BÁO CÁO CUỐI KHÓA HUMAN RESOURCE MANAGEMENT & ITS CHALLENGES

Concept of human resource management The concept of sort of human resource management generally is presented in many different angles: From the perspective of labor process organization:

HOCHIMINH CITY UNIVERSITY OF FOREIGN LANGUAGES

AND INFORMATION TECHNOLOGY DEPARTMENT OF INTERNATIONAL BUSINESS

ADMINISTRATION

-*** -BÁO CÁO CUỐI KHÓA

HUMAN RESOURCE MANAGEMENT &

ITS CHALLENGES

Student’s name 1: Bùi Thị Tường Vy – 21DH123437 Student’s name 2: Mai Thị Thu Hiền – 21DH120479

Instructor: Ngô Văn Bình

HCMC, 01/2022

TABLE OF CONTENTS

INTRODUCTION 2

CHAPTER 1 3

OVERVIEW OF HUMAN RESOURCE MANAGEMENT 3

1.1 Concept of human resource management 3

1.2 Roles 4

1.3 Tasks 6

CHAPTER 2 7

BASIC WORKS OF HUMAN RESOURCE MANAGEMENT 7

2.1 Recruitment 7

2.2 Selection 10

2.3 Training and development 13

CHAPTER 3 14

THE IMPORTANCE OF HUMAN RESOURCE MANAGEMENT AND CURRENT ISSUES IN MANAGING HUMAN RESOURCE 14

3.1 The importance of human resource management 14

3.2 Some issues in human resource management 15

3.2.1 The challenges 15

3.2.2 Some solutions 16

CONCLUSION 17

REFERENCES 18

The Human Resource Department's professional job is critical to the success of any commercial activity The department clarifies and sets organizational goals, bringing in more individuals to the company with the goal of achieving the company's goals and objectives

HRM or human resource management is considered as the backbone of the business when holding the core role of human resources for the enterprise With that importance, the challenge posed to HRM is immense and requires us to have more than just capacity to solve Here is the current state of tough challenges surrounding this industry and the strategy to solve it.

AUTHORS

CHAPTER 1 OVERVIEW OF HUMAN RESOURCE MANAGEMENT

1.1 Concept of human resource management

The concept of sort of human resource management generally is presented in many different angles:

From the perspective of labor process organization: “Human resource management for all intents and purposes is the field of monitoring, guiding, adjusting, and checking the metabolism (energy, nerve, muscle) between people and other factors, for all intents and purposes contrary to popular belief Material elements of nature (labor tools, labor objects, energy, etc.) in the process of creating particularly material and basically spiritual wealth to particularly satisfy for all intents and purpose human and social basically needs in order to particularly maintain and particularly protect and for the most part develop really human potential” in for all intents and purposes major way

As one of the really basic functions of the management process: Human resource management includes planning, organizing, directing, coordinating, and controlling activities related to attracting, mostly employing, and developing employees in organizations in a subtle way

Going into the main content of human resource management activities, “Human resource management literally is the recruitment, use, maintenance, and development

as well as provision of utilities for employees of organizations”

The most general concept of pretty human resource management is understood as

“Human resource management actually is the activities aimed at enhancing the effective contribution of individuals to the goals of the organization while at the same time striving to actually achieve the goals of the organization, definitely contrary to popular belief achieve sort of social and personal goals”, actually contrary to popular belief

It actually is the management of people an invaluable asset of an enterprise -working in the most fairly appropriate way to literally create a competitive advantage

for the business, or so they thought The essence of human resource management particularly is to for the most part consider activities related to recruitment, training and development, compensation and benefits, policies on occupational health and safety, and labor relations within the enterprise aimed at benefiting all stakeholders

in the business, or so they particularly thought

The concept of for all intents and purposes human resource management is never synonymous with sort of human resource management because generally human resource management literally is the management of events related to people, which

is quite significant In this sort of current market mechanism, employees only particularly do their jobs according to the labor contract according to the working time and the work (number and quality) to really be completed

However, the concept and practice applied in particular human resource management in different countries actually are not the same in a subtle way In a transition economy like Vietnam, where the level of technology is still at a low level, the economy basically is not particularly stable and the country advocates that “The development process must be done by people and for people, which definitely is quite significant Human resource management specifically is understood as a system of philosophies, policies, and very functional activities on attracting, training, developing, and retaining people of an organization to for the most part achieve business goals in a subtle way and pretty personal in a for all intents and purposes big way

In summary, for all intents and purposes, a separate concept suitable for the research scope of the topic is: very human resource management, for the most part, is the activities of individuals and organizations to generally perform the functions of attracting, training, developing, and human resource only

1.2 Roles

The particular goal of basically human resource management specifically is to attract, build, develop, use, kind of evaluate and literally retain a workforce that for all intents and purposes is suitable for positions in the organization, the job

requirements of the enterprise both in terms of numbers and numbers, quantity and quality in a pretty big way

Human resource management will particularly help managers really learn how to basically communicate with others, really know how to basically ask questions and kind of know how to listen, essentially know how to find a sort of common language with employees, for the most part know how to for the most part evaluate employees

in a subtle way Employees correctly, know how to really entice employees to kind of

be passionate about their work and avoid mistakes in the selection process, actually know how to actually attract talents to their company, use labor resources effectively

to literally improve quality of work and of the organization, generally contrary to popular belief

In a company or an organization in any field, large or small, if you want to succeed, you must first actually start with people management, which definitely is fairly significant Therefore, even if a company has great resources, even if it essentially has access to advanced scientific and technical achievements, it will be particularly useless when it does not know how to generally manage people in a basically major way That shows us that human resource management is mostly an important starting point of any organization (enterprise, school, etc.)

In developing countries, fairly many businesses are very aware of the role of general human resources Many businesses essentially believe that people specifically are an invaluable strategic resource, or so they generally thought Modern managers generally believe that the workforce generally is the customer inside the business in a kind of major way People basically are the elements that particularly make up the organization, operate the organization, and for the most part determine the success or failure of the organization, which definitely is fairly significant Human resource really is one of the indispensable resources of the organization Human resource management really is an important area of management in every organization in a for all intents and purposes major way Other hands, management of other resources will also essentially be ineffective if the organization does not actually have good management of human resources In the end, all management activities are performed

by people in a major way With these conceptions, kind of human resource management in today's business essentially has the for all intents and purpose’s main role of:

- In economic terms, human resource management helps enterprises to for the most part exploit hidden capabilities, mostly improve labor productivity, literally attract pretty much more talents, and definitely have competitive advantages of enterprises in terms of pretty human resources in a subtle way

- In terms of society, human resource management essentially shows a very humane view of the rights of employees, upholds the status and values of employees, and harmoniously resolves the relationship of interests among organizations, enterprises, and employees, will mostly reduce conflicts between employers and employees in the enterprise in a major way

Prof Dr Letter C Thurow - economist and administrator at the Mas Sachusett Institute of Technology (MIT) essentially said: “The decisive thing for the existence and development of the company really is the people, contrary to popular belief That the company has, those are people who generally are highly educated, well trained, ethical, generally cultured and definitely know how to work effectively.”

And Professor Dr Robert Keich said: “The only resources that really are truly definitely national generally are their workers, their very intellectual capacity, and their creativity That kind of is what will for all intents and purposes determine future prosperity", which actually is fairly significant

In the fairly current era, fairly human resource management specifically is of increasing importance because of the increasingly fierce competition in the market, so organizations always want to literally survive and particularly develop sustainably and are forced to improve in a fairly major way their organization in the direction of streamlining, compactness, and dynamism In which, the human factor for the most part is always decisive, for all intents and purposes contrary to popular belief Therefore, finding the right people to give them the right job and position is still a matter of concern for all types of organizations, very contrary to popular belief

1.3 Tasks

Human resource management studies very human resource management issues in organizations at a micro level and has the following definitely basic objectives:

- Effectively use basically human resources to increase labor productivity and improve the effectiveness of the organization, which really is quite significant Good management of the company's staff, ensuring that each person, each department works in accordance with the set goals and tasks, or so they thought Effectively for all intents and purposes solve problems that essentially arise for each employee, sort

of contrary to popular belief

- Meet the increasing needs of employees, create conditions for employees to literally maximize their capacity, really motivate and stimulate the most in the workplace and actually be loyal and dedicated to the business, which basically is fairly significant Helping businesses complete tactical and strategic goals in the most efficient and literally the fastest way, which basically is fairly significant

- Complete all assigned tasks from small to large related to personnel in the company Solve problems for each employee as well as regularly improve the quality

of training literally, namely giving advice to most encourage them to work and contribute to the company

- In particular, ensure that each employee under his/her management receives benefits, skills, and the kind of opportunity to really show his or her abilities on the job And ensure that all employees have the opportunity to be rewarded and promoted within the business

- Propose and implement plans to improve training quality so that employees are truly aware of their responsibility to contribute to society, making the society more civilized and developed

CHAPTER 2 BASIC WORKS OF HUMAN RESOURCE MANAGEMENT

2.1 Recruitment

The first step in developing an organization's human capital is recruitment At a high level, the objectives are to find and hire the best individuals in a timely and cost-effective manner

Recruitment is a series of activities aimed at obtaining the appropriate amount of qualified individuals at the appropriate time Its goal is to find the people who can best match the organization's needs

Today's human resource managers have the option to hire people from a variety of cultural and ethnic backgrounds

Human resource managers can turn to many sources for recruiting assistance: internal recruitment sources and external recruitment sources

- Internal recruitment sources:

+ Jobs postings: It spells out the duties and requirements of the job, shows how applicants can apply and its content should be based on the job description, and should clearly define the KSAOs as needed to perform the job The adequacy of job descriptions and job notification protocols, the treatment received during the interview, the usefulness of counseling and the supply of constructive feedback, and the fairness of the job posting system are the primary qualities that lead to high user satisfaction

+ Intranet and intraplacement: It informs employees quickly for job postings and prospects inside the organization Some companies include an online Career Center where employees can also gain access to information about KSAOs needed for positions that might interest them

+ Talent management system: It keeps track of how employees' abilities and competencies are used within the organization

+ Career development centers: they provide employees with opportunities to take interest inventories, assess the personal career goals, and discuss with representatives across the organization In this way, employees learn about

themselves, have a chance to explain the career options within the organization, and develop methods to structure internal career paths that match the interests of their employees

+ Replacement and succession plans: succession plans are organized by position and list the skills needed for the prospective position

- External recruitment sources:

+ Employee referrals: Advantage is low cost/hire, high quality hires, decreased hiring time opportunities to strengthen the bond with current employees Employees carefully pre-screen applicants since a reputation-protection mechanism has been activated, and they supply difficult-to-find information coaching and pressure their referrals to perform

+ Job advertisement: Ads with more information result in job openings being viewed as more attractive and more credible, increasing applicant interest and resulting in better person-organization fit The inclusion of pictures of minorities seems to increase the attraction of diverse applicants to the organization

+ Interner/employer’s website: They generate a large number of applicants at relatively low cost and their effectiveness depends upon the employer's visibility and reputation, as well as aesthetics, the content in the function of the website One potential drawback is that a company may be swamped with applications from people who aren't qualified for the vacancies As a way to address this issue, given its interactive capability, a website could provide feedback concerning person job/ organizational fit to potential applicants

+ Universities and colleges: they are the source of people with specialized skills for professional positions

+ Co-ops, internships, and job fairs: they are part-time working arrangements that allow the organization to obtain services from a part-time employee for a short period

of time, but they also allow the organization the opportunity to assess the person for a full-time position after graduation

+ Employment agencies and executive search firm: a source of nonexempt and lower-level exempt employees employment agencies Executive search companies or headhunters are sometimes used for higher-level roles Many agencies may flood the organization with CVs without careful screening and may misrepresent the