ANALYSIS OF RECRUITMENTPROCESS AND SELECTION - Tài liệu tham khảo | Đại học Hoa Sen

MINISTRY OF EDUCATION AND
TRAINING UNIVERSITY OF HOA SEN
FACULTY OF ECONOMICS & ADMINISTRATION LECTURE: ANALYSIS OF RECRUITMENT PROCESS AND SELECTION OF THANH PACKING JOINT STOCK COMPANY SUBJECT
: Recruitment and Selection LECTURERS
: Nguyen Thuy Giang MEMBERS OF THE GROUP: 1. Ngô Tiến Thịnh - 2180932 2. Nguyễn Hoàng Thuận - 2181162 3. Lê Thị Ngọc Anh - 2195609 4. Nguyễn Đức Thắng - 22123077 1
MINISTRY OF EDUCATION AND TRAINING HOA SEN UNIVERSITY
FACULTY OF ECONOMICS & ADMINISTRATION ANALYSIS OF RECRUITMENT PROCESS AND SELECTION OF THANH PACKING JOINT STOCK COMPANY CONTRIBUTE NAME ID WORK (0% - 100%) 1. Ngô Tiến Thịnh 2180932 Chapter I + PPT 100% 2. Nguyễn Hoàng Thuân 2181162 Chapter II + Word 100% 3. Lê Thị Ngọc Anh 2195609 Chapter III (Case 1) 100% 4. Nguyễn Đức Thắng 22123077 Chapter III (Case 2) 100% 2 ACKNOWLEDGEMENT
Our team would like to thank Ms. Nguyen Thuy Giang for guiding and imparting
useful and practical knowledge to us in the process of researching recruitment & selection.
Knowledge is limitless and human understanding is limited, so errors are inevitable
in the process of preparing reports. Therefore, our group is looking forward to
receiving suggestions from Ms. Nguyen Thuy Giang and other groups so that our group can learn more.
Finally, our team wishes you health, happiness and success in all areas 3 CONTENTS
ACKNOWLEDGEMENT.........................................................................................3
CHAPTER I: OVERVIEW OF TIN THANH JOINT STOCK COMPANY....7 1.
HISTORY BEGIN.........................................................................................7 2.
VISION & DEVELOPMENT......................................................................8 3.
COMPANY'S PRODUCTS..........................................................................9
CHAPTER II: STATUS OF RECRUITMENT PROCESS AT TIN THANH
PACKING JOINT STOCK COMPANY.............................................................12 1.
RECRUITMENT PRINCIPLES AT BATICO JSC.................................12 2.
THE APPARATUS FOR RECRUITING PERSONNEL AT THE
COMPANY.........................................................................................................12
2.1. DEPARTMENT OF FINANCE AND ADMINISTRATION.....................12
2.2. RECRUITMENT COUNCIL.....................................................................12 3.
RECRUITMENT PROCESS AT BATICO JSC......................................13
3.1 RECRUITMENT FLOW CHART OF BATICO JSC.................................13
3.2. THE RECRUITMENT PROCESS............................................................15
3.3 SELECTION PROCESS.............................................................................16
CHAPTER III: REALITY ASSESSMENT AND SOLUTIONS TO
COMPLETE THE RECRUITMENT PROCESS AT TIN THANH PACKING
JOINT STOCK COMPANY................................................................................17 1.
REALITY.....................................................................................................17 2.
SOLUTION..................................................................................................19
CONCLUSION......................................................................................................21
REFERENCE........................................................................................................22 4 LIST OF IMAGES
Figure-1: Logo Tin Thanh Packing Joint Stock Company........................................7
Figure-2: Backpack...................................................................................................9
Figure-3: Seal bag....................................................................................................10
Figure-4: Stand up pocket (with or without zipper)................................................11
Figure-5: Chemical bag...........................................................................................11 5 LIST OF TABLES
Table 1: Recruitment flow chart of Tin Thanh Packaging Joint Stock Company...14
Table 2: Staffing Organization.................................................................................18 6
CHAPTER I: OVERVIEW OF TIN THANH JOINT STOCK COMPANY
Figure-1: Logo Tin Thanh Packing Joint Stock Company
International name: TIN THANH PACKING JOINT STOCK COMPANY Abbreviation: BATICO
Address: Lô C20, Cụm công nghiệp nhựa Đức Hòa Hạ
, Ấp Bình Tiền, Xã Đức Hòa Hạ,
Huyện Đức Hoà, Tỉnh Long An, Việt Nam
Representative: VIRAT WONGVARODOM Phone: 02723779747 Website : https://batico.com/ 1. HISTORY BEGIN
1995: The company was established – in a small factory of 2,500m2 in District 11 – Ho
Chi Minh City. As one of the first private flexible flexible plastic packaging companies in Vietnam.
1995 – 2000: operation faced many difficulties due to lack of technical and managerial
experience. But it is the foundation for the following years with a team of loyal
employees who stick with the Company.
2000: change of ownership structure – with new investors, new management.
2002: 2nd change of ownership structure. 7
2005: The 2nd production line was installed, at the old factory in Ho Chi Minh City. The
company has been assessed for ISO 9001:2000 certification.
2007: started the construction of a new factory – Existing factory and head office – In
Duc Hoa Long An on a land area of 18,500m2. A completely new production line with
regional technology from Italy - Korea was also invested and installed right after the factory was completed.
2008: moving all equipment, offices, etc. from the old to the new factory.
2009 – 2010: Changed company model from Limited Liability Company to Joint Stock
Company. Continue to invest in packaging equipment from the UK, Japan, and Korea,
including a laboratory to meet the requirements of testing - quality management.
2011: Established European Office: Batico Europe – In Wijchen – Netherlands. The
company is also assessed and certified: ISO 22000:2005 (including HACCP and GMP),
ISO 14000:2004 and SA 8000:2008.
2012: marks 9 times more revenue than 2005.
2013: Modern production lines from Germany - Japan were installed. Products are
widely used domestically as well as exported to Europe, America, Japan and neighboring
countries such as Laos, Cambodia, Thailand, Philippines, Australia,
2. VISION & DEVELOPMENT  In short term
Continue to invest deeply – both in technology and human resources at all levels, to
become the most reliable flexible plastic packaging partner for all customers, from small
to large, from domestic. to International. In addition to expanding the domestic market,
strongly increasing the international marketing strategy, bringing Vietnamese packaging
products to other countries - participating in the global supply chain - bringing foreign
currency and common prosperity.  Medium and long term:
Revolving around the core of packaging production, expanding into other packaging
products such as paper packaging, original metal packaging as well as developing and 8
manufacturing some packaging materials (films) – to add value for customers – meeting
needs – the “one-stop-shopping” trend of customers.
Always putting people at the center of development - along with constant research -
promoting sustainable development with society and living environment. 3. COMPANY'S PRODUCTS Figure-2: Backpack 9 Figure- 3: Seal bag 10
Figure- 4: Stand up pocket (with or without zipper) Figure- 5: Chemical bag 11
CHAPTER II: STATUS OF RECRUITMENT PROCESS AT TIN
THANH PACKING JOINT STOCK COMPANY
1. RECRUITMENT PRINCIPLES AT BATICO JSC
 The recruitment of employees is carried out based on the business plan and the
actual urgent needs of the company.
 Labor recruitment is done on the basis of labor demand decided by the leadership.
Subjects when recruiting must ensure standards of professional qualifications, skills and health.
 The recruitment is conducted openly, fairly, in accordance with regulations and
standards, ensuring the recruitment of really capable workers who meet the job requirements.
2. THE APPARATUS FOR RECRUITING PERSONNEL AT THE COMPANY
2.1. DEPARTMENT OF FINANCE AND ADMINISTRATION
The TC-HC Department is primarily responsible for the company's burial process, has the following tasks:
 Making labor recruitment plans based on assigned goals, tasks and plans; the
number of employees who retire and need to be replaced in the year of the units on
the basis of the approved labor manuscripts.
 Submit the recruitment plan to the Company's Director for approval.
 Responsible for announcing recruitment on mass media and contacting recruitment
agencies, training and vocational schools for each candidate to participate in recruitment.
 Compile a list of qualified candidates and submit them to the Credit Council for selection. 2.2. RECRUITMENT COUNCIL
Components of the Recruitment Council:
- Director of the Company: Chairman of the Board
- Department of Finance and Administration: Permanent member - -Sales Department: Member 12
- -Finance and Accounting Department: Member
- Heads of units wishing to recruit: Members.
Credit Council is the main responsible department in the company's human resource
selection process. Has the following functions and duties:
 Check candidate profiles, verify, verify and clarify candidate related information.
 Conducting interviews, recruiting, testing skills, professional qualifications and skills.
 After recruitment, the Credit Council will evaluate the interview results, conduct a
meeting to select and make a list of qualified candidates, advise on job positions
and appropriate salary, the Company's Director considers and decides .
 Notification of recruitment results to employees.  Trial and training.
3. RECRUITMENT PROCESS AT BATICO JSC
3.1 RECRUITMENT FLOW CHART OF BATICO JSC 13
Table 1: Recruitment flow chart of Tin Thanh Packaging Joint Stock Company IMPLEMENTATION STEP RESPONSIBILITY Determine needs Units in need Aggregate needs Department of Finance Dissagree and Administration Director, board of Approval directors Set a recruitment plan Department of Finance Dissagree and Administration Approval Director Recruitment organization Board of director Probation Relevant units Evaluate probation results, propose to sign Relevant units Agree Approval Agree Director Liquidation, not Department of Finance Labor contract signing labor and Administration Relevant units Management follow up
Source: Tin Thanh Packaging Joint Stock Company 14
Looking at the recruitment flow chart of BATICO JSC, we can see that the recruitment
process is divided into two processes: recruitment and selection. 3.2. THE RECRUITMENT PROCESS
According to the recruitment flow chart and the company's recruitment policy, the
recruitment process includes the following steps:
Confirmation of labor demand: Every year, based on the actual situation of using labor at the units.
Summing up labor needs: After determining the labor needs in the units, the
Finance and Administration Department summarizes and submits to the Company's
Director, the Board of Directors will approve the recruitment plan.
Recruitment planning: Based on the approved staffing plan, the Finance and
Administration Department will make an assigned plan on the number of retired
employees that need to be replaced during the year. Recruitment sources at BATICO Joint
Stock Company include both internal and external sources. The company is especially
interested in external recruitment sources with methods such as running ads, hanging
banners and through some recruitment websites for businesses, etc.
Recruitment notice: At least 7 days before receiving the application, the Finance
and Administration Department publicly announces some information about the unit,
number and job title to be recruited; recruitment object; eligibility criteria; income and
recruitment organization; other conditions on the mass media such as newspapers, radio,
internet, etc. to announce internally within the company and contact recruitment agencies,
training and vocational schools to invite candidates participate in recruitment.
Receiving applications and synthesizing the list of candidates: After the
recruitment announcement, the Finance and Administration Department receives the
application documents, fully checks the application documents according to the
prescribed standards, then synthesizes them. list of qualified pre-qualification candidates
and submit to the Credit Council to carry out the selection and selection process 15 3.3 SELECTION PROCESS
According to the recruitment flow chart and labor recruitment regulations of the
company, the selection process includes the following steps: Organization of recruitment,
probationary period, evaluation of probation results, proposal to sign a contract, monitoring management. .
Announcement of the recruitment period: The Finance and Administration
Department, based on the list of qualified candidates, will notify the interview schedule
to the candidates via phone, email, and letter.
Check candidate profiles and organize interviews: After receiving the list of
qualified candidates from the Finance and Administration Department, Recruitment
Council will check the candidate's profile. Finally, the candidate will be interviewed and recruited.
Summing up the results, approving the list of successful candidates: After the
recruitment, the Recruitment Council will evaluate the interview results, conduct a
selection meeting and make a list of qualified candidates for the positions. job position
and salary. The Director of the Company will consider and decide.
Notice of accepting a job, signing a labor contract: No later than 15 days from the
date of the recruitment result, the Department of Finance and Administration shall notify
the candidates of the recruitment results and list of successful candidates (in writing).
copies by post, telephone). At the same time, the Organization and Administration
Department, notify the time and place of receiving specific work for the successful
candidates. For the candidates who did not pass, the Finance and Administration
Department also organized a call to notify the results and save the application files of the unsuccessful candidates.
Probation: Employees recruited to work at the Company must undergo a
probationary period before the two parties agree to enter into an official labor contract.
No later than 15 days after the Credit Council approves the list of successful candidates
and announces the recruitment results, the Finance and Administration Department must
sign a probationary labor contract in accordance with the provisions of the Labor Law.
Before putting into a working position, the Department of Finance and Administration
informs and guides newly recruited employees on the content of relevant rules, 16
regulations and regulations. When assigning labor to the working unit. The head of the
unit is responsible for training professional and professional staff.
Evaluate test results: After the probationary period expires, relevant departments
shall evaluate the employee's probation results. If the requirements are not met, the
Company issues a notice not to continue signing the labor contract and sends a notice to
the employee. If the Company meets the requirements, the employee will enter into a
labor contract. The company arranges jobs for employees, employees are responsible for
complying with the terms committed in the labor contract. The time limit for signing the
salary and other working conditions stated in the labor contract must comply with the
provisions of the Labor Law, the Collective Labor Agreement and the Salary Regulation of the Company.
CHAPTER III: REALITY ASSESSMENT AND SOLUTIONS TO
COMPLETE THE RECRUITMENT PROCESS AT TIN THANH
PACKING JOINT STOCK COMPANY 1. REALITY Case 1:
Recruiting on demand, not planning to recruit for the future, but only when there is a
shortage of employees to start recruiting.
After the interview with Ms. Thu - HR of BATICO company, I realized that the
company has a problem that needs to be improved. It is a recruitment demand, the
company will recruit personnel only when there is a shortage of employees. This has
inadvertently created time pressure for the HR department.
BATICO is a packaging manufacturing company, so before receiving a production
order, the human resources department will estimate whether the number of employees is
enough and then notify the sales department to receive the order.
Despite proactively preparing 2 weeks in advance, there are always cases that
employees leave unexpectedly, causing the company to be behind schedule. Human 17
resources must urgently recruit and train those workers urgently. This makes the
production results unexpected and dangerous for new employees when taking the job.
Because the production department is exposed to machines, chemicals, and electricity at
high intensity, employees will not have enough time to memorize work procedures. Case 2:
Table 2: Staffing Organization
Herbert, G. H.,Timothy, A. J. and John, D. K.M ( 2019). Staffing Organizations (9th ed.). Westchester
Publishing Services. pp 229-235
There are many recruitment methods for the external recruitment option, according
to the diagram we can use options such as: Advertisements, Recruitment Brochures,
Organizational Websites, Videoconferencing, Direct Contact, Word of Mouth and Social Media.
With the known information, we see that Batico often uses external recruitment
methods, by means of posting on the web (Social media), hanging advertising banners
(Advertisement), or through the company's website (Organizational Websites). However,
company still show some difficulties in recruitment activities.
For the type of manufacturing enterprise, the group believes that company should
apply the "Word of Mouth" recruitment method using the social resources of employees
in the company to recruit. This method has been shown to be more effective for the
production workforce in small and medium-sized factories (Tanova, 2003) and more
effective than any other method of informal recruitment (Collins & Stevens, 2002) 18 2. SOLUTION Case 1:
The solution to this problem is to re-statistic the turnover rate of employees who will take
the most leave at what period and which department has the most employees.
After I have the statistics, I can make a recruitment plan like The Basic Elements
of HR Planning - which can help the human resources department to estimate the number
of employees leaving and the number of employees to hire. Or we can use a Trend
Analysis method to be able to predict specifically when we have excess or shortage of employees.
In addition, we should consider more reasons why employees leave work at the
time of order fulfillment. If the reason is related to the company such as benefits,
benefits, and requirements of the company for employees, then we should also review
those issues to limit employee leave. Case 2:
Develop a word-of-mouth recruitment policy and clearly communicate it to employees.
- Encourage your employees to recommend the right candidates for your business.
- Reward company’s employees for recommending suitable personnel for the company.
- The referred person needs to ensure that the important requirements
of the company in this case are
+ Can stick with the business for a long time
+ University graduate or higher for office workers.
+ High school graduation or higher for factory workers.
 After having information, personnel will be screened and selected according to the company’s process. 19 CONCLUSION 20