Human resource management in baria vung tau post and telecommunications

CHAPTER II: AN ANALYSIS ON HUMAN RESOURCE MANAGEMENT OFBA RIA-VUNG TAU POST AND TELECOMMUNICATIONS Pages 15-43 III.. Beginning with a brief of Vietnam economy situation and history of th

I • ~flO cmMINH CITY UNIVERSITY OF FOREIGN LANGUAGES INFORMATION TE~HNOLOGY

GRADUATION PAPER

SCHOOL OF FOREIGN LANGUAGES

,,

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-HOcmMINH CITY UNIVERSITY OF FOREIGN LANGUAGES - INFORMATION TECHNOLOGY

I

I SCHOOL OF FOREIGN LANGUAGES

Firstly, my special thanks go to Board of Directors of Ba Ria-Vung

help in providing a lot of information and materials And, additional special

have a general view and comparison of human resource status and its needs,ect

Secondly, I am also grateful to Ms Le Thi Kim Dung, my advisor, forher invaluable suggestions and comments on this paper

Thirdly, I do wish to give a special thanks to Mr Huynh The Cuoc,

•

and Vice Dean Le Thi Thu Hang for their instructions and advice

IIII

I

-A

Nhi}.nXet Cua Cd Quan No'i Sinh Vien Thl/c Ti}.p

Kinh gii'i: TRUONG D~I HOC DAN L~P NGO~I NGU TIN HOC

• A' ~ •••

THANH PHO HO CHI MINH

KS til thang 2 nam 2000 sinh vien Vii Thi Thanh Van Mn th1,l'ct~p t~i Boo Di~n

van to't nghi~p

Trong qua trlnh thl!c t~p, sinh vien va Thi Thanh Van dii chap hitnh to't mQi nQi

quy va quy che' lam vi~c cua cae ddn vi khac m6i khi Mn la'y so'li~u va tham khao

I

chung toi thl!c sl! ghi i:lh~n

Trong qua trlrih tim hiSu t~i Boo Di~n Bit Ria Vang Tau, sinh vien va Thi

PhOng Ky Thu~t Boo,Cillnh Vi€n Thong, Cong Ty Boo Chinh va Phat Hanh Bao Cill.:

,

tin dua ra Tuy nmen, de tai chua thl!c sl! hoan cmnh nhung do cang la sl! co' gllng IOn

cua sinh vien trong ph~m vi thai gian ra't h~n hypo

Xin tran trQng kinh chao

Viing Tau, ngay 30 thang 06 nam 2000

BOO BIEN BA RJA VUNG TAu

~

Appreciation Of The Office For Trainee Practising

TO: HOCHIMINH UNIVERSITY OF FOREIGN LANGUAGES AND

INFORMATION TECHNOLOGY

February, 2000 for her graduation paper

objective and full heartfelt evaluation

review and evaluate our management in recent years, especially her recommendations

present information Anyway the subject has not been perfect yet, but that was thestudent's strong effort within a short time

BA RIA-VUNG TAU POST AND TELECOMMUNICATIONS

IV THE FUNTIONS OF HUMAN RESOURCE MANAGEMENT 7

CHAPTER II: AN ANALYSIS ON HUMAN RESOURCE MANAGEMENT OF

BA RIA-VUNG TAU POST AND TELECOMMUNICATIONS Pages 15-43

III HUMAN RESOURCE MANAGEMENT IN BA RIA-VUNG TAU'POST 20

4 Compensation 33

5.3 The results of performing the health and labour insurance at the end of 1999 40

CHAPTER Ill: ASSESSMENT AND CONCLUSION Pages 44-53

I ASSESSMENT OF HUMAN RESOURCE MANAGEMENT IN BA RlA-VUNG

Graduation Paper

~I7I/1, ,wy'/I/I/I/I/'/I/illl'YlY'/'/'/I/I/I7IYIYI/I/I/I/I/I/I/I/I/I/IYI/I"'/1/1/1/1/1/1/171/14II'YI/I/I/I/I/I/I/I/I/I/I'/I'/I/I/I/I/I/I/I/I/I/I/I7I/1/.171/1/.<

management to help their employees work most effectively

organization that has been implementing this task well The task took a long period

staff Therefore, the paper provided a brief overview of this issue as well as practical

experience

The first section of the paper was a summary derived from a lot of books and

materials about human resource management It presented its historical background so

that we know how it was in the past After stating a general definition of managing,

addition, functions of management process were presented such as determining human

provided us five basic objectives of human resource management

1-"-,

Advisor: z ~ ~ 9f~

lW/'iW/l/liW/I/I/I/I/I/I/I/I/I/I/l/liW/I/I7I/I'/#iW/I/I/I/I/I/I/l/I/l/I/lY1/1/1/1/1/1/1/1/1/1/1/1/,1/1/1/1/1/1/1/1/1/1/1/1/1/1/1/1/1/1/1/1/1/1/1/17171/1h

The second section of the paper gave an analysis on human resource

Telecommunications Beginning with a brief of Vietnam economy situation and history

of this enterprise's foundation, this section was continued with management human in

Ba Ria-Vung Tau Post and Telecommunications

The last section of the paper was an evaluation on the process of managing

human resource there It discussed what were the strengths and weaknesses of

management policy applied in Ba Ria-Vung Tau Post and Telecommunications.

Moreover, the conclusion and recommendations were presented in this chapter ending

develop, and some new were given to be taken into consideration.

,

Student: ~~.&,,~~ -Page

in government make the need for talented and motivated public sector managers greater than ever Public sector managers must deal with a negative stereotype and

manage human resource effectively, one philosophy that has been applied is "put the right man in the right job " There is no any particular standard to measure and evaluate the effectiveness of human resource management in a company However, before we consider if the way of managing people in this company is more effective than the others, we should have knowledge about this issue.

There was no study about human resource management of Ba Ria-Vung Tau Post and Telecommunications before It had been operating under the planned

HRM in Ba Ria- Vung Tau Post and Telecommunications -Page

III ~

Advisor: Z ~ ~ 91~

'/I/1/1/IYIYI/I/#/IYI/I'/I/IYI/I/I""/I'/I/I/I/I/I/IYI/I'/I/I/I/I/I7I/liW/1/1/1/1/.I7I/I/I'/I/I/I/I/I/I/I/I/I'/I/I/I/I'/I'/7/I/I'YI/I/I/I/I7I/I/I/I/17171/1/1/1/1-4

economy and the cumbersome bureaucracy that affected its management style Thus, a

Telecommunications is necessary to be carried out to contribute to the human resource

management system ofBa Ria-Vung Tau Post and Telecommunications.

By collecting and analyzing information from a lot of materials, the objective of

this research is to provide essential knowledge about human resource management.

Basing on this, we can have a better understanding of how the process of managing

people flows in a company In addition, the principal aim of the research is to give an

analysis of an effective model of managing people from a particular organization so

that we will know how it has achieved such a success.

This paper emphasizes on the human resource management in a state-run

company, Ba Ria-Vung Tau Post and Telecommunications, which the number of staff

is rather high.

The paper begins with an overview of human resource management in an

enterprise This part provides a brief understanding of the subject such as its history,

definition, roles and objectives It is basis for us to know the importance of human

resource management in an enterprise and its operation The second part then follows

on an analysis on human resource management of Ba Ria-Vung Tau Post and

Student: ~~. cffkA ~ -Page

IV-Graduation Paper

VI/I/I/I/I/I/I/IYI/I/I/I/I/I/I/IYI/I/I/I/I/I/I/I/I/IdT/IYI/I/I/I/I/1/1/1/1/1;#/1/1/1/1/1/1/1/1/1/1/1/1/1/1/1/1/1/171/1/1/1/1/1/7/1/1/1/1/1/1/1/1/1'/,1/1,4

effectively The final part gives an evaluation of human resource management there It

focuses on what are strengths and weaknesses of staff managing process And the last

section of this part comes conclusions of the research and some recommendations that

may be worth being taken into consideration.

v-_rJ

Advisor: 2; ~ ~ ~~

WlYIYI/I/I/I/I,(#/I/I/I/I'/IYI/I/I/I7I/IYI/.I/I'/I/I/I/I/IYIYI/l4I'/I/I'/I'w/I/1/1/1Y1/1/.I/IYI/I/I/I/I/I/I/IYI/IYI/IYIYIYIYI/.I/I/I''(#'(#/I/I/I/IYIYI4ITiW'/I/I/lh

FRAMEWORK OF PAPER

OBJECTIVE OF THE RESEARCH

Advisor: !2; ~ ~ ~~

_'/1/1/1/171/1'/171/1/1/171/1/1/1/1/1/1/1/1/171/1/1/17171/1/1/1/1/1/1/1/1/1/171/1/1"'/1/1/171/1/1/1/1/1/1/1/1/1/1/,1/1/1/1/1'/1/1/1/1/1/1/.1/1/1/1/1/1/1/1/17.

HUMAN RESOURCE MANAGEMENT

resource management

steam engines, and other innovations required large number of people to work together

•

.,

2-I.

Graduation Paper

'/1/1/.1/1/1/1/1/1/1/171/1/1/1/1/1/1'/1/1/1/1/1/1/1/1/1/1/1'/1/1/1/1/1/1/1/1/1/1/1/1/1/1/1/1/1/1/1/1/1/1/1/1/1/17,1/1/1/1/1/1/1/1/1/1/.1/1/1/1/1/1'/1/1/1/1/1/1/17.

specialized human resource management, as distinct from the day-to-day supervision ofpersonnel by operating managers

example by Frederick Taylor It showed that the systematic, scientific study of work

training, which arose from this approach, furthered the need for personnel departments

decades of this century saw primitive personnel departments replace welfare secretaries.These early departments were not important parts of the organizations they served At

personnel management The importance of personnel departments grew slowly as theircontributions and responsibilities increased From the end of World War I until the Great

compensation, testing, union, and employee needs

The Depression of the 1930s led citizens to lose faith in the ability of business to

on improving employee security and working conditions The outpouring of legislation in

management the responsibility for legal compliance Organizations now had to consider

Advisor: cZ ~ ~ :!lf~

'/1/1/1/1/1/1/1/1/1/1/1/1/1/171/1/1/1/1/1/1/1/1'/1/1/1/1/1/1/1/1/1/1/1/1'71/1/1/1/1"/1/1/1/1/.1/1/1/1/1/1/1/.1/1/1/1/1/1/1/1/1/1/1/1/I.wY,I/.I/1/I/I/I/I/I7I/I/I/"

which encompassed employee desires Personnel departments continued to increase inimportance during the 1940s and 1950s The recruiting and training demands of WorldWar II lent credibility to personnel departments that successfully met these challenges

increasingly powerful unions and the expanding need for knowledgeable workers such as

Hawthorne studies and newer behavioral findings led to concern for improved human

management practices

In the 1960s and 1970s, the central influence on personnel was again legislation.Laws were passed to help eliminate discrimination in pay between men and women

national origin, and age were also enacted Safety and health legislation and perisionlaws followed in the 1970s These acts gave human resource departments a still strongervoice-a voice that began to equal those of production, finance, and marketing executives

in major corporations

4-Graduation Paper

"/1/1/'/7/1/1/1'/1/1/1/1/1/1/1'/1/1/1/1/1/1/1/1/1/1/1/1'/1/1/1/1/171/1/1/1/1/1/1'/1/1/.171/1/1/1/1/1/171/1/1/1/1/1/1/1/1/1/1/1/1/1/1'/1/1/1:/1/1/1/1/1/1/1/1/171iW/.

II DEFINITION

, WHAT IS MANAGEMENT?

In fact, management is both a science and an art The science is represented by the

application of knowledge to reality

2 WHAT IS HUMAN RESOURCE?

A firm's most important resource is its human resource -the personnel who staff

the firm This includes employees such as maintenance workers, salespersons,

assembly-line workers, typists, and managers at all levels A firm's human resource makes its

financed firm will not function well

3 WHAT IS HUMAN RESOURCE MANAGEMENT?

effective use of their associates in the pursuit of both organizational and individual goals

designing personnel programs; it also involves strategic planning and implementation

"1

I

Advisor: cZ Q9%;' ~ !l1~

'/I/I/I/I/I'/I/I/I/I/I/l/I/I/.I7I/I/I/I/I/I'YI/I/I/.I/I/I'/I/I/I/I/1/1/1/1/I/I/I/i/I/I/I/I/I/I/I/I7I/1/I/I/I/I/I/.I7I/I/I/I/I/I/I/l/IYI/I/I/I'/I'/I/I/I/I/I/I/I/I/IY.

responsibilities that can only be assumed by line managers

Human resource management is an important factor of management function and it

work because it is related to particular people with their different situations, desires,habits, feelings and cultures

III THE ROLES OF HUMAN RESOURCE MANAGEMENT

1 POLICY INITIATION AND FORMULATION

Proposal and drafting of new policies or policy revisions cover recurring problems

or prevent anticipated problems Ordinarily it is on the authority of the president that thepolicy is actually issued Policies are described concretely and in detail in the employeehandbook

2 ADVISORY ROLE

It is the counseling and advising of li.ne managers Human resource professionals

practices, and the needs and welfare of both the organization and the employees in order

to develop sound solutions

3 SERVICE ROLE

The size of the human resource department affects the type of service provided to

6-Graduation Paper

'/1/1/1/1/1/1/1/1/1/171/1/1/1/1/1/1/1/1/1/1/1/1/1/1'/1/1/1/1/1/1/1'/1/1/1/1/1'/1/1/1/1/1/1/1/1/1/1/1/1/1/1'/1/1/1/1/1/1/1/1/1/1/1/171/1/1/1/1/I/I/I/I/I/I/I/I/Ii'.

handle problems

research

4 CONTROL ROLE

IV THE FUNTIONS OF HUMAN RESOURCE MANAGEMENT

, DETERMINING HUMAN RESOURCE NEEDS

.'i

i'

Advisor: £ ~.~ :.eg~

'/I/I/I/I'4IT/I/I/I/I/I/I/I/I4IT/I/I/I/I/I/I/I/I/I/I/I/I/I/I/I/I/1/1/1/1'/1/1/1/1/171'/1/1/1/1/.1/1/1/1'/1/1/1/1/1/1/1/1/,1/1/1/1/1/1/1/1/1/1/1/1/1/.1/1/1/1/1/1/1/17.

& Schoell)

2 PLANNING HUMAN RESOURCE

key thing because qualified people make any kinds of plans easier to accomplish

8-Graduation Paper

'/I/IYIYI,.wyI/l/l/I/I/I&lYIiW'/I/I/I/1Y14I';'/I/I/IYIYI/I/IYIYIYIYI/I/I/I/IYI/I/.I/1/1/1/'/1/1/1/1/1/1/1/1/1/1/1/171/1/1/1/1/171/1/1/1/1/1/1/1/1/1/1/1/1/1'/1/1/:

J RECRUITMENT AND SELECTION

3.1 Definition Of Recruitment

3.2 Definition Of Selection

applicants as to their potential suitability

4 ORIENTATION

Advisor: cZ ~'~:!lJ~

,yl/I/I/I/lfir/I/.I7171/1/1/171/I/I/I/I/I/I/I/I/I/I/I/I/I/I'/.I/I/1/1/1/171717171/1/1/1/'/1/1/1/1/1/1/1/1/1/1/1/1/1/1/1/1/.1/1/17171/1/1/I/I,w/.l'7.1/I/I/I/I/I/I/I/.

explained carefully, thereby minimizing subsequent misunderstandings

S TRAINING AND DEVELOPMENT

5.2 What Is Development?

Development refers to improving the intellectual or emotional abilities needed to

planning, problem-solving, decision-making and business finance, and in interpersonal

management

10-•

of compensating employees It involves setting pay ranges for all jobs in the firm and

the organization obtain, maintain, and retain a productive work force Without adequate

to recruit In severe cases, pay issues may lower' performance, increase grievances, orcause workers to quit Poorly compensated jobs can lead to absenteeism, and other forms

source of purchasing power and it is also important in a psychological sense

7 PERFORMANCE APPRAISAL

decisions These assessment areas will differ from organization to organization and fromjob to job, according to the requirements of the job, the department and the organization

employees, providing employees with information for their own personal development,identifying training needs, and integrating human resource planning When performance

Advisor: !.t; ~ ~ ~~

'/1/1/1/1/1/1/1/1/1/1/1/1/1/1/1/1/1/1/1/1/1/1/1/1/1/1'/1'/1"'/1/1/1/1/lY1/1/1/1/1/I/I/I/I/I/I/I/I/I/I/I/I/I/I/I/.I/I/I/I/I/14iIf'/I/I/1/I/I/I/I/I/I/I/I/I/IYI/I/Ml

department, and the organization all benefits

8 PROVIDING PERSONAL SERVICES

Human resource departments are called on to provide various services for the firm

packages; establishing employee safety and health programs; and formulating employee

discipline policy

First, employee benefits are package often include credit unions, group life and

medical insurance, and retirement programs

Second, employee safety and health programs help reduce absenteeism and labor

making jobs safer and more healthful

Third, employee discipline policy is administered by the worker's supervisor The

human resource department plays a major role in setting employee discipline policy and

employee performance problems have failed

resource departments provide Some departments set up policies to cope with allegation

of sexual harassment on the job

-Page

12- 1

Graduation Paper

11'7'/1/1/''''/1/1/1/1/1/1/1/1/1/171/,1/1/1/1/1/1/1/1/1/1/.171/1/1/1/1/I/I/I/I/I/I/I/I/I/I/I/I/I/I/I/I/I/I'/I/I/I/l/I'/I/I,w/I/I/I',"I/I/171/'/1/1/1/1/1/1/1/1/'/1'/1/.

V HUMAN RESOURCE OBJECTIVES

company To attain these objectives, managers must knoW the way to select, develop,

objectives as followed:

1 SOCIAL RESPONSIBILITY

The company must meet the needs and the challenges of our society It operates forthe society's benefit, not just for its own one To be ethically and socially responsible to

demands upon the organization The failure of organizations to use their resources forsociety' benefit in ethical ways may result in restrictions

2 PROFIT CONTAINMENT

All business organizations work for profit Without profit, these organizations cannot operate their business So, they try to increase profit and decrease cost At the sametime they try to maintain the quality of the company's product

3 ORGANISATIONAL EFFECTIVENESS

only a means to assist the organization with its primary objectives Simply stated, thedepartment exists to serve the rest of the organization

Advisor:!l; ~'~:!lJ~

~~/~/I"/IYIYI/I'/I/I""/I/IYI/l/I/I/I,;;r/I/I/I7IYI/I'/I/I7IYI7I/I/I/'/1Y1Y1/I,tI'/I/I/I/171/1/1'/l/I/I/I/IYI/I/IIJI/I7I/I/I/I/I/I7IYI/I'/I'/I'/I'/I/I/I/.I/.l/IYI/I'/I/1'4

4 QUALITY OF WORK LIFE

Quality of work life (QWL) is the way to increase worker's efficiency The basic

enlargement, the worker is given more tasks to perform Job enrichment involves giving

,

extra responsibilities to workers such as production planning, quality control, etc ill some

sensitive to the needs of employees

5 PERSONAL OBJECTIVE

Managers help their employees to gain their personal objective They must be

decline, and employees may quit the organization Human resource management shouldtry to assist employees in achieving their personal goals if workers are to be maintained,retained and motivated

14-Graduation Paper

'/liW/.I/I/I/I/I/I4IT/I/I/I/I/I/IAIr'/I/I/I/IYI/I/I/I/I/I/I/I'YI/I/IYIY"'A6I'AII'/1/I/I/I/I/I/I/I/I/I/I/I7141'IW/I/I/I/ •• '/I/I/I/I/I4IIr,w •• •/I/I/I/IAlYI/1/1/I7I/I/'#;#/.

TELECOMMUNICATIONS VUNG TAU POST AND RESOURCE MANAGEMENT OF BA RIA.

CHAPTER ll: AN ANALYSIS ON HUMAN

HRM in Ba Ria-Vung Tau Post and Telecommunications -Page

'/I/I/.I/I/I/I/I/I'/I/I/"';"'/I/I/.I7I/I/I/I/,I';,I7I/I/I/171a1Yl7l7l/.1;#/l/1/I/I/I7I/.17li'7171/1/1/1/lI17I/.1/I/I/I/I/I/I'/I/I7I/.1/I/I/I;I/I/I/.I/7',1"'~/,I'/I/""/I/I/I/I/I')J

I SITUATION OF VIETNAMESE ECONOMY

1945-1954 was,the first period of constructing new economic regime, and it was also

administration was infant, but at the beginning it had to not only undertake the task ofrapidly reducing the presently widespread hunger, illiteracy and other social evils, butalso carry out the nine year struggle against the plot to rule over Vietnam once again byFrench colonialists

During the time from 1955 to 1975, the country was divided into two parts In the

together with the people in the South struggling against American imperialists for thecountry's unification

regarded socio-economic development The basic advantage of this period was that the

unification, which facilitates the two economies to supplement to each others However,

the severe war aftermath and central bureaucratic and subsidized mechanism practiced in

economic stagnation, some measures to renovate economic management mechanism had

mere adopted and brought about successful outcomes This led to the introduction of a

16-Graduation Paper

'/1/1/1/171/1/1/1/1/1'/1/171/1/1/17.1/1'/1/171/1'/1/1'/"'/1/1/1/1/1/1/1/1/1/1/1/171/.1/1/1/1/171/1/1/.1/17,1/1/1/1/1/171/1/171/1/171/1/1/1/1/1/1/1/1/1/1/1/1/17171/1/.

large scale-reform in the three areas of price, salary and money The failure of thisreform was the final "blow" throwing the economy into the inflation and crisis cyclone

From 1986 to 1995, the economy broke completely with the former management

spirit of the resolution of the 7th congress of Vietnamese Communist Party The basicfeature of economic line in this period was to develop multi-sector commodity production

instruments Beginning in 1986, Vietnam transformed from a central planned "economy to

a market economy With the old system, State-run Enterprises used to form the mainsector in the national economy in terms of resource utilization and contribution to thecountry development State-run Enterprises have been restructured to be able to maketheir own business decisions and to compete in the market without the state subsidies.First, many State-run Enterprises were streamlined, merged together or liquidated Later

in 1992, the privatization or equitization process was introduced in which non-performingState-run Enterprises were sold to stock holders in an attempt to transform these State-

II A QUICK GLIMPSE OF BA RIA-VUNG TAU POST AND

TELECOMMUNICATIONS HISTORY (BA RIA-VUNG TAU POST)

Ba Ria- Vung Tau Post which had been the Post of Vung Tau Con Dao Special zone

province at the end of year 1991 It has been operating as a state business enterprise in

is near to the South China Sea on the east and on the south, next to Dong Nai province onthe west and close to Binh Thuan province on the north-west.

Ba Ria-Vung Tau province consists of one city, one town and five districts (one ofthem is Island district) with the surface of 2,074 square kilometers and the population of714,000 inhabitants

Ba Ria-Vung Tau province which is located in the target economic area in the South

played a major role in the economic development of the region

Communication services in the region have been gradually modernized Telephonenets have been developing day by day and international communication net has beenquick and accurate

Ria-Vung Tau town in the past and in the future, the business scope of post and

18-Graduation Paper

'/171/1/1/1/1/1/17171./.1/171/1/.1/1/1/1/1'/1/.1/1/1/1/1'/1/17171/1/1/1/1/1/1/1/1/17171/1;#/1/1/1/1'/1/1/1/1/1/1/1/1/17,1/171/171'''';#,#/1/1'/1/'#/1/1'/1/1/1/1/1/1/1/1/.

our country

DIRECTOR GENERAL

II

FIRST VICE DIRECTOR

BUSINESS PRODUc TING DEPARTMENT

Technology department

Business Building

Hnman Management Department

Specialist Team

Advisor:!Z; ~'~!11~

'/1/1'/171/1'/1/1/1/1'/1/1/1/1/1'/1'/1/1'/1/1/1'/1/1/1/1/1/1/1/1'/1'/171/1/1/1/1/1/1/1/1/1/1/1/,1/1/1/1/1/1/1/1/1/1/1/1/1/141'/1/1/1/1/1/1/1/1/1/1/141/1'/1/1'/1'/1/1/1/1/1';;

1 View Point Of Manager On Human Resource Management

According to Mr Vu Duc Luan, the general director, the human resource management

is the most necessary one If there are modem machines without any user to maintain,exploit and develop them, they will become useless piles of iron Human is a very

strategies to train the labour force To the youth, they must fmish highschool and beoriented to the future job To the former employees, they must be regularly retrained tolearn the new technologies

2 Recruitment In Ba Ria-Vung Tau Post

Year

Number of staffs

1991197

1992293

1993

312

1994388

1995459

1996

612

1997676

1998783

1999876

Figure two: Number of employees from 1991 to 1999

20-Graduation Paper

ilr/IAII'/.I/I/I/I'/I/I/I/I/I/I/I'/I/I/I/IYI/lAII'/I/I/I/I'/IYIYIYI7IY'''/lh/fII'/I/1Y1YI/IYIY.lYIJW'.4II'/I/I/,I/I/I/1Y1Y1Y14I'/I/I/I/I/I/I/I/I/I/IYI/lYI7IYI/I'/I'/I/I/I/.1/1'/1/17.

Before recruiting, the Post considered some following temporary solutions:

overtime in case it does not want to recruit more employees, but it must ensure that theworking hour for each employee is not over than 200 hours per year Besides, the Postwill invest money on improving and repairing machinery to increase labour capacity

technology

If the above solutions still have not solved the human problem yet, the Post has torecruit more employees

2.1 Recruiting principles

meets the stipulated standards for each position And the last one is that it must be based

on the Labour Law

Advisor: ~ ~'~!l1~

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opening more post-offices, developing new services, etc

Then, collecting labour recruiting records are carried out

• Recruitment sources are collected from:

University students

Internal sources Each staff who has worked at least three years in the Post can

of them have to pass the recruiting examination

• Recruiting records includes:

University student)

22-Graduation Paper

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paper and telephone number for easy contacting

Post Department

After that, the Post will consider which employees are chosen and recruited

Based on the labour norm for all units, human resource department collects the records

records are handed to the general director for his decision Afterward, human resource

skill, and computer skill Human resource department supervises this test and the general

director will interview applicants at last The human resource department will report and

submit to the director the results of the examination and then, arrange the job for new

employees

particular units and do the stated job in the contract Employees must comply strictly with

the Terms related to Labor Laws and Procedures of the Post, and be responsible to their

behaviors

,