TABLES OF CONTENTSACKNOWLEDGEMENT1TABLES OF CONTENTS3ABBREVIATION6LIST OF FIGURES7LIST OF TABLES9EXECUTIVE SUMMARY10CHAPTER 1: INTRODUCTION131.1 Rationale131.2 Research objectives141.3 Research questions141.4 Research scope141.5 Research methodology151.6 Thesis structure18CHAPTER 2: THEORETICAL BACKGROUND ON RECRUITMENT AND SELECTION192.1 Overview of recruitment and selection192.1.1 Definition recruitment and selection192.1.2. Role and benefits of recruitment and selection192.2 Recruitment and selection process212.2.1 Recruitment process222.2.2 Selection process332.2.3 Socialization process392.3 Interaction between recruitment and other HR functions402.4 Factors affecting to recruitment and selections412.4.1 Internal factors422.4.2 External factors432.5. Criteria to evaluate the effectiveness of recruitment and selection in an organization44CHAPTER 3: THE SITUATION OF RECRUITMENT AND SELECTION IN MEKONG ECONOMICS LTD.453.1 Overview and human resources of the company453.1.1 Company profile453.1.2 Structure of the company463.1.3 Business Performance473.1.4 Human resources in Mekong Economics483.2 Staff recruitment and selection process in Mekong Economics533.2.1 Staff recruitment process in Mekong Economics553.2.2 Staff selection process in Mekong Economics633.2.3 Staff socialization process in Mekong Economics693.2.4 Evaluation of effectiveness of the staff recruitment and selection in Mekong Economics.713.3 Consultant recruitment and selection process in Mekong Economics753.3.1 Description of consultant sample in Mekong Economics753.3.2 Consultant recruitment and Selection process in Mekong Economics783.3.3 Evaluation of the effectiveness of consultant recruitment and selection in Mekong Economics.903.4 The interaction between recruitment and other human resources functions933.5 Factors impacting to recruitment and selection in Mekong Economics943.5.1 Internal factors943.5.2 External factors953.6 Strengths and weaknesses of recruitment and selection process in Mekong Economics963.6.1 Strengths and weaknesses of staff recruitment and selection in Mekong Economics963.6.2 Strengths and weaknesses of consultant recruitment and selection in Mekong Economics98CHAPTER 4: RECOMMENDATIONS FOR IMPROVING RECRUITMENT AND SELECTION IN MEKONG ECONOMICS LTD.1014.1 Development strategy in Mekong Economics1014.2 Objectives for recruitment and selection IN Mekong Economics1024.3 Recommendations for improving recruitment and selection in Mekong Economics1024.3.1 Staff recruitment and selection1024.3.2 Consultant recruitment and selection108CONCLUSION111LIST OF REFERENCES112APPENDIX 1: QUESTIONNAIRE SURVEY114APPENDIX 02: THE LIST OF QUESTIONS FOR INDEPTH INTERVIEWS126
NATIONAL ECONOMICS UNIVERSITY - NGUYEN VIET HOANG IMPROVING RECRUITMENT AND SELECTION IN MEKONG ECONOMICS LTD MASTER OF BUSINESS ADMINISTRATION THESIS SUPERVISOR: DR TRINH DINH TU Hanoi –2018 ACKNOWLEDGEMENT Although my following research is an individual assignment, I could have not finished without the support and guidance of people mentioned in below Foremost, I would like to express my sincere gratitude to my supervisor, Dr Trinh Dinh Tu who not only provided me academic knowledge but also granted me the unlimited inspiration to researching I could not have imaged having a better advisor and mentor for my dissertation Furthermore, my colleagues in Mekong Economics who provide me useful information, respond my survey, and share their experiences to support me complete my thesis Last but not least, I wish to thank my family and friend who accompanied with me at the moments when I needed their help the most Their encouragement and sympathy were the sources of energy empowering me to overcome all challenges as well to balance between living, works and studying Because of the limitation of knowledge, I cannot avoid misunderstanding as well as the faults in expression I really hope to receive your own opinions to improve this thesis Yours Faithfully, Nguyen Viet Hoang TABLES OF CONTENTS ACKNOWLEDGEMENT .1 TABLES OF CONTENTS .3 ABBREVIATION LIST OF FIGURES LIST OF TABLES EXECUTIVE SUMMARY 10 CHAPTER 1: INTRODUCTION .13 1.1 Rationale .13 1.2 Research objectives 14 1.3 Research questions .14 1.4 Research scope 14 1.5 Research methodology .15 1.6 Thesis structure 18 CHAPTER 2: THEORETICAL BACKGROUND ON RECRUITMENT AND SELECTION 19 2.1 Overview of recruitment and selection .19 2.1.1 Definition recruitment and selection 19 2.1.2 Role and benefits of recruitment and selection .19 2.2 Recruitment and selection process 21 2.2.1 Recruitment process 22 2.2.2 Selection process 33 2.2.3 Socialization process .39 2.3 Interaction between recruitment and other HR functions 40 2.4 Factors affecting to recruitment and selections .41 2.4.1 Internal factors .42 2.4.2 External factors 43 2.5 Criteria to evaluate the effectiveness of recruitment and selection in an organization 44 CHAPTER 3: THE SITUATION OF RECRUITMENT AND SELECTION IN MEKONG ECONOMICS LTD 45 3.1 Overview and human resources of the company .45 3.1.1 Company profile 45 3.1.2 Structure of the company .46 3.1.3 Business Performance 47 3.1.4 Human resources in Mekong Economics 48 3.2 Staff recruitment and selection process in Mekong Economics 53 3.2.1 Staff recruitment process in Mekong Economics 55 3.2.2 Staff selection process in Mekong Economics .63 3.2.3 Staff socialization process in Mekong Economics 69 3.2.4 Evaluation of effectiveness of the staff recruitment and selection in Mekong Economics 71 3.3 Consultant recruitment and selection process in Mekong Economics 75 3.3.1 Description of consultant sample in Mekong Economics 75 3.3.2 Consultant recruitment and Selection process in Mekong Economics 78 3.3.3 Evaluation of the effectiveness of consultant recruitment and selection in Mekong Economics 90 3.4 The interaction between recruitment and other human resources functions 93 3.5 Factors impacting to recruitment and selection in Mekong Economics .94 3.5.1 Internal factors .94 3.5.2 External factors 95 3.6 Strengths and weaknesses of recruitment and selection process in Mekong Economics 96 3.6.1 Strengths and weaknesses of staff recruitment and selection in Mekong Economics 96 3.6.2 Strengths and weaknesses of consultant recruitment and selection in Mekong Economics 98 CHAPTER 4: RECOMMENDATIONS FOR IMPROVING RECRUITMENT AND SELECTION IN MEKONG ECONOMICS LTD 101 4.1 Development strategy in Mekong Economics 101 4.2 Objectives for recruitment and selection IN Mekong Economics 102 4.3 Recommendations for improving recruitment and selection in Mekong Economics .102 4.3.1 Staff recruitment and selection 102 4.3.2 Consultant recruitment and selection 108 CONCLUSION 111 LIST OF REFERENCES 112 APPENDIX 1: QUESTIONNAIRE SURVEY 114 APPENDIX 02: THE LIST OF QUESTIONS FOR IN-DEPTH INTERVIEWS 126 ABBREVIATION BD Business Development BDD Business Development Division BOMs Board of Managers CV Curriculum Vitae HR Human Resources MKE Mekong Economics PID Project Implementation Division LIST OF FIGURES Figure 1: Author's Research Process 15 Figure 1: Recruitment and selection process 21 Figure 2: Recruitment Process 22 Figure 3: Job Analysis Matrix 24 Figure 4: Job description 25 Figure 5: Relationship between job description and job specification .25 Figure 6: Selection process 33 Figure 7: Internal and External factors .41 Figure 1: Organization Structure in Mekong Economics 47 Figure 2: Number of staffs from establishment in 2001 to 2016 48 Figure 3: Education percentage components of MKE staffs 49 Figure 4: MKE’s staffs break down by age groups 52 Figure 5: MKE’s staff percentage components break out by the number of working experience year 53 Figure 6: The recruitment and selection process in MKE 54 Figure 7: The process of finding job vacancy 56 Figure 8: The percentage of factors is included in job advertisement 57 Figure 9: The percentage to show how much those factors stated in job description work out when it comes to practical conditions 58 Figure 10: Recruitment source in MKE .59 Figure 11: Interrelation between job positions and recruitment sources 60 Figure 12: Recruitment methods of MKE 61 Figure 13: Recruitment methods breakdown by division 62 Figure 14: Showing how much the test is relevant to job 64 Figure 15: Types of interview in Mekong Economics .66 Figure 16: Showing whether the company requested health check and references 67 Figure 17: Reasons for staffs to accept the company’s offer 68 Figure 18: Provision of necessary information and HR support 70 Figure 19: Supporting from manager/supervisor .71 Figure 20: Comments of staffs about the process’s duration 73 Figure 21: Staffs’ general evaluation in recruitment and selection in MKE 74 Figure 22: Staffs’ comment on whether the process should be improved 75 Figure 23: Percentage components of national consultants breakdown by gender 76 Figure 24: Percentage components of national consultants breakdown by age 76 Figure 25: Percentage components of national consultants breakdown by the number of working experience year 77 Figure 26: Percentage components of national consultants breakdown by professional qualifications .78 Figure 27: Consultant recruitment and selection process in MKE .79 Figure 28: Information is contained in the job description 80 Figure 29: Showing how accurate staffs find in job specifications 80 Figure 30: Reasons preventing consultants from satisfying requirements 81 Figure 31: Showing how accurate the term of references reflect actual experiences in project implementation 82 Figure 32: Methods of external recruitment .84 Figure 33: documents the expert uses to show ability 85 Figure 34: Showing whether the consultant requested to provide updated CVs or relevant documents 86 Figure 35: Reasons of difficulties when negotiating the pre-contract agreement.87 Figure 36: Showing whether the consultant join an interview after CV had been shortlisted 88 Figure 37: Showing who join the interview .88 Figure 38: Showing whether the consultant is requested for providing references 89 Figure 39: Duration for getting the evaluation result after submitting CV 90 Figure 40: Duration for getting the bidding result after submitting tender documents 91 Figure 41: Consultant's comment on recruitment and selection process in MKE 92 Figure 42: Consultant's comment on whether the process needs improving 93 LIST OF TABLES Table 1: List of Interviewees at MKE 16 Table 2: Number of respondents .17 Table 1: Advantages and disadvantages of internal sources .26 Table 2: Advantages and disadvantages of external sources 27 Table 3: Advantages and disadvantages of each recruitment method .31 Table 1: The Company's Revenue from 2013 to 2015 .47 Table 2: Turnover rate of MKE staff from 2012 to 2016 48 Table 3: Educational structure of MKE’s staffs 49 Table 4: MKE’s staffs breakdown by position 50 Table 5: MKE’s staff breakdown by gender .51 Table 6: Percentage components of each division according to working experience year 52 Table 7: Estimated cost for selection and recruitment in 2015 72 Table 8: Estimated time for each step 73 ☐ Former staff How long have/ had you worked for the company? ☐ Less than year ☐ year to years ☐ years to years ☐ Over years Which department are you working for? Or which department did you work for? ☐ Administration and Accounting department ☐ Business Development department ☐ Project implementation Department Part III: Recruitment and Selection Which recruitment sources did you come from for current position/ former position? ☐ Internal Sources (within company) ☐ External Sources (from out-side the company) How did you know about job vacancy of Mekong Economics? (You can tick in more than one answer) ☐ Transfer or promotion ☐ Referral from friends or relatives ☐ Recruitment websites on the Internet ☐ Recruitment column on newspapers and magazines ☐ Information board at your university or the website of your university ☐ Recruitment agency 113 ☐ Job fairs ☐ Others (Please clarify: ) 10 Did the advertisement include job description for your position? ☐ Yes ☐ No 11 If yes, which criteria were contained in this job description? (You can tick in more than one answer) ☐ Job title ☐ Tasks and responsibilities ☐ Experience Desired ☐ Knowledge and appearance required ☐ Skill and qualification required ☐ Working condition ☐ Working hours ☐ Others (Please clarify: ) 12 Please tick to show how much these factors in the real job are relevant with those stated in job description: Not relevant Less Moderately relevant relevant Relevant Extremely relevant Job title Tasks and responsibilities Experience Desired Knowledge and appearance required Skill and qualification required Working 114 condition Working hours Others (Please clarify: ) 13 Please tick the documents you used to show your ability (You can tick in more than one answer) ☐ CVs ☐ Cover letter ☐ Other (Please clarify: ) 14 Did HR staff contact you to provide additional personal information related to the job? ☐ Yes ☐ No 15 Did HR staff request you sending Letters of recommendation with your profile when applying for any position? ☐ Yes ☐ No 16 Do you join any test for selection? ☐ Yes ☐ No 17 Are the tests relevant to the job? ☐ Not relevant ☐ Relevant ☐ Much relevant 18 Which type of interview did the company use for selecting candidates? (You can tick in more than one answer) ☐ Structured and patterned interviews ☐ Unstructured interview ☐ Situational and problem-solving interview 115 ☐ Behavioral interview ☐ Others 19 How many interviews were present? ☐1 ☐2 ☐3 ☐4 20 Who were the interviewers? (You can tick in more than one answer) ☐ Line Manager/ Deputy Manager ☐ General Manager ☐ HR staff ☐ Director 21 How you feel about the interview atmosphere? ☐ Uncomfortable ☐ Comfortable ☐ Very comfortable 22 How you feel about the difficulty of the interview questions? ☐ Difficult ☐ Average ☐ Easy 23 How relevant did you find the interview questions for the position you were applying? ☐ Not relevant ☐ Relevant ☐ Very relevant 24 How long from the first submitting your application did it take to receive the final result? 116 ☐ Under week ☐ week to weeks ☐ By month ☐ Over month 25 After receiving the final result, did the company request you to check health and provide referees? ☐ Only health ☐ Only referees ☐ Both ☐ None 26 Which kind of referees did the company request to check? ☐ Friends ☐ Former company ☐ Others (Please clarify: ) 27 Please tick to show how you feel about time taken for recruitment, selection process and receiving the result: ☐ Long ☐ Normal ☐ Quick 28 What did you get after received notification? ☐ Letter offer ☐ Labor contract ☐ Probation contract ☐ None 29 Which element impacts you to accept the company’s offer? (You can tick in more than one answer) 117 ☐ Good working environment ☐ Good career development and succession planning ☐ Good compensation and bonus structure ☐ Quality of workforce ☐ Opportunity to travel ☐ Others 30 How were you provided with necessary information and HR support when starting your working? ☐ Nothing ☐ Limited ☐ Sufficient 31 How did your manager/ supervisor support you to integrate new job? ☐ Nothing ☐ Little ☐ Much 32 What you think about employee recruitment and selection process at Mekong Economics? ☐ Very bad ☐Bad ☐ Average ☐ Good ☐ Excellent 33 Does the process need improving? ☐ Yes ☐ No 118 If yes, what aspects of the process should be improved? And how? 119 Form 02 (For national consultants of Mekong Economics in Vietnam) Part I: Introduction Dear Sir/ Madam, I would like to thank you for supporting me to complete this questionnaires The purpose of survey is to analysis consultant recruitment and selections at MKE as well as suggest some solutions for improving the process I assure that all data and information from the survey will be kept strictly confidential and used for academic purposes Your collaboration will be high strongly appreciated Part II: Personnel Information Are you international or national consultant in Vietnam? ☐ International consultant ☐ National consultant Gender: ☐ Male ☐Female How old are you: ☐ 25 to 35 ☐ 35 to 45 ☐ 45 to 55 ☐ Over 55 What is your highest educational standard achieved? ☐ Graduate University ☐ Master of Bachelor ☐ Professional How many years of working experience you have? ☐ Under 10 years ☐ 10 to 20 years ☐ 20 to 30 years ☐ Over 30 years Part III: Recruitment and Selection 120 How did you come into contact with Mekong Economics? (You can tick in more than one answer) ☐ Be contacted directly by MKE ☐ Linkedin ☐ Referral from MKE staffs ☐ Facebook ☐ Referral from friends or colleagues ☐ Recruitment agency ☐ Recruitment websites on the Internet ☐ Professional Associations ☐ Recruitment on newspapers and ☐ From clients magazines ☐ Others (Please clarify: ) ☐ Recruitment company websites Please select three recruitment channels that you think are the most familiar with and rank its importance level from to 3: Internal database of MKE Referral from MKE staffs Linkedin Facebook Referral from friends or colleagues Recruitment websites on the Internet Recruitment on newspapers and magazines Websites of recruiting companies Recruitment agency From clients Professional Associations Others (Please clarify: ) In general, how accurate you regard the TOR to be in reflecting your actual experiences in project implementation? ☐ Very accurate ☐ Fairly accurate ☐ Not at all accurate What information is contained in the job description? (You can tick in more than one answer) ☐ Job title ☐ Location ☐ Tasks and responsibilities ☐ Number of working days 121 ☐ Knowledge and appearance ☐ Skill and qualification required required ☐ Relevant experience ☐ Working condition ☐ Other: please clarify ☐ Work-plan 10 In general, how accurate you find the job specification in matching your actual experiences in the position? ☐ Very accurate ☐ Fairly accurate ☐ Not at all accurate 11 What aspects you feel may prevent you from meeting all the requirements in the job specification? (You can tick in more than one answer) ☐ Degree of education ☐ Relevant knowledge and ☐ Professional Expertise experience ☐ Number of working experience years ☐ Refuse to answer ☐ Others (Please clarify: ) ☐ Skills 12 Please tick in documents you use to show your ability ☐ CVs ☐ Cover letter ☐ Others (Please clarify: ) 13 Were you requested to provide updated CVs or relevant documents? ☐ Yes ☐ No 14 Did you have an interview after your CV had been shortlisted? ☐ Yes ☐ No 15 Who conducted the interview? ☐ Mekong Economics ☐ The clients of Mekong Economics ☐ Both 16 Did the company request you to provide references for checking? ☐ Yes ☐ No 122 17 After submitting your CV, how long did it normally take to get the evaluation result? ☐ A few days ☐ A few weeks ☐ A few months 18 After submitting tender documents, how long does it normally take to get the bidding result? ☐ Under month ☐ months – 12 months ☐ month – months ☐ Over 12 months 19 What aspects you have difficulty with when negotiating the pre-contract agreement? (You can tick in more than one answer) ☐ Fee ☐ Work-plan (do you mean schedule?) ☐ Number of working days ☐ Others (Please clarify: ) ☐ Working condition 20 What you think about the consultant recruitment and selection process at Mekong Economics ☐ Very bad ☐ Bad ☐ Average ☐ Good ☐ Excellent 21 Does the process need improving? ☐ Yes ☐ No If yes, what aspects of the process should be improved? And how? 123 APPENDIX 02: THE LIST OF QUESTIONS FOR INDEPTH INTERVIEWS Form 01: For staff recruitment and selection I General questions Do you think HR to play an important role in the growth progression of MKE? Does Company have a development strategy for 05 next years? Among this strategy, does company care about strengthening human resources? What are main MKE’s development objectives in current stage and in the future? What are specific objectives for developing human resources? Can you tell me some basic information about policies relating to recruitment and selection activities at MKE? On your opinion, which policy is the most important? Why? What you think about the procedure of recruitment and selection in MKE? Are you satisfied with this process? Do you think it should be improved much more? If so, which activity should be changed or improved in this process? II Recruitment process Does company have job analysis and job description/job specifications for each position? Do you involve in developing or checking job descriptions before using them for job positions? Which recruitment sources (internal or external sources) are the most suitable for practical situation at your company? Why? Can you tell me more detail about the quality of each recruitment source? Has the company ever used other alternatives (over- time, part-time and outsources…) before recruiting a full time person? What you think about these recruitment sources? 10 What recruitment methods are usually used at MKE? Why? 11 Does your company have any regulation on keeping the applicants data? III Selection process 12 Are you involved any section in the selection process? What section? If not, who involve this process? If yes, how much time you spend for selecting an important employee? 124 13 Does our company usually use job descriptions in developing selection criteria? Which of these factors are mostly considered for recruitment and selection of employee and why? Academic qualifications, working experience, interview, test, other 14 Which selection tests are preferred to choose the best candidates at our company? 15 Are you person who gives the final decision in selection process? Generally, are you satisfied with your decision? 16 Does the company check references before giving a job offer for an important position? 17 Do you directly discuss on contents in the employee contract with employee at MKE? IV Socialization process 18 Does the company have programs on orientation/induction and on-going training for new employees? If yes, which division is usually responsible for these activities? What you evaluate these activities? V Other questions 19 What factors/problems affect to the quality of recruitment and selection process at your company? Which factor is the most important? Why? 20 Does the company have criteria to evaluate the effectiveness of recruitment and selection process (cost, time and the quality of employees)? Which criteria are you the most interested in? Why? 21 Can you tell me about annual budget that company spends on recruitment and selection process? 22 Do you participate in evaluating and monitoring recruitment and selection process at MKE? 23 Do you have any comments or recommendations for recruitment and selection process at MKE? 125 Form 02: For consultant recruitment and selection I General questions Do you think bidding activities to play an important role in the growth progression of MKE? Does Company have a development strategy for 05 next years? Among this strategy, does company care about strengthening human resources? What are main MKE’s development objectives in current stage and in the future? What are specific objectives for developing human resources? Can you tell me some basic information about policies relating to recruitment and selection activities at MKE? On your opinion, which policy is the most important? Why? What you think about the procedure of recruitment and selection in MKE? Are you satisfied with this process? Do you think it should be improved much more? If so, which activity should be changed or improved in this process? II Recruitment process Does company have job analysis and job description/job specifications for each position? Do you involve in developing or checking job descriptions before using them for job positions? Which recruitment sources (internal or external sources) are the most suitable for practical situation at your company? Why? Can you tell me more detail about the quality of each recruitment source? Has the company ever used other alternatives (over- time, part-time and outsources…) before recruiting a full time person? What you think about these recruitment sources? 10 What recruitment methods are usually used at MKE? Why? 11 Does your company have any regulation on keeping the applicants data? III Selection process 12 Are you involved any section in the selection process? What section? If not, who involve this process? If yes, how much time you spend for selecting an important employee? 13 Does our company usually use job descriptions in developing selection criteria? Which of these factors are mostly considered for recruitment and selection of employee and why? Academic qualifications, working experience, interview, test, other 126 14 Which selection tests are preferred to choose the best candidates at our company? 15 Are you person who gives the final decision in selection process? Generally, are you satisfied with your decision? 16 Does the company check references before giving a job offer for an important position? 17 Do you directly discuss on contents in the employee contract with employee at MKE? IV Socialization process 18 Does the company have programs on orientation/induction and on-going training for new employees? If yes, which division is usually responsible for these activities? What you evaluate these activities? V Other questions 19 What factors/problems affect to the quality of recruitment and selection process at your company? Which factor is the most important? Why? 20 Does the company have criteria to evaluate the effectiveness of recruitment and selection process (cost, time and the quality of employees)? Which criteria are you the most interested in? Why? 21 Can you tell me about annual budget that company spends on recruitment and selection process? 22 Do you participate in evaluating and monitoring recruitment and selection process at MKE? 23 Do you have any comments or recommendations for recruitment and selection process at MKE? 127 ... 3: Analyzing and evaluating the situation of recruitment and selection in Mekong Economics Ltd Chapter 4: Recommendations for improving recruitment and selection in Mekong Economics Ltd 18 CHAPTER... RECOMMENDATIONS FOR IMPROVING RECRUITMENT AND SELECTION IN MEKONG ECONOMICS LTD 101 4.1 Development strategy in Mekong Economics 101 4.2 Objectives for recruitment and selection IN Mekong Economics. .. situation of recruitment and selection in Mekong Economics Ltd. ? - What are strengths and weakness, opportunities and challenges of recruitment and selection process in Mekong Economics Ltd. ? - What