Bài tập về QUản trị nhân sự và phân tích tình huống quản trị nhân sự e

Bài tập QUản trị nhân phân tích tình quản trị nhân QUESTIONS: Qu.1: Why is Human Resource Management (HRM) said to be challenging and complex? According to you, what are the changes in HR Management today? As an Business Administrator, what would you to effectively manage your employees? Qu.2: What is a good business administrator? Give an example of a good administrator that you know in reality for illustration and analysis Qu.3: Case study for recruitment of “PR Officer” for Phong Phu Textile Company What should Phong Phu to attract more candidates? What kinds of mistakes has the company made during the process of recruitment? What could be the reasons that prevent Hải from getting his task done well? What should Phong Phu to improve the effectiveness of their recruitment? ANSWERS: Qu.1: a Human Resource Management challenging because: (HRM) is complex and - HRM is the management related to human resource, which is the object for governance People are always changing and developing; people acquire knowledge through training and gain experience from practice or observation, thereby learning new lessons People of qualifications, knowledge and life experiences will always tend to attempt to strive for the development and betterment of both individual and organization Human never stop inventing, innovating techniques, science and technology and management, promoting and exchanging relationships, which, as a result, makes the business production increasingly effective, material and spiritual life increasingly advanced Page of 12 - Therefore as an advanced administrator, one must be able to predict the changes in nature of objects under governance while taking into account the objective conditions affecting behavior, attitude and productivity of employees Every change of conditions, factors mentioned above involves the manager’s analytical thinking, constantly updating new forms and mechanism of management in order to fully exploit the capabilities as well as contributions of each individual in the organization, provide high efficiency in human resources management, such as recruitment, training, authorization/ assignment, evaluation, reward, motivation, sharing the common goal of the organization Therefore, human resource management is always complex compared to that of other sources (machinery, capital, resources, technology ) b Changes in HRM style: - Nowadays, we live in a rapidly changing environment, especially in such a digital era and a flat world Managers have to face many difficult, unpredictable tasks, meaning they have to be prepared for and adaptable to changes Therefore, clearly identifying the root of change, then preparing solutions of adaptation is a key factor for management in general and administration of human resources in particular - There are four important sources of change that can strongly impact the operation of HRM: - Physical environment and economic environment: population growth, depletion of competition resources between and environmental regions, countries, pollution companies make and the even individuals or groups is becoming more intense Economic growth and inflation or the economic crisis has affected income, life and employment for each employee The trend of globalization or a flat world makes the competition between enterprises increasingly fierce Integration and globalization trends also affect the organizational culture of the enterprise / organization Page of 12 - Technology - Technical Information Environment: modern techniques with rapid growth and new technological production create more professions Employees, thus, need to be equipped with new knowledge and skills Add to that, old job loss must be made up by retraining, and there must be solutions for those who not meet professional requirements/skills for new technology application Plus, thanks to modern technology, information system is more and more developed and information has become a vital resource of an organization (Internet, digital technology, management & application software) - The political environment: Enterprises will increasingly have a strong impact on the political environment through the services, products or jobs they have created for society Conversely, political environment also has its strong influence like the stability of economic policy - Socio-Cultural Environment: Society is divided into groups of benefits and these groups are interested in community-based products (such as employment, social welfare ) rather than economic products like profits Moreover, needs and perspective on human values have changed These changes have influence on the way policies and Human Resource Management are thought of in an organization From the above analysis, HRM Environment can be indicated to consist of: - The external environment: which comprises factors such as: economic – politic environment, population and labor force in the society, the common cultural-social conditions of the country, the legal system, science -technology, customers, competitors, Internet and other achievements of information technology have changed the way of conducting business and set higher requirements for the intellectual workforce as well as sensible organizational structure and method for an effective business operation - Internal environment : Page of 12 + includes factors such as mission, vision, strategy, objectives and measures to achieve the objectives, the psychological atmosphere and organizational structure of the unit, the operation area ; + Improving the competitiveness of enterprises through cost management measures; improve quality and create innovative work environment for human resources; + Corporate restructuring, downsizing implementation, development of expansion connecting with outside ; + Improving power and responsibility for subordinates, decentralizing and organizing self- management group; + Developing organizational culture, business ethics in accordance with environmental changes and core values of the company; + Appropriate application of technology; + Also, pressure from staff can help result in appropriate policies that encourage employees to be committed to the organization, minimizing the rate of transfer, resignation and raising productivity; The above factors influence the formation and development of human resources, the content nature and implementation of human resource management in organizations c If was an business administrator, what would you to manage your employees effectively? All business administrators have a common goal/desire is how to manage employees effectively, so that staff can their best to contribute to the success of business administrators In my opinion, to manage staff effectively, I need to implement the followings: Trust and authorize employees to handle work based on their abilities and personalities rather than giving instructions all the time When assigning tasks, let them think, act independently, creatively, as well as control make decision by themselves They will make the best effort in fulfilling the tasks assigned and are willing to take Page of 12 responsibility for the final result However, an adequate source of information and assistance/support or facilities should be provided on giving authorization/assignment so that employees can understand and handle the issues well During the implementation process, reports on progress, periodically status for controlling and timely adjustments if problems arise should be required Share goals of the month/quarter/year with employees so they can see how important they are as a vital linking point in the entire process and the implementation plan Only so can employees be aware of their role to make the best contribution to the implementation and completion of the shared goals Setting up a clear job description for each job title for proper understanding and compliance from employees and for convenient management as well as removal of unsatisfactory employees through periodical evaluation Setting up clear procedure, scales of salary, compensation and benefits for each job title Being fair, transparent when showing employees the remuneration package they will receive for tasks and monthly targets completion or surpassing performance like exceeding the targets, innovative ideas that boost productivity & quality or reducing products’ prices Having a prompt and adequate emulation to recognize the achievements of outstanding employees and give them mental incentives so they would feel appreciated, which encourage them to work harder and better Create a democratic atmosphere, open and thorough communication among staff Listen and share the difficulty with employees In addition, to effectively perform management, administrators must know how to exploit the strengths of each employee to maximize their contribution Understanding that each employee is a personality Page of 12 to be able to find out the most common point to collect power when dealing with big difficult tasks? Qu.2a How to be a good Business Administrator? A good business administrator knows how to fully exploit the limitless creativity of human to add values to the organization as human is the key factor for the development Without man, no matter how advanced technology is, how smart the solution is or how much capital can reach, there is no subjet to exploit, optimize those sources And in the long run, that enterprise will be likely to lose profits and even go bankruptcy A good business administrator is supposed to carry out the followings: + Appreciate employees’ values, considering them the most valuable asset of the enterprise: With proper HR policies, considering employees the core of development, appreciate employees, administrators need to share goals, tasks, orientation for enterprise and staff development, which will stimulate employees to work harder to achieve higher performance than they thought This is especially apparent when they are aware of their important contribution to the development and success of the enterprise As a matter of fact, staff will their best for the companies that appreciate their contributions Employee's enthusiasm, responsibility, initiatives will be enhanced when they are given a lot of credibility from their managers, which contribute to the development of enterprise CEOs of the world’s most well-known companies like Facebook, Google have done a very good job on this +Visionary, capable of forecasting, leading a team: Many administrators are often stuck in solving daily tasks of the enterprise Sometimes they even have to the job of their staff Because of being too busy, they forget about setting goal, development strategy, forecasting situation (internal environment, external environment ) to come up with appropriate solutions for each stage of the development, Page of 12 increase the competitiveness of enterprises, they also forget the role of orientating, directing, motivating employees to make effort and get ready to fulfill the assigned tasks Good managers must know how to gain trust and respect from employees Employees, then, will regard administrators as a model example, creating positive thinking and attitude at work A good administrator will not manage his staff too tightly but knows how to turn employees into real owners of the enterprise instead by enabling them to participate in solving problems, contributing new ideas Trust in employees’ capabilities, assigning them tasks, and provide them with necessary conditions to carry out the work Then they will bring out better results + Know how to create a warm, friendly work atmostphere: The leader should be able to build up an atmosphere of intimacy in the enterprise Intimacy will help employees come up with more creative ideas Such an atmosphere can be created in many ways, such as allowing employees to dress casually once a week, encouraging employees to present their ideas, organizing informal meetings or regular outing trips + Dare to face reality and ready for the change: Good leaders must accept the truth and are always willing to change strategies and business plans to suit the actual circumstances (eg during global economic crisis, domestic market was freezing, many enterprises went bankrupt due to rambling investment rather than concentrating in core competencies) Good leaders can foresee the trending movement of the world, make employees understand that change is inevitable and it is an opportunity for growth, or at least a challenge we can overcome if prepared + Inspiring employees: A good administrator needs to inspire employees by listening to their viewpoint presentation and expresses appreciation for their efforts Be Page of 12 willing to get rid of the conservative thinking like "the boss is always right and knows all) Only so can employees share and propose their new ideas In addition, a good administrator should build and implement an effective emulation in the company to motivate and inspire employees to work better + Create a learning environment within the company: A good administrator should be able to create a learning environment, in which everyone constantly improve their knowledge, skills and come up with new ideas Ideas must be invented and shared at all levels in the enterprise When a good idea is proposed, leaders should recognize and offer adequate, prompt rewards + Enhance employees’ self-motivation: Since pressure from business competition is getting increasingly severe, opportunities coming and passing rapidly, only self-motivated individuals can catch good chance when it comes A good administrator, hence, should offer training on attitude for employees so that they can work swiftly, effectively and make quick, smart decision + Building enterprise’s culture, appreciating core values of enterprise: A good administrator must know how to set up a reputable image for the enterprise, creating close connection and spiritual values between employees and always appreciate core values that contribute to “enterprise’s culture” steadily Qu.2b An example about a good CEO I would like to introduce Mr Truong Gia Binh – Chairman and CEO of FPT (Vietnam’s leading IT-Telecommunications Corporation) Mr Truong Gia Binh is also Head of Business Administration Department – Hanoi National University, chairman of Vietnam Software Association) Page of 12 He was born in 1956 in Dien Ban, Quang Nam province, Vietnam and graduated with major in Maths from Lomonosov University, Russia in 1979 Successfully defended his Ph.D Thesis on Physics at the same University In 1991 he was bestowed Associate Professor in Vietnam In 1988, he and 12 other friends founded a small company in the food industry In 1995, he switched to the field of Information Technology (IT) and more than 24 years later, Mr Bình and his partners have built FPT into leading group in the field of IT & telecommunications in Vietnam covering a broad field of many activities (software development, system integration, training, IT equipment distribution, devices, digital content, telecommunications) FPT now has 11 subsidiaries with nearly 15,000 employees, present in 14 countries around the world with total assets reaching 15.000 billion vnd, sales in 2012 25,350 billion FPT is attempting to become a group of international stature He was once voted one of the Top 10 typical Vietnamese ICT characters and Top 10 individuals of great contribution to and influence on Vietnam's Internet and has just been honoured one of the three leading businessmen of Asia Pacific Region by Nikkei, Japanese leading Media Corporation because of his outstanding contribution to regional growth Page of 12 FPT General Director Truong Gia Binh met the President of Panama Ricardo Martinelli (right) and the Governer of Colorado (USA) John Hickenlooper (left) at Davos From a scientist trained in the Soviet Union, with a sharp mind, great effort and ambition, he has become a leading enterprise in VN now During the formation, construction and development of FPT, he has always been the soul, the gathering human resource as well as maintaining the outstanding growth of FPT He always respects human factor, considering human as the key source to development, especially in the business of technology with demanding requirements on intelligence He has set out policies of searching, recruiting and using talents He has placed highest priority for the collection of forces, talents in FPT and acknowledged differences in each individual So he is surrounded by generations of dedicated, capable staff of nice personalities They share the same aspiration: build a more and more growing FPT In addition, he has the ability to predict the trend of technological development, changes in market demand and thereby set out the proper growth strategy appropriate to each stage of development of FPT Page 10 of 12 He is very studious and is always a shining example for all FPT employees He learned from the military, from Fractal structure, from the spiritual will of the people during wars He regularly consults army generals, he even learned how to observe people from Uncle Ho In short, he would learn anything that can bring about positive results for FPT He is also a giifted speaker Audiences and listeners were convinced not because of the nature of the subject but it’s the way he convinced them that make them believe and follow him In particular, he is always determined to pursue his goals regardless of how many obstacles and difficulties arising during the process Thus, not only a business leader, he was an influential enterprise to Government’s policy when it comes to the development of the information technology industry in Vietnam Qu.3: Case Study What would Phong Phu Textile Company to attract more candidates? - Reasons preventing Phong Phu Company from attracting many potential candidates can be: + Uninteresting recruiting advertisement + Recruiting company did not supply many candidates, indicating that requirements of the company are quite unique and few people can meet So the company can attract candidates: + Through personal relationships + In the textile industry association + Or direct access to people that may match this position What mistakes did the company make during the process of short-listing candidates? - Successful candidate was Mr Hai, who did not meet the requirements (while he was supposed to have a comprehensive understanding of the operations of the textile industry) This proves Page 11 of 12 that during the selection process, the company was focused on comparing candidates with the ideal model to find out the most suitable candidate - That Hai does not have the ability to simple tasks such as writing Press Releases showed that Phong Phu Textile Company only based on Hai’s working experience (food industry technology) for recruitment rather than the typical requirements of the position of public relations for the textile industry - The Company has no testing system to check his ability and skills What could be the reasons that prevent Hải from doing a good job? - Maybe Lan did not trust Hai nor give him necessary authorities - Despite having years of experience holding the post of public relations, what Hai really experienced can be very different from what Phong Phu Textile companies expected him to Therefore, Hai WAS probably not incompetent and experienced enough to take over the job of public relations - Phong Phu did not give Hai enough time to learn and integrate into the new environment but gave him assignment immediately Nobody guided him for the initial time Hence it is understandable that he felt overwhelmed & confused What should Phong Phu Textile Company need to to improve the effectiveness of recruitment? What the company should include: - Design job description for the position of public relations - Make sure the job description is in accordance with the requirements of the position - Use additional advertising network channels such as Navigos, Vietnamwork rather than just Tuoi Tre newspaper ads - Make sure the advertisement is clear, specific (company’s business, size, job characteristics, benefits, locations, who can apply) Page 12 of 12 - Use direct approach to access those qualified people who are doing the same job or persuade and invite them to work for the - company through personal relationships Assess candidate based on the job requirements Offer training and directions to successful candidates and give them some time to get used to the new job before probation evaluation (ie months after date of taking over work ) - The above content should be written in the standard recruiting procedure, which can be applied for a long term whenever the company needs it for recruitment / -oOo - Page 13 of 12