 2021 - 2023, the Company's use of internal human resources is still fairly restricted Table 3.7 shows that the number of personnel recruited through internal resources is still fairly low; precisely, the number recruited from internal sources stands for 9.88% in 2021, 9,28% in 2022, and 9,09% in 2023 Currently, the Company exclusively hires middle management roles such as deputy directors, department heads, deputy managers, and certain other positions such as production department heads and team leaders from internal sources Because they are significant jobs, individuals who occupy them must have experience, professional capacity,
32 abilities, and, most importantly, be committed to the organization and understand its culture As a result, because this is a management level, these positions often account for a relatively small number in the labor structure, and recruiting is only opened when the person holding this post retires or takes maternity leave However, the number of hiring within the business decreased steadily between 2021 and 2023, suggesting that the company is looking for talented candidates that are a better fit for the company
❖ The Company's external recruitment sources:
According to the figures in table 3.7, most employees are hired from outside sources It will account for 90,12% in 2021, 90.72% in 2022, and 91.91% in 2023 Companies that depend on government assistance make up the majority of external sources for hiring In order to facilitate job listings, they will collaborate with government construction organizations, as they are unable to hire a big number of people simultaneously In order to supply labor for the project, the business also collaborates with partners and subcontractors The firm may find a lot of labor from partners and subcontractors because of this network
The following approaches are used by the firm to acquire external sources:
- Method 1: Referral from company acquaintances When a recruitment requirement arises, the Company will post an announcement in the company group so that employees can present themselves to their colleagues They will be aware of the compensation, culture, and working style of the company's members because they are employees They will introduce talented individuals that are qualified for the position This helps to shorten the recruitment process The HR department merely needs to evaluate and thoroughly check the documentation before issuing a probationary period As a result, this strategy is less expensive but extremely successful, helping to reduce training time when they have prior experience
- Method 2: Post job postings on websites and job search groups (for example, indeed.com, TopCV and timviec365.vn) The advantage of this technique is that it allows the firm to reach a large number of individuals; nevertheless, posting job advertisements requires the company to pay a fee to rent such sites However, this strategy has several drawbacks because there are many individuals applying;
33 some are qualified for the job, while others live relatively far away from the company due to its location in District 8, a residential neighborhood Not as congested as the city center districts As a result, many job hopefuls face challenges since the distance to the Company is too great Furthermore, because the Company lacks a transportation support policy, it has been unable to draw resources from remote locations
Government partnerships play a crucial role in filling vacancies State construction firms can collaborate with organizations such as the Ministry of Construction, Department of Construction, and human resource units These entities provide recruitment support and information Additionally, when substantial labor requirements arise, companies reach out to these agencies for assistance in securing the necessary workforce.
3.2.3 The Company's personnel recruitment process
High or low recruitment efficiency depends on many factors, but "Human resources recruitment process" is the most important factor that determines the results of recruitment activities Therefore, the most important task of each company is to create a suitable and complete recruitment process
Below is the recruitment process that has been and is being implemented at Hung Viet Construction Trading Production Company Limited in the period 2021 – 2023 The Company's recruitment process includes 8 steps:
Team Leaders/Department Heads base on operational plans and construction production plans to know the HR needs of each department and division
Comments on recruitment at the Company
Construction Production Trading Company Limited has been in operation for 22 years During this period, the company's operations improved and became more efficient, leading to increased productivity and efficiency Through analyzing the characteristics of the labour structure and recruitment process, it shows that the recruitment process at the company has achieved many successes, specifically:
Firstly, State-owned companies should have an abundant source of candidates, being a state-run enterprise, the company can readily obtain assistance from government departments and agencies like the Ministry of Construction, Department of Construction, or human resource management units in the construction sector These agencies can help companies by posting job openings, gathering candidate profiles, and managing the process of hiring a large number of unskilled workers, thereby preventing a labor shortage
Second, the Company has a clear recruitment process with 8 specific steps Every stage has a clear assignment of duty to the appropriate department In order to prevent labor excess, the human resources recruiting strategy is constructed based on the production and business plan as well as the demands of each department
An efficient hiring process plays a crucial role in attracting and retaining top talent With a swift turnaround of 10-15 days, organizations can optimize their hiring expenses while reducing the time and effort involved Prompt application reviews, timely interviews, and efficient hiring decisions minimize the hiring timeline, benefiting both companies and applicants Moreover, this streamlined process enables organizations to respond swiftly to urgent HR needs, ensuring business continuity and maintaining work progress.
Fourth, the company has a good welfare policy, the company complies with legal regulations on employee rights and welfare At the same time, it is also the social responsibility of a state-owned company to ensure fairness and protect the rights of workers
Firstly, the company has not promoted free recruitment brands such as Facebook and Linkedin, as internal recruitment sources and recruitment sources through referrals are still not enough to meet the human resources needs of the company and human resources department People are often interested in low-cost recruitment sources or will try free recruitment packages to find candidates to save costs for the company, but because of the low cost, the number of applicants and access to the company's job postings is quite low Instead, you can post recruitment vacancies on Facebook and Linkedin This makes it simple for companies to contact a broad pool of possible applicants, saving them time and money on hiring qualified staff
Second, the general form has not been used to evaluate interview results and the probationary process During the selection interview, managers will make general comments based on verbal discussions about the candidates In addition, during the probationary period, employee evaluation is only based on the company's observations of the candidate and the actual results they achieve The company absolutely does not perform these two processes on the general evaluation form This means that the assessment results will not be objective towards the candidate
Third, the process of welcoming new employees is not yet complete Currently, welcoming and receiving new employees is quite time-consuming; Most employees
56 spend two hours waiting for the IT department to install and arrange working equipment
Fourth, the company only interviews professional qualifications for senior positions and does not apply to other positions Because of this, employers might miss searching for applicants who have the capacity to advance to more senior roles in the future A candidate's capacity to grow and advance is completely reflected in their current professional qualifications Companie risk missing out on possible individuals who might significantly contribute to their future success if they fail to consider elements like learning, flexibility, and adaptability Besides, the company may ignore new and innovative ideas from people with diverse skills and experiences
CHAPTER 4: SOME RECOMMENDATIONS TO IMPROVE RECRUITMENT EFFICIENCY AT HUNG VIET CONSTRUCTION TRADING PRODUCTION
Basis for proposing solutions to improve recruitment at the company
4.1.1 The Company's business strategy for the period 2024 - 2029
HUNG VIET CO., LTD has made significant advancements in the construction industry, prioritizing customer feedback to enhance product quality In upcoming endeavors, the company aims to conclude current projects and bid for critical ones Market expansion plans include expanding cement and plaster distribution agents nationwide to provide accessible quality products Furthermore, HUNG VIET CO., LTD continues to invest in automation to establish a modernized production process that aligns with international standards.
4.1.2 Orientation for developing the company's human resources
The employment of a human resource with the requisite credentials, knowledge, and professional qualities to function in the most effective manner is required for the automation of production lines In the next term, the Company will focus on recruiting criteria for talents, credentials, and a number of specific needs for each job role to improve the quality of human resources In addition, to increase people quality, establish a particular training plan for each present personnel role in the organization
To enhance company efficiency, the Company wants to form a team of highly competent individuals soon, based on its business strategy Combining that is the Company's connection of all employees and workers to build the power of solidarity to encourage the growth of an increasingly strong Company.
Some solutions to improve recruitment at HUNG VIET CO., LTD
In addition to using current recruitment channels, companies need to consider and make decisions to give recruitment costs appropriately and effectively to other recruitment channels available on the market Each channel will access different
58 candidate sources, helping the company improve the quality of candidate profiles There are two recruitment channels that I recommend to the company:
4.2.1.1 Recruitment on social network Facebook
The business is not very interested in using Facebook or other free recruitment platforms There are a lot of possible prospects drawn to this recruitment channel The Company now has a fanpage on Facebook, but the board of directors is in charge of managing it In order for the human resources department to publish job adverts and conveniently track and respond to inquiries from candidates, the company must create a separate Facebook page specifically dedicated to the HR recruitment And below is the account and sample recruitment post proposed by the author
Figure 4.1 Sample recruitment advertisement on social media Facebook
LinkedIn is a highly regarded recruitment channel among employers, as evidenced by its ranking as a top choice in the 2017 Global Talent Recruiting Report This platform continuously demonstrates its effectiveness in connecting employers with qualified candidates, making it an indispensable tool for recruiters seeking to identify and attract top talent.
HUNG VIET CO., LTD should utilize LinkedIn for recruitment to enhance candidate quality By establishing a recruitment channel on LinkedIn, the company can access a wider pool of qualified candidates and improve its employer branding This strategy has proven successful for reputable companies like L'Oréal, Shopee, and TikTok, and it holds significant potential for HUNG VIET CO., LTD to enhance its talent acquisition efforts.
Figure 4.2 Human resource recruitment posting form on Linkedin
Figure 4.3 Channels that help businesses build recruitment brands
(Source: Global Talent Recruiting Report 2017) Table 4.1 Recruitment packages at Linkedin
By creating a free account, the company will update information such as the Fanpage channel on Facebook In addition, LinkedIn will have an added "Post" category for businesses to post recruitment ads When a company first creates an \account, it is necessary to promote the employer brand first to attract more interactions Then, post the job in the "Post" section to find candidates
-Businesses are allowed to share recruitment news with more than 500 million candidates, send 15 InMails to candidates without prior connection, suggest candidates, and know which
$74.99/month/30 InMails candidates are interested in the company
-Send 30 InMails to candidates without prior connection, suggest candidates, know which candidates are interested in the job
-View candidate profiles at the maximum level of level 3 member accounts
-View candidate profiles at any level
4.2.2 Criteria for evaluating interview results and probationary process
4.2.2.1 Evaluate interview results using a common form
Candidate interviews are taking place at the company based only on what the interviewer sees and evaluates, without specific, clear and transparent forms Therefore, I provide the following interview results evaluation form to help managers have evaluation criteria expressed on specific documents, with evidence of all relevant information to each candidate evaluated during the interview
Table 4.2 Evaluation form for candidate interview results
CANDIDATE INTERVIEW RESULTS EVALUATION TABLE
Problem solving and situation handling skills
Skills to work under pressure
Knowledge about the position applied for
The scale is rated from 1-5, in which:
Save your profile for the next recruitment
Ta Quang Buu, District 8, day… moth… year…
4.2.2.2 Develop criteria for evaluating employees during the probationary period
For any new job searcher, the probationary period is very important The company offers two months of probation for all positions This allows tracking and observing new employees, their attitudes towards work and associates Employees have time to familiarize themselves with their work environment and how the company works in general What results did they achieve during this time? Therefore, companies need to be more objective in evaluating candidates during the probationary period to create opportunities and retain candidates with positive attitudes and potential This will help them avoid wasting time, effort and money I provide the following two evaluation forms for the new employee probationary process:
- The first assessment form is for candidates to evaluate themselves During the two-month probationary period, they will list and review everything they have done Have the goals been achieved as set? If implemented, at what level? Explain why you did not achieve it Are there any wishes that you would like to communicate to the company? This is an opportunity for candidates to see for themselves, accurately evaluate results and express their desires for the company
Table 4.3 Self-evaluation form for the probationary process for new employees
PROCESS SELF-ASSESSMENT RUBRIC TRIAL FOR NEW EMPLOYEES
Time Undertaking Goals Actual results
OPINIONS AND SUGGESTIONS FOR THE COMPANY
- Second test assessment form for Management level: During the probationary process, employees are evaluated on their working consciousness, attitude, capacity and skills
Table 4.4 Probation process evaluation form
Full name of employee: ……… Position: ……… Department: ……… Probation start time: ……… Probation end time: ………
Spirit of cooperation at work
Spirit of economical use and protection of company assets
Ability to work individually and in groups
Keep records for future hires
Ta Quang Buu, District 8, day… moth… year…
4.2.3 Complete the process of welcoming new employees
For businesses in today's market in general and at HUNG VIET CO., LTD in particular, receiving and welcoming new employees on the first day of work is an extremely important step Show the company's care and professionalism to new employees, leaving a good impression on the first day of work A company's image
A company's reputation and success are significantly influenced by its operational practices and employee values Recognizing the importance of this, it is recommended to enhance the onboarding process for new hires on their first day This streamlined procedure will not only expedite the company's hiring tasks but also provide crucial support for new employees as they familiarize themselves with the organization's fundamentals.
Table 4.5 Proposed solutions to improve the process of welcoming new employees
Stage Current process Proposed Solutions
In order to set up functional equipment for new hires, recruitment workers must spend time visiting each department to inquire with the manager regarding seating They must then report back to the IT department
- The new member's arrival has not been formally announced to departments or team members
- Candidates are not given any consideration by the HR department prior to the first day of work
-Create an employee mapping system for the entire organization (the IT department is in charge of this) In order to save time for recruiting personnel to visit the location to verify, the Department Manager modifies and organizes as appropriate when a new employee joins the team, changing each member's working seat on the system
- Provide department colleagues with advance email notice of the new hire's arrival (the author has included an example letter in Appendix 1)
-Before the job acceptance date, the candidate should be contacted by phone or text by a representative from the Human Resources department to inquire
68 about any concerns they may have with housing, transportation, health, etc Simply update the data trust from the applicant, as well as showcasing the company's consideration and politeness
At the welcome session for new employees
- The business gets the paperwork ready for prospective hires to fill out
- Plan for support personnel to greet new hires on their first day of work
- There was no introduction of the candidate to the guidance staff during the "handover" between the human resources department and the personnel in charge of new hires
- Well done However, on the day that they are welcomed to work, the company's leadership should meet with new hires in addition to the staff at the start of the hour to demonstrate the commitment and consideration shown by the organization
- The HR department ought to initiate communication between the involved parties, exhibit professionalism, and enhance the standing of the department's supervisory personnel
On the first working day
- The person in charge introduces everyone and gives guidelines for how things should operate
- On their first day, new hires are informed by the administration and human resources department about: working records, check-in and check-out timings, etc
- At the end of the day, provide new hires a chance to express their opinions on their first work environment, hiring, getting ready to welcome staff, etc
4.2.4 Interview about professional qualifications for all departments when recruiting
Depending on the position applied for, the interviewer's professional qualifications for the candidates are different Below I will suggest some positions that can participate in professional level interviews for employees
Table 4 6 Positions can participate in professional level interviews for employees
During interviews for positions involving subordinate management, the candidate's professional abilities and management aptitude are often assessed by their direct manager Direct managers possess valuable insights into the role's qualifications and essential skills due to their firsthand experience in the position Their participation in the interview process ensures that the candidate's suitability for the position is thoroughly evaluated.
During the interview process, senior executives such as Directors and higher managers may participate to evaluate a candidate's strategic vision and leadership capabilities They assess how the candidate aligns with the organization's overall goals and strategy, ensuring that the individual's skills and competencies contribute to the company's success.