ANALYZING THE RECRUITMENT PROCESS OF FPT CORPORATION

HCMC UNIVERSITY OF TECHNOLOGY AND EDUCATION FACULTY OF HIGH-QUALITYTRAINING FINAL REPORT OF HUMAN RESOURCE MANAGEMENT ANALYZING THE RECRUITMENT PROCESS OF FPT CORPORATION Instructor: MB

HCMC UNIVERSITY OF TECHNOLOGY AND EDUCATION FACULTY OF HIGH-QUALITY

TRAINING

FINAL REPORT OF HUMAN RESOURCE MANAGEMENT

ANALYZING THE RECRUITMENT PROCESS OF

FPT CORPORATION

Instructor: MBA Lê Thị Kim Khang Student’s name: Student’s ID:

HCMC UNIVERSITY OF TECHNOLOGY & EDUCATION

FACULTY OF ECONOMICS

MAJOR: HUMAN RESOURCE MANAGEMANT

OF FPT CORPORATION

LECTURER COMMENTS

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CHAPTER 1: INTRODUCTION1.1 SUMMARY OF THE TOPIC

Human resource management in general, and the recruiting process in particular,are essential components of an enterprise’s management and long-term development.Despite the fact that there has been several domestic research on this topic in the past.However, domestic research on international human resource management operations

in a multinational organization or company is scarce The primary goal of this researchstudy is to comprehend and assess FPT Corporation's international human resourcemanagement techniques Hopefully, this research will give a more complete picture and

a better understanding of how the firm has used worldwide human resourcemanagement efforts to achieve its current long-term success

1.2 REASONS FOR CHOOSING THE TOPIC

With the unending trend of globalization, the severe rivalry between countries isunavoidable Along with that, there is a need to extend operational markets andestablish global corporations, which increases the need for resources The nature ofglobalization has resulted in a concentration of human resources in nations wheredisparities in culture, nationality, working style, and so on are obvious A successfulcompany, enterprise, or country must have a harmonic and effective blend of humanresources and material and technological facilities, with human resources being acritical concern significant, decisive as a result, human resources, human resourcequality, and a fair recruiting procedure are constantly a subject of worry for the entiresociety When it comes to managing human resources, this presents significantdifficulty for both administrators Forces grow more complicated and harder tomanage This necessitates that human resource managers and enterprises have a correctperspective, clear understanding, and insight into resources to suggest solutions thatwill lead to sustainable growth

After more than 20 years of executing the “Doi moi” strategy, Vietnam’s marketeconomy with a socialist orientation has taken highly positive growth milestones

resource with advanced scientific and technical qualifications in all economic sectors,particularly in firms of this economic sector However, in practice, the recruiting,training, and utilization of human resources in state-owned firms have been ineffective,and there are several flaws The recruiting scenario does not correspond to the actualdemands and capabilities of the applicants, the efficiency of employing labor is low,the labor force regime has not produced attraction, and the individuals who truly havetalent have not been retained talent This has had an impact on the quality of humanresources in state-owned firms, necessitating suitable regimes and policies to protectand increase human resource quality.

Businesses must take whatever means possible to retain good employees, such

as boosting compensation, incentives, training, and giving staff greater control.Recruiting and training human resources of high quality and capacity to satisfy labormarket demands is more important than ever

We know from surveying and surveying the scenario at the FPT firm that thepresent recruiting procedure is still an issue for many leaders, especially as the countryintegrates and grows larger every day and every hour Although more than 300,000graduates contribute to the solution of human resources for companies each year, ourhuman resources are still inadequate and weak, and some have not been appropriatelyemployed for training majors, as a result of which capacity has not been completelydeveloped Others have yet to adjust to the working environment, professional andcurrent style, and a variety of other flaws As a result, we completed the topic “Thepresent state of human resource recruiting in FPT firm” in order to establish suitableoperational and managerial measures

1.3 OBJECTIVE OF THE TOPIC

Based on the fundamental principle studied in conjunction with searching andinvestigating in newspapers, television, and, most notably, the internet The authorsused a variety of research methodologies, including statistical, interpretative, andanalytical approaches, to learn about the present state of human resource recruiting atFPT Corporation, therefore demonstrating the current scenario and provide solutions

to contribute to the maintenance of professional competence, assisting the organization

in operational and managerial measures

CHAPTER 2: BRIEF INTRODUCTION OF THE FPT

CORPORATION2.1 OVERVIEW ABOUT THE FPT CORPORATION

Company name: FPT CORPORATION

Established date: September 13, 1988

Head office: FPT Building, No 10 Pham Van Bach Street, Dich Vong Ward, Cau Giay

District, Hanoi City

Chairman of the Board of Directors: Truong Gia Binh

Phone: (+84) 2473007300

Fax: (+84) 2437687410

2.2 HISTORY OF FOUNDATION AND DEVELOPMENT

On September 13, 1988, FPT Technology Investment and Development JointStock Company (The Corporation for Financing and Promotion Technology) wasestablished with 13 members Headquarters FPT Building, No 10 Pham Van BachStreet, Dich Vong Ward, Cau Giay District, Hanoi City On March 13, 1990, thecompany established a branch in the South at 41 Suong Nguyet Anh, District 1, Ho ChiMinh City

In 1996, with the ability to develop large Information Technology systems in thefields of finance, banking, tax, customs, and e-government, FPT became the number 1company in Vietnam

In 1997, FPT became one of the first three IPS providers in Vietnam, and one ofthe first four licensed Internet service providers to meet the needs of people andbusinesses

In 1998, Building the e-government system FPT.eGov After 22 years,FPT.eGov has been deployed in 20 provinces and cities nationwide with more than

1,500 online public services, and over 600,000 records processed/year, saving onaverage social costs of over 70 billion VND/year

In 2000, building the overall hospital system FPT.eHospital After 20 years, thesystem saves an average of 1 million man-days/year

In 2002, Share capital chartered capital 20 billion

In 2005, the first Vietnamese IT company established a legal entity in Japan

In 2006, Became the main contractor in the foreign market the with a software contractworth 6.5 million USD for Petronas (Malaysia)

In 2010, the top 100 global trustee service providers assessed by IAOP

In 2014, Deploying the electronic train ticket system for Vietnam RailwaysCorporation After 6 years of implementation, 36 million tickets have been soldthrough this system

In 2015, Top 300 Most Valuable Enterprises in Asia (Evaluated by Nikkei AsianReview)

In 2019, Raise the level - Become a comprehensive digital transformationservice provider

In 2021: Breaking through the green normal, Accelerating M&A to expand thetechnology ecosystem and scale of operations through a strategic investment inVietnam's No 1 corporate governance platform - Base.vn promotes Transforming thenumber of SMEs and buying Intertec International to affirm its position in the US

After 33 years of establishment and operation with FPT spirit, meritocracy, andclear policies, FPT has continuously developed and grown, becoming the largest ITcompany in Vietnam At the same time, FPT constantly researches and pioneers intechnology trends, contributing to affirming Vietnam's position in the 4th industrialrevolution - the Digital Revolution FPT will pioneer in providing comprehensivedigital transformation services to organizations and businesses on a global scale

2.3 SPECIFIC PRODUCT AND SERVICES

With a wealth of experience and development, FPT is currently operating in 3main areas with different products and services:

Technology: AI, RPA, IoT, BigData, Cloud, and other technology-based digital

transformation solutions and services; Banking - Finance, Public Finance,Telecommunications, Health, Transport, Electricity, Water, Gas, solutions andspecialized services Integration and transformation of technology systems; solutionsbased on technology platforms such as SAP, Oracle, Microsoft, and ESRI; softwaretesting and quality assurance services; circuit design, embedded software production,CAD/CAE, and so on

Telecommunications: Internet services; private channel; data center; VoIP

phones; value-added telecommunications services; interprovincial and internationalconnections; Cloud and IoT services FPT television service: FPT television; FPTPlay; Internet and mobile phone entertainment goods and services; Electronicnewspaper system, comprising VnExpress.net, Ngoisao.net, and iOne.net; onlineadvertising; click AdNetwork smart an advertising system

Education: Primary, middle, and high school education; college and university

education to the graduate level; international linkages and international studentdevelopment; business training; online university training

2.4 A BRIEF OUTLINE OF THE COMPANY’S PERSONAL CHART

Figure 2.4 Company organization chart

CHAPTER 3: THE INTERNAL HUMAN RESOURCES

MANAGEMENT STRATEGY OF THE FPT COMPANY3.1 AN OVERVIEW OF THE INTERNAL HUMAN RESOURCES

MANAGEMENT STRATEGY OF THE FPT COMPANY

3.1.1 The internal human resources management strategy of the FPT company

Create human resource strategies for the whole organization based on theBalanced Score Card model, with full operation plans and assessment indicators foreach step of each unit

Building the image of the FPT brand by recruiting human resources byorganizing activities and events at important university blocks around the country,drawing final year students to participate, and establishing huge human resourcereserves for FPT

Create programs that help FPT become more inventive and creative: Improvecompetitiveness with inventive programs such as I-Make and iDo, which areextensively distributed to all FPT employees

Managing the creation of professional software programs such as the SSCPortal, e-Learning, Online Exam, and so on

Checkpoint assessment system: During these review periods, workers willdeclare the state of the job done, the future work plans, and provide ideas andrecommendations on the web system After completing the declaration procedure onthe web system, managers will analyze, assess, authorize, and immediately exchangejob orientations and growth possibilities for each position in accordance with theGroup’s operational orientation and general activities Furthermore, the Groupconducts employee surveys to identify shortcomings in all sectors of the Group

The Group polled all workers at the end of the year to assess the employees’commitment to the Group; the survey findings are also one of the elements for theGroup to enhance its policies and working environment in order for employees to bemore connected to the Group

3.1.2 Environment for corporate culture

FPT is one of the few Vietnamese firms that has created and maintained distinctcorporate cultural values, giving the Group an edge in attracting talent and establishingcohesiveness between employees and the Group The ethos of FPT’s people towards

“Respect – Innovation – Teamwork – Equality – Exemplarity – Lucidity” is

reflected in FPT’s transparent code of conduct At FPT, culture is defined as a synthesis

of norms of behavior in all business and production operations, as well as initiatives tocare for employees’ spiritual lives

3.1.3 Compensation policies

FPT’s compensation mechanism is broken into four segments, as follows:

• Salary: Production salary (12 months)

• 13th-month wage bonus based on the corporation’s development status

• Allowances: for some positions serving work (including travel assistance,mobile phone charges, part-time work)

• Bonus dependent on company profitability and project/work performance

• Social benefits: Social insurance, health care, jobless

3.1.4 Health care

Employees will receive a free yearly health check In addition, there is a welfareinsurance scheme for employees and their families (FPT Care)

Annual vacation (cost included in the salary package)

3.1.5 Activities aimed at developing and recruiting talent

Talented interns: seeks to choose exceptional students from both economics andtechnology as future management prospects

Staff planning comprises establishing a team of young professionals who havebeen trained and have practical experience, as well as a solid understanding of FPT’sbusiness operations and core values, to prepare them to take on leadership and seniormanagement responsibilities within the Group FPT executives are challenged androtated around the Group across a wide range of business disciplines and scenarios

Hold a contest to uncover and develop fresh talents for the Group Manyemployees have been assigned to crucial positions such as FPT Deputy GeneralDirector, FPT IS General Director, FPT Software General Director, and so on

In addition, FPT runs a number of internal programs to find and attract talent,such as Top Under35, innovation contests in many sectors, rating technology staff, andthe Top 100 best FPT workers each year, all with matching pay plans.

3.2 THE RECRUITMENT PROCESS FOR THE FPT GROUP

3.2.1 The company’s recruitment requirements

FPT promotes industry hiring and training, encouraging talented students toimprove research, consulting, and implementation capabilities, and is continuallylooking for M&A opportunities FPT aggressively supports the recruitment ofprofessionals from many industries to meet the increasingly complex projectrequirements and quality and expects to grow production resources in 2022 Over18,000 people were contacted via the international market To increase customerservice capacity, the Group also implemented team training and employed more toptechnology talents in fields such as Artificial Intelligence, Blockchain, and CloudComputing, among others

FPT desires a diversified workforce in terms of qualifications, age, religion,area, ethnicity, language, personal qualities, and so on Over the same period, thenumber of female workers climbed by 21.4% in 2021, which is comparable to the rate

of rising for male employees, which was 21.3% FPT’s personnel resources are stillbeing revitalized, with an average age of 29 (in 2020 this number will be 30).Managers under the age of 40 make up 76.7% of FPT’s entire management personnel,the equivalent of 2,022 individuals (Annual report, 2021)

Technology necessitates ongoing change and innovation As a result, creativity

is an essential component of FPT and a characteristic that FPT administrators mustcontinually emphasize FPT places high importance on learning and expects its staff toconstantly learn and refresh their expertise FPT Corporation is always seekingprofessionals with strong work skills as the company grows The company’s recruitingrequirement is expected to rise further in 2022, making it an appealing work option formany people

3.2.2 Personal recruitment procedure

The unit’s department head and human resources officer are in charge ofparticipating in the recruiting exam and first employee training Unit leaders who want

to hire personnel aggressively engage in recruitment sources (providing scholarships,