Why say HR is both difficult and complex

Question Why say HR is both difficult and complex? According to him / her but also how changes in human resource management in the current period are? As an administrator, you to manage your employees an effective way Question In your opinion what is a good human resource management? Take, for example, a good manager to analyze fact Question Case study in Phong Phu Textile Company Phong phu Textile Company should to attract more candidates? Phong Phu Textile Company has something wrong in the whole process of candidate recruitment? The reason that customs does not fulfill his duties? Phong Phu Textile Company needs to to improve the effectiveness of recruitment? Question 1: Personnel management has difficult and complex because: Human Resource Management (Human resources management) is the science of people management based on the belief that human resources play the most important to the long term success of the organization or business Man is a dynamic object, a subject much has changed both in terms of the will, emotions, ambitions, hobbies, personality conflicts, etc The administration of human activities including: acquisition, maintenance and use of workforce development aims and tasks identified an effective way, while satisfying the target individual to participate in the general organization of the business and contribute to the implementation of the major goals of the community The activities of the human resource management includes many job specific nature of technical operations, payroll, labor organization in a scientific manner, the operational staff such as leadership, encouragement award determination of appropriate policies to ensure adequate rights of labor collectives, performance measures and measures of leverage Therefore: - Use of human resources in place so that effective, continuously improving productivity with the ultimate aim is to improve the overall effectiveness of the organization's business - Create conditions both physically and mentally to maximize the capacity of each individual in the mirror of the organization's enterprise application solutions and leverage the appropriate policy to stimulate the zeal, enthusiasm CB / NV to work with an organization's overall business; exploit the will for progress, the spirit of collective creativity to their employees that are prospects bright future as inextricably linked with the organization, so that they now show the dedication to the work assigned and are hearts loyal to the organization, now The changing trends in the human resource management today are:  The business environment changes: Need to learn the business environment and realize the business environment Managers need to identify factors that identify the business environment  Business strategy and human resource strategy: competitive strategy, with a difference, to create products and services with different properties, providing new added value for consumers This business strategy is very convenient for the market's sensitivity to low prices Each of these strategies often require human resources compatible with it, because if you not have this combined companies often can not achieve its goals  Work environment changes: Due to the restructuring of the organization, work environment changes when the change takes place on the job Working model to initiate changes to the type of training  The change between the operator and the manager: he runs a tame situation, always innovation, is an original, focusing on people, encourage trust and communication; vision drought management and response to change, always challenging problem The manager always succumb circumstances, the custodian job; copies; focuses on systems and structure; inspection and problem solving, short term vision; coping with complexity; look to the last line and accept the status quo  Changes in competition between old and new competition: Competition is the boundary between the new companies is relative, more diverse, tend to imagine the future, the best service for customers; edge competition to win the chance to win more market share Competition is old boundaries between companies clear business have unique properties, businesses can set up future customers; battlefield market is therefore to eliminate rivals, accounted for the largest share the only way to win  The employee evaluation is a change: Assessing the capacity is only suitable for a single field They only develop when there is proper arrangement and no one absolute power Capacity many different levels of skill, talent, genius When assessing capacity should not rely solely on the end result that must evaluate the complexity of the job, the independence of the work done, the work conditions How to manage employees effectively? Recommend personnel managers describe their ideal; Orientation for staff job: make sure every employee aware of their assigned tasks; Provide full information required for employees: ensure adequate information and tools needed to solve the assigned tasks; Create incentives for employees by showing them the benefits and rewards they'll get the job completed Assign staff work really challenging but not too difficult tasks that they can not perform Praise employees properly: evaluation of the effectiveness of regular employees, compensation at the same time as assessed by an effective job so they will work better if you feel worthy to receive the finance Shared leadership goals: to see their employees as an important link in the whole process of the company's operations At the same time need to share and help employees understand the mission, development and strategic planning of the company objectives and work orientation to help them achieve the best results; Reward employees: Give employees rewarded for good work and their dedication Question 2: What is a good human resource management? Human resource management is a complex field and difficult It covers issues such as psychological, moral; social It is a mixture of science and art of man management The administration does not make it easier for the administrator role becomes more important than ever A good administrator should know and master the analysis of environmental factors that affect directly or indirectly the work of human resource management A leader of the staff, to staff enthusiastically assured the administrator must have its own secret Arts management personnel are based on three simple tips but very effective to increase employee productivity, increase profitability and customer satisfaction Employees become more productive if they know you want them to something, they are doing the right praise and blame is not clear if they work well, but their personality must be respected: - Define objectives: This is the foundation for everything else, if not explicitly target not evaluated the work performance of employees - Praise: The smart HR management techniques applied praise of three basic parts: + Immediately praise: always praise their employees make good time, not to take that compliment + Praise specific: everyone wants to be treated well nhwungx feel like most people are saying is exactly what did a good job there + Share emotions: let your feelings speak; wisdom is what you think that is what you feel Emotional intimacy is better than the main idea of human relationships - Khiển trách: Sửa chữa điều sai trái nhân viên để tạo nên kết tích cực Có bốn quy tắc để khiển trách hiệu quả: - Reprimand: Fix what's wrong with the staff to create a positive outcome There are four rules to reprimand effective: Immediate reprimand when employees wrong + Concrete reprimand: not generalize "You make me want mad " and when asked why blame the human resources are clearly good reasons for them to be able to modify + Share feelings: once you explain what it is doing wrong, please explain how you feel about it: angry, annoyed, frustrated or feeling + Talk for good people to know they can do: Stop reprimand by telling employees that attitude that you are not criticizing the attitude that you often see in them and much less attitude desired future Misconduct that is only a temporary phenomenon In essence they are good employees If so will you draw attention of the blame on what they did wrong, not drawing attention to the way you treat people like that  Get real example of a good administrator: Madam Mai Kieu Lien Board Chairman and CEO of Milk Joint Stock Company Vietnam (VNM) graduate of meat and milk processing in Moscow, Soviet Union She joined the VNM in the position of an engineer in charge of producing milk and yogurt Truong Tho Dairy Factory, Dairy Company - South Coffee Hold the position of CEO since 1992 After 37 years with Vinamilk, more than 20 years in the position of the head of Mrs Mai Kieu Lien - Chairman of the Board and CEO of JSC Vietnam Dairy gave VNM become a major brand, reach the list of 200 companies’ best in Asia - Pacific, and among the top 50 companies milk the worlds largest in 2017 To achieve this success she has specified company policies in each period: - Development of human resources strategy, identify goals that human resource investment training human resources knowledge high - Establish policies trained human resources, wage policies, compensation policies for employees, hiring policies - On the basis of human resources policy, the company has confirmed VNM position and achieved encouraging results as: + In hiring: Apply methods of assessing the application, interview and try to close so early in labor quality is good + Team contingent good leader many experience Lap objects is the focus dig create the engineers in foreign countries Construction pair of contingent of young leaders as the core simultaneous focuses culture construction Vinamilk + Ensure the rights and obligations of health insurance, social insurance, welfare building, bonus, clear, concise discipline; Create confidence and focus for officers and employees at work Besides that Vinamilk have also existed weaknesses of the personnel, recruiting: - The recruitment: Recruiting personnel outside the company so educated and expensive training costs, limited professional training - No focus on training and developing human resources properly: the number of employees by more (about 1,800 employees) and Xuan generally apply to line up the new technology requirements for professional staff to operate adapt to new technologies - The management team can not properly manage HM functions so not really effective in the management of staff Not working properly motivates employees’ means Question 3: Case study in the rich textile company Phong Phu Textile Company should to attract more candidates? - The company's advertising is not appealing Building must ensure that advertisements for recruitment objectives apply: + A brief summary of the company's organizational structure to provide incentives for applicants and the title of the job target + Advertisement quality: be clear and creative, advertising needs to determine if the object and is characterized by job position applying for - Describe the person applying for the job (for example PR location of Phong Phu Textile Company): You have the passion to contribute to society, you want to be respected by the capacity to work potential of the company - If the candidate's interests: compensation, social welfare schemes - Honesty and work sites; - Forms of beautiful, attractive, legally; - Place of recruitment advertisements must be consistent: the hiring company can not provide many candidate recruitment requirements demonstrates the company's unique and Phong Phu pretty rare to meet people; So Phong Phú textile company should attract candidates through personal relationships; looking for in the textile industry association, direct access to the people that know the business is able to suit location this Phong Phu Textile Co mistake what the candidate selection process: - Recruitment criteria are not appropriate for the vacancy - Do not remove the source of the internal candidates: the internal candidates who have firm understanding of good business lines, qualifications, relationships, character also has specific information, so here is a potential source to recruit the right people for vacancies - Public relations are a new position, such that the choices of how objects are very difficult match, because there is no standard and no experience The company should hire consultants or experts invited in the hiring process - Phong Phu Textile Company is not making working conditions, remuneration and the specific remuneration policy The reason that Hai can not make good his duties - Lan did not believe Hai thus he's not being given the necessary authority at work - Hai inconsistent with the position're doing, because there are many problems in the recruitment process this option should he still be selected - The matter of training because Hai have worked months but still not understand the business objectives and strategic development of the company - The ability to exceed and experience, not by logical step, without the necessary support from colleagues and Management Company Phong Phu textile company need to to improve the effectiveness of recruitment - Develop appropriate recruitment process - Develop job description for each position to be recruited from the construction recruitment criteria - State the salary, bonus and the appropriate remuneration - Expanding the scope of employment requires building panel described the candidate ... rewarded for good work and their dedication Question 2: What is a good human resource management? Human resource management is a complex field and difficult It covers issues such as psychological,... employees - Praise: The smart HR management techniques applied praise of three basic parts: + Immediately praise: always praise their employees make good time, not to take that compliment + Praise specific:... It is a mixture of science and art of man management The administration does not make it easier for the administrator role becomes more important than ever A good administrator should know and