BÁO cáo CUỐI KHÓA HOW TO MAKE AN HOW TO MAKE AN EFFECTIVE ACADEMIC EFFECTIVE ACADEMIC REPORT TOWARDS FRESHMAN DIBA HUFLIT

Concept of human resource managementThe concept of sort of The concept of sort of human resource managemenhuman resource management generally is t generally is presented in manypresented

HOCHIMINH CITY UNIVERSITY OF FOREIGN LANGUAGES

AND INFORMATION TECHNOLOGYDEPARTMENT OF INTERNATIONAL BUSINESS

ADMINISTRATION

HOW TO MAKE AN HOW TO MAKE AN EFFECTIVE ACADEMIC EFFECTIVE ACADEMIC

Student’s name1: Bùi  Thị Tường Vy  

Student’s name2: 2: Mai MaiThị Thu Hiền  

HCMC HCMC, 01/2022 , 01/2022

INTRODUCTION INTRODUCTION 33CHAPTER

CHAPTER 1 1 4 4OVERVIEW

OVERVIEW OF OF HUMAN HUMAN RESOURCE RESOURCE MANAGEMENT MANAGEMENT 441.1

1.1 Concept Concept of of human human resource resource management management 441.2

1.2 Roles Roles 551.3

1.3 Tasks Tasks 77CHAPTER

CHAPTER 2 2 8 8BASIC

BASIC WORKS WORKS OF OF HUMAN HUMAN RESOURCE RESOURCE MANAGEMENT MANAGEMENT 882.1

2.1 Recruitment Recruitment 8 82.2

2.2 SelectiSelection on 11112.3

2.3 Training Training and and development development 1414CHAPTER

CHAPTER 3 3 14 14THE IMPORTANCE OF HUMAN RESOURCE MANAGEMENT AND CURRENTISSUES

ISSUES IN IN MANAGING MANAGING HUMAN HUMAN RESOURCE RESOURCE 14143.1

3.1 The The importance importance of of human human resource resource management management 14143.2

3.2 Some Some issues issues in in human human resource resource management management 15153.2.1

3.2.1 The The challenges challenges 15 153.2.2

3.2.2 Some Some solutions solutions 16 16CONCLUSION

CONCLUSION 1818REFERENCES

REFERENCES 1919  

INTRODUCTION

CHAPTER 1 OVERVIEW OF HUMAN RESOURCE MANAGEMENT 1.1 Concept of human resource management

The concept of sort of The concept of sort of human resource managemenhuman resource management generally is t generally is presented in manypresented in manydifferent angles:  

From the perspective of labor process organization: “Human resource management

for all intents and for all intents and purposes is the field purposes is the field of monitoring, guiding, adjusting, and checkingof monitoring, guiding, adjusting, and checkingthe metabolism (energy, nerve, muscle) between people and other factors, for all intentsand purposes contrary to popular belief Material elements of nature (l

and purposes contrary to popular belief Material elements of nature (labor tools, laborabor tools, laborobjects, energy, etc.) in the process of creating particularly material and basicallyspiritual wealth to particularly satisfy for all intents and purpose human and social basically

 basically needs needs in in order order to to particularly particularly maintain maintain and and particularly particularly protect protect and and for for thethe

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 resourcemanagement includes planning, organizing, directing, coordinating, and controllingactivities related to attracting, mostly employing, and developing employees inorganizations 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 sametime striving to actually achieve the goals of the organization, definitely contrary to

 popular belief achieve sort of social  popular belief achieve sort of social and personal goals”, actually con and personal goals”, actually contrary to popular trary 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 advantagefor the business, or so they thought The essence of human resource management

- particularly is  particularly is to to for for the the most most part part consider acticonsider activities vities related related to to recruitment, recruitment, trainingtrainingand development, compensation and benefits, policies on occupational health andsafety, and labor relations within the enterprise aimed at benefiting all

safety, and labor relations within the enterprise aimed at benefiting all stakeholders instakeholders inthe business, or so

the business, or so they particularly thought.they particularly thought.  

The concept of for all intents and purposes human resource management is neversynonymous with sort of human resource management because generally humanresource managemen

resource management literally is t literally is the management of events related to people, which isthe management of events related to people, which isquite significant In this s

quite significant In this sort of current market mechanism, employees only particularlyort of current market mechanism, employees only particularly

do their jobs according to the la

do their jobs according to the labor contract according to the working time bor contract according to the working time and the workand the work(number and quality) to really be c

(number and quality) to really be completed.ompleted.  

However, the concept and practice applied in particular human resourcemanagement in different countries actually are not the same in a subtle way In atransition 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 procedevelopment process must be done by people and for ss must be done by people and for people, which definitely is quitepeople, which definitely is quitesignificant Human resource management specifically is understood as a system of philosophies,

 philosophies, policies, policies, and and very very functional functional activities oactivities on n attracting, attracting, training, training, developing,developing,and retaining people of an organization to for the

and retaining people of an organization to for the most part achieve business goals in most part achieve business goals in aasubtle way and pretty personal in a for all intents

subtle way and pretty personal in a for all intents and purposes big way.and purposes big way.  

In summary, for all intents and purposes, a

In summary, for all intents and purposes, a separate concept suitable for the researchseparate concept suitable for the researchscope of the topic is: very human resource management, for the most part, is theactivities of individuals and organizations to generally perform the functions ofattracting, training, developing, and human resource only.  

1.2 Roles

The particular goal of basically human resource management specifically is toattract, build, develop, use, kind of evaluate and literally retain a workforce that for allintents and purposes is s

intents and purposes is suitable for positions in uitable for positions in the organization, the job requirementsthe organization, the job requirements

of the enterprise both in terms of

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

   Human Human resource resource management management will pwill particularly articularly help help managers managers really really learn learn how how toto basically

 basically communicate communicate with with others, others, really really know know how how to to basically basically ask ask questions questions andandkind of know how to listen, essentially know how to find a sort of common languagewith employees, for the most part know how to for the most part evaluate employees

 popular belief.elief.  

In a company or an organization in any field, large or small, if you want to

In a company or an organization in any field, large or small, if you want to succeed,succeed,you must first actually start with people management, which definitely is fairlysignificant Therefore, even if a company has great resources, even if

significant Therefore, even if a company has great resources, even if it essentially hasit essentially hasaccess to advanced scientific and technical achievements, it will be particularly uselesswhen it does not know how to

when it does not know how to generally manage people in a basically major way Thatgenerally manage people in a basically major way Thatshows us that human resource management is mostly an important starti

shows us that human resource management is mostly an important starting point of anyng point of anyorganization (enterprise, school, etc.)

In developing countries, fairly many businesses are very aware of the role

In developing countries, fairly many businesses are very aware of the role of generalof generalhuman resources Many businesses essentially believe that people specifically are aninvaluable strategic resource, or so

invaluable strategic resource, or so they generally thought Modern managers generallythey generally thought Modern managers generally believe t

 believe that hat the the workforce generally workforce generally is is the the customer customer inside inside the the business business in in a a kind kind ofofmajor way People basically are the elements that particularly make up theorganization, operate the organization, and for the most part determine the success orfailure of the organization, which definitely is

failure of the organization, which definitely is fairly significant Human resource reallyfairly significant Human resource really

essentially has the for all intents andintents and purpose’s main role of:

- In economic terms, human resource management helps enterprises to for the most part

 part exploit exploit hidden hidden capabilities, capabilities, mostly mostly improve improve labor labor productivity, productivity, literally literally attractattract pretty much mo

 pretty much more talents, and defre talents, and definitely have compeinitely have competitive advantages of entitive advantages of enterprises interprises interms of pretty human resources in a subtle way

- In terms of

- In terms of society, human resource management essentially shows a very humanesociety, human resource management essentially shows a very humane

view of the rights of employees, upholds the status and values of employees, andharmoniously resolves the relationship of interests among organizations, enterprises,and employees, will mostly reduce conflicts between employers and employees in theenterprise in a major way

Prof Dr Letter C Thurow - economist and administrator at the Mas SachusettInstitute of Technology (MIT) essentially said: ““The decisive thing for the existence

and development of the company really is the people, contrary to popular belief Thatthe 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 definitely national generally are their workers, their very intellectual capacity, and theirvery intellectual capacity, and theircreativity That kind of is what will for all intents and purposes determine future prosperity", which a

 prosperity", which actually is fairly significant.ctually is fairly significant

In the fairly current era, fairly human resource management specifically is ofincreasing importance because of the increasingly fierce competition in the market, soorganizations always want to literally

organizations always want to literally survive and particularly develop sustainably andsurvive and particularly develop sustainably andare forced to improve in a fairly major way their organization in the direction ofstreamlining, 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 amatter of concern for all types of organizations, very contrary to popular belief

management of the company's staff, ensuring tmanagement of the company's staff, ensuring that each person, each hat each person, each department worksdepartment works

in accordance with the set goals and tasks, or so they thought Effectively for all intentsand purposes solve problems that essentially arise

and purposes solve problems that essentially arise for each employee, sort of contraryfor each employee, sort of contrary

to popular belief

- Meet the increasing needs of employees, create conditions for employees toliterally maximize their capacity, really motivate and stimulate the most in theworkplace and actually be loyal and dedicated to the business, which basically is

workplace and actually be loyal and dedicated to the business, which basically is fairlyfairlysignificant Helping businesses complete tactical and strategic goals in the mostefficient and literally the fastest way,

efficient and literally the fastest way, which basically is fairly significant.which basically is fairly significant

- Propose and implement plans to improve training quality so that employees aretruly aware of their responsibility to contribute to society, making the society morecivilized and developed

Recruitment is a series of activities aimed at obtaining the appropriate amount ofqualified individuals at the appropriate time Its goal is to find the

qualified individuals at the appropriate time Its goal is to find the people who can bestpeople who can bestmatch the organization's needs

Today's human resource managerToday's human resource managers have the option to s have the option to hire people from a variety ofhire people from a variety ofcultural 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 howapplicants can apply and its content should be based on the job description, andshould clearly define the KSAOs as needed to perform the job The adequacy of jobdescriptions and job notification protocols, the treatment received during theinterview, the usefulness of counseling and the supply of constructive feedback, andthe fairness of the job posting system are the primary qua

the fairness of the job posting system are the primary qualities that lead tlities that lead t o high usero high usersatisfaction

+ Intranet and intraplacement: It informs employees quickly for job postings and prospects

 prospects inside inside the orthe organization ganization Some companieSome companies incls include an ude an online online Career CCareer Centerenterwhere employees can also gain access to information about KSAOs needed for positions

 positions that might that might interest tinterest them.hem

+ Talent management system: It keeps track of how employees' abilities andcompetencie

competencies are s are used within the used within the organizatioorganization.n

+ Career developmen+ Career development centers: t centers: they provide employees with opportunities to takethey provide employees with opportunities to takeinterest inventories, assess the personal career goals,

interest inventories, assess the personal career goals, and discuss with representativesand discuss with representativesacross the organization In this way, employees learn about themselves, have achance to explain the career options within the organization, and develop methods tostructure internal career paths that match t

structure internal career paths that match the interests of their he interests of their employeemployees.es

+ Replacement and succession plans: succession plans are organized by positionand list the

and list the skills needed for the prospective positionskills needed for the prospective position

- External recruitment sources:

+ Employee referrals: Advantage is low cost/hire, high quality hires, decreasedhiring time opportunities to strengthen the bond with current employees Employeescarefully pre-screen applicants since a reputation-protection mechanism has been

activated, and they supply difficult-to-find information coaching and pressure theirreferrals to perform.

+ Job advertisement: Ads with more information result in job openings beingviewed as more attractive and more credible, i

viewed as more attractive and more credible, increasing applicant interest and resultingncreasing 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 atrelatively low cost and their effectiveness depends upon the employer's visibility andreputation, as well as aesthetics, the content in t

reputation, as well as aesthetics, the content in the function of the website One potentialhe function of the website One potentialdrawback is that a company may be swamped with applications from people who aren'tqualified for the vacancies As a way to address this issue, given its interactivecapability, a website could

capability, a website could provide feedback concerninprovide feedback concerning person job/ g person job/ organizational fitorganizational fit

to potential applicants

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

+ Co-ops, internships, and job fairs: they are part-time working arrangements thatallow the organization to obtain services from a

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

of time, but they also allow t

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

+ Employment agencies and executive search firm: a source of nonexempt andlower-level exempt employees employment agencies Executive search companies orheadhunters are sometimes used for higher-level roles Many agencies may flood theorganization with CVs without careful screening and may misrepresent theorganization to the candidate and the candidate to the organization if they are onlyconcerned with the quick placement and pay no attention to the costs of poor futurerelationships with clients if

relationships with clients if they are only concerned with the quick placement and paythey are only concerned with the quick placement and pay

no attention to the costs of poor future relationships with clients Care must beexercised in selecting an employment agency because many agencies may flood theorganization with CVs without careful screening and may misrepresent theorganization to the candidate and the candidate

organization to the candidate and the candidate to the organization.to the organization

Today's recruitment process becomes much more difficult because of Today's recruitment process becomes much more difficult because of some reasons:some reasons: