The low awareness of the consultancy and recruitment department in saigon hi–tech park

g UNIVERSITY OF ECONOMIC HO CHI MINH CITY International School of Business - Vo Thi Thanh Giang THE LOW AWARENESS OF THE CONSULTANCY AND RECRUITMENT DEPARTMENT IN SAIGON HI – TECH PARK MASTER OF BUSINESS ADMINISTRATION Ho Chi Minh City - 2017 UNIVERSITY OF ECONOMIC HO CHI MINH CITY International School of Business - Vo Thi Thanh Giang THE LOW AWARENESS OF THE CONSULTANCY AND RECRUITMENT DEPARTMENT IN SAIGON HI – TECH PARK MASTER OF BUSINESS ADMINISTRATION SUPERVISOR: Prof Tran Ha Minh Quan Ho Chi Minh City - 2017 SUPERVISOR’S REPORT ON THE THESIS PROPOSAL SUBMITTED FOR DEGREE OF MASTER of BUSINESS ADMINISTRATION The thesis proposal title: THE LOW AWARENESS OF THE CONSULTANCY AND RECRUITMENT DEPARTMENT IN SAIGON HI – TECH PARK Student Name: Vo Thi Thanh Giang Supervisor: Prof Tran Ha Minh Quan General comments: Remarks on the student’s attitude: …………………………………………………………………………… …………………………………………………………………………… Remarks on the assignment’s academic quality: …………………………………………………………………………… …………………………………………………………………………… Overall assessment: Meet requirement for submitting Not meet requirement for submitting Other remarks:  Did the student follow the report schedule? Yes No Other…………………………  The Turnitin plagiarism percentage: Supervisor’s signature ACKNOWLEDGEMENTS I would first like to thank my thesis advisor Prof Tran Ha Minh Quan of the International School of Business He consistently allowed this paper to be my own work, but steered me in the right the direction whenever he thought I needed it Without his guidance, support and good nature, I would never have been able to pursue the thesis I would also like to acknowledge Dr Phan Thi Minh Thu of the International School of Business as the second reader of this thesis I am gratefully indebted to her for her very valuable comments on this thesis Finally, I must express my very profound gratitude to my staffs in SHTP Training center for providing me with unfailing support and continuous encouragement throughout my years of study and through the process of researching and writing this thesis This accomplishment would not have been possible without them Table of Contents LIST OF FIGURE LIST OF TABLES EXECUTIVE SUMMARY CHAPTER 1: BACKGROUND INFORMATION Organization background .8 Situation analysis 10 CHAPTER 2: PROBLEM IDENTIFICATION 15 Methodology 15 Initial cause effect map 17 CHAPTER 3: CENTRAL PROBLEM VALIDATION .25 Central problem identification 25 Central problem validation 26 CHAPTER 4: ROOT CAUSE VALIDATION .28 CHAPTER 5: ALTERNATIVE SOLUTIONS AND ACTION PLAN .32 CHAPTER 6: SUPPORTING INFORMATION 42 REFERENCES .42 APPENDICES .44 LIST OF FIGURE Figure 1: The Consultancy and Recruitment Department structure Figure 2: Communication channels in the recruitment LIST OF TABLES Table 1: Job description of Nidec R&D Recruitment Table 2: The result of recruitment through the end 2016 to early 2017 Table 3: Respondents information at the Consultancy and Recruitment Department in SHTP Training Centre Table 4: Location and timing interview Table 5: Planning of Nidec Recruitment in the early 2017 Table 6: Cost budget of Nidec R&D Recruitment Table 7: Action plan for the first solution Table 8: Action plan for the second solution Table 9: Level of factors affect ineffective communication EXECUTIVE SUMMARY In the process of attracting foreign investors to invest in Saigon Hi-Tech Park, the Government has encouraged enterprises to focus on human resources and technology for long-term development Specifically, the Board of Management of the Saigon High-Tech Park support Nidec established Nidec R&D Center for research and business development, in addition to the development of SHTP However, it is difficult in the recruit the talent engineers for dedication In the scope of the thesis, it is aim to practically analyze the shortage applications provided for Nidec R&D center at the Consultancy and Recruitment Department in Saigon hi-tech Park Training center The object of this report is to outline in broad terms the information and engineering considerations required for and the principle involved in the recruiting engineer for Nidec R&D center The study tries to identify the main different factors which contributed to the issue by the literatures informed reviews and the collected data from colleagues during deep interviews with managers position and staffs The study uses these factors in developing practical techniques, which can solve the problem The low awareness of brand is the central problem because it come from the poor skill of staffs and the ineffective communication channels as advertising It led to the inefficiency in recruiting The report is intended to provide the executive board with background information to assess the feasibility of a proposal they have been asked to assess some recommendations: 1.Develop the social advertising channels 2.Training skill for staff The findings impact on the result of the following recruitment with the numerous applicants in this project The Nidec R&D center can recruit more talent engineers CHAPTER 1: BACKGROUND INFORMATION Organization background Saigon Hi-tech Park (SHTP) is one of three nationals high - tech parks in Viet Nam which was established by the Decision 146/QD-TTg dated 24 October 2002 of the Prime Minister It is located in District of Ho Chi Minh City (HCMC) The Park is developed on an area of 913 hectares and includes two phases of development, of which the first Phase occupies 300 hectares and 613 hectares of the remaining area is of the second Phase (1) With a strategic location which is in proximity to the city's center, airport and sea ports of HCMC, and surrounded by 43 industrial parks and export processing zones of the Focal Economic Region of Southern Vietnam, the Park has full advantages to become a technological and scientific urban area that will be the foundation for development of knowledge economy of HCMC and the Southern Key Economic Region of Vietnam (2) Besides, together with other advantages such as receiving strong support of central and local governments, offering "one-stop-shop" application service and highest legitimate tax incentives to investors, etc SHTP has been considered a bright point of foreign investment attraction in fields of high technology throughout Vietnam The Park was proudly the investment destination of projects from global hi-tech corporations including Intel (the U.S) with its $US 1-billion project, Nidec (Japan), Sanofi (France), Datalogic (Italia), Microchip (the U.S), Sonion (Denmark), etc., as well as from leading domestic educational institutions and companies including FPT Corp., Hutech, Nanogen, etc After 11 years of development, as one of the only three national hi-tech parks and one of Ho Chi Minh City's five focal projects serving as the driving force for the city's development until 2015, SHTP has become a trustworthy destination for hitech investment in Vietnam (1) Generally, SHTP has four functions: attracting investment in high-tech products, researching, developing and applying high technology, training high-tech human resources and organizing high-tech development support services SHTP Training center (SHTP Training) is one of the units under the Board of Management of SHTP, was established by the Decision 2669/QD-UB dated 31 May 2005 of the People’s Committee of HCMC SHTP Training Center has the mission of training and supplying human resources in the field of economy associated with technology and technology in order to accelerate the process of integration and development of the city and the country (3) The SHTP Training Center is a connection between the practical requirements of the enterprises and the knowledge and skills of employees, through training consulting services, job introduction and especially the curriculum according to the enterprises’ requirements In order to realize its vision and mission, the SHTP Training Center needs to understand more about the human resource needs of enterprises in the technology sector, thereby offering and delivering training programs Create, more appropriate consulting services, can meet the needs of the business to the maximum The consultancy and Recruitment Deparment plays the main role in this recruitment It mainly conlsulting sevices, introducing jobs, supporting the supply of human resources for businesses operating in and out of SHTP in many different fields, especially in science, engineering and technology SHTP SHTP Training Center Consultancy and Recruitment Department Vice manager Professional lab Consultancy Figure: The Consultancy and Recruitment Department structure (Source: SHTP Training Center Structure) Over the years, SHTP Training has become more and more familiar with employees With the demand of recruiting hundreds of jobs from general labor to specialized engineers, senior managers of enterprises inside and outside the Hi-Tech Park, especially those with Foreign Direct Investment (FDI) The Consultancy and Recruitment of SHTP Training continues to expand the scope of activities of the Information - Employment Station in particular and the scale of services in general for service activities to develop The Consultant and Recruitment Office at SHTP Training Center has staff members, vice manager, consultants are divided into professional skilled labor consultant and mannual labor consultant and marketing employee The recruitment is reported directly to the Director of the SHTP Training Center The Director od SHTP tarining center is responsible for reporting to the SHTP Board of Directors quarterly and annually Situation analysis Towards 2020, SHTP is to be a technopolis playing an important role of strongly enhancing the technological and intellectual base of HCMC and the Focal Economic Region of Southern Vietnam, and serving as a Vietnam's model of technological innovation, intellectual capital development and innovation economy Investors in SHTP with extensive and modern infrastructure with highly qualified staff, SHTP Training center has been rapidly evolving into a training and human resource provider (1) The consultancy and recruiting department in SHTP Training is facing a problem of the decrease of specialized labor source to supply for foreign businesses in SHTP Particurlarly, NIDEC Group is one of the leading corporations in the field of precision engineering and machine building in Japan (4) which is operates in SHTP with five subsidiaries as NIDEC Sankyo, NIDEC Vietnam Corporation, NIDEC Servo, NIDEC Copal and NIDEC Seimitsu Corporation) as well as one of the pioneer investors of SHTP total of almost 15,000 employees and annual revenues of more than 500 million dollars Manufacturing of precision engine parts, manufacturing of automotive components, precision motors for mobile and digital devices, etc.) Mr Shigenobu Nagamori - Chairman of Nidec said: "Nidec currently has investments in 46 countries and territories around the world In Vietnam, Nidec has been running for more than 20 10 44 10 11 Also, does the room focus on any channe for recruit? From your point of view, what other facto affect the number of applicants? How the quality of candidates compare to last year ones? According to your assessment, how comp the project is? What is the internal factors affected on th succesfull of this project? What is the enternal factors affected on th succesfull of this project? What's the worst and the best of your department on this project?? If next year this project, you have a plans or improvement? Transcripts Interview th Time of interview: 16 July 2017; 11:00 AM Duration: 25 minutes Venue: SHTP Training Centre - Lot E1, Ha Noi Highway, District 9, Ho Chi Minh City Interviewer: Ms Vo Thi Thanh Giang (G) Interviewee: Ms Tran Thi Thanh Mai (M) Age: 34 Major: Bachelor - Human Resource Management Position: Marketing Staff Experienced: 1.5 years G: Hi Ms Mai! I am doing a project for my final thesis of ISB program about “The shortage of engineers provided for Nidec R&D at the consultancy and recruitment 45 department in Saigon Hi-tech Park” I would like to have your answers for following questions The answer will not have the right and wrong meaning, but only help me gather information to make the research, so please feel free to share with me Your feedback and answers will be kept confidential Thanks for your participation M: Okay G: Recently, your department has done a project is to recruit engineers for Nidec R & D Center, can you briefly describe the requirements of this project? M: This time, they asked to recruit 32 engineers who had just graduated from college, or graduated from to years, all under 30 years old To serve the R&D Center to be established and expected to recruit about 300 engineers from 2016 to 2020 This is the second year of recruitment G: Do you have any problems or difficulties while doing the project? M: Of course, for example, the recruitment period, last year's recruitment in September, is easier to find candidates, but this year recruited in July, students are busy reporting graduation or vacation Therefore, many applicants not apply Sencondly, currently, engineering students are a lot but not qualified Besides, required recruitment candidates must have foreign languages (English, Japanese) to get them training in Japan, the number is very small So when we contact universities to find candidates, they help by posting announcements and no other support Mainly we look for other ways Besides, I did not have professional work I learned about the human resources but my job is marketing, so I has no basis and understanding of marketing G: What is the other ways? M: Posted on facebook, contact old candidate data, ect Particularly, some channels create engineers source in the department as:  Facebook: As the main channel to attract the candidate Update regularly the requirements, note and consult the employees with the best choice The implementation is the way ads are most frequently applied  Website: post job description but not frequently as Facebook Guide them to register follow the instruction 46  Band roll, banner: put all the recruit information in two offices and along the street in district and Thu duc, near to some universities (as HCMC University Technology and Education, HCMC University of Technology, Hutech University, etc)  Universities: contact with the office of student affairs, send recruit information to undergraduate and graduate students Because of the special Nidec R&D recruitment, just focus on some suitable universities as HCMC University Technology and Education, HCMC University of Technology, Hutech University which has the rekated major in technology, mechanicial, automation, etc With long-term staffing strategies, the office has sought to source human resources at universities and colleges to secure resources for the implementation of their recruitment plans  Employees service centers/ Job fair: Job fairs are where the candidates come to find out the recruitment information and find a job that suits you Understanding the common sense that the room has leveraged and exploited relatively well the candidates at job fairs  App on mobile: SHTP Recruitment (SHTP PROJOB) is an application developed by SHTP - Microsoft in collaboration with the Employment Advisory Center - Training Center for Research and Development R&D Application SHTP Employees have the option to search for smart jobs via their smartphone (along with other channels such as newspapers, websites, direct submissions, etc.) It is just create this channel in April, 2017 so did not invest much  Neighbors’ SHTP: people who live near the SHTP, come across and see information Someone want to find the job near house and stable and be introduced by friends, relatives and etc G: Do your department make a recruit strategy? M: The department has five people, one is the vice manager, the other four are two men and two women male staff play a role outside activities as mail delivery, posters stickers, the rest as consultant and markerting employee go to university and find 47 candidates That is the way we work so far This time it was more investment than running ads on facebook and also cost a little money G: And how is the result after advertising on Facebook? M: In general, it is given 100 resumes but only recruit 45 engineers compare the demand 60 ones G: Also, does the room focus on any other channels? M: Virtually only posted announcements at university, campuses and google form registrations G: According to your assessment, how complete the project is? M: Approximately 80%, the room still want to receive more applications but too little time should be limited The quality of candidates they respond to is not as good as last year G: Why the quality of candidates is not good compare last year? What is the reason? M: Students will have good people and not good people, the object of access to information that we give is uncontrollable so the collection is not as expected G: From your point of view, what other factors affect the number of applicants? M: First is salary, not very high compared to common ground The level of 7.5 - 20 million VND Second, to train in Japan for a year, the candidate is not confident G: That is an objective factor, so is there a subjective element in the room affected? M: This is a state agency, not putting a lot of pressure, sales reach or fail is not affected much, so the morale does not reach 100% productivity Part time work also the political work, so employees are not dedicated to professional work too G: If next year this project, you have any plans? M: The mechanism of action can not be changed It is only possible to change the morale of an employee, such as rewards 48 Interview th Time of interview: 16 July 2017; 17:00 PM Duration: 25 minutes Venue: SHTP Training Centre - Lot E1, Ha Noi Highway, District 9, Ho Chi Minh City Interviewer: Ms Vo Thi Thanh Giang (G) Interviewee: Ms Tran Thi Tu Anh (A) Age: 39 Major: Bachelor - Business Administration Position: Vice manager Experienced: years G: Hi Ms Tu Anh! I am doing a project for my final thesis of ISB program about “The shortage of engineers provided for Nidec R&D at the consultancy and recruitment department in Saigon Hi-tech Park” I would like to have your answers for following questions The answer will not have the right and wrong meaning, but only help me gather information to make the research, so please feel free to share with me Your feedback and answers will be kept confidential Thanks for your participation G: Recently, your department has done a project is to recruit engineers for Nidec R&D Center, can you briefly describe the requirements of this project? A: Nidec Group had us to recruit engineers for R&D Center Candidates have to have background on technology (such as: Automation, Electrical – Electricity, Die Molding, Software) and good at English (at least TOEIC 450) G: Do you have any problems or difficulties while doing the project? A: Yes, we The marketing activities is not strong, we have a little budget for this project, not enough to expand more in advertising The marketing staff is just depend on the Facebook or website primarily, the traditional channel, not go out to get more ways Sometimes, cannot complete the job because of many works And senior students of some universities had not graduated yet at that time In additon, the requirement of the order is not easy to find candidates as the language, experience, training oversea and foreign environment working G: Do your department make a recruit strategy? 49 A: Yes, of course We made plan and evaluated the effectiveness of some marketing channels However, have no innovation comppare with previous recruitment G: Also, does the room focus on any channels for recruit? A: Yes, we We communicated to universities have specialized technical, run ads on Facebook and traditional marketing such as: bandroll, poster, email G: From your point of view, what other factors affect the number of applicants? A: The salary and English skills The demand of the recruiter and the ability of the candidates not have in common Annually, it is the high number of graduates but not enough to meet recruiters because they demand higher salaries than the company pay G: According to your assessment, how complete the project is? A: I think our project is successful Nidec Group sent us thank you letter but it was not complete pleasure for me G: What is the internal factors affected on the succesfull of this project? A: All members of team are highly responsibility, support and guide candidates enthusiastically We also have good interviewers who have selected good candidates from the preliminary round and training them G: What is the external factors affected on the successful of this project? A: The support from universities, colleagues G: What's the worst and the best of your department on this project?? A: The worst is the lack of budget for marketing that lead to the inefficiency of recruiting The skill working of staff when doing project with high presure, marketing skill The best is the enthusiastic support of whole team for candidates and Nidec Group G: If next year this project, you have any plans or improvement? A: Yes We will budget for marketing Recommend Nidec Group appropriate time for interview Plan to communicate to universities to select candidates and training them sooner 50 Interview th Time of interview: 17 July 2017; 17:00PM Duration: 25 minutes Venue: SHTP Training Centre - Lot E1, Ha Noi Highway, District 9, Ho Chi Minh City Interviewer: Ms Vo Thi Thanh Giang (G) Interviewee: Mr Le Thanh Nhan (N) Age: 43 Major: Master - Business Administration Position: Ex - manager Experienced: 2.5 years G: Hi Mr Nhan! I am doing a project for my final thesis of ISB program about “The shortage of engineers provided for Nidec R&D at the consultancy and recruitment department in Saigon Hi-tech Park” I would like to have your answers for following questions The answer will not have the right and wrong meaning, but only help me gather information to make the research, so please feel free to share with me Your feedback and answers will be kept confidential Thanks for your participation G: Recently, your department has done a project is to recruit engineers for Nidec R&D Center, can you briefly describe the requirements of this project? N: Nidec is going to establish a Nidec R&D in SHTP Nowadays, they recruit axproximatle 300 engineers to training in Japan within year After that they come back to Vietnam and work as a professional staff They recruit in many field of major such as technical, technology and automation In this project (project recruiting in Nov 2016), the order our department recruit 40 engineers G: Do you have any problems or difficulties while doing the project? N: We face the biggest problem about marketing when the budget was low that make us cannot extend more channel advertising, just depend on the traditional channel as facebook, website, source data Beside that the working location in SHTP, it is too far the center that make us difficult to recruit candidate when Nidec not have a bus for staff G: Do your department make a recruit strategy? 51 N: Of course, but the limited time not allow us have more time to discuss carefully G: Also, does the room focus on any channels for recruit? N: Outside facebook and website, we contact with universities to send information to fresh graduation and HCMC Youth employment service center G: From your point of view, what other factors affect the number of applicants? N: I think the job description is one of the most important factors that affected Beside that the planning of the department and marketing activity are also affected the result Besides, the quailified candidates is one the factors need to be considered Vietnam has not many colleges and universities have training in mechanical engineering The number of students attending and graduating yearly is quite large, however the ability to meet the demand of work in enterprises is limited The majority of students have only theoretical training, very little practical training And they are lacking and weak in soft skills such as independent thinking, communication skills, persuasive and especially foreign language skills G: According to your assessment, how complete the project is? N: It is acceptable but it is not an expectation result G: What is the internal factors affected on the succesfull of this project? N: The capacity of staff, innovation and enthusiasm in the working G: What is the enternal factors affected on the succesfull of this project? N: The recruit time is not convenience when students in the vacation and come back hometown G: What's the worst and the best of your department on this project?? N: The best is all of the staff try their best to finish this project although the limite capacity The worst is not have effective strategy 52 Interview th Time of interview: 18 July 2017; 11:00 AM Duration: 25 minutes Venue: SHTP Training Centre - Lot E1, Ha Noi Highway, District 9, Ho Chi Minh City Interviewer: Ms Vo Thi Thanh Giang (G) Interviewee: Ms Nguyen Thi Giang Thanh (T) Age: 25 Major: Bachelor - Accounting and Finance Position: Consultancy staff Experienced: 1.5 years G: Hi Ms Thanh! I am doing a project for my final thesis of ISB program about “The shortage of engineers provided for Nidec R&D at the consultancy and recruitment department in Saigon Hi-tech Park” I would like to have your answers for following questions The answer will not have the right and wrong meaning, but only help me gather information to make the research, so please feel free to share with me Your feedback and answers will be kept confidential Thanks for your participation G: Recently, your department has done a project is to recruit engineers for Nidec R&D Center, can you briefly describe the requirements of this project? T: From 2016 to the early 2017, we was organized interview time for Nidec Corporation and candidates This recruitment require candidate in technical, electronic and automation field in age 22 to 30 They are good at English or Japanese because they must training in Japan at least one year Nidec special consider two universities in Vietnam are HCM university of technology and HCM university of technology and education because they estimate graduate students are better than the others The candidates must have the basic knowledge and skill in major G: Do you have any problems or difficulties while doing the project? T: There are a lot of problems during recruitment This project is not for profit recruitment that this is the task must be completed and reported to the management board of SHTP The type of candidate that is difficult to satisfy because it require 53 knowledge, skill , foreign language and must to training oversea Some candidates did not pleasure to moving, just want to live and work in Vietnam Besides, I not have the basic knowledge of technical so it is difficult for me to consult candidates perfectly It took time when I ask the help of the professor in this major to make decisions The selecting candidates is spend more time than the other project G: Do your department make a recruit strategy? T: Of course, after receive the job description from Nidec, I make a plan for recruitment It is careful and detail but I estimae it is not effective, particular present on the result recruitment G: Also, does the room focus on any channels for recruit? T: A lots, we focus on online communication channels such as Facebook, associate with Vietnamworks, Jobstreet and website of universities Some channels advertising more effective but it it costly For instance, such as advertising on television, radio, television direct topics related Nidec R&D engineers recruited G: From your point of view, what other factors affect the number of applicants? T: The salary of Nidec is not high compare with compertitors The second factor is that HCMC University of Technology is the main source to provide qualified candidates, but it is located in district 10, too far SHTP, so it is a big challenge for candidates and recruiters in recruitment Some candidates would not apply this job because of the location In addition, the capacity of the working of employees is not reach the highest point, I did not try my best to focus on this project because of multitask to finish G: How the quality of candidates compare to last year ones? T: It is the same, estimate about 70% of all adapt Nidec is an international group, they are difficult to evaluate candidates as attitude, sense of responsibility, working, etc G: According to your assessment, how complete the project is? T: It is not complete because the deparment did not have enough applications provided for Nidec to inierview G: What is the internal factors affected on the succesfull of this project? 54 T: The ability working of staffs Particularly, the marketing staff not know the good way for marketing online, just post information on Facebook, not anything to attract candidates Moreover, I am as the consultancy staff but I not have the basic knowledge in these field recruitment, so can not active in evaluate candidates and advice the support from proffesional experts G: What is the enternal factors affected on the succesfull of this project? T: It is a niche market, the number of suitable candidates is limited G: What's the worst and the best of your department on this project?? T: The best is that all staffs in department work together for project success The worst is that the limited ability working of staff, the shortage right and effective marketing making G: If next year this project, you have any plans or improvement? T: We focus more on marketing online, especially on Facebook and Vietnamworks because in the previous, these are provided a lot of applications 55 ... Investment (FDI) The Consultancy and Recruitment of SHTP Training continues to expand the scope of activities of the Information - Employment Station in particular and the scale of services in. .. and Recruitment Department in Saigon hi-tech Park Training center The object of this report is to outline in broad terms the information and engineering considerations required for and the principle... SHTP Training center has been rapidly evolving into a training and human resource provider (1) The consultancy and recruiting department in SHTP Training is facing a problem of the decrease of specialized