The present situation of the recruitment system and process at le kien international company limited

HO GHI MINH CITY UNIVERSITY OF FOREIGN LANGUAGES - INFORMATION TECHNOLOGY FACULTY OF BUSINESS ADMINISTRATION INTERNSHIP REPORT Major: Human Resources Management THE PRESENT SITUATIO

HO GHI MINH CITY UNIVERSITY OF FOREIGN LANGUAGES

- INFORMATION TECHNOLOGY FACULTY OF BUSINESS ADMINISTRATION

INTERNSHIP REPORT Major: Human Resources Management

THE PRESENT SITUATION OF THE RECRUITMENT SYSTEM AND PROCESS AT LE KIEN INTERNATIONAL

COMPANY LIMITED

Student’s name: Du Quoc Binh

ID Number: 21DH480260 Class: KN2101

Course: 2023 - 2024

HCMC, 08/2024

PHU LUC 6 PHIEU BAO CAO CONG VIEC

Ho va tén SV: Du Quéc Binh

MSSV: 21DH480260

Khóa/lớp: KN2101

Tên đề tài: The Present Situation of The Recruitment System and Process At Le Kien

International Company Limited

Tw danh gia

` ae Ð on (Tot/ Hoan thanh

thành)

1 07/05 Thực hiện quy trình nhập liệu ho so lam viéc Tết

của nhân viên trên phần mêm nhân sự

2 20/05 Năm thông tin về quy trình quản lý hồ sơ và Tết

giây tờ liên quan nhân sự Công ty

3 17/06 Đăng ký mã sô thuê cá nhân, đăng ký người Hoàn thành

phụ thuộc cho nhân viên

4 06/05 Hiểu và thực hiện nội quy, quy định Công ty Tốt

5 06/06 Học về nghiệp vụ liên quan của ngành dịch vụ Hoàn thành

ăn uống

6 19/05 | Nắm được kỹ năng phỏng vẫn tuyển dụng Hoàn thành

7 19/05 | Hiểu về quy trình tiếp nhận hồ sơ nhân sự Tốt

8 08/05 | Thực hiện quy trình xử lý vi phạm lao động Hoàn thành

Tp H6 Chi Minh, ngay 31 thang 07 năm 2024

Sinh viên thực tap (Kỹ và ghi rõ họ tên)

Dư Quốc Bình

Table of Contents InfrOdUCTÏOT nn nn I nnn ng TT TK TK TH KT 9 E1 7 Chapter 1: Overview of the COITIDAFNY LH HH Tnhh KH KH KH KH KH Hiệp 3 1.1 History of formation and development of Le Kien International Company Limited 3 1.1.1 Establishmenti and developmeni - TH» TH KT rkp 3 1.1.2 Affirming position in the market - - - - ch ng kg ng kg 3 1.1.3 Company S†fUC[UF@ ch TH HH KH KH KH KH KH KH KH HYkt 3

_ .2 Mission, Vision, Core Values and Corporate CulfUF@ - -. SH HnnskHkkrh Hy 4

T¬.— aa.aẠÄẠ1 234 ) ai na he ằằe 1.2.3 Core values and corporate CỤẦUF© - SH TH TH TH KH kkE* 5

_ .3 Overview of People and Culture Departrnent - - - cc cnnnH HT HH TH KH KH ky 5 1.3.1 Definition of People and Culture Departmen .- - SH HH HH 5 1.3.2 Duty of People and Culture Departrnerif - - - LH HH HH HH nhiệt 6 1.3.3 Function of People and Culture Departrnenni LH HH ket 7

_ .4 Describe the internshÏb DFOC@SS HH HH TH ng KH ng kh / 1.4.1 INGEIN POLES H (đ/dddiiđ4 é 1.4.2 Contribution Of f@DOIFE ch TH HH kg HH KH KH kiếp 9 Chapter 2: Evaluation of the current recruitment process of Le Kien International Company

LIMITO” 0 rn kg gà KT TH TT TK KH 2.1 Recruitment steps according to the process (8 S†@DS) Qui 9 2.2 Problems identified during the internship «0.00.0 nh nh nh nh kh khi 10 2.2.1 The lack of company”s recruifmenf ïmaỹes - - + etcetera een e teeter 10 2.2.2 Several employees left eee eeececcceceecececeeeeeceeeeeeescaeeeeeseaaeeeeeseaeeeeseceeceesseceeaeeeeseneeeeesiaas 1 P2909 -4/02000900090 2) Ơn ố e 12 2.3 lssues regarding the recruiimeni DFOC©SS S2 HH TH nHn TH ng KHE g3 kh 13 2.3.1 Advantages of current recruitment DrOC@SS 2 HH HH nh HH khe 13 2.3.2 Disadvantages of current recruitment DrOCe@SS Q.2 nhàng re 15 Chapter 3: Proposal for improvement of the current recruitment process in Le Kien

I0i218121/90/71891906)9-10)000004)) 9201 -:-1Ơ5OOO 19 3.1 “Day with Le Kien” Event 0 0.0 e 19 3.2 lmprove the recruitmenf DFOC@SS LH HH nh HH Họ ng 20 3.3 Enhance Recruitment Information Managemer Ăn HH nh ket 21 090) 9 1 6 = ơÕỊƠ::‹-OƠƠẦ - £

Bi 2/2/2162 .dƯ

List of Abbreviations

LKi Le Kien international

P&C Department People and Culture Department

Table of Figures

Figure 1.1 Company S†fUCÏUF€ Q.5 << << HH KH To KH ko kh BE

Figure 1.2 Human Resources Department (P&C Department) Structure

Figure 1.3 Recruitment Staff in Human Resources Department (P&C Department)

Figure 2.1 Recruitment process

Figure 2.2 Report the number of interviews completed - HH» nghe 1

Figure 2.3 Recruitment Channels

Figure 2.4 Turnover rate

increased their operational efficiency as a result of their adaptation to the new scenario, as we

as solidified their position, boosted their reputation, and stood firm and developed in a competitive market However, many businesses remain inert, reacting slowly to economic shifts Failure to promote their strengths and overcome their deficiencies will result in their elimination

under the harsh capital norms of the market economy (Obsttfeld, 1998)

There are several elements that contribute to a business's success, one of which is resources resources are crucial and must work together to achieve the success of the business (Gruner

Ellegaard, 1992) Even if a company has extensive and powerful financial resources, it will be meaningless if it lacks the human element People will modify modern machines and equipmer

to increase their efficacy in producing goods (Womack et al., n.d.) When discussing people i

an organization, it is important to consider quantity and quality, as well as individuals’ aptitude,

quality, capacity, and working efficiency People participate in all business activities, either directly or indirectly (Milgrom & Roberts, n.d.) If a business uses this resource effectively, it

has a significant edge over other enterprises in the market

However, not many organizations, particularly Vietnamese enterprises, understand how t identify, use, and use this resource successfully (Milgrom & Roberts, n.d.) Therefore, to enhance efficiency in corporate operations, to improve quality in human resource manageme human resource recruiting - "input" to have a professionally qualified human resource, higk

subjects and ethics must be given first priority To learn more about human resource recruitmer and share knowledge on how to enhance the quality of recruitment for Le Kien Internationa Co., Ltd, the topic in this report "The present situation of the recruitment system and process :

Le Kien International Company Limited"

The topic's research scope is mostly concerned with human resource concerns, specifical human resource recruitment at the organization in the present and future The topic's resear

purpose is to examine the fundamental theories and present state of the company's hum resource recruiting, as well as to identify the benefits and places for improvement in order tc suggest solutions Solutions that increase the quality of human resource recruitment, allowin firms to maintain a high-quality workforce

1

This report has three primary sections The first section covers the concepts and theories ' human resource recruiting, followed by an overview of the firm The following section discusses

the company's recent projects and the intern's contribution to them, as well as the benefits al

drawbacks Finally, there is an analysis of the project's merits and disadvantages, as well :

recommendations for its future development In addition, the report shall contain two

introductions and conclusions

Chapter 1: Overview of the company

1.1 History of formation and development of Le Kien International Company Limited

1.1.1 Establishment and development

Le Kien International Co., Ltd (LKi), founded in 2007, has grown to become one of Vietnam's leading F&B firms after more than 17 years of operation with over 400 human resources F&E

is an abbreviation for Food and Beverage Service, which is a sort of service that serves food :

diners and is an essential aspect of any hotel, restaurant, fast food, and other establishment t must meet the needs of its consumers Meet eating demands, plan parties and buffets based guest wishes To put it simply, F&B refers to the food and catering industry

1.1.2 Affirming position in the market

The company currently owns six brands: ThaiExpress HCM, Ngo Saigon Vietnamese Eatery Shabu Ya, Spice Temple, PastaMania, and Poulet, which operate 22 restaurants throughout F

Chi Minh City's commercial hubs With the goal of offering high-end culinary brands, luxury restaurant chains, exquisite food, and stylish services to millions of guests each year at the mc reasonable price and quality

LKi owns six brands, each with its own distinct qualities and culinary flair Always service customers with the best products and experiences The crucial element is that the restaurar

brand strategy emphasizes the unique uniqueness that only LKi offers Making a difference i simple; yet, making it effective is never easy One of the aspects that helps Like establisl uniqueness for the brand is researching competitors and developing additional remarkable poin such as flavor, safety, nutrition, an eye-catching layout, and a new menu

1.1.3 Company structure

The organization's structure is divided into four major levels: Level 4 is the highest level for

executive boards with extensive expertise and the ability to manage, formulate strategies, ar

operate all aspects of the company's organizational activities Level 3 is the next level; personn

at this level are typically heads of departments and divisions within the business, and the receive and analyze strategies from higher levels The lesser level is level 2, which consist primarily of small group leaders or those who assist persons at level 3 in implementing initiatives

for their workforce Level 1, the final level, is also the lowest Level 4, the final level, is also the lowest level; personnel at this level might be long-term employees or new employees; they wil perform smaller chores and carry out the job in accordance with the strategies of the highe levels

Figure 1.1 Company structure

MANAGFR MAINTAINANCE MANAGER

k4: Ø Deen Ona g DA 0 ay

[U00 h0 bo x9 STORE Said MAINTAINANCE KT

Source: P&C Department

1.2 Mission, Vision, Core Values and Corporate Culture

Le Kien International Co., Ltd is dedicated to consistently improving and achieving its vision

and mission, with the goal of providing maximum value to employees, customers, and the

community By 2030, LKi aspires to be one of the leading units in the F&B business in Ho Chi Minh City, with the following objectives:

1.2.1 Vision

Employees have the best working environment and possibilities for professional growth, LKi is devoted to providing its workers with a friendly, professional work environment as well as long- term career development opportunities With the belief that only when employees are satisfie

and encouraged to grow can the company achieve long-term success Customers trust and cho

to keep up with culinary trends and improve quality, LKi is committed to providing high-quality

products and services LKi is dedicated to constantly updating and implementing the lates culinary industry trends, consequently improving client experience and matching their

expectations Becoming a firm with a Top 3 restaurant system in Ho Chi Minh City, LKi intends

to create and develop a restaurant system with a distinct identity, quality control, and

international standard service, establishing a leading position in Ho Chi Minh City's F&B industry

1.2.2 Mission

Providing employees with a friendly and professional working environment: LKi is dedicated to

providing the greatest working circumstances possible, respecting and promoting human value and assisting employees in developing themselves and contributing to success Lki is dedicate

to producing high-quality products and services that meet international standards while remaining competitive in the market Vietnamese market, offering customers a sophisticate:

food experience

1.2.3 Core values and corporate culture

Professional, kind, and friendly working culture, LKi values everyone and strives to create a

positive work atmosphere in which all members are treated fairly and with community interests

at the forefront Team cohesion and continually supporting one another, LKi promotes persona development and company success by encouraging solidarity and close support among i members Always update quality management methods in accordance with worldwide standard LKi is devoted to using the highest quality management standards while procuring raw materials processing, and servicing, ensuring products and services Service always adheres to the high

quality standards Customer happiness is a crucial aspect in the company's growth, Lk prioritizes customer satisfaction and trust, resulting in long-term and sustainable partnership with customers

1.3 Overview of People and Culture Department

1.3.1 Definition of People and Culture Department

People and Culture Department (HR Department) is abbreviated as P&C Department is at tr

core of any organization, nurturing and developing brilliant seeds P&C De partment at LKi is a creative and lively area , as well as a location to welcome and manage human resources, tha

to its spaciousness and modern architecture LKi's People and Culture Department aims to fosi

a professional and inspirational work environment that reflects the company's values ani

promotes sustainable development in the age of technology 4.0

The name People and Culture was chosen to emphasize the importance of creating a nice ~

professional work environment in which people are always put first An organization's succes:

is strongly dependent on the growth and happiness of each team member

1.3.2 Duty of People and Culture Department

Figure 1.2 Human Resources Department (P&C Department) Structure

DIRECTOR

Administration and Supervision CHIEF EXECUTIVE

P&C MANAGER DEPUTY P&C

ADMINISTRATIVE

PERSONNEL

Source: P&C Department

The People and Culture Department (P&C) at LKi has vast and diverse tasks, covering th

following major areas:

Administrative Personnel: Managing and preserving personnel records, this includes persona

information, labor contract records, and HR difficulties Resolve personnel issues, ensure

compliance with company regulations and personnel policies, and handle any employee-relate

concerns that arise

Training and Development: Plan and administer training programs, design and organize course

and seminars to help employees develop their skills and professional talents Support employer

professional growth by creating personal development plans and promoting them throughout tr

firm

Compensation and Benefits: Manage welfare services such as health care, insurance, discou programs, and cultural and social activities for employees and their families Performance

Evaluation and Management, monitor and assess staff performance, provide feedback, ar

promote productivity Compensation Management, calculate and process employee pay

incentives, and perks Ensure that compensation regulations and benefit arrangements are accordance with labor laws and corporate policies

Recruitment: Recruiting and selecting personnel entails posting job advertisements,

interviewing individuals, and choosing employees who meet the job criteria and corporate culture Develop a recruitment plan, propose and implement recruitment strategies to addre: the company's human resource requirements

6

1.3.3 Function of People and Culture Department

People-oriented: The P&C Department not only manages records and personnel policies bt also provides care and assistance to employees They prioritize listening to their requiremen and creating favorable settings for them the most favorable working conditions

Pay attention: Remember to treat all members of the organization with fairness and compassior

In this way, P&C fosters a deep bond while increasing workforce productivity Create an

environment in which employees may develop themselves through training programs and skil

enhancement activities

Build spirit: The P&C Department fosters innovation and creativity, ensuring that each member

contributes significantly to the company's success Furthermore, the P&C department suppor new ideas and constantly increases career chances for all employees

Build and develop company culture: The P&C Department also focuses on establishing and strengthening business culture in order to foster a resilient working environment that promote unity and innovation A strong commitment supports and promotes the company's key values

including professionalism, respect, innovation, and teamwork, throughout the organization

1.4 Describe the internship process

Figure 1.3 Recruitment Staff in Human Resources Department (P&C Department)

The internship recruitment process at Le Kien International Co., Ltd.'s People and Culture

Source: P&C Department

department begins with a meticulous selection stage and continues through substantial learnit and experience Intern candidates are asked to a preliminary interview to test thei communication abilities, critical thinking, and capacity to work in groups After clearing this

7

level, individuals formally join the team and continue to learn about specialized jobs Interns are

trained on the company's recruitment processes and tools right away They help screen applice

profiles by sifting resumes and contacting candidates to organize interviews Interns must pa close attention to detail and maintain accuracy when maintaining candidate data

Interns not only help with administrative chores, but they also engage in actual interviews The’

can see and learn from seasoned recruiters, from how to ask questions to how to thorough evaluate candidates Interns are also occasionally entrusted with producing reports on tr efficacy of current recruitment techniques and recommending modifications In addition to recruiting, interns help build and improve recruitment processes They can research and analy:

emerging trends in the HR business, and then provide recommendations on how to apply tho: trends to the company's hiring process Interns that are creative and take the initiative t

contribute ideas are more likely to create an impression during their internship

Interns are also invited to internal team meetings and wor kshops, where they can discu

business culture and HR development strategies This allows them to develop a deept understanding of not only how the People and Culture department operates, but also how oth

departments within the organization collaborate to achieve shared goals Interns in the Peop

and Culture department of Le Kien International Co., Ltd not only gain professional information

and abilities, but they also have the opportunity to build a network of relationships and acquire soft skills that will help them in their future jobs The internship is a vital step toward preparing them for a formal role in human resource management while also laying the groundwork fo! their future employment

1.4.1 Intern roles

Recruitment intern play a key role in the human resources department and throughout the firr

due to numerous major benefits First, it saves money because they frequently have lower sale

than formal employees, allowing the P&C department to minimize its financial load, particularly during peak recruitment periods Intern also help to improve job efficiency by assisting with

activities such as screening applicants, organizing interviews, and preparing pap erworl lowering the workload for official staff Interns are also a possible source of human resources

allowing the organization to analyze their talents and fit with the company culture, making it easier to attract qualified individuals when the internship finishes Furthermore, the internshir program offers training and skill development possibilities for both interns and instructors, while also improving the company's image and recruitment brand, attracting quality candidates in th future Interns also provide new insights and inventive ideas to improve HR systems arc

8

strategy Finally, internship programs broaden the company's network of links with academic

institutions and professional communities, allowing for future collaboration and development

1.4.2 Contribution of report

Internship report offer several practical benefits to business First, the study provides thoroug observations and analysis of present work processes, assisting firms in identifying strengths ai weaknesses and giving recommendations for improving operational efficiency Interns frequently bring new perspectives to bear, assisting in the detection of previously noticec problems or opportunities, as well as the development of novel solutions The report also reflect

on the effectiveness of the internship training program, allowing organization to change anc

improve the quality of training going forward Furthermore, the report can serve as a usefu reference for research initiatives, product development, or corporate strategy, assisting wit! decision making and planning It also helps to foster positive partnerships between business al educational institutions and gives critical information to drive training and human resource development

Chapter 2: Evaluation of the current recruitment process of Le Kien International

Company Limited

2.1 Recruitment steps according to the process (8 Steps)

Figure 2.1 Recruitment process

as the amount of people required and the unique requirements of each role

Next, the recruiter must create specific job descriptions for each position Servers' jok

descriptions may include activities including welcoming guests, taking orders, providing meals, and processing payments Kitchen assistants' job descriptions may include activities like preparing ingredients, aiding with cooking, and keeping the kitchen clean Once the jok

description is complete, you will advertise it on appropriate channels such as job websites, soci

9