THE PROCESS OF RECRUITMENT AT QUANG THANH REAL ESTATE JOINT STOCK COMPANY

THE PROCESS OF RECRUITMENT AT QUANG THÀNH REAL ESTATE JOINT STOCK COMPANY THE PROCESS OF RECRUITMENT AT QUẢNG THÀNH REAL ESTATE JOINT STOCK COMPANY THE PROCESS OF RECRUITMENT AT QUANG THÀNH REAL ESTATE JOINT STOCK COMPANY THE PROCESS OF RECRUITMENT AT QUANG THÀNH REAL ESTATE JOINT STOCK COMPANY

VIETNAM GENERAL CONFEDERATION OF LABOUR

TON DUC THANG UNIVERSITY

FACULTY OF FOREIGN LANGUAGES

-INTERNSHIP REPORT

THE PROCESS OF RECRUITMENT

AT QUANG THANH REAL ESTATE

JOINT STOCK COMPANY.

Student: NGUYỄN PHƯƠNG QUYÊN Class: 10000102 (10AV2D)

Reg.No: 01001150 Supervisor: NGUYỄN THANH PHƯƠNG

April, 2014

First of all, I sincerely thank the teachers of Ton Duc Thang Universitywho have created conditions for me to get this internship time Specially, Iwould like to thank my instructor Ms Nguyen Thanh Phuong – MBA fromTon Duc Thang University who have wholeheartedly instructed, gave meknowledge and imparted practical experience during my internship period Ihave tried my best to implement her constructive suggestions and completedthis report in a comprehensive manner

I am also thankful and acknowledged to my supervisor Ms Pham ThiThu Hang – Director of Training and Manager of Online Sales Department ofQuang Thanh Real Estate Joint Stock Corporation for her all supports andguidance’s Besides, I would like to express big thanks to the staff of HRDepartment who have provided me valuable documents and practicalexperience All of them helped me to complete my report timely andsuccessfully

All the knowledge that teachers imparted and experiences I learnedfrom the staff in the company during the internship time will be baggage for

me on my career in the future

SCORE name & Signature Examiner 1’s full name & Signature Examiner 2’s full

In figures In words

Assessment criteria:

1 Content:

2 Organization:

3 Vocabulary, Grammar, Spelling and mechanics

Comments:

CHAPTER I: OVERVIEW OF QUANG THANH REAL ESTATE JOINT

STOCK CORPORATION 1

1 Information about the company 1

1.1 General information of company 1

1.2 History of establishment and growth 1

2 Function, missions, visions and core values 1

2.1 Functions: 1

2.2 Missions: 1

2.3 Visions: 2

2.4. Core value: 2

3 Organization structure of the company 2

4 Resources of the company 2

4.1 Facilities 2

4.2 Labor force 3

5 Business operation result of Quang Thanh Real Corp 3

5.1 Table 3

5.2 Chart 4

6 Advantages and challenges 4

6.1 Advantages 4

6.2 Challenges 4

CHAPTER II: ANALYSING THE ACTUAL SITUATION OF RECRUITMENT PROCESS OF QUANG THANH REAL ESTATE JOINT STOCK COMPANY 5

1 Personnel policies in Quang Thanh Real Estate Company 5

1.1 General learning about personnel policies 5 1.2 Personnel policies in Quang Thanh Real Estate Joint Stock

Company 6 1.3 Recruitment policies in Quang Thanh Real Estate Joint Stock

Company 8

2 Current situation of human resource recruitment in Quang Thanh Real Estate Joint Stock Company 9 2.1. Recruitment process 9 2.2 Factors affecting the human resources recruitment 12 2.3 Evaluating current situation of personnel recruitment in Quang Thanh Real Corp 14 2.4 Some solutions and petitions to improve the recruitment process in Quang Thanh Real Corp 15

3 What has gained during internship period? 18 CONCLUSION 19

CHAPTER I: OVERVIEW OF QUANG THANH REAL

ESTATE JOINT STOCK CORPORATION.

1 Information about the company

1.1 General information of company

 Company name: Quang Thanh Real Estate Joint Stock Corporation

1.2 History of establishment and growth

In August 20th, 2007 Quang Thanh Real Estate Joint Stock Corporationwas established Quang Thanh Real is doing business in a lot of fields,especially in introducing new products of company to customers

As a professional consultant and reputable distributor, Quang ThanhReal Estate Joint Stock Corporation wants to devote and bring the success totheir partners and customers Thereby, they want to develop Vietnam Realmarket be stronger

2 Function, missions, visions and core values

2.1 Functions:

Quang Thanh Real Estate Transaction Mark was formed with the hope

to create an effective, reliable information channel so that investors,organizations, domestic and foreign individual can approach and carry outproperty transaction quickly and safely

Concurrently, the Company will promote the professionalism and improvethe competitiveness of products on transaction mark

2.2 Missions:

 Gradually transform to provide diversified types of real estate services bythe most professionalism manner

Board of Directors

Accounting

Department

Human Resources Department

Sales person

Marketing Department

Sales Department

Personal Assistant

Project Department

 Continuously create, improve professionalism and do not stop providingoptimal solutions for creating the most favorable conditions to clients

 Be a reliable, reputable connection among buyers and sellers in real estatetransaction market

Improve activities of real estate in Vietnam to a new level

3 Organization structure of the company

Picture 1.1 Organization structure in Quang Thanh Real Estate

Corporation

(Sources: Human resources Department)

The organization structure of company is arranged scientifically andhas an important role in making business operation highly efficient

4 Resources of the company

4.1 Facilities

 Working environment impacts significantly on the creativity and workingproductivity of employees Understanding this, Quang Thanh Real EstateCorporation is always trying to improve facilities in the best to meetdemands as well as activities at the company for employees

 In order to ensure the best working conditions for employees, thecompany’s serve system is located in the prestigious telecommunicationsnetworks such as FPT, Viettel The computer system is always updatedlatest software that serves the jobs.

 Offices are scientifically designed, suitable for the requirement of teamworking The rooms are equipped with lighting, modern air conditioningsystem

 The company is constantly striving to build better facilities, some days thecompany’s employees will be working in modern buildings

4.2 Labor force

ChCChart 1.1 Structure of human resources in Quang

Thanh Real Estate Corporation

5 Business operation result of Quang Thanh Real Corp

5.1 Table

As per data of Accounting Department, business operation result of theCompany in recent months as follows:

Chart 1.1: Business operation result of Quang Thanh Real Corp

Comments: Gerneral, Quang Thanh Real Corp’s revenue is increased

every month In October 2013, it reached 1,632 billion VND and 4 months

later, Quang Thanh Real Corp reached 2,822 billion VND The revenue

increased by about 1,190 billion VND and the profit rose approximately 194

 There are many solutions to solve difficulties in real estate market in 2014and the coming years.

CHAPTER II: ANALYSING THE ACTUAL SITUATION

OF RECRUITMENT PROCESS OF QUANG THANH REAL

ESTATE JOINT STOCK COMPANY

1 Personnel policies in Quang Thanh Real Estate Company

1.1 General learning about personnel policies

1.1.1 Definition

Personnel policies define treatment, rights, obligations and relations ofpeople in an organization They are blueprints by which the organization runs– rules and procedures that protect workers and the organization from beingabused, put them in control of their job and keep them from making errorsthat will hurt the organization or one another It may be hard work to devise aset of policies, but when situations arise that need answer, you’ll see howhelpful they are

1.1.2 Including

Personnel policies may differ significantly from organization toorganization, but they must contain instructions and rules for dealing withissues and overcoming obstacles that may present themselves both duringdays and under extraordinary circumstances

They touch on relations (staff/staff, staff/ administration, etc.),expectations (hours worked schedules…), and ways of doing things (who gets

to use what equipment when, how to arrange a sick day…) that effectemployees’ life and running of the organization

1.1.3 Types of personnel policies

These may be classified into several categories depending on (1) theirsources (originated, appealed and imposed), (2) scope (general andspecific) and (3) from (written and implied) These may be stated thus:

 Originated policies: these are established by top managementsdeliberately so as to guide executive thinking at various levels

 Appealed policies: these are formulated to meet the requirements ofcertain peculiar situations which have not been covered by the earlierpolicies Such requests usually came from subordinates who fail to handlethe cases based on guidance offered be existing policies

 Imposed policies: these are formed under pressure from external agenciessuch as government trade associations and unions

 General policies: they reflect the basic philosophy and priorities of the topmanagement in formulating the brand plan for mapping out theorganization’s growth chart

 Specific polices: these policies cover specific issues each as hiring,rewarding and bargaining Such policies, however, should be in line withthe basic framework offered by the general policies.

 Written policies: they spell out managerial thinking on paper so that there

is very little room for loose interpretation

 Implied policies: they are inferred from the behavior of members (such asdress code, gentle tone while talking to customers, etc.)

1.1.4 Advantages of personnel policies

Policies as useful instructional devices offer many advantages to thepersonnel working at various levels These are:

 Delegation: they help managers operating at different levels to act withconfidence without the need for consulting superiors every time

 Uniformity: they increase the chances of different people at differentlevels of the organization making similar choices, when independentlyfacing similar

 Better control: as personnel policies specify the relationship sharedbetween the organization, management and its employees, they allowmembers to work towards achievements of the objectives of theorganization without friction/ conflict paving the way for better control

 Standards of the efficiency: policies can also serve as standards in theexecution of work They enable the management to see if they have beentranslated into action by various groups in the organization or not In thelight of actual performance existing policies may be subjected toamendments/ refinement

 Confidence: policies make the employees aware of where they stand inthe organization and create confidence in them while controlling routineand recurring problems They reduce chances of misinterpretation,misrepresentation and friction

 Speedy decisions: policies can speed up decision making by providing ablanket framework within which personnel decisions can be made Theysummarize past experience

 Coordinating devices: personnel policies help in achieving coordination

If organizational members are guided by the same policies, they canpredict more accurately the actions and decisions of others

1.2 Personnel policies in Quang Thanh Real Estate Joint Stock Company

Policies and procedures vary from company to company, so QuangThanh Real Corp also has itself own some important policies These are:

 Training and orientation

Once hired, employees typically go through an orientation and trainingprocess to learn about their new employer and how their job function fits into

the overall goals of the business During this time, employees may attendtraining sessions, shadow other employees, get assigned a mentor or includetraining and orientation procedures in personnel policies so that newemployees understand and are prepared for their new position.

There are number of courses that the employees will be trained withouthaving to pay tuition at Quang Thanh, such as:

 Vocational guidance

 Marketing in the real estate business

 Skills for working with customers

 Employee benefits

The company offers employees a diverse set of benefits, includingeverything from health, dental and vision coverage to short-term disabilitycoverage, life insurance, and employee housing and tuition reimbursement

 Work schedule, breaks and leave

Whether a company offers flexible schedules or employees work inshifts, personnel policies provide guidelines for when an employee shouldreport to the office for work and when he should leave Personnel policiesalso include the procedures for calling in sick, information on jury duty andhow time off for bereavement is handled

At Quang Thanh Corporation, all employees’ working time is from 8a.m to 5 p.m (from Monday to Friday) and from 8 a.m to 12 a.m (onSartuday)

 Salary

Title and pay are generally very important issues Recognition andearning money are the two main reasons most people work after all Whileemployees at your company will likely have diverse salaries, including salaryranges or a salary scale in personnel policies, where applicable will giveemployees an idea of how much money they can potentially make ifpromoted

 Performance reviews and promotions.

The reasons for reviewing an employee’s performance may seem obvious;However, the reasons for and the frequency of reviews should be part ofyour personnel policies Policies regarding reviews might make clear:

 Who does the reviewing?

 The standards or criteria used for reviewing the employee’sperformance

 The actual form that reviews will take

 How often reviews occur

 The consequence of a positive or negative performance review on anemployee’s job and advancement opportunities.

 Terminating employment

The Company should state how employees or employers can terminateemployment at a company The policies will outline how much advancenotice must be given and in what format, as well as information on severancepackages, returning company keys and equipment and ending access tocompany records

1.3 Recruitment policies in Quang Thanh Real Estate Joint Stock Company

The recruitment policy of Quang Thanh Real Corp provides a generalstatement in respect of the equality and diversity in the recruitment process,and provides greater detail for the following:

1.3.1 Equal opportunities in recruitment

It is against the Company’s equal opportunity policy and against thelaw in many cases to discriminate either directly or indirectly on the ground

of race, nationality, ethnic origin, gender, marital status, pregnancy, age,disability, sexual orientation, gender reassignment, and ethnicity, cultural orreligious belief

All employees are required to comply with the requirements of thispolicy at every stage of the recruitment process including production of jobdescriptions, advertising material, and instructions given to recruitmentagencies, shortlisting of applications, interviewing, selection decisions andoffers of employment

All Company’s policies and procedures reflect our commitment toachieving and maintaining equal opportunities within the workplace It is theresponsibility of every employee to monitor and evaluate formal and informalpractices and procedures to ensure that they do not directly or indirectlydiscriminate against any individual or group of society

Any employee who is found to be discriminating in any way duringthe recruitment process will be subject to the disciplinary procedure and may

be liable to dismissal

1.3.2 Monitoring equal opportunities, equality and diversity in recruitment.

In order for the Company to monitor the effectiveness of therecruitment and Equal opportunity policy, it is necessary that all candidatescomplete the Equal opportunity Monitoring Form Any data which iscollected regarding gender and ethnic origin will be collected solely for thepurpose of monitoring equal opportunities and will be held confidentially bythe Company and protected from misuse