BÁO cáo CUỐI KHÓA HUMAN RESOURCE MANAGEMENT ITS CHALLENGES

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HOCHIMINH CITY UNIVERSITY OF HOCHIMINH CITY UNIVERSITY OF FOREIGN LANGUAGES FOREIGN LANGUAGES

AND INFORMATION AND INFORMATION TECHNOLOGY TECHNOLOGY DEPARTMENT OF INTERNATIONAL BUSINESS

ADMINISTRATION

-*** -BÁO CÁO CUỐI KHÓA

HUMAN RESOURCE MANAGEMENT &

ITS CHALLENGES

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Studen dent’s t’s nam name 2: e 2: Mai Mai Thị Thị Thu Thu Hiề Hiền – n – 21D 21DH12 H12047 04799 C

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HCMC, 01/2022

TABLE OF CONTENTS

INTRODUCTION 2

CHAPTER 1 3

OVERVIEW OF HU OVERVIEW OF HUMAN RESOURCE MANMAN RESOURCE MANAGEMENT AGEMENT 33

1.1 Concept of human reso 1.1 Concept of human resource management urce management 33

1.2 Roles

1.2 Roles 44

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 ISSUES IN MANAGINMANAGING HUMAN RESOURCE 14G HUMAN RESOURCE 14

3.1 The importance of human resource management 14

3.2 Some issues in human res 3.2 Some issues in human resource managemenource management t 1515 3.2.1 The challenges 15

3.2.2 Some solut 3.2.2 Some solutions ions 1616 CONCLUSION 17

REFERENCES 18

The Human Resource Department's professional job is critical to the success of  any

any commcommerciaercial l activactivityity The The depadepartmenrtment t clarclarifieifies s and and sets sets orgaorganiznizatioational nal goalgoals,s,  bringing in more individ

 bringing in more individuals to the company with the goal of achieving the company'uals to the company with the goal of achieving the company'ss goals and objectives

HRM or human resource management is considered as the backbone of the  business when

 business when holding the holding the core core role role of of human resources human resources for for the enterprise the enterprise With thatWith 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:

Fr From om ththe e pepersrspepectctivive e of of llababor or prprococesess s ororgaganinizazatitionon: : “H“Humuman an reresosoururcece 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

 purpose human human and and social social basically basically needs needs in in order order to to particularparticularly ly maintain maintain andand  particularl

 particularly y protect protect and and for for the the most most part part develop develop really really human human potential” in potential” in for for allall intents and purposes major way

   As onAs one of e of the the really really basic basic functions functions of thof the manage management pement process: rocess: Human Human resourceresource management includes planning, organizing, directing, coordinating, and controlling acti

activitivities es relarelated ted to to attrattractiacting, ng, mostmostly ly emplemployinoying, g, and and devedeveloploping ing emplemployeeoyees s inin organizations in a subtle way

   Going Going into into the the main cmain content ontent of hof human uman resource resource managemenmanagement actit activities, vities, “Human“Human resource management literally is the

resource management literally is the recruitment, use, maintenance, and developmentrecruitment, use, maintenance, and development

as well as provision of utilities for employees of organizations”

   The The most most general general concept concept of of pretty pretty human human resource resource management management is is understoounderstood asd 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 bel

 popular belief achieve sort of soief achieve sort of social and personacial and personal goals”, actualll goals”, actually contrary to popy contrary to popular ular   belief

   It actIt actuallually is thy is the manage management ement of peoof people - an iple - an invalnvaluabluable assee asset of an ent of an enterpterprise -rise -working in the most fairly appropriate way to

working in the most fairly appropriate way to literally create a competitive advantageliterally create a competitive advantage

for the business, or so they thought The essence of human resource management  particularl

 particularly y is is to to for for the the most part most part consider activities related consider activities related to to recruitmentrecruitment, , trainingtraining 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 The concept concept of foof for all r all intents intents and and purposes purposes human human resource resource management management is nis never ever  synonymous with sort of human resource management because generally human resource management literally is the management of events related to people, which

is

is ququite ite sisignignificficantant In In ththis is sorsort t of of curcurrenrent t marmarket ket mecmechahanisnism, m, empemployloyees ees ononlyly  particularl

 particularly y do do their their jobs jobs according according to to the the labor labor contract contract according according to to the the workingworking time and the work (number and quality) to really be completed

   HoHowewevever, r, ththe e coconcncepept t anand d prpracactitice ce apapplplieied d in in papartrticiculular ar huhumaman n reresosoururcece management in different countries actually are not the same in a subtle way In a transitio

transition economy like Vietnam, where n economy like Vietnam, where the level of the level of technologtechnology is y is still at a still at a low level,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   philosop

 philosophies, hies, policies, policies, and and very very functional functional activities activities on on attracting, attracting, training,training, developing, and retaining people of an organization to for the most part achieve  business goals

 business goals in in a a subtle way subtle way and and pretty pretty personal in personal in a a for for all all intents and intents and purposespurposes  big way

   In sumIn summarmary, for all inty, for all intentents and purps and purposeoses, a s, a sepseparaarate conte concepcept suitt suitablable for thee for the research scope of the topic is:

research scope of the topic is: very human resource management, for the most part, isvery 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  al

all l inintetentnts s anand d pupurprpososes es is is susuititabable le fofor r poposisititionons s in in ththe e ororgaganinizazatitionon, , ththe e jojobb

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

   Human Human resource resource management management will will particularlparticularly hy help melp managers anagers really really learn learn how how toto  basically communicate

 basically communicate with with others, others, really really know know how how to to basically ask basically ask questionquestions s andand kind of know how to

kind of know how to listen, essentilisten, essentially know how to find ally know how to find a sort of a sort of common languagecommon 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

 be passionatpassionate e about their about their work and work and avoid mistakes avoid mistakes in in the the selection process, selection process, actuallyactually know how to

know how to actually attract talents to their company, use actually attract talents to their company, use labor resources effectivelylabor resources effectively

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

 popular belief.elief

   In a compIn a company oany or an orgar an organinizatzation in anion in any fiely field, lard, large or smage or smallll, if you wan, if you want tot 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  particularl

 particularly y useless useless when when it it does does not not know know how how to to generally generally manage manage people people in in aa  basically major

 basically major way way That That shows shows us us that that human human resource resource management is management is mostly mostly anan 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 generally believe that the workforce generally is the customer inside the business in aa kind of major way People basically are the elements that particularly make up the organizatio

organization, operate the organization, and for n, operate the organization, and for the most part determine the the most part determine the success or 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 really is an important area of management in every organizatimanagement in every organization in a on in a for for  all intents and purposes major way Other hands, management of other resources will als

also o essessententialially ly be be ineineffeffectictive ve if if ththe e orgorganianizatzation ion dodoes es nonot t actactuaually lly havhave e gogoodod management of human resources In the

management of human resources In the end, all management activities are performedend, all management activities are performed

 by

 by people people in in a a major major way way With With these these conceptioconceptions, ns, kind kind of of human human resourceresource management in today's business essentiall

management in today's business essentially has y has the for the for all intents and purpose’s mainall 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

humane view of the rights of employeesemployees, upholds the status and values , upholds the status and values of employees,of employees, and

and harharmonmoniouiously sly resresolvolves es ththe e relrelatiationsonship hip of of ininterterestests s amoamong ng orgorganianizatzationions,s, 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

and development of the company really is the people, contrary to popular belief Thatthe 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

their creativity That kind of is what will for all intents and purposes determine futureall intents and purposes determine future  prosperity

 prosperity", which act", which actually is fually is fairly signiairly significant.ficant

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

 part is is always always decisive, decisive, for for all all intents intents and and purposes purposes contrary contrary to to popular popular belief.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 busine

fairly significant Helping businesses complete tactical and strategic goals in sses complete tactical and strategic goals in the mostthe 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

company Solve problems for each employee as well as as well as regularly improve the qualityregularly 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

 benefits, skills, and the the kind of kind of opportunopportunity ity to really to really show his show his or or her abilities her abilities on on thethe  job And en

 job And ensure that all emsure that all employees havployees have the opporte the opportunity to be reunity to be rewarded and prwarded and promotedomoted 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

 best match the organithe organization's nzation's needs.eeds

Today's human resource manager Today's human resource managers have the option to hire s have the option to hire people from a variety of 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 des

descripcriptiotions ns and and job job notnotifiificatication on proprotocotocols, ls, the the tretreatmatment ent recereceiveived d durduring ing thethe 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

 prospects inside the organization the organization Some comSome companies include panies include an online an online Career CCareer Center enter  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 in

intetererest st ininvvenentotoririeses, , asasssesess s ththe e pperersosonnal al cacarereer er ggoaoalsls, , anand d didisscucusss s wwitithh rep

represresenentattativives es acracrososs s ththe e ororgaganinizatzatioion n In In ththis is waway, y, ememplployoyeeees s leleararn n aboaboutut

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 vie

viewed wed as as mormore e attattracractitive ve and and momore re crecredidibleble, , inincrecreasiasing ng apapplplicaicant nt intintereerest st andand 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

relatively low cost and their effectiveness depends upon the employer's visibility andtheir effectiveness depends upon the employer's visibility and reputation, as well as aesthetics, the content in the function of the website One  potential dr

 potential drawback is that a cawback is that a company may be swompany may be swamped with apamped with applicationplications from peoples from people who aren't qualified for the vacancies As a way to address this issue, given its inte

interactractive ive capacapabilibility, ty, a a webswebsite ite coulcould d provprovide ide feedfeedback back concconcernierning ng persperson on jobjob// 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

allow the organization to obtain services from a part-time employee for a short part-time employee for a short periodperiod

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 or

orgaganinizazatition on wiwith th CVCVs s wiwiththouout t cacarerefuful l scscrereenenining g anand d mamay y mimisrsrepepreresesent nt ththee