1. Trang chủ
  2. » Luận Văn - Báo Cáo

Human resource management midterm project topic recruiting and orientation

19 1 0
Tài liệu được quét OCR, nội dung có thể không chính xác
Tài liệu đã được kiểm tra trùng lặp

Đang tải... (xem toàn văn)

Tài liệu hạn chế xem trước, để xem đầy đủ mời bạn chọn Tải xuống

THÔNG TIN TÀI LIỆU

Thông tin cơ bản

Tiêu đề Recruiting And Orientation
Tác giả Để Minh Anh, Nguyén Thi Anh Thu, Nguyễn Đức Huy, Nguyén Trinh Nhi, Nguyén Thanh Tự, Lé Quéc Tuan
Người hướng dẫn Ms. Nguyễn Thị Thanh Hoa
Trường học Ton Duc Thang University
Chuyên ngành Human Resource Management
Thể loại Midterm Project
Năm xuất bản 2023
Thành phố HCMC
Định dạng
Số trang 19
Dung lượng 1,13 MB

Nội dung

Step 4: Review candidate profiles: Review the profiles and personal information of candidates.. Here are some ways to source candidates from universities: ¢ Contacting the universities t

Trang 1

VIETNAM GENERAL CONFEDERATION OF LABOUR

TON DUC THANG UNIVERSITY FACULTY OF BUSINESS ADMINISTRATION

DAI HOC TON ĐỨC THẮNG

TON DUC THANG UNIVERSITY

HUMAN RESOURCE MANAGEMENT

MIDTERM PROJECT

TOPIC: RECRUITING AND ORIENTATION

Lecturer: MS NGUYEN THI THANH HOA

Subject: Human Resource Management

Major: International Business

HCMC, November 2023

Trang 2

MEMBER LIST

No

Full name Student ID Task Evaluation

Nguyén Thi Anh

Thu (Leader)

Nguyễn Đức

Huy

Nguyén Trinh

4 ˆ ; 720H1580 Task 1+Present 100%

Nguyén Nhi

Nguyén Thanh

5 Tự 720H1628 Conclusion+Present 100%

ú

6 Lé Quéc Tuan 720H1629 T 100%

Trang 3

TABLE OF CONTENTS

MEMBER LIST 2 PROJECT INTRODUCTTION - . SH HH nọ HH HH nh 4 THE RECRUITMENT AND THE EMPLOYEE ORIENTATION PROGRAM 4

2.2.1 Definition of Orientation cố 12

as e-mail access, personnel policies and benefits, and expectations in terms of work behavior: 16 2.2.2.2 Help the new employee understand the organization in a broad sense (its past,

2.2.5.4 Socializing into the Firm’s Culture and Ways of Doing Things: 16

CONCLUSION - - << HH TH HH HH HH HH TH HH TH ng 18 REFERENCES 19

Trang 4

PROJECT INTRODUCTION

Talent management is a holistic approach in HR that focuses on acquiring, developing, motivating, and retaining high-performing individuals Its goal is to establish

a motivated workforce committed to the organization's long-term success HRM plays a crucial role in implementing talent management processes and achieving strategic management objectives It aims to attract top talent and enhance the capabilities and engagement of the workforce

May Holdings, an Interior & Build Company, is facing staffing challenges and needs to recruit an accountant, an IT engineer, and a sales team leader within the next three months The HR team at May Holdings is assisting Ms Marlene, the sales manager, in developing a human resource strategy to meet these recruitment needs The strategy includes recruiting techniques and orientation programs The HR team also aims to propose suitable training programs to ensure the smooth integration and development

of the new hires within the corporate environment

THE RECRUITMENT AND THE EMPLOYEE ORIENTATION PROGRAM 2.1THE RECRUITMENT

To have 3 employees: 1 accountant, 1 IT engineer and 1 sales team leader we need

to recruit So what is recruitment?

1.1.1 What is employee recruiting?

Employee recruiting is finding and/or attracting applicants for the employer's open positions

2.1.2 Recruiting process:

2.1.2.1 Selection methods Internal/External source?

Because the company urgently needs to recruit people and requires quality employees So in order to attract and have a diverse source of candidates, we believe that recruiting candidates from External sources is the most reasonable We offer the following 3 recruitment methods from External sources:

Trang 5

2.1.2.1.1 Recruiting vía Website(Linkedin, Top CV):

Recruiting via websites like LinkedIn and Top CV involves utilizing these platforms to search for, select, and attract candidates for job positions Here is the process of recruiting through these websites:

Step 1: Create a company profile: Provide information about your company, industry, organizational culture, and other details to attract candidates

Step 2: Post job openings: Provide a detailed and clear job description, including job responsibilities, requirements, skills, and qualifications, benefits, work environment, and any other appealing factors

Step 3: Search and filter candidates: Use the search and filtering features on LinkedIn and Top CV to find suitable candidates Search based on job titles, skills, locations, and other criteria to narrow down the candidate pool

Step 4: Review candidate profiles: Review the profiles and personal information of candidates Evaluate their work experience, education, skills, and achievements From there, select candidates to be interviewed and contact them to conduct the interview

2.1.2.1.2 Recruiting via Social Media ( Facebook and

Instagram )

"Recruiting via Social Media ( Facebook,Instagram ) " For recruitment on Facebook and Instagram platforms, recruitment staff will run ads through Fan Pages that have many Likes and Followers, and can also invite KOLs, KOCs, to promote about job vacancies, benefits, etc In addition, we can integrate recruitment advertisements through short videos in the Watch section on the Facebook application and the Reels section on the Instagram application Recruiting through Facebook, Instagram offers benefits: Wide reach, Precise targeting, Integrated recruitment platform, Interaction and engagement, Reliable reviews

Some common strategies for recruiting via social media include:

Trang 6

e Job postings and advertisements on Fanpage of the Company

e Employer branding

e Networking and engagement

e Employee referrals

e Direct sourcing and talent mapping

2.1.2.1.3 Recruiting via University:

Recruiting through universities is a common method to search for and hire young, talented individuals with potential Additionally, it provides an opportunity for your company to build long-term relationships with universities and enhance its brand within the student community

Here are some ways to source candidates from universities:

¢ Contacting the universities to learn about their recruitment programs and related events for candidate sourcing

e Leveraging university channels to announce company's recruitment such as: posting job advertisements on the university's website, in student newsletters, or social media and online forums associated with the university

¢ Participating in university recruitment events: Universities often host recruitment events like job fairs, interviews, and panel discussions, offering companies the chance to meet and learn about potential candidates

¢ Utilizing career counseling services: Universities provide career counseling services for students, allowing them to share job information and recommend suitable candidates for company

2.1.2.2 Resume screening

After receiving the candidate's profile, the employer will screen and evaluate the profile They eliminate applications that do not meet basic requirements, such as candidates without a college degree or without work experience in software development They will then review the detailed skills and experience of the remaining

Trang 7

candidate profiles to determine who is best suited for the software engineer position Candidates with at least 2 years of experience working in software development and with specialized skills in Java, Spring and Hibernate will be highly appreciated In addition, candidates also need to be able to communicate fluently in English

After the evaluation process, the employer will create a shortlist of potential candidates based on their profile Candidates on this short list may be invited to participate in the next round of interviews to further evaluate their abilities and suitability for the job

Profile filtering process:

Step 1: Preliminary screening - Employers review candidate profiles and eliminate those that do not meet basic criteria For example, the profile of a candidate without a bachelor's degree in Information Technology will be discarded

Step 2: Compare and evaluate - Employers compare elements in candidate profiles with recruitment criteria For example, employers compare a candidate's work experience with a requirement of at least 3 years of experience Candidates who do not meet this requirement will not be selected further

Step 3: Review additional information - Some candidates who have passed the preliminary screening and comparison review step may be asked to provide additional details, such as a list of projects involved or List of used technologies

2.1.2.3 Interview

Interview is a procedure designed to solicit information from a person’s oral responses to oral inquiries

¢ Before the Interview:

>» For the IT Engineer position: Ms Marlene will require their knowledge in Programming knowledge, Knowledge of operating systems, Networks and systems, Database, Information security, Debugging and repair skills,

Trang 8

> For the Sales team leader position: We will focus on candidates’ Persuasion skills, Product/service knowledge, Customer relationship management skills , Competitive spirit , and Soft skills, communication skills

>» For the Accountant position: We will assess candidates’ knowledge of financial analysis, Meticulousness and precision, Knowledge of taxes and financial regulations, using accounting software such as Excel, financial management

software (e.g SAP, QuickBooks, Oracle) is very important

>» Prepare appropriate tests for each position

e During the interview:

>» Interviewer will ask some basic question about the personal information of employees

>» Interviewer will request employees do some test about their professional position

> Test for each role:

For the Sales team leader position: We choose Test of cognitive abilities, A "test of cognitive abilities" is an assessment designed to measure an individual's cognitive or mental abilities These tests are used to evaluate various aspects of cognitive functioning, including memory, attention, problem-solving, reasoning, spatial abilities, language skills, and processing speed

Verbal Reasoning: Requires candidates to read and understand short passages or job-related information about some goods They then need to answer questions about meaning, relationships, and how to persuade customers to buy goods

Problem-solving: If the customers want a cheaper price but the employer can only offer this price, the employees need to give the solution for this situation

For the IT Engineer position: We choose Achievement test, An "achievement test” refers to a type of assessment that is designed to measure a person's Knowledge, skills,

or accomplishments in a particular subject or area

Trang 9

Computer skills test: For jobs related to information technology, employers may ask candidates to complete a test to assess computer skills, use of software or other tools other technical tools

Professional test: Requiring specialized Knowledge, employers may require candidates to take a test related to the professional field of the job, such as How to create a website, how to code, For the Accountant position: We choose Achievement test

Professional test: Requiring specialized Knowledge, employers may require candidates to take a test related to the professional field of the job, such as business accounting software, financial management software or tax software Master data entry, report creation and data analysis in the accounting system

Language skills testing: Employers may require candidates to complete written, reading and listening comprehension tests in English or other languages other languages (depending on job requirements)

Tax laws and regulations: Employers may raise questions about tax laws and related processes for complying with applicable tax regulations Such as How is corporate tax calculated? What are the regulations on corporate tax deductions? What are common forms of corporate tax evasion? How do VAT (value added tax) regulations apply?

e After the Interview: We Assess and collect preliminary information from candidates:

Education: Candidate has a bachelor's degree in Computer Science, which is an appropriate educational level for the IT field

Knowledge of foreign keys: The candidate has provided a precise and clear definition of foreign keys in database management This shows that the candidate has a solid understanding of the basics of database management

Trang 10

Ability to write SQL queries: The candidate wrote a correct and effective SQL query

to retrieve a list of orders from a customer named "John Smith" This shows that the candidate has basic SQL query writing skills and can apply their knowledge in practice Understanding of data security: The candidate provided a concise definition of data security and listed basic security measures This shows that the candidate has an understanding of issues related to data security in the IT field

Overall, the candidate has demonstrated solid professional knowledge in the IT field, has relevant experience and the ability to apply knowledge into practice These points can help employers evaluate a candidate's suitability for the job position and make a final decision

2.1.2.2.1 Wrap up

For the IT Engineer position:

Assess suitability: Candidates for the IT Engineer position are based on what was discussed in the interview Candidates have skills such as programming knowledge and 3 years of experience as a programmer

Evaluating personal impressions: We feel that the candidate answered questions very confidently and clearly during the interview process, the candidate has good communication skills, and logical problem-solving skills

Ask more questions to the candidate: We want to know about the candidate's future directions as well as their expectations for development in this field, what they want to achieve in their job as an IT Engineer, whether the candidate wants to work for

a long time or just for a short period of time

Notice of the next process: We will notify the expected time to notify the interview results, asking candidates to provide necessary documents

For the Sales leader team position:

10

Ngày đăng: 03/10/2024, 16:04

TỪ KHÓA LIÊN QUAN