TRAN THI THANH NHAN BKC19496 HRM ASSIGNMENT 1 BETC 02k11

Student Name/ID Number: TRAN THI THANH NHAN_BKC19496 Unit Number and Title: Unit 03: Human resource management Academic Year: 2020 Unit Tutor: VO H DUNG Assignment Title: ASSIGNMENT Issue Date: 2/12/2020 Submission Date: 17/12/2020 Internal Verifier Name and Date: TABLE OF CONTENT I INTRODUCTION BACKGROUND PepsiCo, Inc is an American multinational food, fast food and beverage corporation headquartered in Harrison, New York Pepsico's founders are Caleb Bradham, Donald Kendall, Herman Lay in 1965 with the merger of the Pepsi-Cola Company and Frito-Lay, Inc PepsiCo has expanded from Pepsi's eponymous product to a range of brands Food and beverage brands, the largest including the acquisition of the Tropicana Company in 1998 and the Quaker Oats Company in 2001 These acquisitions enabled Pepsi to add the Gatorade brand to its product portfolio PepsiCo is the second largest food and beverage company in the world, after Nestlé Chân dung Caleb Bradham December 24, 1991 - The International Beverage Company (IBC) was established as a joint venture between SP Co and Marcondray - Singapore with the capital contribution ratio of 50% 50% have built and inaugurated the Hoc Mon factory Untill 1994 - PepsiCo officially entered the Vietnamese market when it entered into a joint venture with IBC International Beverage Company with the launch of the first two products, Pepsi and Up, right from the early days when the US lifted the embargo with Vietnam in 1994 2003 - The company was renamed as PepsiCo Vietnam International Beverage Company Many types of non-carbonated soft drinks continue to be marketed such as: Sting, Twister, Lipton Ice Tea, Aquafina 2005 - Officially become one of the largest beverage companies in Vietnam 2006 - The company expanded production and sales of food products with Poca snack products favored by consumers and young people 2007 - Developed more soy milk products 2008-2009, after the inauguration of a food factory in Binh Duong, (later separated into Pepsico Vietnam Food Company), the company expanded its raw material area in Lam Dong Many new products in beverage segment were also launched such as: 7Up Revive, Lipton Green Tea; Pineapple Twister 2010 - marked an important milestone for PepsiCo Vietnam through the announcement of PepsiCo to continue investing in Vietnam 250 million USD for the next three years 2/2010, a new factory in Can Tho officially put into operation 2012 - In this year, the merger and acquisition event of San Miguel factory in Dong Nai occurred in March 2012 and the largest PepsiCo factory in Southeast Asia was inaugurated in Bac Ninh in October 2012 April 2013 - Suntory PepsiCo Vietnam strategic beverage alliance was established between Suntory Holdings Limited and PepsiCo, Inc in which Suntory accounted for 51% and PepsiCo 49% with the launch of new tea products Olong Tea + Plus and Moutain Dew Responsible by: Suntory PepsiCo Vietnam Beverage Company Limited Sheraton Building, 88, Dong Khoi Street, Ben Nghe Ward, District 1, Ho Chi Minh City, Vietnam Presently PepsiCo is: The world's leading beverage and food company The company operates in nearly 200 countries with more than 185,000 employees globally.-The company has annual sales of 39 billion dollars The world's fastest growing beverage and food company PepsiCo's mission is to continuously improve all aspects of the community life in which we operate - environmental, social, economic - to contribute to a better tomorrow Pepsi always knows how to balance the interests of the company with the interests of employees and the community towards sustainable and long-term development Pepsico is constantly searching for and creating healthy financial effects for investors, creating development opportunities and bringing many economic benefits to employees, business partners and the working community Becoming a leading company in the field of consumer goods manufacturing, focusing mainly on the convenience food and beverage sector and always putting honesty, fairness and perfection first Convenience for everyone, With convenient packaged products and an extensive distribution network, Pepsi has succeeded in bringing satisfaction to its customers with convenience , branches and production facilities in many fields create favorable conditions and benefits for employees, investors, partners… cooperation, purchase, sale and economic development of the host country PURPOSE Determining the importance of the human resource development strategy in the new period, Human Resources Department has implemented a series of young talent development programs to build and prepare the leadership team to inherit in future A seemingly simple job but really has a long-term strategic significance The thesis is done with the desire to show positive results, limitations and causes of human resource development, activities and factors affecting human resource development in Pepsico contribute to helping the Company make reasonable decisions about Human resource development is increasingly quality and efficient Because focusing on talent development by "green incubator" right now is an effective measure for the success in HR management of a business business in the future SCOPE For economic development, human resources is the decisive factor, for human development, education is the priority foundation An economy can only thrive when a society of talented entrepreneurs and excellent industry managers can only succeed when it builds its own skilled workforce Enthusiastic dedication, so the HR department is considered the core of the company Therefore, the thesis focuses on research on the results of developing human resources: quantity, structure, quality of human resources, planning, plans human resource development plan; factors and activities affecting human resource development and proposing solutions to improve human resource development at Hung Dung Limited Liability Company II THE ROLES AND RESPONSIBILITIES OF HR DEPARTMENT OUR ROLES Human Resources has the function of supporting & developing our most important resources our staff - based on key HR elements: Organizational Sustainability, Talent Sustainability and and finally Cultural Sustainability The role & responsibility of the Human Resources department is to formulate and implement human development strategies consistent with the business strategy to achieve the organization's goals Our HRM process begins with Recruitment and Attraction: including Organizational Structure Design & Development, Recruitment, Human Resource Coordination, and Employer Image Promotion use It is followed by organizational capacity building, which includes Training and Development, Management of Employee Performance Evaluation Processes, Talent Development Programs, and Organizational Culture Building Programs and building a capacity development roadmap In addition, we attract, encourage and retain talent with our Remuneration system that includes Salaries and Benefits, Developing and Developing Human Resource Policies and Procedures, Policy / Law Compliance and Compliance Personnel, Planning and Control of Human Costs, and Building Relationships with Trade Unions Nguyễn Hồng Vũ Trưởng phịng Nhân Sự Công ty TNHH Nước giải khát Suntory PepsiCo Việt Nam OUR RESPONSIBILITIES General functions of departments Human resource attraction function: Focusing on ensuring the number of employees with the right qualities for the company's job such as job analysis, employee needs planning, employee recruitment and layoff Human resource training and development functions: Developing policies for training and developing human resources, identifying the needs of employees and companies, choosing the training form and content, and evaluating the effectiveness of training courses In addition, focusing on improving staff capacity to ensure employees have good skills and skills to complete their jobs and create conditions for employees to develop personal capacity Human Resource Retention Function: Focusing on maintaining and using effectively the company's human resources, accurately assessing capabilities, paying adequate wages and opening employee incentive programs, solving problems on the good relationship staff and company Bà Văn Thị Anh Thư, Phó TGĐ Cấp Cao phụ trách Nhân Sự - Suntory PepsiCo Việt Nam, đại diện công ty nhận giải thưởng Phát Triển Nguồn Nhân Lực Châu Á 2018 (Asia HRD Award 2018) Examples : HR Manager - Business Partner HRM - BP is responsible for ensuring that personnel activities including company policies and regulations are performed appropriately at the functional / position level, acting as public representatives company in place and ensure all day-to-day HR activities are consistent with the guided service level agreement (SLA) and agreement The position also provides technical expertise and advice / solution / intervention to the local management team and their Direct Reports on identifying and addressing Human Resources issues a Build resources for Talent Evaluate current and future levels of resources and talents, to identify short- and medium-term strengths, gaps and needs Use analytical data and experience to better understand the performance and potential of each talent Promote HR planning, design / change organizational structure at position / function level to further improve productivity and efficiency Execute and secure enough resources at the right time and place Analyze / diagnose HR and TO reports to generate insights and provide solutions - coordinate with TA team Team up with engineering team to ensure Talent Mapping for better talent team management Represent EVP activities at functions / locations, including new talent shows b Learning & Capacity Development Conduct training needs analysis / profiles in the respective position / function to develop a comprehensive capacity building plan Provides detailed information on learning priorities and competency needs to improve performance Be accountable and ensure the PMP process runs smoothly (Goal setting, mid-year / year-end review and quality calibration ) Ensure employee orientation / referral in position to provide high quality OTIF, in collaboration with TD team Orientation support and other training courses by nomination / association with TD group Responsible for the rotation / development of a new talent program Lead periodic talent assessments & succession planning to take the right actions and interventions to retain / develop / accelerate and manage talent Assist managers in activating protracted yet realistic development & career plans for all Give advice and a plan to challenge c General Administration & Total Rewards Manage communication and implementation of performance and reward policies and procedures Challenge the organization leader to make the right recognition and reward decisions Diagnose and address job, performance, and reward level problems and opportunities, and provide recommendations for businesses and HRLTs to change structure or adjust market positioning Assists HR leaders implementing existing programs for the business and managing changes to ongoing programs Connect with the Expert and outside team to understand current trends and innovations Find ways to continuously improve employees' understanding of their overall rewards package Ensuring personal rewards issues are tailored to meet the needs of the organization and individual (e.g new hire, transfer, retention) Monitor and resolve compliance issues by ensuring that the organization is in compliance with local and national laws (e.g., recruitment, d Details / strategies and solutions Build a picture of what's going on in the organization and outside to explore opportunities and patterns within the organization and use them to develop new, actionable insights Share and discuss with the Chief Human Resources Officer - BP Work closely with expertise groups and outside experts to stay ahead of emerging trends, ideas and innovations - Use knowledge of emerging trends to build innovative HR solutions to meet short-term challenges and lead HR advisers to create value-tailored solutions for people business planning and planning Actively participate in meetings to report on HR priorities and emerging business needs Manage and evaluate the effective delivery of human resource programs and projects within an organization Train and train managers in deliveries and addressing employee concerns Identify HR priorities at all levels: Data, business updates, emerging business needs or sharing best practices e Organizational development Group and individual effects: Develop and apply needs assessment tools related to organizational development, using multiple interventions in an affiliate program to address Impacts and challenges for managers: how to improve performance based on data analysis related to team culture, values, environment, efficiency, and willingness to change Build a business case for these interventions, based on clear data and insights, including the plan's impacts and risks Use diagnostic tools to evaluate the organization's performance (such as personality assessments, team diagnostics tools, employee satisfaction tools, team culture assessments, vision and performance ) Ông Lâm Văn Hải, Phó Tổng giám đốc phụ trách kinh doanh Cơng ty Pepsico Việt Nam chia sẻ với Doanh Nhân kinh nghiệm quản lý nhân công ty theo mơ hình This is one of the most successful achievements of PEPSICO Vietnam, which is the focus on developing young and high-quality human resources in the long term In other words, PEPSICO Vietnam needs to understand the importance of the department and offer programs that always attract and maintain a highly qualified staff to serve the long-term work plan III KEY TALENTS Indra Nooyi Indra Nooyi is an Indian-American business operator, chairwoman of PepsiCo, the world's second-largest food business in terms of sales volume, and was CEO for 12 years from 2006 to 2018 She holds a strong position among the 100 most powerful women in the world In 2014, she ranked 13th out of 100 most powerful women in the world, according to Forbes magazine, 2nd on the list of most powerful women according to Fortune magazine in 2015 In February 2018, the International Cricket Council announced that Ms Indra Nooyi will attend the ICC rankings as the first independent female president in June 10 She completed her high school education at Holy Angels Anglo Indian Higher Secondary School in T Nagar Ms Nooyi received her BA in Physics, Chemistry, and Mathematics from Madras Christian College of the University of Madras in 1974 and completed the postgraduate program of the Indian Institute of Management in 1976 In 1978, Ms Nooyi obtained Admitted to the Yale School of Management and later received a Masters of Public Administration and Private Management in 1980 Beginning her career in India, Ms Nooyi served as product manager of Johnson & Johnson cosmetics and consumer goods group and Mettur Beardsell textile company While studying at Yale Management School, Ms Nooyi completed her summer internship at Booz Allen Hamilton In 1980, Ms Nooyi joined the Boston multinational management company and later held strategic positions at Motorola and Asea Brown Boveri Ms Nooyi joined PepsiCo in 1994 and became CFO in 2001 She has been a director and CEO since 2006, replacing Steven Reinemund, becoming the 5th CEO when PepsiCo Group was 44 years old Ms Nooyi directly led the group's global strategy for more than a decade and led the restructuring of PepsiCo, including the birth of Tricon, now the Yum brand! Brands Ms Nooyi also played an executive role in Tropicana's victory in 1988 and in the merger of PepsiCo's Quaker Oast company She is 3rd in the top but powerful businesswoman according to Fortune 2014 Since taking over as CFO in 2001, the company's daily profits have jumped from $ 2.7 billion to $ 6.5 billion Ms Nooyi was named in the Wall Street Journal's 50 most influential women in 2007,2008, and on the 2007 and 2008 list of the 100 most influential people in the world in 2007 and 2008 by Time magazine nominations 2007 - 2008 Forbes established her as one of the most powerful women in 2008 In 2014, she ranked 13th on the list of Forbes Fortune established her as the most powerful businesswoman for her two consecutive years 2009 and 2010 On October 7, 2010, Fortune magazine ranked her as the 7th most powerful woman in the world Ms Nooyi's strategic management at PepsiCo has achieved great success Usually), better for you (low-fat or low-fat versions of snacks and soft drinks), and good for you (products like oats) Her initiative was well funded by her She transformed her business model from snacks to health products, with a mission to improve health instead of harmful pleasures In 2005, Ms Nooyi removed aspartame from Pepsi Diet drinks, making it a healthy beverage, although there is no evidence that aspartame is harmful Ms Nooyi marked her desire to develop a chain of snacks for women, an industry that has not yet developed yet In a radio interview, Ms Nooyi announced that PepsiCo will offer product packaging based on women's preferences and on the difference between men's and women's snack choices On August 6, 2018, PepsiCo confirmed that Ms Nooyi would resign as CEO and Ramon Laguarta, with 22 years of experience at PepsiCo, would replace her on October Ramon Laguarta replaced her, becoming members of the board of directors However, Ms Nooyi will continue to serve as the company's chairman until early 2019, and during her tenure, the 11 company's revenue increased 80% Nooyi held the position of CEO for 12 years, years longer than the average CEO position at large companies, according to a similar study Giám đốc điều hành Indra Nooyi Huynh Thi Xuan Lien Huynh Thi Xuan Lien, CEO of Franchising of Pepsico Vietnam beverage industry, Vice President of Vietnam Marketing Association, Vice President of Association of HCMC Women Entrepreneurs Club Huynh Thi Xuan Lien is a Hue girl from a teacher's family, but due to difficult family conditions, she did not study pedagogy in Hue Desire to change my own life, to hope that I can change something for my family, to ease my suffering (but my parents or siblings not ask for anything) She went to Sài Gòn Saigon established She has experienced multinational companies such as LG, Dutch Lady, Unilever then settled in the US, after months I didn't like it anymore, I decided to return to Vietnam and join Unilever After a while, she was promoted to Deputy General Director of Suntory Pepsico at the age of 35 With more than 10 years of effort with Suntory Pepsico Vietnam, she has successfully led Suntory's brands Pepsico overcomes many challenges, strengthens its leading position in the market, with a fierce, daring, and a feminine ability to understand customers 12 Chị Huỳnh Thị Xuân Liên, CEO Nhượng quyền thương mại ngành nước giải khát Pepsico Việt Nam, Phó chủ tịch Hiệp hội Marketing Việt Nam, Phó chủ tịch Hiệp hội CLB Nữ doanh nhân Nguyễn Hoàng Vũ Nguyen Hoang Vu is the Head of Human Resources - responsible for carrying out talent development activities at the national level Working for Suntory, I see our products everywhere in everyday life and that inspires me My time at Suntory helps me improve my confidence and I'm proud to be a part of the company Previously, he was in charge of recruitment in his early days at the company Two years later, he decided to change and pursue his passion shift to training and development That helps him access more learning opportunities and thereby also facilitates the sharing of knowledge with everyone My current job also gives you many opportunities to research and improve many of the company's key HR processes, so I have a chance to apply what I have learned and enrich my experience from those projects He shared: "It was my passion for learning and change that brought me here, from a student in a remote highland city, to a human resources specialist in a busy city like Saigon! I also feel very fortunate to work in a team that has always valued this aspect of me We share a common interest in "learning" and this is also a team culture I am proud to work in a company that also has a "passion" that matches my personality " 13 Trưởng phòng Nhân Sự- Công ty TNHH Nước giải khát Suntory PepsiCo Việt Nam IV OUR HIRING APPROACHE CURRENT PROCESS Human resources department is the key to the success of many businesses today How to build human resource management process is also so that becomes extremely important Therefore, the construction of a human resource process needs to be based on size, organizational structure and business strategy in order to build an appropriate HR management process Human resource characteristics of Suntory Pepsico Vietnam company Suntory Pepsico Group always considers people as the source of the company's development success, so the company always takes the diversity of human resources as a top priority for businesses That is why the recruitment standards for the company are really strict Everyone in the company is someone who gives us admirable admiration from talent to personal character In terms of talent, they are graduate students from all disciplines with an average GPA of 7.0 / 10 or equivalent, with a foreign language especially English as a language the main language for them, in addition to the ability to use office computers as a professional IT citizen for a long time, that is not to mention the talents of each individual About the achievement score In terms of their personal qualities, it is really admirable that each of them has leadership potential, high awareness, assertiveness, individual work as well as good team work also indispensable honesty, dynamic, creative and have a high sense of progress always aiming for high results 14 Recruitment of personnel Recruitment is an important and first step in the human resource management process Building a strict and clear recruitment process is a prerequisite for a successful and highly effective recruitment process Often the recruitment process is flexibly applied by managers, as it depends on the hiring conditions, structure and regulations of the company as well as for different positions There are many vacancies at Suntory Pepsico Beverage Company Limited The vacancies are always an expression of the needs to develop the company so that the business always maintains its leading position in our country So which are the positions, to know better you can learn together  Production operation worker In this position, the company often recruits in batches with large numbers With such a high demand, the selected workers are also very meticulous, requiring the operator to have the knowledge and skills to operate and use adequate machines, because during the working process you will have to contact mainly the technological lines of machines rather than using limbs in accordance with the company's regulations To create a source of good quality products, the company will require its candidates to have an intermediate level or higher and must follow a specialized field operating the field of mechanical engineering technology, machine manufacturing technology, specialized in electrical engineering If you have ever worked in this position, then surely you have scored many plus points in the eyes of employers While applying, make sure you have the criteria that the employer has given you to be able to prepare yourself for the best background All information, application requirements, vacancies 15 will be publicly posted by the company side to be able to meet the needs of employees looking for jobs  The positions of office workers and the board of directors at Suntory pepsico All office staff of the internal division of Suntory pepsico company will undertake the work of human resources and administration such as drafting documents for each category of individual projects under the direction of their superiors, archiving and archiving records management Not only that, employees also have to directly formulate plans for the department under the direction of officials at all levels; staffing - translating for leaders in meetings to discuss with customers, or even departments in the company for the boss Such areas will be staffed by internal staff (with rich experience and standard administrative scores) or if from outsiders, it will require a lot of requirements from professional experience to legal status To apply for this position requires candidates must meet the requirements of professional knowledge as well as relevant qualifications The company will prioritize those with bachelor's and master's degrees from sectors such as economics, languages, administration and human resources If you are an international student trained back home, this is really a huge advantage for you But in addition to degree knowledge, you also have to equip yourself with qualities such as office informatics skills, communication skills, good time management arrangements, those are the real requirements Not too difficult if you want to achieve success, right? In general, the more you show your agility and dynamism at work, the possibility that you will become oneperson with the "beverage world" is not far away  Some other positions at Suntory pepsico are in high demand for recruitment In addition to the above jobs, you can completely find yourself a job opportunity in other positions such as technical staff, maintenance staff, promotion and branding staff, just have If you have one of these positions, if you have enough determination and requirements, the real promotion opportunity will come to you, the real modes are right in front of your eyes waiting for you to grasp In order not to miss any opportunity, the website timviec365.vn is a powerful assistant to help you in this matter, try and see if luck is for you 16 Training, developing and planning human resources Human resource training, development and planning is the next step in the human resource management process The investment in personnel training is seen as an investment in the company's capital, because if the staff is good, the company can increase the long-term and sustainable profitability of the organization The personnel recruited to work here - working for the beverage processing and production activities will be allowed to participate in vocational training courses in industries and occupations in the field of processing, water production technology to meet the standards and requirements of the product quality All employees of the company must quickly grasp the company's working rhythm in order to catch up with international working standards, keep pace with the rapidly increasing rise of the modern industrial era 4.0 Therefore, the requirement criteria for each employee were clearly set out, that employees must not only meet the fitness and fitness standards of citizenship, but also must meet the criteria in terms of competencies such as foreign languages, specialized skills required for each profession and position In addition, in the process of helping "newbies" get acquainted with the working environment, the leadership team with long-term experience in the company will also focus on training their personnel to be able to approach working to be familiar with advanced scientific and technical technologies, constantly helping their professional skills improve Work benefits of employees at the company Indeed, one of the factors that a company can attract and retain employees is a unique and attractive remuneration policy At Suntory pepsico Vietnam, in addition to paying employees more preferentially than other businesses in the market, the attraction lies in the extremely attractive benefits that are commensurate with the needs of employees' effort As mentioned above, the company that takes people is the top factor, so the leadership levels are really interested in the needs of the employees and try their best in their ability to bring them a Comfortable life fully in balance with work Many unique and new bonuses have been used here, typically the E-kudos online system recognizes achievements for each employee by calculating points, the higher the score, the more practical the attractive bonus ; offline system - Kudo Card aims to support management and higher employees to write handwritten letters to show their appreciation for the achievements they have won, Besides, with health insurance, social insurance and unemployment insurance as regulated by the State, the company here also offers health care packages that are assessed is the best job market for the family of all staff at all levels in famous and reputable hospitals, this can be said to be a huge difference compared to other corporate companies domestic Documentation system applied in the company Regulations, processes, regulations and general mandatory documents in each enterprise are understood as the document system applied in the company This system will govern the employee's actions, so it is extremely important to build HR processes in any business 17 Building well the above problems is a prerequisite for businesses to build an appropriate human resource management process Guide to find a job at the company on website timviec365.vn There is no longer any difficulty to be able to seize a chance at a certain location in Suntory pepsico Vietnam if you know timviec365.vn The company is a leading reputable partner with timviec365.vn with extremely high reliability, that is why the vacancies are updated very often on the website Just visit the website link timviec365.vn and type in the name to search the company name is the opportunity already opened for you In addition, with the integrated function, after finding a job that suits your ability, the web will assist you in making a suitable CV so you can write your name in the fastest way STRENGTHS AND WEAKNESSES OF THE CURRENT PROCESS Strength: Pepsico has an abundant workforce and a “young” workforce According to statistics, Suntory PepsiCo Vietnam is bringing jobs to more than 2,900 direct employees and thousands of indirect employees for Vietnamese This is an age group with the potential to acquire new knowledge and skills to improve the quality of human resources and labor productivity in Vietnam The trained labor has partly met the requirements of the business and the labor market Vietnam's technical workforce has mastered science and technology, and can handle most complex positions in production and business that previously had to hire foreign experts 18 In terms of their personal qualities, it is really admirable also indispensable honesty, dynamic, creative and have high intentions always aiming for high results Weakness: Quality and labor structure, there are still many shortcomings compared to the requirements of development and integration About 45% of workers in the agricultural sector are mostly untrained The quality of human resources in our country is very low, is one of the "bottlenecks" hindering development (PTT Hoang Trung Hai, 2013) According to the General Statistics Office (2013), among the labor force working in the economy, unskilled and non-technical workers account for 81, 8%; vocational trained workers make up only 5.4%; workers with intermediate professional qualifications are 3.7%; and 9.1% of workers have degrees from college, university or higher - The quality of human resources in Vietnam is still low and there is a large gap compared to other developed countries in the region According to the World Bank, Vietnam is very short of skilled workers, high-level technical workers The quality of human resources in Vietnam is low compared to other countries If taking a scale of 10, the quality of human resources in Vietnam is only 3.79 points - ranked 11th in 12 Asian countries participating in the World Bank's ranking; The quality of Vietnamese labor is low, so the labor productivity of Vietnam is in the low group in Asia-Pacific, of which, 15 times lower than Singapore, 11 times lower than Japan and 10 times lower than Korea Vietnam still lacks a lot of skilled workers, trained human resources cannot meet the needs of labor markets and businesses for skills and other soft skills According to the IELTS Testing Organization (International English Proficiency Test System on a scale of 0-9), Vietnamese candidates with an average score of 5.78 belong to the group of countries with average scores average low, behind Indonesia (5.97), Philippines (6.53), Malaysia (6.64) Shortcomings and weaknesses of human resources are one of the main factors affecting the competitiveness of the economy (ranked 65th out of 141 countries in 2011, but 70th in 2014/2014) 148 ranked countries) 19 RECOMMENDATIONS Stabilize and maintain existing human resources To stabilize and maintain the existing human resources, administrators need to pay attention to the following details: Complete the regulations and policies currently applied at the enterprise Ensure fair and reasonable in salary payment for employees, create competitiveness in attracting external resources and retain internal resources Improved working environment Conducting periodic performance assessments of each employee in addition to their professional qualifications must also improve their language skills, to consider each person's ability to plan training or retraining for the purpose further improve employee's work efficiency Rearranging and stabilizing personnel, ensuring the right staffing, right job Improving working methods, minimizing stages that not add value, ensuring high professionalism in the working environment Human resource development The goal of an enterprise's success is only accomplished when the organization's human resources are constantly being developed Implementing reasonable remuneration, welfare and bonus policies to facilitate the employee's long-term attachment to the company Create a dynamic and friendly working environment Completing promotion policies for excellent employees Constantly improving organizational structure, creating dynamism in the development towards excitement in work for employees Create a healthy competition in each job position so that all employees can maximize their own capabilities Periodically organizing travel tours, physical training and sports movements to give all employees the opportunity to exchange and learn, as well as have entertainment to re-create their labor force Policies to attract human resources Reasonable and dynamic personnel resources to attract many talents from other places to serve the company There are attractive remuneration policy packages, salaries to attract human resources from outside to work To coordinate recruitment at universities and training centers to find qualified candidates There are programs to support and find candidates who are capable and enthusiastic students from when they were still in school Thoroughly screen the input labor force to ensure the recruitment of employees who are truly capable, enthusiastic in the job, enthusiastic and creative, with a long-term commitment to the human resources profession V OUR HIRING APPROACHES CURRENT PROCESS 20 REFERENCES PepsiCo Bách khoa toàn thư mở Wikipedia https://vi.wikipedia.org/wiki/PepsiCo Suntory PepsiCo Việt Nam Bách khoa toàn thư mở Wikipedia https://vi.wikipedia.org/wiki/Suntory_PepsiCo_Vi%E1%BB%87t_Nam “Nghiên cứu công ty PepsiCo học kinh nghiệm” https://hotroontap.com/tieu-luan-nghien-cuu-cong-ty-pepsico-va-bai-hoc-kinh-nghiem/ Pepsico Việt Nam thành công quản trị nguồn nhân lực https://www.sggp.org.vn/pepsico-viet-nam-thanh-cong-trong-quan-tri-nguon-nhan-luc291657.html BỘ PHẬN NHÂN SỰ - Suntory PepsiCo Vietnam Beverage https://www.facebook.com/1029525493755889/posts/1059363140772124/ HR Manager - Business Partner https://vn.joboko.com/viec-lam-hr-manager-business-partner-xvi117391 Bách khoa toàn thư mở Wikipedia https://vi.wikipedia.org/wiki/Indra_Nooyi [BizSTORY] Nữ tướng Pepsico Việt Nam: Thành công nhờ “thiên tính nữ” https://nhipsongdoanhnghiep.cuocsongantoan.vn/nhan-vat/bizstory-nu-tuong-pepsico-viet-namthanh-cong-nho-thien-tinh-nu-3440167.html Nguyễn Hồng Vũ | Suntory https://www.suntory.vn/vi/who_we_are/mizu_to_ikiru/interview1.html 21 10 Cách thức xây dựng quy trình quản lý nhân http://quantridoanhnghieptongthe.com/chi-tiet-tin/cach-thuc-xay-dung-quy-trinh-quan-ly-nhansu-164/ 11 Công ty Suntory Pepsico Việt Nam - Điểm đến ước mơ giới trẻ https://timviec365.vn/company-vip/cong-ty-tnhh-nuoc-giai-khat-suntory-pepsico-viet-nam.html 12 Điểm lại điểm mạnh điểm yếu nguồn nhân lực Việt Nam https://www.facebook.com/vcci.meet/posts/1114509621915752/ 13 Giải pháp chiến lược phát triển nguồn nhân lực http://giaiphapdaotaovnnp.edu.vn/hanh-chinh-nhan-su/tin-tuc-hanh-chinh-nhan-su/giai-phapchien-luoc-phat-trien-nguon-nhan-luc 22