10 CHAPTER 2: ANALYSIS OF RECRUITMENT PLAN, TRAINING AND JOB DESCRIPTION IN SOME SPECIFIC POSITIONS AT INTERNATIONAL BEVERAGE IMPORT AND EXPORT JOINT STOCK COMPANY .... 11 2.2 Design a
GENERAL INFORMATION ABOUT INTERNATIONAL BEVERAGE
Brand Story
IBAE - Making a Difference for Community Health!
"We are what we eat," a phrase that underscores the importance of healthy nutrition As IBAE members, we prioritize health and are highly interested in daily nutritional habits, especially as young individuals living health-conscious lifestyles Through our university education and life experiences, we have learned about the risks associated with certain foods, particularly carbonated soft drinks Scientific research highlights that these beverages increase the risk of tooth decay, cardiovascular disease, type 2 diabetes, obesity, gout, and metabolic disorders, emphasizing the need for mindful eating choices.
Despite strong advice to limit their consumption, soft drinks remain popular due to their affordability, quick thirst-quenching ability, and minimal preparation time Recognizing these factors, our company strives to offer consumers healthier, distinctive alternatives that satisfy their cravings without compromising health, driving our commitment to providing innovative beverage options.
IBAE's flagship product, Coke Fruit, offers a unique carbonated soft drink designed to be as essential as filtered water, providing both energy and wellness throughout the day This innovative beverage is formulated with natural ingredients from Thailand and Vietnam, featuring a zero-calorie, no artificial flavor recipe We are committed to developing this product line as a foundation for IBAE's future growth and market expansion.
Choosing a low-sugar formulation allows us to deliver the healthiest, most beneficial soft drink to our customers without compromising on flavor Despite reducing sugar content, we maintain the authentic essence of our carbonated soft drink, a beloved beverage among young people This balanced approach ensures a refreshing taste experience that appeals to health-conscious consumers while preserving the drink's popular appeal.
International Beverage Import and Export (IBAE Corporation) is based at 532 Tụn Học Tháng, Phòng 6, Quận 1, TP.Hồ Chí Minh, Vietnam You can contact them via phone at (84 48) 765 4321 or email at hr@internationalbeverage.ibae.com Their professional branding is represented by their distinctive logo.
Figure 1 The logo of IBAE
Purpose - vision - core values
Although IBAE Corporation is a new firm initiating operations later this year, we have a clear long-term development strategy Our core vision, mission, and fundamental values guide our growth and success.
Our vision is to become Vietnam's leading pioneer in nutrient-rich carbonated soft drinks that enhance human well-being Committed to our mission, IBAE strives to provide Southeast Asia with the highest quality and most nutritious products through careful ingredient selection, sincerity, and a strong commitment to human health Our core values are founded on three essential pillars, guiding our dedication to innovation, integrity, and customer satisfaction.
1 Compliance with the law, environmental responsibility
2 Respect for employees, partners, and consumers
3 The sake of health and human development
Main products of the company
International Beverage Import and Export Joint Stock Company (IBAE) specializes in offering fruit-flavored soft drinks that blend Thai and Vietnamese culinary traditions to meet the needs of both domestic and international customers Our products are designed to refresh and nourish consumers, providing hydration and essential nutrients to enhance comfort and productivity Key offerings include Cool Orange Flavor, Sweet Strawberry Flavor, Pure Coconut Taste, Intense Grape Flavor, and Intense Thai Mango Flavor, ensuring a diverse selection of delicious, culturally inspired beverages.
Soft drinks are a popular beverage among Vietnamese people and have evolved into a more nutritious option They come in a variety of flavors and can be mixed with fruits like oranges to create refreshing new drinks The vibrant orange slices inspire excitement and evoke the image of orange juice, emphasizing the delightful taste when blended with soft drinks With their sweet and sour flavor profile, oranges add a refreshing and nourishing element, making "Cool Orange Flavor" an appealing choice for promotional posters.
Strawberries are often referred to as a symbol of perfect love, capturing the essence of sweetness and affection The imagery of vibrant red strawberries in advertisements evokes feelings of freshness and irresistible flavor, appealing to sensory desires The depiction of overflowing hearts represented by strawberry dots emphasizes love’s abundance and passion Using phrases like "Sweet Strawberry Flavor," the ad effectively highlights the natural sweetness and juicy appeal of strawberries, making it a compelling choice for consumers seeking a refreshing, flavorful experience.
Coconut is a popular nutritional beverage among Vietnamese people, known for its refreshing and health-boosting properties Coconut water, when blended with fresh water, creates a delightful drink that delivers essential nutrients to help restore energy throughout the day The "Pure Coconut Taste" poster, featuring images of floating coconuts, emphasizes the natural and pure flavor of this refreshing beverage, highlighting its role in hydration and wellness.
Grapes are a popular fruit known for their tart and sweet flavor, making them both delicious and appetite-enhancing Rich in anti-aging properties and health benefits, carefully picked organic grapes fermented and blended with fresh water create a novel flavor that stimulates the taste buds and boosts the immune system The term "Intense grape flavor" describes the bold and vibrant taste of grape soft drinks, offering a refreshing experience that supports overall health.
Poster 5: Intense Thai mango flavor
This summer’s most searched refreshment drink globally is Thai mango blended with a soft drink, offering a perfect cooling solution during scorching heat Historically, popular hot summer drinks included lemon tea and iced tamarind, but this year, the trend has shifted toward fruity, fizzy creations Combining soft drinks with fruits like mango creates unique and intriguing refreshment options that stand out The Thai mango soft drink advertisement emphasizes its "Intense Thai mango flavor," highlighting the harmonious blend of fruity richness and effervescent refreshment while preserving the passionate essence of mango.
Our company is dedicated to providing safe and healthy soft drinks that blend Thai and Vietnamese cultures, targeting consumers who value quality and cultural fusion Initially, our focus will be on meeting the primary needs of the Vietnamese market, emphasizing products that cater to local preferences By prioritizing these key markets, we aim to establish a strong presence and ensure consumer satisfaction with our culturally infused, health-conscious beverage offerings.
Thailand In the future, if the product has good progress, we will export our products to complex markets around the globe.
Personnel organization structure
To adapt to the rapidly changing economic environment, enterprises must develop organizational flexibility and effectively manage human resources Improving operational efficiency is a key solution to enhance overall performance The leadership of International Beverage Import and Export (IBAE) in the F&B sector has implemented targeted strategies to achieve new organizational objectives A critical focus is optimizing the company's organizational structure, which outlines the orderly arrangement of different parts of the organization and their interrelationships This structure involves two main types of relationships: vertical relationships between higher and subordinate levels and horizontal relationships among co-level factors.
Because of this, our company recognized the importance, so we launched the table of organizational structures of IBAE Joint Company of the field F&B:
ANALYSIS OF RECRUITMENT PLAN, TRAINING AND JOB
Definition
Training, as described by Landy (1985), involves a series of organized activities aimed at enhancing employees' job knowledge, skills, and changing attitudes and behaviors to align with organizational goals Patrick (2000) emphasizes that training is a systematic process focused on developing an individual's knowledge, abilities, and attitudes necessary for effective job performance He also highlights that training is a widespread practice across various sectors, including business, government, healthcare, and military organizations.
Job satisfaction, as established by Spector (1997), reflects how individuals feel about their jobs and different aspects of their careers, encompassing enjoyment or dissatisfaction with various work elements It is commonly assessed on a scale from one to ten, capturing varying degrees of happiness or disappointment with specific parts of work, relationships with colleagues, and overall job experience Thierry and Koopmann-Iwema (1984) highlight that job satisfaction is a dynamic concept, involving past experiences, current perceptions, and future expectations of employment These insights emphasize the importance of understanding employee feelings to improve workplace morale and productivity.
Many earlier HR research studies have focused on recruitment, emphasizing its crucial role in organizational success According to Dr P Balasubramanian (2016), Dale Yoder’s recruitment theory defines hiring as a process of identifying human resources that meet specific organizational needs Yoder explains that "Hiring is a procedure to identify human resources that match the needs of the payroll schedule and apply effective tactics to attract such human resources in the appropriate number to create favorable conditions to select an effective workforce." This highlights the importance of strategic recruitment methods in building an efficient and capable workforce.
Design a Job Descriptions for position Digital Marketing Executive/ Specialist
2.2.1 Overview of a Marketing department, job position Digital Marketing Executive / Marketing Specialist
IBAE's Marketing Department is a vital component of the company's organizational structure, responsible for evaluating the effectiveness of communication tools and managing human resources marketing initiatives It conducts internal training sessions, oversees departmental reporting, and collaborates with upper management monthly to enhance the company's brand image The department actively engages with customers through social networking platforms and festival campaigns, strengthening brand presence and customer engagement.
The marketing department at IBAE comprises various roles, including marketing managers, design staff, technical advertising teams, and content creators The marketing specialist holds a crucial position, sharing responsibilities with managers and working directly with department heads to achieve company goals Marketers play a vital role in driving sales, establishing brand positioning, and competing effectively in the market Their expertise in developing, implementing, and monitoring marketing strategies is essential for business success Currently, IBAE lacks dedicated marketing specialists, whose skills are vital for executing effective marketing campaigns and supporting overall company growth.
2.2.2 Job Description for Digital Marketing Executive/Marketing Specialist
IBAE's senior management recently convened to review the current human resource status for the marketing specialist position They developed a comprehensive job description to ensure clear role expectations before publishing the vacancy on recruitment platforms This strategic approach aims to attract qualified candidates who align with our organization's goals and standards.
IBAE Corporation is seeking to hire up to three full-time Marketing Specialists, offering a salary range of 6 to 8 million VND based on experience and capabilities Candidates should have at least 1-2 years of relevant marketing experience and will be employed regardless of gender The role is full-time, with compensation tailored to the candidate’s expertise, ensuring a dynamic and equal opportunity work environment.
At IBAE, our Marketing Specialist plays a crucial role in executing the Board of Directors' and department heads' strategic plans, ensuring seamless coordination and monitoring of marketing activities They are responsible for overseeing the execution of marketing campaigns, customer communication, and promotional efforts to enhance the company's brand image By implementing effective marketing techniques, the specialist ensures that the promotion of goods and services aligns with company goals, all while maintaining smooth operations and timely delivery.
Our ideal marketing specialist candidates should possess a solid understanding of marketing fundamentals and have proven expertise in managing multi-channel marketing campaigns They must be proficient in tracking and reporting progress using relevant tools to ensure campaign success Strong interpersonal skills are essential, as candidates will need to collaborate effectively with team members and adapt to new work environments Additionally, we prioritize organizational and time management abilities, along with flexibility, creativity, and problem-solving skills to drive innovative marketing solutions.
At IBAE, marketing professionals receive comprehensive training to enhance their skills while working with modern equipment like personal laptops The company offers attractive benefits such as annual travel, insurance, uniforms, and other preferential policies Additionally, IBAE has a structured salary and bonus system based on different levels, with allowances provided for individual efforts and notable achievements that contribute to the company's success.
Work location: 532 Ton Duc Thang, Ward 6, District 1, Ho Chi Minh City,
To apply for the Digital Marketing Executive position at IBAE, please send your CV via email to hr@internationalbeverage.ibae.com Ensure that the subject line is formatted as "" and include the job description figure as specified This clear application process helps us efficiently review your credentials and match your skills with our requirements. -**Sponsor**Struggling to rewrite your articles and make them SEO-friendly? As a content creator, I understand the challenge! Let [Article Generation](https://pollinations.ai/redirect-nexad/fuVZJ9Tk?user_id=983577) help you instantly create 2,000-word, SEO-optimized articles, extracting key sentences and ensuring coherence Save over $2,500 a month compared to hiring a writer and effortlessly comply with SEO rules! It's like having your own content team, but without the hassle, allowing you to focus on crafting compelling content, like perfecting your IBAE application details.
The KSA model, developed by Benjamin Bloom in 1956, is a widely adopted competence paradigm in education and training Focused on enhancing personal capacity, the Knowledge, Skill, and Attitude (KSA) framework is extensively used in human resource management This model categorizes learning objectives into three primary areas: knowledge, skills, and attitudes, making it a valuable tool for effective training and development programs.
Knowledge is essential for understanding any concept and is a fundamental part of each individual's thinking ability, gained through learning, education, and training Its depth can be assessed through tests and categorized into complete experience, solid comprehension, basic understanding, or minimal information At IBAE, we prioritize essential knowledge in our hiring process, focusing on skills such as understanding consumer psychology, grasping core marketing principles, and analyzing the market environment to facilitate effective strategic decision-making Our expertise includes developing comprehensive marketing strategies, including new product development, pricing, message formulation, brand building, team management, and overseeing sales and distribution systems to ensure marketing success.
Skill in performing physical actions or tasks is typically acquired through knowledge transfer, evolving through levels of competence such as Beginner, Developing, Practiced, Proficient, and Highly Competent These classifications evaluate performance based on speed, precision, and technique At IBAE, we leverage these skill levels to effectively plan, organize, and execute marketing programs tailored for businesses Our team also utilizes market research tools creatively and competently to analyze market conditions, critique strategies, and solve practical marketing problems, ensuring successful marketing efforts.
Attitude reflects how individuals feel or think about someone or something, often expressed through their actions and emotional interactions Changing or developing attitudes requires significant time and effort, as indicators range from being completely focused, determined, and interested to casual or uninterested At IBAE, we prioritize attracting personnel with a strong desire to learn, a sense of responsibility, and passion for their work to foster a positive organizational attitude Adherence to professional ethics and societal principles is essential, forming the foundation for IBAE's long-term business growth and enhanced operational efficiency.
Design recruitment plan for Senior Supply Chain Management Executive at
2.3.1 Set up the recruitment process a/ Meeting with SC, Marketing, HR, and Finance departments to generalize the situation and agree on initial issues.
The Board of Directors of International Beverage Import and Export Joint Stock Company (IBAE) will conduct meetings with departments including Supply Chain, Marketing, HR, and Finance to review work performance and personnel matters The company is evaluating the need to recruit new employees, with a structured two-stage recruitment process: the first stage involves planning and announcing the vacancy, while the second includes CV screening, interviews, and training new hires Responsibilities of the Board will be delegated to relevant departments such as Supply Chain, Human Resources, Marketing, and Finance to ensure efficient execution of the recruitment process and overall company operations.
The Finance Department will distribute tasks to relevant departments, with staff assisting in completing reports and submitting them to the Board of Directors Additionally, a recruitment form will be established for the Senior Supply Chain Management Executive position to streamline the hiring process.
Our IBAE company will develop a comprehensive recruitment form to gather detailed information about the position, such as the job title, recruitment timeline, number of hires, and recruitment method We will also include the job posting costs and estimated recruitment expenses to ensure budget accuracy The next step involves coordinating with the Finance department to allocate the necessary budget for the upcoming recruitment plan Additionally, we will proceed with engaging the Supply team to facilitate the recruitment process efficiently.
Chain department to determine the recruitment needs and then agree on the reason and number of recruitment for the position of Senior Supply Chain Management Executive
Below is a sample recruitment plan for this position:
No Vacancies Unit Quantity Reason for hiring
Budgeting for recruitmen Receive application Test Interview
Need someone responsible for all the steps in bringing a product to market
Board of Directors of IBAE
Table 1 Company recruitment plan c/ Set up the recruitment timeline
The subsequent stage we want to take in the enrollment interaction is to contact
HR to design a particular enlistment course for this position The following is fundamental data that the HR division ships off appropriate offices:
Job Description: Attached to the notice file
Time to receive Application/Curriculum Vitae: from about 1 to 3 months
Time to filter Curriculum Vitae for the first time: half a month after the announcement is made
Estimated time of interview: after completing Curriculum Vitae screening
Estimated time of training and probation: from the time the candidate is accepted d/ The recruitment notice designer and in charge of communication
The Marketing department manages the final stage of the recruitment process by coordinating with HR and assigning staff to design the job description (JD) Once the JD is finalized, the communications team posts the vacancy along with the announcement across various channels, including the company website, Facebook fan page, LinkedIn, and key partner recruitment platforms such as TopCV and CareerBuilder This multi-channel approach ensures maximum visibility for the recruitment notice.
Joint Stock Company IBAE Vacancy Senior Supply Chain Management Executive
As a procurement and supply strategist, you advise the Board of Directors on purchase strategies while analyzing domestic and international market trends You are responsible for organizing and planning supply chain operations, negotiating and securing contracts on behalf of the company, and resolving supplier concerns and disputes Additionally, you oversee the management and control of the company's warehouse system, including importing, storing, exporting, and maintaining physical inventory Implementing an efficient bookkeeping system and proactively introducing new commodities to the warehouse are key aspects of your role You also manage consultations and actively address any issues that arise within the supply chain process.
Requirements ¥ Professional qualifications: A bachelor's degree or higher in a field such as
Expertise in Foreign Economic Relations, International Economics, and International Business is essential for success in import-export and supply chain management Candidates should have over three years of experience as a supply manager, demonstrating honesty, confidence, perseverance, enthusiasm, and discipline Proficiency in foreign languages such as English and Chinese, covering all four language skills, is highly valued Professional knowledge includes a comprehensive understanding of import-export operations, international logistics, foreign affairs, forwarding, and transportation Additionally, familiarity with items, sourcing, inventory import chains, and direct delivery processes is crucial, along with a solid grasp of laws related to taxation, customs, import-export regulations, and market competition.
Employees demonstrating strong performance during the probationary period are eligible to sign a formal contract, opening opportunities for career advancement in a dynamic and welcoming workplace Enhancing your professional skills through additional training can lead to better job prospects Salary ranges from $2,000 to $10,000, with pay increases based on performance, complemented by comprehensive employee benefits such as social insurance, health insurance, and unemployment insurance, in accordance with current legislation The company also observes the practice of paying a thirteenth-month salary as per business policy Additionally, the workplace remains closed on Saturday afternoons, Sundays, and public holidays unless otherwise specified.
When applying for a job, ensure you submit a completed application letter and curriculum vitae in both English and Vietnamese, including a recent 46% size photo (taken within the last six months) Prepare duplicate copies of your birth certificates, diplomas, and certifications, along with a current health certificate not older than six months Additionally, include a notarized photocopy of your identity card, a passport-sized photo, and ensure your job application is handwritten with a photo attached on the form These documents are essential for a complete application package.
To apply for a job at IBAE Joint Stock Company, please submit your application dossier, including the job title, via email to hr@internationalbeverage.ibae.com or deliver it directly to the Supply Department located at 532 Ton Duc Thang, Ward 6, District 1, Ho Chi Minh City, Vietnam.
Below is an illustration of the recruitment notice for the Senior Supply Chain Management Executive position at IBAE company
At IBAE, our streamlined recruitment process consists of four essential steps, ensuring an efficient hiring experience Once onboarded, our employees consistently demonstrate strong performance in their assigned tasks and leadership roles While minor issues like occasional late deadlines occur, department managers confirm that these do not significantly impact the overall effectiveness of our recruitment process.
2.3.2 Tasks in the Interview Round
2.3.2.1 Scanning and filtering the CV
To optimize the recruitment process, the Human Resources department benefits from using advanced software to efficiently find qualified candidates, screen CVs that meet specific requirements, and coordinate interview schedules The Supply Chain department also gains time savings by quickly evaluating candidates and filtering out unsuitable CVs IBAE leverages specialized recruitment software to streamline and enhance its hiring process, ensuring a more efficient and effective talent acquisition strategy.
There are various software options available in the market that support CV scanning and screening, each with unique features For IBAE, it is essential to select software that can effectively organize candidate data, assist with posting job openings, facilitate candidate CV screening and evaluation, and streamline the interview process by setting up online interviews and automated email responses.
IBAE prioritizes software solutions that offer simple reporting functions, seamless mobile device integration, and a reasonable price point Consequently, we recommend "Base" E-hiring software, a platform developed by Vietnamese businesses, which effectively combines Data and Artificial Intelligence (AI) to enhance recruitment processes.
& AI), Interaction, and Open Platform to support us The base has gained trust from significant partners such as VIB bank, Yola language center, Biti's shoe brand, etc
2.3.2.2 Set up the interview questionnaires
To attract talented employees for the Senior Supply Chain Management Executive role at IBAE, we developed a targeted interview questionnaire grounded in psychological principles of human behavior Recognizing that interviewees may unintentionally or deliberately falsify responses, our questions are crafted to reveal authentic insights The survey includes a mix of closed and open questions, such as situational, behavioral, knowledge, and background inquiries, designed to assess candidates comprehensively Analyzing the responses from company employees, we identified key questions that effectively evaluate a candidate’s suitability, ensuring we select a qualified senior executive aligned with IBAE's strategic goals.
Senior Supply Chain Management Executive
Could you tell us a little about yourself?
Name (first and last) Describe the learning and working process in a few words. Specialize
Briefly describe your area of expertise and favorite pastime.
What kind of experience do you have in this field?
When sharing your background in an interview, focus on telling an authentic narrative without fabricating details or overstating your experience If you're new to the field, emphasize your curiosity and enthusiasm for the career, highlighting your willingness to dedicate time and effort to learn and improve Ensure that the experiences and skills you discuss are consistent with those listed on your resume to maintain credibility and demonstrate honesty throughout the interview process.
What if the supplier delivers the goods late and you don't have enough to give the client? How will you handle the situation so that the consumer isn't disappointed?
Design a detailed plan for a training course for Senior Supply Chain Management
Management Executive at International Beverage Import and Export Joint Stock
Supply chain management encompasses the design, planning, execution, management, and monitoring of activities that add net value, thereby benefiting overall value chains (Blackstone, 2013) Recognized as a critical component, supply chain management training is a key prerequisite for achieving the Certified in Production and Inventory Management (CPIM) credential through the Association for Operations Management This training program equips staff with essential skills in areas such as demand management, master and material planning, capacity management, and supplier relationships, enhancing organizational efficiency According to Lummus (2007), the program prepares employees for certification and covers vital topics including production, inventory management, quality systems, and continuous improvement Tramarico et al (2015) identified both individual and organizational benefits resulting from such training, highlighting its role in driving performance and operational excellence.
Participant benefits, including personal recognition that encourages behavior and reinforces knowledge, contribute to a company's long-term competitive advantage, as highlighted by Hansen et al (2002), Lummus (2007), Treem (2013), Van Zyl (2003), and Gammelgaard and Larson (2001) Additionally, organizational benefits such as a shared understanding of vocabulary and concepts, the implementation of best practices, and improved corporate performance through the exchange of explicit and implicit knowledge are emphasized by Gilbert (2014), Bulkeley (2006), Schoenherr et al (2014), and Khadivar et al (201?).
(2007) Training programs provide the necessary information to train supply chain and operations management professionals for today's rapidly changing economy
To ensure organizational survival and growth, having competent employees through effective training is essential Staying updated with advancements in globalization, technology, and management practices is crucial for maintaining employee competency levels Organizations often facilitate training at various levels, either through professional institutions or experts, to develop key skills across departments like sales, inventory, operations, and purchasing Developing the ability to analyze data, make informed decisions, define KPIs, negotiate, and foster teamwork across divisions is vital for operational success and company redevelopment Additionally, practicing Total Functional Competency (TFC) contributes significantly to sustained organizational growth.
- gain experience and apply what you've learned to new situations.
Training position: Supply Chain specialist
Number of training: At most three people
During a 6-month to 1-year training program, you'll acquire comprehensive knowledge of supply chains, distribution systems, freight forwarding, and strategic management, along with skills in building and managing warehouse systems and connecting points The curriculum covers various transportation modes including road, rail, and sea, complemented by international marketing expertise Emphasis is placed on developing essential professional skills such as mathematics, market analysis, strategic planning, English, and IT skills, as well as soft skills like effective communication and time management, ensuring well-rounded preparedness for the logistics and supply chain industry.
Our training method emphasizes rotational learning, enabling students to develop versatile skills by moving between different areas during their training This approach benefits managers, technical workers, and professional personnel by fostering a diverse and adaptable skill set, ultimately preparing them for a wide range of job responsibilities.
Training Address: 532 Ton Duc Thang, Ward 6, District 1, Ho Chi Minh City,
2.4.3 Detailed content of training sessions
IBAE carefully selects qualified candidates for the Senior Supply Chain Management Executive position to ensure they are the right fit for the role Successful onboarding also emphasizes integrating new employees into the company environment, which is crucial for fostering teamwork and a positive work atmosphere When new hires quickly adapt to the company's pace and connect with colleagues, it enhances their work spirit and contributes to overall employee happiness.
The board of directors will outline detailed content for the training programs The HR and Supply Chain departments will collaborate to design targeted training sessions and instructional materials for new employees, including short assessments following each session to ensure comprehension IBAE will leverage existing human resources to directly mentor new employees, promoting greater team cohesion and reducing costs associated with outsourcing training These strategies aim to enhance onboarding effectiveness and optimize resource utilization within the company.
Session 1: Visiting the company and handing over the working area
On their first day at IBAE, new employees are welcomed with a facility tour led by management, fostering a smooth onboarding experience During this initial meeting, managers assign responsibilities for managing and organizing their workspaces and introduce new team members to colleagues in the department To encourage team bonding, IBAE also hosts a welcome party on the first day, providing opportunities for employees to get to know one another in a friendly environment.
Session 2: Briefly introduction about IBAE
The HR department head will represent the Board of Directors to brief new employees on essential company information, including work regulations, current status, and future development plans of IBAE firm They will also introduce the company's communication system for questions and clarifications Clearly explaining corporate policies helps employees understand the organization’s vision and operations Following this training, a short assessment can be conducted to evaluate new employees’ understanding and retention of the provided information This process ensures new hires are well-informed about IBAE's standards and goals.
Session 3: Professional skills (Part 1) - Forecast & Planning
Starting from the third training session, all content will be managed by the Supply Chain department, as new employees will work directly under their supervision The training will focus primarily on practical application, leveraging existing Logistics and Supply Chain knowledge rather than extensive re-teaching If employees' university background in logistics is unclear or forgotten, IBAE will provide access to open company documents and valuable reference books for self-study at home The emphasis will be on applying theoretical knowledge to real-world work scenarios to ensure effective skill development.
In this third training session, new employees will learn essential skills in forecasting, planning, and reporting The Supply Chain Manager will guide you on estimating sales and evaluating consumer demand to make accurate forecasts Additionally, you'll examine market trends and the company's material usage to develop effective production plans and inventory reserves Mastering these tasks is crucial for optimizing supply chain efficiency and aligning production with market needs.
Session 4: Professional skills (Part 2) - Procurement
Effective supply chain management begins with a strong understanding of purchasing, which involves collaboration with both internal teams and the Sales department New employees from Sales and Supply Chain will undergo joint training led by the Head of Sales and Supply Chain, focusing on managing tools, information, and communication with suppliers and logistics partners Key responsibilities include sourcing goods, conducting import and export procedures, managing procurement processes and contracts, overseeing the coordination among involved parties, and maintaining accurate records for periodic reporting Mastering these skills is essential for ensuring smooth procurement operations and supply chain efficiency.
After completing four training sessions, the Supply Chain Manager can create a simulation film showcasing the entire shipment process within an IBAE company, ensuring new workers understand their responsibilities Following training, employees typically undergo a 1-2 month probation period to adapt to the new environment, foster relationships with colleagues, and learn from mistakes.
Upon successfully completing the probationary period, employees will attain official status at IBAE Following this milestone, any significant errors that negatively impact the company will be addressed according to established regulations and the severity of the violation.
FACTORS AFFECTING THE LEVEL OF EMPLOYEE
General Information
Unilever emphasizes enhancing employee capabilities and knowledge through dedicated development programs such as the Unilever Future Leaders Program, the Future Leaders' League for new alumni, and Apprenticeship Administration for Future Leaders, preparing assistants to become full-time employees The company also prioritizes wellbeing and learning by fostering a caring culture where employees feel valued and have access to essential tools for growth By 2025, Unilever is committed to improving the skills of all its employees, aiming to help them reach their full potential and drive organizational success.
Based on insights from Ms Huyen Luu, a key conclusion is that Pymetrics Gamification involves utilizing specific games to assess faculty suitability for the position During the meeting round, these gamified assessments help identify the most appropriate candidates efficiently Additionally, several representatives noted the effectiveness of this approach in streamlining the faculty appraisal process, highlighting its potential to improve hiring accuracy and decision-making.
At Unilever, you have access to a vast repository of valuable information, including the Unilever Brand Reference Book and the U-Word Reference, which serve as essential tools for brand management and communication The company also offers a structured framework to connect and coordinate ongoing tasks effectively Moreover, Unilever's global network provides opportunities to join and collaborate across various markets worldwide, fostering continuous growth and innovation.
Unilever attracts numerous talented professionals through a unique workplace environment that is open and engaging, challenging the traditional "dry" office perception The company's innovative approach to senior leadership development emphasizes personalized training programs, placing people at the heart of its growth strategy A well-crafted HR strategy plays a crucial role in driving Unilever's success by fostering a supportive culture that encourages innovation and employee development.
Analysis of factors affecting employee satisfaction at Unilever
3.1.1 Extrinsic factors that influence employee job satisfaction
Frederick Herzberg's two-factor theory of motivation and hygiene (1959) highlights that work satisfaction is influenced by two key aspects: motivation and hygiene factors Motivators such as recognition, career advancement, achievement, responsibility, and meaningful work foster job satisfaction, while hygiene factors like wages, interpersonal relations, job security policies, management, supervision, work environment, personal life variables, and status mainly prevent job discontent Herzberg posited that motivating factors directly lead to job happiness, whereas the absence of hygiene factors results in dissatisfaction However, hygiene factors do not necessarily promote satisfaction; instead, they help reduce or eliminate worker discontent External factors, involving interactions with coworkers, supervisors, and company policies, can influence work outcomes but are not essential for job satisfaction, focusing instead on how employees relate with others and their environment.
External elements such as the working environment, income and job satisfaction, kind of work, teamwork, colleagues, job security, ability leadership, and growth possibilities influence employee contentment.
3.1.2 Intrinsic Factors that Influence the Level of Job Satisfaction
According to research by Hackman and Oldham on job characteristics, three key internal components drive work motivation and enhance efficiency: variety in work experience, understanding the nature and value of the job, and engagement with responsibilities such as autonomous decision-making and mature judgment in work planning Feedback on performance from superiors, including recognition and constructive critique, plays a crucial role in motivating employees and guiding improvement Additionally, conditional factors like effective communication, meeting survival needs, and fostering intrinsic motivation significantly boost job satisfaction and overall work performance, leading to higher employee satisfaction and productivity.
Employee autonomy, recognition, meaningful work, training and development, assignments, skill variety, task importance, job feedback, and job engagement are all internal elements that impact employee happiness.
Advantages of Unilever's human resource management
Unilever's open and well-coordinated recruitment process effectively attracts top talent, especially among students actively seeking employment The company's talent acquisition strategy focuses on identifying the best fit for each position, reinforcing its commitment to quality hiring Additionally, Unilever enhances its reputation and brand visibility by engaging with young, trend-aware students, who are future influencers of family consumption decisions This approach not only brings in talented workers but also positions Unilever as a desirable employer among the next generation of consumers.
Unilever intends to make the human resources department the heart and soul of the company The Human Resources Department at Unilever has been renamed the
The Strategic Partnerships Department at Unilever plays a crucial role in fostering business connections beyond regular training, benefit support, and compensation plans, by promoting strategic collaborations and talent development Unilever's commitment to talent recruitment and specialized training programs in Vietnam provides employees with opportunities to engage with the company's activities and advance their careers The department enhances educational and professional prospects while upholding core values of fairness, respect, empowerment, and openness to new ideas, fostering a strong corporate culture across all departments Unilever's emphasis on employee well-being is evident through events and support groups, including initiatives for new hires and young single employees Effective human resource strategies are developed through collaboration between department heads, team leaders, and key partner departments, with senior management acting as mentors to help staff adapt quickly and thrive in their roles.
Summarizing lessons learned from Unilever
IBAE meticulously screens and selects high-quality candidates through careful CV review and challenging professional interview questions, ensuring they meet the company's standards The organization has thorough training plans with straightforward implementation to prepare employees for upcoming tasks, offering diverse training methods that foster knowledge enhancement and a dynamic work environment Despite having a clear strategic vision, IBAE is a recently established company with limited experience in conducting training sessions, which can lead to time loss and impact operational efficiency Additionally, the company faces challenges in its financial capacity and in sourcing personnel with the necessary expertise to support growth.
To address certain disadvantages, IBAE conducted a strategic analysis of Unilever to derive valuable lessons Unilever emphasizes offering rewards and benefits upfront, providing clear job descriptions, and assessing candidates based on their abilities rather than fixed salaries While Unilever prioritizes hiring people as the core driver of business growth, IBAE focuses on developing success through acquiring knowledge and understanding By studying Unilever's recruitment and training processes, IBAE has learned to prioritize talented and motivated candidates, fostering positive company perceptions and supporting sustainable development The key takeaway is that placing people at the core of the organization increases value, as employees are vital in driving growth Unilever’s approach of expanding training opportunities allows employees, regardless of seniority, to explore, learn, and grow, ensuring an equal environment where everyone can benefit from professional development.
In our business interactions, we emphasize self-improvement in HR through advanced talent acquisition techniques and strategic recruitment to attract top Unilever talent, strengthening our market position Enhancing the quality of recruitment by assessing skills, capabilities, and health ensures responsible task execution Reinforcing capability-based remuneration strategies fosters employee engagement and addresses concerns effectively, helping the organization understand the critical role of personnel Human resource strategies should be integrated with other organizational functions, maintaining transparency and anticipating market shifts Clear planning and budgeting for HR development, along with implementing fair evaluation systems and lawful reward and discipline policies similar to Unilever's, are essential to prevent external market disruptions and retain valuable employees.
Effective human asset management is essential for organizational growth, encompassing skills such as leadership, communication, and negotiation Developing strategies to attract and retain talent while avoiding common hiring mistakes can significantly enhance workforce quality Building robust HR systems ensures accurate employee assessment and helps prevent costly recruitment errors By focusing on talent development and effective management techniques, organizations can foster sustainable growth This knowledge is valuable for advancing future careers in human resources and organizational leadership.
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