Internship report homesmart international joint stock company

ACKNOWLEDGEMENTS During the project at HomeSmart International Joint Stock Company, I have finally completed this project report First of all, I would like to thank our teachers from Toulon Var University and Thuong Mai University, who have provided us with basic knowledge and skills to complete my project and also education Especially, Mr La Tien Dung, the project tutor has enthusiastically guided me in the progress of writing the report I would to express our thanks to the director of Homesmart – Ms Vu Thanh Van for sharing me necessary information, providing me with advice and creating good conditions for me to complete the project Finally, I would like to show my gratitude to my friends and everyone who help me to complete this topic TABLE OF CONTENTS ACKNOWLEDGEMENTS 1 LIST OF TABLE LIST OF FIGURES .4 LIST OF ACRONYMS CHAPTER 1: INTRODUCTION ABOUT THE COMPANY AND PROJECT I Introduction HomeSmart International Joint Stock Company Vision: General introduction: Mission: .5 Core value: HR organizational structure: 6 Main activities: SWOT analysis II Introduction of internship Origin of work placement Planning of work placement .8 CHAPTER 2: IMPLEMENTATION OF WORK PLACEMENT I Research about current of recruitment process of Homesmart Recruitment process: Sources of recruitment: 10 Recruitment cost: .11 II Propose solutions: 11 Limitations of recruitment: 11 Propose solutions to deal with limitations of recruitment: 12 III Implement the solution 14 Design the job flyer: 14 Register for recruitment support package in March of recruitment websites .17 “Friendly colleagues” program: 19 Case study: 20 CHAPTER – ASSESSMENT 22 I Difficulties and solutions 22 II Experience gained: 22 III Conclusion 23 LIST OF TABLE Table 1: SWOT of Homesmart Table 2: Planning of work placement Table 3: A plan of "Friendly colleagues" program LIST OF FIGURES Figure 1: Organization of HomeSmart International Joint Stock Company Figure 2: Recruitment process of Homesmart LIST OF ACRONYMS ACRONYMS CEO HR CV Homesmart JSC IT EXPLANATION Chief Executive Officer Human Resources Curriculum Vitae HomeSmart International Joint Stock Company Information Technology CHAPTER 1: INTRODUCTION ABOUT THE COMPANY AND PROJECT I Introduction HomeSmart International Joint Stock Company Vision:  Became the leading real estate investment and distribution company in the North  Become the first choice of the investor, the customer wishes to own "dream house" General introduction:  Company name: HomeSmart International Joint Stock Company  Established: 03/04/2015  Phone number: 098 883 69 98  Website: http://homesmart.com.vn  Email: homesmart.hr@gmail.com  Number of employees: 20 - 50  Logo:  CEO: Ms VU Thanh Van  Address: 19th Floor, Artex Building, 172 Ngoc Khanh Street, Ba Dinh District, Hanoi  Field of operations: Real estate consultancy, real estate management, real estate brokerage Mission:  For customers: respect, listening, providing quality value products at competitive prices  For partners: To promote the spirit of cooperation and development; Commitment to become "Partner No 1" of partners; Always increase the investment value attractive and sustainable  For staff: Building a professional, dynamic, creative and human working environment; Facilitate high income and equal opportunity for all employees Core value: Homesmart's leaders and employees are united and determined to build a business culture of the Company under the motto: "Creativity, Initiative, Efficiency and Humanities" Creativity to always make the smartest solution for customers Take the initiative to look beyond to minimize risk Efficient to always bring the right choice to the needs of customers quickly Humanity is always placing customers as the focus, listening and understanding the mind of the customer before and after the completion of the sale HR organizational structure: Figure 1: Organizational structure of HomeSmart International Joint Stock Company (Source: Homesmart JSC) Main activities:  Marketing real estate: Consulting, promotion, management of real estate; trading floor, brokerage, valuation, auction real estate  Real estate investment consultancy: project planning, project management; real estate consulting services  Search and distribution of real estate: Along with many other big and small projects nationwide, Homesmart has been successfully distributed and always received trust from customers and investors SWOT analysis Strengths  The senior management team has Weaknesses  Young human resources should more than 10 years of experience easily change jobs in real estate  Employees are well trained in real estate knowledge Opportunities  The Government has continuous Threats  There are many competitors  The appearance of modern industry policy to support the real estate market: 4.0 will gradually take over most of  The number of foreigners seeking the work of the working population  Lack of experience in recruiting to buy real estate in Vietnam is increasing II experienced staff Introduction of internship Origin of work placement  Objective reasons:  New project: Starting in May 2018, the company is preparing to distribute the Kosmo West Lake, Sunshine Center Vinhomes West Point projects Therefore, the company needs to recruit more staff to support upcoming projects  Real estate market: In 2017, according to the report of Business Registration Department, Ministry of Planning and Investment, there are 5,065 new real estate company On average, 14 real estate company were established Therefore, in 2018, the real estate market will be fiercer competition  Opponents: The company faces strong competition from competitors such as CENLAND, New Age, VHS, To maintain the target as well as prestige, Homesmart needs to innovate and develop ceaselessly in the quality of its personnel  Subjective reasons:  The Labor Force: The shortage of personnel are the biggest threats to the company due to intense competition among real estate companies The positions of employees that the company is recruiting are: Project Support Staff, Sales Staff, Marketing Staff  The instability of the staff is one of the difficulties that the company is facing Therefore, it was my intention to help the Company improve the current recruitment process through the following topic: “Improving recruitment at homesmart international joint stock company” Planning of work placement Period Date of start and complete 22/02 – 28/02 01/03 – 11/03 06/03 – 10/03 05/03 – 30/04 Missions Collect and analyze information and data Research the situation of company Design the job flyer  Post recruitment information  Filter candidates' profiles  Call directly to the candidate 20/04 01/05 – 15/05 Organizing “friendly colleagues’’ program Complete the project and report CHAPTER 2: IMPLEMENTATION OF WORK PLACEMENT I Research about current of recruitment process of Homesmart Recruitment process: Firgue 2: Recruitment process of Homesmart (Source: Homesmart JSC)  Advantages:  The recruitment process is presented clearly, specifically and in a certain order  The company has built a complete step determining recruitment needs through recruitment requests When there is a need to recruit, the department fill out the online recruitment request and send it to the HR department Therefore, this activity saves a lot of time for the parts  Limitations:  The recruitment process of the company still lacks recruitment planning Sources of recruitment: The HR department uses mainly external recruitment sources with three main sources: 2.1 Websites: homesmart.com.vn/tuyen-dung  Advantages:  It does not take time as well as other costs incurred  Directly receive the candidate's profile  Limitations:  Not much attention because brand new is not well known 2.2 Social networks: group facebook  Advantages:  Low cost  Simple, fast and easy way to track: just a Facebook account; Post directly to the group and fanpage recruitment  The number of people using the facebook network is large  Marketing channel of the company image in the candidate's eyes: Corporate fanpage is used to build employer brand and relationship with potential candidates  Limitations:  Recruitment jobs through facebook channel only recruit seasonal work, part time or unskilled workers  Too popular: Free, easy to use, many users seem to have turned Facebook into a recruiting channel  Post-drifting: Too many posters in a short period of time And the reader, they always read from top to bottom  Easy to Spam: Articles are easily targeted by spammers from other employers 2.3 Jobs websites: Currently, Homesmart is using 15 sites recruiting: tìm việc nhanh, việc tốt nhất, việc làm 24h, topcv, mywork, indeed,… 10  Advantages:  Simple, easy-to-use posting tools  High volume of CVs and high traffic  Limitations:  Cost of recruitment is high from to million VND  Have not communicated with the company  Doubts about the quality of recruiting sites Recruitment cost: Most accounts of Homesmart are recruiting for a free account Each recruitment website, the company registered free accounts Therefore, the company does not charge in using the recruiting website  Advantages:  No fees but still get many CV (3CV / web / day)  Limitations:  It takes time to switch between accounts  Easy to cause confusion  Duplicate CV II Propose solutions: Limitations of recruitment: After researching the recruitment process of the company, I was directly involved in the recruitment process I realized the company faced some limitations in recruitment as follows:  The company has not exploited the internal recruiting sources but spent a lot of time recruiting through the media  15 recruitment website which Homesmart registered, only sites work best and many CV output  The company does not invest in recruiting costs but mainly uses the free account 11  The company does not focus on building and communicating company image Applicants can only find company information through the recruitment website  Job flyer does not appeal to people looking, too many words  Posts on facebook and the recruitment sites are drifting and not yield results Propose solutions to deal with limitations of recruitment: 2.1 Design the job flyer: Homesmart should change the original job flyer template by designing a new job flyer template The original job flyer has too many words, unattractive and not effective in recruiting So, I suggested to the Human Resources Department that I would design new job flyer and apply them to the posting on facebook and company website 2.2 Register for recruitment support package in March of recruitment websites: During my direct participation in recruitment activities, I realized that the company's job postings were in the 20-30 pages, and only three times a day on the first page Therefore, candidates can not receive company recruitment notice earlier than 12 the other notice on the first page In other words, this is the mechanism employed by the recruitment sites for free accounts To address this situation, I made a proposal for buying and using support packages from recruitment websites 2.3 Job Fair: The Job Fair is an opportunity for the company to directly meet a large number of senior year college students The Job Fair is a regular event organized by agencies and universities Job Fair is usually held in the form of a fair, where employers will have the space to display materials as well as promote their brand University students will come to employers to find out about the company's working environment  As far as my research, on April 15 - 2018, Career Expo will be held at the National Economics University with the participation of 8000 students in the third and fourth years of the economic sectors , marketing, human resources, information technology, etc  On April 21, the Job Fair will be held at the Hanoi Industrial University with the participation of 10,000 students This is a good opportunity for the company to recruit and promote the brand at the same time 2.4 “Friendly colleagues” program: First, this is a program that will show the culture of the company Based on this program, company employees will know the company is hiring positions to introduce friends, friends, to work On the other hand, new recruits are also involved in this program, this is a form of corporate image advertising Second, this is an introductory reward program Whenever a staff introduces a good candidate, they will be rewarded with some bonus  If the candidate receives a job offer, the reward will be increased  If the candidate passes the test and starts working for the company, the reward will be higher This will add motivation for staff should only introduce the best candidates to attend interviews at Homesmart 13 III Implement the solution After clearly planning the proposals, HR Department has reviewed and agreed to implement my proposals below 2.1 Design the job flyer 2.2 Register for recruitment support package in March of recruitment websites 2.4 "Friendly colleagues" program For the proposal: Job Fair, the company refused to implement the following reasons:  Due to the time it took to get info about Job Fair too late and too close to the date of the event, the company did not prepare the documents  After contacting Job Fair, I received information about the funding cost of million This cost double than other businesses first registered  It takes time and costs to train students  In addition, the location was not well chosen, so the company decided not to participate in both Job Fair Below are the activities undertaken to improve the recruitment of companies These activities are based on the company's recruitment process along with the solutions provided in the "Proposed Solution" section As follows: Design the job flyer: To design the new flyer job, I and the design department of the company jointly implemented this proposal The job I received from the Human Resources Department was to support the recruitment of Project Support Staff, Sales Staff, Marketing Staff So, I included three positions in the same job flyer  The first step: Prepare the content The first thing in any design project that I need to is to collect the content and information that should be included in the design Basic rule: short, concise and easily understandable, not many words Basic information for job flyer:  Job vacancies  Time 14  Contact information: email and phone number  Company address  Second step: Design I use Canva software to design job flyer Canva is a great free online design service, with a wide variety of designs such as posters, Facebook cover designs, social network posters, and much more And here is the job flyer I designed myself and got the approval of the HR department to recruit: 15 This new design is used for posting jobs and inserting recruitment information into the Friendly colleagues” program  Results achieved:  After posting in the facebook group, 10 candidates are interested in recruiting for one week In which people were to participate in interviews  3candidates were taking part in a two-month probation at the company 16 Register for recruitment support package in March of recruitment websites After proficiency in the recruitment process at the company, I was given a new task from Ms.Van - CEO is to set up the price list of the recruitment support package in March As requested, I have found information about the recruitment support package through the mail ads of the recruitment page sent wen There are currently four good recruiting websites available: tìm việc nhanh, việc làm 24h, Top CV Mywork Here is the price list of the recruitment support package in March: I sent the price list to Human Resources and Ms.Vân - CEO After reviewing and exchanging, the HR department has decided to subscribe to Mywork's one-year profile viewing package The reason why the HR department chose to buy the support package is because:  Mywork is a reputable site with over 200,000 members continuous access  Human resources staff to call the candidates directly  Get discount and high promotion (40%) The duration of the package is from 15/03/2018 to 15/03/2019 View profile package has support staff workers of the following: 17  Search CV of the candidate on the homepage by job titles, industries and provinces Or I can use advanced search to narrow down the results including: education, desired position, level of experience, foreign language, gender  View, save and download full details of candidate: 18 After HR staff to find out information candidates and compared it with the job description, if appropriate, I would call the candidates to advise on the position the company is hiring and invite them to interview at the scheduled time  Results achieved:  Create new recruitment source for the HR department  Call directly to the candidate to facilitate the staffing staff can screen candidates online from recruitment channel mywork.com  15 candidates to attend interview after the first weeks of using the profile view package After month using the support package, the HR department has recruited project support staff and marketing staff “Friendly colleagues” program: At first, I drafted a plan for "Friendly colleagues" program and send to HR Department with Mrs Van to review As informed by HR Department, my proposal was approved and the company decided to hold a meeting to discuss the detailed plan Below is s a detailed plan for the "Friendly colleagues" program:  Advertising corporate image  Create a distinct culture of the company Purpose  Create new sources of employment through referrals  Form of reward for employees by introducing their Time acquaintance to work Monday morning each week  Summary of one week of activity in the company:  Event News  Fun pictures between employees  Summary reports from departments Content  Honor individuals or departments that have outstanding performance in the week Through the program, the HR department can notify employees in the company knows the company is recruiting position to introduce friends to attend interview 19  Collect information from departments and make scenarios Form of deployment Then record and make a 15 minute video  On Monday morning, the video was broadcast on screens in all Homesmart offices After getting the approval of the human resources department and the board of directors, I along with the human resources and design team came up with different ideas about the video for each week The program officially began on the 3rd of April The first video was aired on April 23, 2018 The theme of the first video: New Culture The content of the first video includes:  Introduction new program  The upcoming projects that the company receiving the distribution  New job flyer  An introduction to next week's work schedule  Remind everyone to follow the rules and health protection We are currently in the process of producing the video for the week of May 3rd with the theme "Boss! Where are we going? " with the purpose of celebrating the CEO's birthday  Results achieved:  The program received good feedback and praise from department staff  Motivate people to start a new and fun week  Build and develop a culture for the company  Success in creating internal recruitment sources: Through the introduction of employees in the company, HR Department recruited persons working as Sales interns Case study: During the first week of internship, I learned about the company's overall situation and selected the topic of recruiting according to the guidance of the instructor Young employees are easy to change jobs are the biggest weakness that the company constantly recruiting personnel Hence, improving 20 recruitment is the best option during the time when the company is preparing preparing to distribute projects and need abundant human resources First, through the research about current recruitment process of Homesmart, I had an overview of the advantages and limitations of recruitment The issues that I am most interested in recruiting are sources of recruitment and recruitment cost It can be said that the source of recruitment is too little, not creative, mainly focused on external sources and the internet The biggest deduction is that the company does not invest in recruiting sites but only uses free accounts From these two issues, the number and quality of CV candidates received is not impressive In addition, the recruitment of the company does not attract many candidates interested because it is not creative, too simple and passive After realizing the limitations of recruitment, I propose a lot of solutions as reasonable and optimal as possible My proposals focus on improving sources of recruitment and recruitment cost Although I can not all the proposals, I am very happy that the company has agreed to implement three of my four proposals The most important criterion in my proposal is to be able to use long-term, stable, creative So, for the “Friendly colleagues” program , I spent a lot of time researching and planning in detail The results of these proposals are very impressive and good feedback from board of directors and HR Department Most importantly, I have completed the relative task that the HR department assigned me in the origin The results of these proposals are very impressive and good response from the board of directors and human resources Most importantly, I have completed the tasks that the HR department assigned me in the “Origin of work placement” CHAPTER – ASSESSMENT I Difficulties and solutions  Lack of knowledge, skills, experiences to design job flyer and Call directly to the candidate : First, I did not find free design software for job flyer Next, I 21 have not be proficient in use the features in the software When given the task of calling the candidates directly, I have difficulty in addressing and dealing with inquiries from candidates  Solutions:  Spend more time to learn and practice job flyer design  Change my form of address when calling for candidates, speak louder and more clearly  Gather questions and answers when the applicant questions the company  No specialist knowledge in the field of activity of the company: Sometimes, I encounter many difficulties in understanding of real estate terminology  Solutions: Refer some documents on the internet and learn from other colleagues  Candidates join an interview but not come: Some candidates forget an appointment or have found other jobs  Solutions:  For candidates who forget to make an appointment, I contact the candidate and reschedule the interview  For candidates who have found another job, I will keep the record for future employment  Not arrange a reasonable time to implement the plan: Some proposed plans can not be implemented because there is not enough time to prepare  Solutions: Replace with other plans and use the gantt chart software to track the progress of the project II Experience gained: During my internship at the company, I learned a lot from work environment and official staff  Communication and behavior skills in a professional work environment is the biggest lesson that I have learned It helps me build bridges with colleagues, persuade others to accept my ideas and express my needs 22  Optimistic attitude when dealing with mistakes is a second lesson that can help me grow on a long way All optimistic views lead to a positive attitude and can be a valuable asset in the work environment, beating cynicism and pessimism Instead of complaining about the amount of stressful work, think of it as an opportunity to show your ability to work actively and effectively  I can use fluent supporting software such as Canva, Google drive, Gantt, Proshow Producer III Conclusion After more than two months of internship at Homesmart International Joint Stock Company, I have had the opportunity to work in a friendly and professional environment While internship at the company, I have implemented a project to improve human resources recruitment for the company I accumulated many working experiences and soft skills after the internship program I also learned how to create new things from project, find new candidate resources for recruitment and being more fluency in Microsoft Office, etc I hope that all these will help me to succeed in my career project One more time, I would like to thank Homesmart for their enthusiasm during my internship, and thank Toulon Var University give us a very useful and meaningful training program 23 ... introduction:  Company name: HomeSmart International Joint Stock Company  Established: 03/04/2015  Phone number: 098 883 69 98  Website: http:/ /homesmart. com.vn  Email: homesmart. hr@gmail.com... than two months of internship at Homesmart International Joint Stock Company, I have had the opportunity to work in a friendly and professional environment While internship at the company, I have... process of Homesmart LIST OF ACRONYMS ACRONYMS CEO HR CV Homesmart JSC IT EXPLANATION Chief Executive Officer Human Resources Curriculum Vitae HomeSmart International Joint Stock Company Information