Some suggestions to improve actual recruitment and selection process in lien thanh seafood processing join stock company

CHAPTER 1: OVERVIEW OF HUMAN RESOURCE MANAGEMENTI PROCESSING JOINT-STOCK COMPANY LIEN THANH SEAFOOD PROCESSING JOINT-STOCK COMPANY CHAPTER 4: SOME SUGGESTIONS FOR THE CURRENT RECRUITMENT

HO tGtU MINH CITY"UNiVERSITY Of' FOREIGN LANGUAGES AND

INFORMATION TECHNOLOGY

GRADUATION PAPER

LIEN TI-I.&.NHSEA,FOOD PROCESSINC;

JOINT-STOCK CONIPAN'{

Advisor: Mr NGUYEN NGOC HUAN, M.B.A

Student: TRUONG MINH XUAN LANStudent's number: 0171005

Class: HA0101

TV Dqi Hgc Huflit

1111111111111111111111111111

101000470

HO CHI MINH CITY UNIVERSITY OF FOREIGN LANGUAGES AND

INFORMATION TECHNOLOGY

GRADUATION PAPER

LIEN THANH SEAFOOD PROCESSING

Class: HA0101

Ho Chi Minh City, July 2005

1

Dedicated to my family

advice from many helpful and respectful people

In particular, I would like to express special thanks to Mr Nguyen Ngoc Huan, myadvisor who is always enthusiastic to give me support, ideas and commentaries

Processing Limited Company and Ms Nguyen Thi Xuan Kim, the Chief Account ofLien Thanh Company who are willing to provide valuable information and opinionsfor my study

paper

Last but not least, I truly express my heartfelt gratitude to all my friends for theirhelp, support and encouragement

ADVISOR'S COMMENTS

EXAMINER'S COMMENTS

CHAPTER 1: OVERVIEW OF HUMAN RESOURCE MANAGEMENT

I

PROCESSING JOINT-STOCK COMPANY

LIEN THANH SEAFOOD PROCESSING JOINT-STOCK COMPANY

CHAPTER 4: SOME SUGGESTIONS FOR THE CURRENT RECRUITMENT

CONCLUSION

APPENDICES

REFERENCE

62

ABSTRACT

management

process in Lien Thanh Seafood Processing Joint-Stock Company in an attempt to

given for more efficient human resource management

the current recruitment and selection process in Lien Thanh Company Some

suggested in the final chapter

CHAPTER 1

OVERVIEW OF HUMAN RESOURCE

MANAGEMENT

1.1 Understanding of Human Resource Management

anyone who involves in business world However, its definition varies from books

benefit of the individual, the organization and society" Also, Nguyen (2004) states

plays a center role in rea<::hi!1g_~rganiz<l~i()Il_~tg~aJs,beinK_~_u(;(;~ssful~~_1e_adingthe highest positions in the competitive environment of business.

fulfilling some other tasks (Nguyen, 2004) However, machines are only machines,

1.2 The Importance of Recruitment and Selection

human resource management:

To attract potentially qualified job applicants

To retain desirable employees

To develop a qualified workforce

planning and job analysis are useful tools supporting to recruitment and selection of

following aspects:

Firstly, the establishment of any corporation requires human resource needs so that

Secondly, good performances of recruitment and selection are the keys for

Thirdly, the values of products and services depend heavily on a knowledgeable,

advantages improvement

Last but not least, attracting and recruiting individuals whose knowledge, skills,

lowered (Nguyen, 2000)

1.3 Recruitment Process

"Recruitment is the process of att~~cting individuals on a timely basis, in

apply for the job with an organization "(Mondy, Noe & Premeaux, 2001) Peoplewhose abilities and skills are most closely related to job description and job

specification can be offered for an employment

1.3.1 Strategic human resource planning

The leading target of human resource planning is helping the company to choosethe right person in the right position at the right time Choosing employees with the

1.3.1.1 Definition of human resource planning

needs over time "

over a specific period of time

prepare for the future Human resource planning plays a key role in supporting theorganization to anticipate and overcome human resource obstacles that will prevent

planning can be a contribution for the success of other human resource activities,

recruitment and selection process cannot be achieved without careful planning

1.3.1.2 Steps of human resource planning

Step 1: Environmental scanning

i External factors

to It has both positive and negative features Regarding to positive feature, greater

must try best to encompass global market, and get their missions and visions

demographic on human resource planning

Economic: It is another important factor that human resource planners must take

workforce to expand production and enhancing training programs to employees arerequired when economic develops It shows that economic directly and indirectly

development

discrimination, working conditions, health and safety Undoubtedly, laws

analysis on laws to ensure the success of human resource planning

necessary

ii Internal factors

resource planners should analyze the firm's business strategy to identify the most

mIssIOns

structure of a company has a strong impact on the way the tasks are assigned and

organizations have to encounter so that the ()rganizations can drive theiLstrategic _plans successfully.

Step 2: Labor demand forecast

business demand, the number of applicants possessing the skills required for filling

demand analysis

Step 3: Labor supply forecast

supply

i Internal supply

They can be promoted, transferred or demoted to fill desired job vacancies

ii External supply

employees of other organizations and the unemployed

that human resource planners should look for those individuals who do not

vacancies

Step 4: Policies suggestion

plans to seek, attract and select human resource that are suitable for the situation of

Step 5: Action programming

required jobs

Step 6: Control and evaluation

mistakes to suggest solutions (Nguyen, 2004; Tran, 2001) In addition, control and

managers

As illustrated in figure 1.1, when human resource planning indicates the need for

begins

form, then, is used to compare with job description and job specification to identifynecessary qualifications that an applicant needs to have

1.3.2 Internal recruitment

for attracting applicants from those currently working for the firm "

sufficient time

There are many sources inside the company that the recruiters can use to find

received the first consideration because of the below advantages:

Firstly, employees chosen inside the company have worked in the business for a

saving time for orientation and training

Secondly, recruitment through existing employees is a good approach to carry out

disadvantages:

achieving missions and visions with inbreeding

feel bored with their jobs, especially when they make their own efforts to expresstheir abilities and devote their energy and time with the hope that their talents will

1.3.2.1 Internal recruitment sources

training and adapting to new positions in comparison with outsiders The strength

the organization can refer to without any advertising expense

barrier (Nguyen, 2004)

1.3.2.2 Internal methods of recruitment

for the company "Job openings should be prominently posted to ensure that all

purpose of this method is to ensure the fairness and to avoid bad effects on the staff

outside sources

individuals from outside of the organization

addition, organization also has opportunities to choose the most qualified applicantsbecause there is more and more job seekers apply to these positions Conversely, if

suitable candidates

attracting more and better qualified candidates for the company

External recruitment has a number of advantages:

ones who maintain old working methods

The second advantage is that the pool of the talents from external sources is

candidates

managers can ensure the smooth running of the organization as they do not need to

be worried about filling any vacancy after an insider is recruited for a new position

longer orientation to new jobs and working environment

instead of present members Moreover, recruiting from outside spends a lot of timeand expensive for attracting and selecting highly qualified candidates

1.3.3.1 External sources of recruitment

agencies are preferred most by human resource managers

applicants to locate jobs They charge the companies and the job seekers for doing

business Employment agencies are reliable sources as they support the business to

these agencies might satisfy the firm's employment in the shortest time

1.3.3.2 External methods of recruitment

where potential qualified candidates are and then select the most suitable methods

types of skill

managers usually choose employee referrals approach for some reasons:

high qualified applicants to their organization

potential individuals The information enables them to have suitable selections forjoining the enterprise or not

vacancies through employee referrals method

Advertising: is a major method of recruitment Through advertising, the firm can

reasons and opportunities for the candidates when joining the firm An indication of

2001 ).

supports of necessary information technology to be able to adapt to booming epoch

needed qualifications, the influences of internal and external factors as well as

1.4 Selection Process

External EnvironmentInternal Environment

1.4.1 Definition of employment selection

2001)

successful selection decision, job analysis must be carried out With the help of job

individuals at the right time for undertaking required jobs

1.4.2 Steps of employment selection

Step 1: Preliminary interview

This is the first time candidates directly or indirectly contact with the organization;

friendly with the corporate climate The purpose of initial screening is to quickly

eliminate those not to be qualified enough for the job requirements

interview may be the most effective and economical way to screen a large number

of candidates

Step 2: Review of application

This step involves recording necessary information of each candidate to ensure an

below criteria:

1 -I

Evaluating education and skills assists human resource employers to consider how

organization

Work history: is a useful criterion that human resource managers can use to select

job openings

necessary characteristics

individuals who are young, active and enthusiastic

who have families

performing jobs is thus more efficient than those who do not attend this service

Furthermore, businesses.are._al&CLgiven.greaLopportunitiesfrom government topromote corporate images.

specification for making final decisions to hire potential candidates

Screening an application form is also beneficial to the organization to minimize the

time and employment cost of an enterprise can also be saved

Step 3: Selection test

have great chances to identify their own capacity and then they can choose themost suitable jobs There are a wide variety of selection tests However, each type

Types of selection tests:

that they can initially select the candidate for a vacancy

Job knowledge tests:

these candidates or not

decision They assess the potential of an applicant on a set of tasks that directlyrelates to daily work For instance, composing a document requires an officer withthe skill of typing

the job and personality is often vague or nonexistent "

However, which tests are applied greatly depend on the required job vacancy, the

Step 4: Employment interviews -.- -

and selection tests

interview

resource specialist wants to conduct an effective interview:

Plan ahead: Review the job specifications and job description, as well as the

candidate's application.

Create a good interview climate: Allow sufficient time; choose a quiet place; act

open and friendly; show interest and give the candidate your sincere attention.

Conduct a goal-oriented interview: Know what information you need, and get it; do

notforget to lookfor creativity, independence, and a high energy level.

Avoid questions that may imply discrimination: Focus all questioning on the job

applied for and the candidate's bona fide qualifications for it.

Answer the questions asked of you and even some that may not be asked: Do your

part to create a realistic job preview.

Write notes on the interview immediately upon completion: Document details and

impressions for later deliberation and decision making "

Types of interview:

•.• -0 - • _ -.- •• -. -. ••

approach is more valid than others Secondly, high quality structured interview is

Attractive topics relating to the job are given to the candidate in order to help them

situations because each applicant is given different questions

damage for both the company and candidates Nowadays, when the efficiency and

selection step

Method of interview:

usually applied in small and medium businesses

biases and halo errors in order to lead to the final selection decision

Step 5: Reference and background check

Step 6: Selection decision

The final decision to hire or reject a job applicant will be made after the above

offer other recruitment for the organization when there is a need

Step 7: Physical examination

under pressures

Step 8: New employment

When the seven steps of the staffing procedure have been done and the best-suitedcandidates have already been found out, notification of the selection results and the

points out: "If applicants have a good attitude, we can do the rest but if they havebad attitude to start with, every will do seems to fail." From the authors' opinions,

we can see that how important the selection step is

getting the feeling of being welcomed, highly evaluated and considered as key

Page 28

Seafood Service which had the authority of independently posting according to thedecision 179/QB-UB of HCMC People's Committee on September 9, 1961.

In late 1999, basing on production and trade results and the decree

enterprise was renamed "Lien Thanh Seafood Processing Joint-Stock Company"

Registered trade name:

LIEN THANH SEAFOOD PROCESSING JOINT-STOCK COMPANY

N arne in brief:

LIEN THANH CO

2.1.2 Functions, responsibilities and operating direction of Lien ThanhSeafood Processing Joint-Stock Company

2.1.2.1 Functions

seafood area, particularly specializing in processing fish sauce, which is considered

quality with the major Pllrpose of consolidating and developin~ L~en _'!'Eanh'sposition in the market.

support for main production activity

2.1.2.2 Responsibilities

and export needs

Cooperating with domestic and foreign economic units for product consumption.Opening stores for selling and promoting the company's products

2.1.2.3 Company operations

reasonably to lower products' price

Improving product quality and diversifying kinds of product

outside the country

2.2 Organizational Structure of Lien Thanh Company

BOARD OF DIRECTORS

DEPARTMENT DEPARTMENT DEPARTMENT DEPARTMENT DEPARTMENT

following with the functions and duties of each individual and department

trustee board

of all workshops and dealing with situations concerning discipline matters

Vice trade director: has the function of advisory for the director in financial and_~ 0 _

managed by vice trade director

mechanism must follow the regulations of accounting law

2.2.2 Management structure

transactions in Lien Thanh Company through its statutes and the state's regulations

analyzing finance and capital utilization effectiveness

output

consulting production and trade matters of the company, such as establishing close