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TOPIC Question Why say Human Resource Management is both difficult and complex? According to you, what is the change of human resources management in the current period ? As an administrator, what you to manage your employees an effective way Question In your opinion what is a good human resource management ? Give an example about a good manager who you know to analyze and illustrate Question Case study in Phong Phu Textile Company What does Phong Phu Textile Company should to attract more candidates ? What something wrong that Phong Phu Textile Company had in the whole process of candidate recruitment ? What the reason that Hai did not fulfill his duties? What does Phong Phu textile company need to in order to improve the effectiveness of recruitment? TASK Question 1A: Why say Human Resources Management is both difficult and complex? Indeed, human resource management always is a difficult and complex job Because of the following reasons: • Human resource management acctually is management for people Each person has own personality and own think, therefore the behaviors are And there are have thousands of people in a business (or organization), they are staff, middle management to leadership Although they work together in an organization, but they have different the goals and aspirations So how these wishes, their thoughts can interoperate with each other and make them fully develop the potential, work efficiency and reduce waste of resources, common aim is to business development is a core mission This is enormously difficult mission of HRM • Human resource management is both of a science and art - As the science of human resource management is show as: executives of administrator should be based on scientific reasoning and management principles to solve problems, not based on subjective personal thoughts For example, a new employee to work but has shown depressed and want to leave the job This will affect the brand and reputation of the company At the same time, it also caused other employees to ask questions: "What is happening?" In this case, HR managers need to address the problem immediately HR Director to find out what makes employees want to go Due to frustration with the fact, he feels himself not fit for the job, personal pride or internal conflicts After identifying the true causes, HR managers need to analyze plausible that there is no remedy that? How to resolve? Normally, the employee will leave or stay involved Maslow pyramid of needs: survival, safety, sharing, show status and realization of the ideal If HR managers know what level of employees’ problems, he will find the appropriate solution - As the art of HR is show as: as said above, HR management is a science but not always apply the principles, processes rigidly as objects manage the particular object the object of a rational biological and social relationships arise constantly The more society develops, the relationship between them as rich, diverse and complex both in breadth and depth, both tangible and intangible So if overused principles would be a serious mistake Art of management is in the low staffing, operations management wants to bring efficiency in addition to execute it in a scientific way, it is necessary to use a flexible, creative suit circumstances and specific situations • Human resources director is a psychologist, a good listener and communicate effectively, and is a strategy well - HR Director is a psychiatrist: because of the particular agent is connected to all departments in the company Therefore, HR managers must be knowledgeable psychology to understand each person in the organization For example, a guy head high-paying, work is not much pressure, relationships with people quite well but insisted resigned If knowledgeable, HR managers will realize that he is bored because the work He wanted to realize the ideal itself However, where he works can not meet demand So if giving him new challenges, the company will retain a good employee - HR Director must be a good listener and understand the opinion of the department Upon learning of their aspirations they need to clearly communicate goals, mission, strategies leadership of the company to them Sometimes, there are regulations promulgated from the top down Staff felt forced However, if HR managers know how, all these difficulties would be cleared For example, the regulation of hours of work in the enterprise Some people feel uncomfortable when notice would penalize those who are late HR Director should explain to them: The regulations that impact how the business of the company Why they have to comply with When understood and smoothly, the staff will be happy to make regulations - An ideal HR managers who have the ability to give the board of directors of the development strategy For example, when the company co-operate with the main partners, the HR director is person who making personnel plans for the project HR managers must to predict the trend of manpower resource development and have a planning to response Question 1B: According to you, what is the change of human resources management in the current period ? • Business environment changing: in this stage, the business environment changes rapidly around in the world, as indicated by changes in both the external environment and internal environment The external environment including the macro environment as natural conditions, economic, technological, sociocultural, political, population, and the microenvironment such as suppliers, customers, competitors competition, substitute products, the labor market And internal environment includes factors such as mission and business objectives, corporate culture, human resources, finance, products, distribution channels, technology of the coal enterprise Managers need to identify the factors that affect the business environment of their business most of the stages and circumstances for priority elements before processing, and also needs consider whether their business is limited or obsolete elements to build a plan to improve and develop elements that aim for sustainable development of business in the present time and the future • Work environment changing: the rapid development of the internet, globalization trends and the use of human resources, the global environment today and in the next decade are significant changes These trends change the work environment today and in the next 10 years include: - Enhanced technology application: the development of this technology is estimated to be times faster than 10 years ago Technological change has had a positive impact negatively on the environment in the enterprise Information travels faster, better applications, more job cuts have gradually created a big gap between talent and ordinary employees Problem solved redundant personnel during the war for talent and the future is the most intense activity and the most challenging for the staff - The work environment more flexible, more multicultural: the working environment in the future will become more flexible The younger generation tend to put out more and more demanding requirements for business owners, including requirements applicable mode flexible work hours so that they can balance work and life In addition, the trend will gradually appear "global citizen" and "global labor", where the labor market is cross-border Besides, globalization also affects the corporate culture and work culture Imagine the future, one company is the boss of Vietnam Vietnam, the head of Malaysia, the employee Sing, an American manager is no longer a far-fetched story Multicultural environment within the company as well as challenges for HR managers, who have talented harmony between cultures to create maximum value for the company - The organizational structure of the business more lean and smarter: businesses will increasingly tightened and streamlined costs of labor This is inevitable There will be no excessive costs for training and development, will no longer surplus personnel weaknesses but instead is the quality management system optimization The company will be harmony of different management technologies (through globalization) and create the most exquisite models and most economical The employees of the company will also have to work more versatile, cross-functional groups will be established to regularly deploy the project to the company without incurring any additional cost to the company • The combination of business strategy and human resources strategy We need to consider human resources as the core competency of the company, the factors that make a difference and bring competitive advantage for the company The human resource activities should have combined forces to create the possibility of achieving the goals of the company Relations with the human resource business strategy of the company represented by the following: For example, the relationship of human resource planning with cost reduction strategy and innovation strategy is shown in the following table: Business Strategy Cost reduction strategy Business featured HR Policy o This strategy focus on lower price making • Recruitment: minimize recruitment, overtime, outsourcing or hiring temporary labor o Checking in focus way o Decrease maximum cost • Division of work: towards specialization • Outcomes Evaluation: assessment by short periods • Payroll Management: consider external relations (compare with outside companies) • Training: minimize training, only shortterm skills training (if have) • Recruiting employees: employees are youth and highly qualified multi-purpose Innovation strategy o The goal of business is to create exceptional products • Check out: opportunities for staff and accept mistakes o Enterprise encourage maximum creativity in work • Training of human resources: versatile, increased testing activities • Rewarding timely base on work performance • The transition from manager to executive director (CEO): as mentioned in the previous section, human resources management nowadays is a combination of science and art, the science here means management principle, and Art of management is meant to be leadership Managers today have to execute the business management and also is the leader to call for response and soli darity of all people in the enterprise, there is such a new business can be next competition and the development of intellectual economy today The difference between a manager and CEO profile as described below: Manager CEO o Often surrender for circumstances • Overmaster for circumstances o Watch over • Innovation o As a photocopy • As an original o Focus on systems and structures • Focus on human resources o Check, monitor and resolve issues o Short-term vision • Encouragement, communication by trust o Respond to the complexity • Long-term vision o Look at the last line • Responding for change o Accept status • Looking to the horizon • Always challenging problems • The property of competition changes: due to changes in the business environment, work environment, markets, customers, technology, globalization leads to a change in the nature of competition between firms The nature of competition has changed the trends described in the table below: Old competition New competition o The boundaries between companies are clear (specific business) • The boundaries between companies are relative o Diversity business field • Sales are distinctive o Enterprise can establish a plan for the future • Businesses can imagine about future’s trends o Business is a battlefield, rivals mut be eliminated • Competition with the best customer service o Reach for the largest market share is the only way to win • Competition by winning more opportunities than for market share • The staff assessment changes - The capacity of each employee only fit a certain field: no one is incompetent and nobody has absolute power, develop the staffs only can capacity develop when their task were arranged appropriately - Capacity with many different levels: gifted, talented, genius - When assessing capacity should not rely solely on the end result which is based on the complexity of the job, the independence of the work done and the work conditions • Motivating change: to develop the capacity of staff and retain the best staff we need to apply many ways to motivate and encourage, such as salary increases, bonuses, training and more delivered right term based on the theory of Maslow's hierarchy of needs theory and Herzberg's two factor Especially for those who are good at encouraging factor is very important, it has the effect of creating excitement and satisfaction of their employees work for the company • The organization culture change: corporate culture is more and more important focus, distinctive and more creative and go deeper Before people think that corporate culture is pure fun together, same uniform, hau n greet, but today's corporate culture is reflected in the confidence factor, and recognize emotions knowledge, creativity and enthusiasm of each individual business Question 1C: As an administrator, what you to manage your employees an effective way • If want to administer effectively, you must yourself administrators effectively at first You must be a good ethical governance, have authority and dare to responsible if you are wrong, always as the pioneer in building activities of corporate culture, friendly communication the staff, always a good mirror for employees to follow • Select a management method according to the needs of employees, this approach is known as "situational leadership" - The effectiveness of the management is determined not by the management style that preferred by manager, it should by style of management to fit the needs of employees - Depends on the ability and confidence of the staff when performing a specific task, we can choose one of variety management styles to apply If the employee's ability is low, use a style more instructive If the employee has reached a certain level of work, use the type of management style advice If employees have adequate skills but lack confidence, use style support, and finally, if the employee is capable and confident, use the style hierarchy, authorization • Work orientation for staff: an excellent manager need to ensure that each of employees aware of the assigned work Staff will understand their role, work productivity and achieve the highest efficiency if have the support and guidance from their boss This is also an important factor to improve the relationship between employees and managers • Providing the tools to the job: employees must have all the tools and material to perform their individual job They include tools, appropriate work space, the support of the management, accessibility and skills required, training courses In addition, the guidance is indispensable, especially in the early days of the employee's work It helps employees adapt to new roles, along with colleagues and working environment with ease • Build the organization culture, working environment: the manager should introduce company culture to employees Factors such as professional ethics, rituals, cooperation behavior and warning that employees want to know because it impact to their daily activities directly In addition, the employer should ensure everyone is working toward common goals, giving them confidence and communicate openly • Reward timely and fair discipline: in HR management, reward and discipline are the daily work When an employee works fine, if he is rewarded timely that motivate himself and he will continue to cheer and play capability Conversely, it needs a fair discipline depending on the each situation when he got mistake to ensure that every member of enhanced sense of responsibility Special attention should be praised when accompanied by a sincere thank or reward attached to it as well, the rewards can be cash, stocks, vacation, promotion And when critics should briefly review the accuracy and detail, denouncing the attack rather than offend people or individuals, employees not compare this with other employees, should be positive criticism and the amount of criticism • Understanding the aspirations and circumstances of each employee: every employee always have goals and aspirations and can separate different work-related, the next addition to the company, they there are concerns about family, society weighed heavily on his shoulders If the leader does not mind and psychology, not take the time to understand the heart and mind of the staff then employer can not help staff focus and wholehearted dedication to the work and performance for the company • Training strategy for poor staff, and talents fostering Our economy is now moving her into an intellectual economy, where the human factor is the key factor determining the existence and development of a business The era of information technology makes things change dramatically, the competition is fierce between a business (battling for talent, skills and competencies of employees), so if the CEOs not have the strategy right from the start to train and upgrade the quality of human resources of their business in a timely manner and continually surely their business will be left behind and hard place standing in the market Question 2A In your opinion what is a good human resource management ? • Human resource management is a difficult problem and often unexpected by managers Staff, they have diverse personalities with different external appearance There are openminded, discreet person Furthermore each person to live in the particular circumstances Therefore, there is no rule as well as a calculation for all employees Due to its importance as well as the ingenuity and sophistication needed in this area that people often compare it as an art form known as "the art of human resources management." • A good manager is the person who knows the correct assessment of the capacity of each employee, how to encourage, inspire potential to help employees work enthusiastically But every person has its own advantages and disadvantages Each employee also so weak, strong and fully capable of making mistakes When that leaders must face the criticism and critical employees This is one of those jobs that require artistic and skillful conduct of the leaders to achieve the goal but did not cause damage to selfesteem or that employees lose confidence in myself How outspoken critic, fierce or gentle reminder, subtle reach high efficiency? That depends on each individual case and specific • There is no general solution to the human problem solving for all businesses That success depends on experience, the rational behavior of each of the managers Question 2B: Give an example about a good manager who you know to analyze and illustrate There are many famous and successful CEO, but to find a CEO who well known for art of the human resource management is not easy I did take a few days to go every major bookstore in HCM City, hundred type on google.com website to find a CEO that I found really resonates and consensus of opinion of the management personnel And I finally figured out, he's Tony Hsieh Let's find out more about Tony Hsieh via the following story: Not many company is regarded as "the happiest place to work" by employee as Zappos.com – and e-commerce company based in Nevada (USA) with 1,500 employees According to Fortune magazine, Zappos.com ranked No 23 in the list of 100 companies with the best working environment in 2009 Roberto M.Fernandez – famous professor of organization behavioral science, told the Saigon Businessman that Zappos.com is a particularly interesting case of human resource management and corporate culture, when he came to Ho Chi Minh City to talk about personnel management for leaders Tony Hsieh believes that creating fun work environment and employee happiness is a long-term profits Ten core values of "Zappos happy culture family" is: - Bring the feeling of happy for customers with great experiences (WOW experience) through customer service (sometimes exceeds their expectations, creating emotional connection, not even related to the discounts or promotions) - Catch trend and make the appropriate adjustments (most changes must be made from the chain in direct contact with customers) - Create a fun feeling comfortable (the personality and humor of each individual will help create the unique experience) - Be brave to receive the challenge, open and continuous innovation (though dangerous, go ahead and creatively pursue new things and learning how to learn from mistakes) - Pursuing growth and continuous learning - Build relationships by actively open communication - To build solidarity within the company - Improve productivity (doing more with fewer people) - Be passionate and determined - Be humble We can see throughout the 10 core values above are directly related to human resource management, entirely for the benefit and happiness of the employees in the company and its customers Tony Hsieh is an innovative leader In zappos.com, only those who truly love the work, considered the company's success is his success in the work The company is willing to pay $ 2,000 for new employees leave after the free training, if the employee does not fit the company's culture and not happy with the work "Instead of keeping the employees are not productive and fun, that will lead to more profitable if the company does not have the staff The money to pay for them to go, in the long term, is nothing compared to the damage caused to the employee if they are in the company to work "- Tony Hsieh explains In fact, Tony Hsieh said the employees happy with work will contribute at the highest level for the company and provide excellent service to customers Accordingly, all employees are ambassadors of the company and not just sales staff or board of directors Empowerment Cultural Professor Roberto M.Fernandez said about a theory of leadership skills, instead of doing all the work, leaders empower to employees At Zappos.com, loyal employees Every human being is valued, their personalities is developing Of course, Zappos.com is still using social media as a tool for employees to interact with the market and customers Blogs and Twitter are the two most used things Besides market approach brings transparency, social media is a way for employees to share inside information about the events taking place at the company, even those trends might affect their work, tips for staying healthy, happy family At Zappos.com also offers services such as a library, dining, health care is free That's not to mention the staff completed the class that the company held more then free them higher wages Company culture that Tony Hsieh built as profitable in the long run He said that the fast-growing company, but employees are not happy and stress, it is not sustainable growth, if not will collapse soon Question 3A: What does Phong Phu Textile Company should to attract more candidates ? • Advertising recruitment of this company is not attractive Good Advertising as below: - The title and summary of the company's organizational structure (to determine the candidate's motivation) - Clarity and creativity, follow to Slogan - Clearly define the objects - List more detailed characterized and criteria of the work - The rights of candidates, specify salary and remuneration - Honesty and work locations - Beautiful attractive form, the legality (not included in the household requirements for local public would violate the residing law) - Do survey to find the most effective advertising channel • Advertising should not so specific as requirements magazine press graduation • Able to attract candidates through personal relationships • Search in the textile industry association Question 3B: What something wrong that Phong Phu Textile Company had in the whole process of candidate recruitment ? • Mr Hai does not meet the recruitment criteria are: have a comprehensive understanding of textile industry • Mr Hai have no experience related to textile industry • The company has no specific test methods pre-employment Question 3C: What the reason that Hai did not fulfill his duties? • Maybe the director is not trust Hai and not empowered • Improper professional experience for the company • Insufficient capacity and experience to the position of PR Question 3D: What does Phong Phu textile company need to in order to improve the effectiveness of recruitment? • Build a job description for the position of public relations (PR) • Build tables of candidates requirements based on the job description to ensure that these requirements are set out in accordance with the work • Use the direct approach some good PR person through personal relationships • Evaluate candidates base on standards in candidates’ requirement board • Guide Mr Hai integration with the company and give him the time for getting used to the job -The End -