Enterprises want to grow more prosperous, the first and most important factor is the human. People who hold the destiny of the business, can create all but can destroy it all. Eastern philosophy attaches great importance to the use of people as one of the prerequisites of success: Heavenly, land, and peace. Especially in the business sector, people are considered one of the most important resources to determine the success of the business. A company or organization with strong financial resources, modern machinery, but without the people, is no different than heaps of iron. In fact, human resources are the most expensive and difficult to manage in the enterprise.
1 MINISTRY OF EDUCATION AND TRAINING HOCHIMINH CITY UNIVERSITY OF TECHNOLOGY GRADUATION PROJECT EFFECTIVENESS OF HUMAN RESOURCE RECRUITMENT & SELECTION PROCESS IN THE GIAO HANG TIET KIEM COMPANY (GHTK) Subject: BUSINESS ADMINISTRATION Specialty: BUSINESS ADMINISTRATION Instructor (Lecturer) : Tran Thi Trang Student’s name : Nguyen Anh Tra Student’s ID: 1411141986 Class: 14DQTQ03 Ho Chi Minh City, 2018 MINISTRY OF EDUCATION AND TRAINING HOCHIMINH CITY UNIVERSITY OF TECHNOLOGY GRADUATION PROJECT EFFECTIVENESS OF HUMAN RESOURCE RECRUITMENT & SELECTION PROCESS IN GIAO HANG TIET KIEM COMPANY (GHTK) Subject: BUSINESS ADMINISTRATION Specialty: BUSINESS ADMINISTRATION Instructor (Lecturer) : Tran Thi Trang Student’s name : Nguyen Anh Tra Student’s ID: 1411141986 Class: 14DQTQ03 Ho Chi Minh City, 2018 ACKNOWLEDGEMENT First of all, I would like to express my gratitude to the Ho Chi Minh City University of Technology and the teachers of HUTECH Institude of International Education Institution of International Education for their support and assistance during the internship and report graduates At the same time, I would also like to thank Mr Nguyen Thanh Linh - Head of Operation in HCM and together with all the members in the office, who created all conditions for me to practice and study at the unit In particular, I would like to thank Mr Tran Trung Tin, Head of Sorting in Binh Tan, who provided for me more information response to researching and assessing the human resource management situation in your company Finally, I would like to thank the teacher - MSc Tran Thi Trang - Lecturer of the Faculty of Business Administration has instructed and helped me complete this report During the practice of researching this subject, I encountered many difficulties in searching and updating information so the subject was inevitably some limitations and errors I would like to receive the comments of the teachers and the Board to complete this report better Thank you sincerely Intership student Nguyen Anh Tra SOCIALIST REPUBLIC OF VIETNAM Independence – Freedom- Happiness COMMENTS OF THE SUPERVISOR Student’s full name: Nguyen Anh Tra Student’s ID: 1411141986 Academic Year: 2014–2018 Class: 14DQTQ03 Duration ……………………………………………………………………………… Department ……………………………………………………………………………… ……………………………………………………………………………… Responsibility and Discipline awareness ……………………………………………………………………………… ……………………………………………………………………………… ……………………………………………………………………………… ……………………………………………………………………………… Results ……………………………………………………………………………… ……………………………………………………………………………… ……………………………………………………………………………… General comments ……………………………………………………………………………… ……………………………………………………………………………… ……………………………………………………………………………… ……………………………………………………………………………… Supervisor SOCIALIST REPUBLIC OF VIETNAM Independence – Freedom- Happiness COMMENTS OF THE INSTRUCTOR Student’s full name: Nguyen Anh Tra Student’s ID : 1411141832 Academic Year : 2014–2018 Class: 14DQTQ03 Duration ……………………………………………………………………………… Department ……………………………………………………………………………… ……………………………………………………………………………… General comments ……………………………………………………………………………… ……………………………………………………………………………… ……………………………………………………………………………… ……………………………………………………………………………… …………………………………………………………………………… ……………………………………………………………………………… ……………………………………………………………………………… …………………………………………………………………………… ……………………………………………………………………………… ……………………………………………………………………………… Instructor TABLE OF SPECIAL TERMS AND SHORTCUT WORDS THE GIAO HANG TIET KIEM COMPANY CASH ON DELIVERY GHTK COD TABLE OF TABLE & TABLE OF FIGURE NO NAME Figure 2.1: Service of GHTK company Diagram 2.1: Organization chart of the joint stock company PAGE 37 38 Table 2.1: Report on business results for the three years 2015-2017 40 Diagram 2.2 2: Operation Chart of the GHTK Company Figure 2.2.1: Employees of the company delivering the savings during a field trip Picture 2.2: Delivery staff of GHTK company Table 3.1: Recommendation for recruitment plans Table 3.2: Staff evaluation form 44 50 51 63 71 Contents INTRODUCTION Reason for selecting the topic Enterprises want to grow more prosperous, the first and most important factor is the human People who hold the destiny of the business, can create all but can destroy it all Eastern philosophy attaches great importance to the use of people as one of the prerequisites of success: "Heavenly, land, and peace" Especially in the business sector, people are considered one of the most important resources to determine the success of the business A company or organization with strong financial resources, modern machinery, but without the people, is no different than "heaps of iron." In fact, human resources are the most expensive and difficult to manage in the enterprise In the context of Vietnam integration, the wave of investment of foreign businesses in the country is increasing, leading to the increasingly competitive labor market, businesses are facing many difficulties in attracting, recruiting, retaining and managing human resources, especially high quality human resources In order to survive and develop in the market, the company needs a talented team and always "stands shoulder to shoulder" to fulfill the common goals of the organization In order to have a staff attached and loyal to organizations and enterprises, before the recruitment work must promote their effect, that is recruit people Approximately, one can look at recruiting and retaining, keeping employees as two sides of a coin: - Recruitment is the premise to bring the company the most suitable candidates - Maintaining and keeping employees is a vital part of business, help to businesses survive and develop, fight "brain - drain" At present, in Vietnam, the problem of recruiting people and how to retain employees are two thorny issues for managers Especially after the WTO accession, domestic enterprises expanded their production, foreign enterprises invested massive, the battle with the name of manpower became more intense than ever Therefore, the issue for businesses is how to search, recruit and select high quality human resources, in accordance with the requirements of enterprises, in parallel it must maintain a skilled team plays a very important role, is vital to the business In order to stand firmly in the trend of increasing competition, enterprises must pay more attention to their resources, besides the capital and technology resources , especially the development strategy Humans are the creators of material wealth; is the most valuable assets and is the key to the success of every organization and business Vietnam participated in the integration, modernization and globalization in the world Along with the development of the storm online business using information technology as on the social networking site Facebook, Zalo, web,… With sufficient information, opportunities and challenges, the knowledge economy takes the quality of human resources as a leading determinant, largely based on intellectual and creative capacity to address shortcomings current manpower Recognizing the importance of human factors in the organizational structure of personnel, Giao Hang Tiet Kiem Company has continuously invested and use part of the profits to recruit talented personnel However, in reality, human resources not meet the requirements of the company Therefore, it is imperative that the company investigate for appropriate strategic solutions Based on the above reasons, I chose the topic: "EFFECTIVENESS OF HUMAN RESOURCE RECRUITMENT & SELECTION PROCESS IN GIAO HANG TIET KIEM COMPANY" as the subject of practice report Objectives of the study - Learn more about the recruitment and retention of employees of the Company Assess the effectiveness of the recruitment, retention of employees of the Company - Provide suggestions to help the company improve the recruitment and improve the efficiency of staff retention Subjects and scope of research - Subjects of study: recruitment and training and retention of employees of GHTK - Research scope: • • Space: GHTK Company On time: research topic on recruitment and staff retention of the Company in the period 2015-2017 10 Research Methodology - Gathering necessary information and data from the HR department of the company on the recruitment, treatment policies and the company's performance - Survey the actual recruitment process through • • Interview, consultations employees in the company Participating in support of the recruitment process - Data processing, information collected by the method: statistics, integrated analysis - Evaluate the information collected Achieved results The subject has researched, found the limitations, the shortcomings in the recruitment process and weaknesses in the work of retaining employees in the company Based on that, propose solutions and recommendations to help the company improve the recruitment process and improve the efficiency of staff retention, increase the level of engagement of employees with businesses The structure of the project" EFFECTIVENESS OF HUMAN RESOURCE RECRUITMENT & SELECTION PROCESS IN GIAO HANG TIET KIEM COMPANY " consists of three chapters: Chapter 1: Theories of recruitment, training and human resource development Chapter 2: Analyzing the situation of recruitment, training and human resource development at GHTK Chapter 3: Recommendation to improve recruitment, training and human resource development at GHTK 73 • • • Establishment of recruitment and retraining mechanism for production and business to 2008 Training high-qualified, highly qualified, highly qualified and highly qualified management staff, especially the key leadership positions of the company Training high quality staff, enthusiasm to meet the needs of customers The contingent of skilled workers has an industrial style in labor, capable of using and operating modern machinery and high technology in production 3.2 Measures to improve the recruitment, training and development of human resources at the company GHTK 3.2.1 Solutions to complete recruitment at the company GHTK Selection is the most important task in the pursuit of the goal of recruitment Companies can find employees who fit or not depends largely on this work Therefore, the company needs to pay attention to the selection process, gradually improving to improve the efficiency of recruitment First of all, it is necessary to pay attention to the solutions to gradually improve the quality of selection, meeting the human resources needs of the company in terms of quantity and quality To improve the quality of selection, The company should study some solutions such as: Setting a more specific selection criteria for each job position • Selection criteria are the basis for the selection process, so it is necessary to set a standard selection criteria for each job position to This will make the recruitment process more accurate and effective In addition to the basics of certification, the company can rely on the following grounds: Qualification: This is the most important basis because diplomas and certifications are just paperwork, but the company needs qualified people to work on The company is a training school, so the candidates are mainly new graduates so the professional criteria should be appropriate as to test the thinking but can’t rely on practical work experience to evaluate candidates - Foreign language level: Not all employees need this standard, so just prepare for each job placement - Computer skills: Computer skills are essential in office operations, especially in the departments of the company • Direct participation of company leaders - The direct involvement of the management as mentioned above may limit the risk that the Company will fall into the status of capacity diminished because of the involvement of 74 senior management At the same time, if the recruiting staff is psychologically recruiting people with a lower capacity, it will limit the situation when there is The involvement of the highest level manager, in case the manager has the same idea, there is no solution than to overcome his own little self for the cause the work of the company, as well as the self-employed in recruiting staff if the phenomenon happening Moreover, when the management directly participate also expressed the concern of the Company, while stimulating the spirit of the work of recruiting staff, is a solution to increase the efficiency of recruitment, medium Increasing prestige of the Company in the eyes of the candidates involved in recruitment This is a precaution against possible bad conditions, and is completely beneficial to the recruitment of the Company • Closely associated with other work in human resource management It is undeniable that recruitment is not alone, but it is a work in human resource management, therefore it is necessary to combine the work of increasing the efficiency of the whole of human resource management There are a number of factors that affect recruitment as described in the current situation, so all that work must be done But in the immediate future, it is necessary to implement well the factors directly affecting the recruitment such as: - Job analysis: This is a very influential job, which is the basis for the company's recruiting standards, and an improvement that is implemented from the implementation analysis Work into the selection criteria because the analysis of the actual work has been done relatively effectively High performance analysis is not only the task of the staff of the Administrative Organization, but also the coordination of the relevant departments, so the coordination of the staff in the work you Performance appraisal, which will help: - First: Human resources planning is more accurate Through performance appraisals, there will be results for employees who not complete the job, who are lacking in ability, so predicting the need to increase or reduce the number of employees in the future This will give the exact number of employees needed to recruit, avoid the situation after the new recruitment of staff will be shortage of personnel for production and business Therefore, the number of employees employed is not necessarily equal to the difference between the demand and the current, which may be higher than that 75 - Second: This should be done correctly to support the probationary comments on the candidate's performance level Due to the role of the job evaluation in the recruitment, the completion of this task is also a solution to improve the quality of recruitment It is now necessary to set up a specialized unit and to have a dedicated team from each department in this area This unit not only records achievements but also assesses shortcomings in employee performance Therefore, it affects the recruitment in particular and human resource management in general 3.2.2 Solutions to improve the training and development of human resources at GHTK 3.2.2.1 Establishing objectives and solutions for the training and development of human resources in line with the general strategy of the GHTK The development strategy of GHTK has confirmed the important role of human resources for business activities of the company It is therefore possible to see how human resources are important to the company, and the company identifies people as both capital and assets for their existence and operations It is the employees in the company that no one else sets goals and policies and they are the ones who the work such as market expansion, customer management Therefore, the training and development of employees in the GHTK is an indispensable requirement to be able to create human resources in accordance with the company's goals That goal includes long-term goals and short-term goals in the future, so it is important to have a team that can meet the company's development needs not only in the short term but also in the long run in the future Strategic plans are needed to meet the demand for human resources • Objectives of training and human resource development - Firstly, focus on training the development of laborers in the concentrated branches of the company, positions that play important role in each sector - Secondly, focus on the training and development of mass-market workers, especially the staff serving in the shops and market development staff To this, it is necessary to provide training and experience enhancements to 100% of freight forwarders and operators to help the company grow its market, build and maintain its brand company The knowledge and skills the company needs to train for this department in the coming time is: - For market development staff 76 Ability to use a foreign language (must know the next simple), can use the computer to serve the work Mastering the business management of products, have the ability to synthesize, analyze and evaluate the results of business ability of products as well as participate in construction and management business Resolve customer complaints, advertising and sales promotion At the same time, it is possible to participate in research and development of business mechanism in line with the development strategy of the company - Training staff at all levels in the company This is a team that is always needed for the business process of the company Therefore, it is always necessary to have a plan in place to train the management team to effectively manage the work The knowledge and skills needed to strengthen the management of the company in the coming time is: improve management ability to be able to organize good coordination between the relevant departments The solution to accomplish the goal Firstly, the training methods should be suitable for each type of trainees and at the same time they must be applied with modern methods to improve the quality In order to create a workforce with such knowledge and skills, the company must identify appropriate training methods to obtain the results as stated The training methods that can be applied in the company to implement the training strategy and human resource development are: - Conference methodology This is a method that can be applied to managers in the company, especially senior managers such as department heads, directors In this method the company will hold seminars in the presence of senior staff, who have extensive experience At the same time, the company should invite experts in the areas of training or senior professionals in the higher level to participate in the seminar Thus, with such seminars, qualified and experienced professionals will exchange necessary information and knowledge for the participants To implement this training method, the company needs to invest in material facilities, such as the company should be equipped with presentation systems, presentations, simulation systems to ensure quality training of this method - Long-term training methods The problem still exists in the training and development of human resources of the GHTK has not had a long-term training strategy for human resources of the company 77 Therefore, in order to implement the human resource training and development strategy in the long term, the company must also have appropriate training methods The company can apply long-term training courses (1-2 years) so that it can equip the knowledge and skills that need training, and that time can be enough for study and research, save and apply to the actual work of the company This training method can be applied to the company's source staff, who are capable of being placed in positions already identified in the company Therefore, the implementation of this training method will help them to prepare the best for future work Use modern and flexible training methods to suit the production and business activities of the company such as simulation methods, situations, plays these are methods that can be used effectively To train employees in the restaurant services company because it takes not too much time to affect production At the same time this method is attractive, practical and requires high cost Secondly: Build a business resource for training and development in a stable and increasing way over the years Thirdly: Strengthen staffs to train and develop human resources of the company in both quantity and quality At present, the training and human resource development of the company is still lacking compared with actual requirements This is a small limitation that can affect the implementation of the objectives of training and development of human resources is proposed Therefore the company needs to strengthen this team in both quality and quantity In terms of quality, it is necessary to increase the professional capacity of personnel who train and develop human resources on a regular basis In terms of quantity, the company needs to ensure sufficient number of staff to this work In addition to the appropriate support, all can work to maximum and achieve the goals set 3.2.2.2 Complete the training process of the training company of GHTK • Complete identification of training needs and human resource development of the company Identifying the training and development needs of employees in the company is one of the important and decisive steps to the entire training and development of human resources in any business If the training needs are identified incorrectly then the consequences will be very difficult to overcome Therefore, in order to make the training in the enterprise effective, the first requirement is that the company must determine the 78 training needs of the company It is accurate In order to that, the training needs determination must be based on the following bases: - The company must identify its training needs based on an analysis of its human resources goals as well as its business strategy This will provide the direction for the training of the company to train the type of work is reasonable or in the same sector, the workers who are given priority training are effective highest for the company - The determination of training needs of the public must be based on the analysis of work in the company to determine which work is currently focused and in accordance with business requirements of the company you By identifying the focus in each period, it is possible to identify the skills and knowledge that need to be trained for the company's employees - In order to determine the training needs of the employees in addition to performing the analysis of the human resources goals and job analysis, the company must analyze who will be the subject of the training process to determine what training they need to ensure that training and development work effectively with workers Therefore, in order to be able to implement these bases in the process of identifying training needs, the company should undertake the following tasks: - The company should include job analysis as part of its identification of training and development needs Job analysis with employees in the company will be the basis to identify the skills needed training of employees in the company If the employee in the company has a match between the qualifications and the requirements of the job, then the training needs of this person can’t be defined as the training of skills and knowledge to implement The current job that needs training with this employee will be to improve their skill level to perform work on a higher level or to more advanced work If the analysis of work is not appropriate, it is clear that there is a need for labor training so that post-training workers can well in the current job However, to the job analysis correctly, the company needs to have the full copy of the job description, job requirements and performance standards At present, Phuong Dong Co., Ltd has only a job description, so the company needs to build the tables to analyze the work that the company is lacking However, the construction of these boards always requires the fact that the company does not fall into the situation of using these to determine the training needs that are not in line with the business requirements of the company Determining the training needs of a company must be based on the performance of the employee in the company New job analysis only provides an overview of the skills that 79 workers lack or overcompensate generally on a comparative basis The performance appraisal will provide specific information about skills that are not available or weak in the work process Through performance appraisal, it is possible to know that the employees lacking the skills and knowledge from which to identify the knowledge and skills that the company needs to be trained and the form it needs Training is new training or advanced training, additional training Also, in order for the training and development to really mean not only the company but also the person with the training, the identification of the training needs of the company must be based on the training needs of the company workers This plays a very important role because it has a great influence on the effectiveness of the training If the training needs of the company are appropriate to the needs of the trainees themselves, it will motivate employees to be more motivated to participate in the training and the employees will have motivation and motivation It is more interesting to apply the knowledge that you lack in the process of labor To this, the company can integrate the company's performance appraisal with the worker's needs determination through the employee-based employee assessment This helps the company to accurately identify needs, but the cost and implementation of this approach is quite small and effective The company can use the periodic labor assessment with the following criteria: 80 EMPLOYEE ASSESSMENT FORM First and last name: Current position: Parts: Employee ID: Assessor: Time: Date month year Table 3.2: Staff Evaluation Form Targets The Attitude to work employe Ability to work e in work Attitude to customers Attitude with colleagues Ethical, conscious Reliability Labor efficiency Results of completed work Labor Day Creativity Adaptability Enthusiasm at work Ability to cooperate with regulators Ability to Ability to organize organize Tracking capabilities Ability to practice Things Foreign Language are Professional knowledge missing Experience in doing the job Overall rating: A B C D To complete the task: To improve performance: Yes No To complete the task: To improve performance: Yes No Recommendation on training with the company: Sign F 81 Based on this sheet to calculate the scores of the factors then find out the factors that workers lack At the same time, it is possible to examine the training needs of the employees The company should integrate job analysis and job performance assessments to determine employee training needs • Improving the content of training programs and methods at the GHTK Training method is the factor affecting the training effectiveness of employees, if the good content training method is not suitable, the efficiency of the company is very limited and vice versa Therefore, when completing the training content of the company, it is impossible not to complete the training methods in the company For each knowledge skill that employees are trained must have the appropriate training methods, with the skills and knowledge to meet the annual production plan requirements of the company, the method of training The creation of the company should be a training method that enables employees to learn through intuitive methods such as behavioral modeling, drama, case management For the work of service personnel and market staff, appropriate training methods enable the worker to improve his or her ability to perform tasks such as laboratory-style training and behavioral modeling Through these methods, it is possible to build real-life situations in the workplace such as greeting customers, suggesting needs, behaving in difficult customer situations, etc This method can be implemented in the classroom Workers are provided with hands-on experience and skills that are intuitive and easy to understand and they have the opportunity to practice at work and at work, recommended by teachers immediately These methods not take much time so it does not affect the business activities of the company and can help workers quickly grasp and improve the necessary skills in the process work The above methods are suitable for short-term training courses and work-related tasks such as the work of service personnel, product processing personnel, etc However, asking trained workers intensively, the company should implement long-term training methods with staff Because with short-term labor courses, it is difficult for workers to fully grasp the knowledge does a good job Although the application of this method of training can affect the workforce of the company in the short term, but in the future, it will build up the workforce to meet the needs of production and business of the company in the best way For those who are sent to study outside, the company should contact the training institutions there to work with them to develop the most effective way for employees to be sent for training, as well as make use of be advanced knowledge experiences, new knowledge to be able to put into practice in the company and improve the efficiency of labor 82 • Exploit financial resources for effective training Whatever financial activities are important for the work to be done effectively The training and development of human resources of the GHTK is no exception Training costs can be the cause of the company's training effectiveness is high or low It can be seen that the current training cost of the GHTK is still unstable source of funds because it still depends on the development fund of the company, so this expenditure depends much on performance the business of the company Hence, in order for the company's training costs to be used effectively, a part of the company must be in charge of monitoring and accounting the cost of training in a sufficient and clear manner The company needs to identify sufficient training expenditures when planning training to avoid overspending on training The company needs to set up a dedicated training fund so that the training budget of the company is stable and the training can be done in accordance with the plan In addition, the training budget can be mobilized from the employees who wish to participate in the training The company should create favorable conditions for the employees to improve their education The courses they propose are based on the training needs of the company • Complete the implementation of training For the training and development of human resources in the GHTK effectively implemented, it is necessary to improve the ability to organize training in the company At present, the training of the entire company is mainly carried out by two staff of the administrative organization, so the work is quite heavy This has a great impact on the performance of the training, and in the process of training these key managers have little opportunity to follow the training of the workers to accurately assess the effectiveness of the training Therefore, the company should focus on more people to carry out more effective training, or the company may set up a department not necessarily in the administrative organization to assist with the training workers In order to this, the company should restructure the workforce in the administrative office so that the training and development of human resources is highly effective • Complete the evaluation of training program after the training course of GHTK Evaluation of post-course training is essential for companies to consider the effectiveness of training In order to assess whether the training program is effective, the company should undertake an assessment immediately after the course and after the employee has completed the course The use of the questionnaire should be used by the company and in 83 conjunction with the employee performance appraisal, which will give the evaluator an accurate view of the effectiveness of the training In addition, the company should combine the facilities to carry out the assessment in a consistent and rational manner In order to assess the effectiveness of the training and development work, the company can carry out the evaluation of training effectiveness and develop into two parts: - The first is to evaluate the training program immediately after the course is over to obtain information about the entire training program of the company This assessment may be through the questionnaire given to the trainees and the observations of the trainees monitoring the course In order to carry out this task, the company may use the student assessment form and the acceptance record for the training officer - Second is the process of evaluating employees who have been trained over time to be able to see the practical effect of applying the knowledge and skills learned into the work process This evaluation can be done through the employee assessment form presented above, the combination of the evaluation form and the questionnaire in the assessment form can help provide continuous information as the actual company evaluation after quarter There will be many conditions to improve the training and development of human resources in the company 3.2.2.3 Other measures to improve the training and development of human resources of GHTK The initial conditions should be ensured for the training and development of human resources of the company Training and development is the key to long-term strategic goals of the company Therefore, the company must be the place where the training and development of human resources are made effectively The Company needs to ensure that the necessary and reasonable conditions for the training of the company are implemented smoothly, that is to facilitate the training and development through the father Training and development unit is sufficiently trained in quantity and quality At present, the training and development work in the company is carried out by two staff members only To perform this task, apart from that, it is necessary to separate the different functions for each cadre, so that the staff of the training should not take responsibility for other tasks which are not 84 effective in training With the training staff of the company, it is necessary to re-train them in the field of human resource management to provide them with more knowledgeable knowledge from which to combine With the experience gained, the performance of the trainers will be much more effective In addition to the effective use of staff in the company, the company should work in conjunction with professionals in the field of training in this field new facilities are available to carry out training and development in the company effectively and scientifically to ensure long-term effectiveness in the use of workers after training Next is the company's need to ensure the necessary conditions for the training and development of human resources can be carried out smoothly, such as the company needs to ensure the facilities to serve for training and development Need to organize training at suitable places and convenient for employees can attend full In the process of implementing training and development, apart from paying attention to well implementing the main contents, attention should also be paid to the conditions for the implementation process to proceed smoothly: In addition to undertaking accurate assessments of the training needs of employees in the company to determine the company's training needs, the impact on employees' perceptions of Training in the company is essential to the training of workers really work Workers should be aware of the seriousness of their studies when they participate in the training process, which certainly will not be effective when the trainer himself is not aware of perform Therefore the company needs to raise the awareness of the employees about the training and development, when the employees find the importance of training, they will have the motivation and responsibility to strive for learning This will give the company the savings due to lack of retraining because the employee is not well-educated, or because the employee does not pay attention during training and causes negligence during work On the other hand, if the employees' sense of good training will contribute to the development of effective training programs, the employees will actively comment on the training of the company The development of the company will be simpler In order to raise the awareness of employees about the training, the company can, through employee engagement, see the importance of training and development for their work and their advancement, Seeing that engaging in training gives employees more opportunities to develop, not only are trained workers more responsible in their studies, but they also want the company to be trained they As a result, when employees become aware of these issues, they are likely to create interest and desire for learning by employees and the company's training program can be easily implemented with high efficiency 85 In addition to the teaching employees, who are part-time teachers in the company, it is necessary to define the responsibility of the position in the professional standard, as one of the criteria to assess the carry out their work This can be effective throughout the entire process of work, as qualified and experienced workers are responsible for instructing their subordinates so that the training can be considered is continuous, not in batches that the company organized In order to be able to effectively train and develop human resources, the care of the leaders of the company must be taken care of The leaders of the company need committed commitments to motivate employees to participate more enthusiastically, with the commitment of leaders to create greater peace of mind and strive for the trained person As the commitment of leaders shows that the role of training and human resource development is important, In addition, they are more motivated to learn because they see the possibility of promotion as concrete as they are committed by the leader Employ workers after training effectively Post-trainees, if used properly for the purpose of initial training, will be able to bring into play the training results, and at the same time create the conditions for the subsequent training and development of human resources continuous It is clear that the use of trained workers in the right job they need to be effective in training is not wasting resources at the same time However, to this is not always easy For example, if a company wants to send its employees for long-term training, the company should have a way of ensuring that workers who return may return to their previous position or even to their position higher position To this, it is possible to encourage employees to participate in training activities in the most effective way, and vice versa, will make workers insecure when trained and so effective training will reduce and waste the resources of the organization This is an important thing that a company needs to think about when it comes to training and developing human resources 86 CONCLUSION After a period of practice, researching issues at GHTK, I had the opportunity to learn about the company in general and some management tasks, especially the recruitment, training and development of human resources force Through this I have captured the basic information, interesting about the issues surrounding the recruitment, training and human resources development of the Company At the same time, I would like to thank Mr Nguyen Thanh Linh - Head of Operation in HCM and together with all the members in the office, who created all conditions for me to practice and study at the unit In particular, I would like to thank Mr Tran Trung Tin, Head of Sorting in Tan Binh, who provided for me more information response to researching and assessing the human resource management situation in your company I would like to thank the teacher- MSc.Tran Thi Trang- Lecturer of the faculty of Business Administration has instructed and helped me complete this project Human resource recruitment is the foundation to provide a "sufficient" quantity and "good" staff for the quality of human resource management in the enterprise Employing employees is vital, deciding the fate of the business because if the recruitment of people who not retain the recruitment activities are considered useless Improving the quality of recruitment and retention is therefore an urgent issue for all businesses to obtain quality labor and to use it effectively In this topic, I have researched the recruitment and staff retention at GHTK to see the strengths and weaknesses in recruiting and retaining staff at the Company At the same time, I have introduced some solutions to improve the quality of recruitment and retention of employees in the future Due to limited time and knowledge, my graduation thesis can’t avoid the shortcomings I look forward to the comments of teachers, students and friends to make my writing more complete 87 REFERENCES https://giaohangtietkiem.vn/gioi-thieu/ 23-05-2018 https://careerbuilder.vn/vi/hiringsite/phat-trien-nguon-luc-nhan-su-van-de-va-cach-giaiquyet.35A4ED0B.html 23-05-2018 http://hrlink.vn/diendan/10-van-de-nan-giai-ve-qtnnl-thuong-gap-trong-doanhnghiep.t12167/ 23-05-2018 https://giaohangtietkiem.vn/ 23-05-2018 http://thuctaptotnghiep.net/huong-dan-cach-lam-bao-cao-thuc-tap-de-tai-quan-tri-nhansu/ 23-05-2018 Nguyen Huu Than, Human Resource Management, Statistical Publishing House, Hanoi, 2001 Report on labor statistics of the Administrative Organization of Orient Co., Ltd Report on human resources increase from 2001 to 2005 Manpower recruitment process at the company Human resource training process Organization chart of the key staff of the company, organizational chart and functions duties of departments Report on production and business results of the company The development and development of Phuong Dong Company ...2 MINISTRY OF EDUCATION AND TRAINING HOCHIMINH CITY UNIVERSITY OF TECHNOLOGY GRADUATION PROJECT EFFECTIVENESS OF HUMAN RESOURCE RECRUITMENT & SELECTION PROCESS IN GIAO HANG TIET KIEM COMPANY. .. Training and developing human resources; labor relations 1.1.4 The concept and importance of human resource selection The concept of selection The process of selecting people is the process of. .. training is also a long-term development in the learning process of workers 1.1.6 The objective of training and developing human resources The general objective of the training and development of