FOREIGN TRADE UNIVERSITY FACULTY OF BUSINESS ENGLISH GRADUATION REPORT Major: Business English THE APPLICATION OF THE LIFE CYCLE RECRUITMENT IN THE HUMAN RESOURCE MANAGEMENT OF VIETTEL
Services 9 1.1.4 Organizational structure 10 1.2 Internship activities 13
VTP has experienced remarkable growth, establishing itself as a leading courier service provider in Vietnam specializing in postal activities and supply chain logistics Its key services include domestic transportation via air, sea, road, and rail, as well as international shipping to and from Vietnam, supported by comprehensive warehouse rental and management solutions The company also offers value-added services such as customs clearance, cash on delivery, prepaid and collect freight options, along with trading services like stationery, air tickets, and e-commerce platforms With 2,200 post offices selling high-quality products from major domestic and international brands, VTP continues to expand its market presence Additionally, VTP is the first company in Vietnam committed to providing real-time transportation tracking and offers a 100% compensation policy for goods lost or damaged during transit, ensuring maximum customer trust and satisfaction.
Figure 1.3: Services of Viettel Post
(Source: Viettel Post Joint Stock Corporation) With the vision and mission: ‘’Extensive Express Network’’ and ‘’Go Deeper - Go Further
- Bring people close together’, VTP has grown into a courier company with its network covering communes, provinces and cities nationwide Each staff has in them the quality of
Agility - Smart - Honest and Friendly Every service of VTP is perfected
VTP prioritizes customer benefits by providing credible postal services that contribute to the company's high success rates in package delivery—achieving a 92% success rate for Cash on Delivery and 99.5% for Classic delivery (VTP Annual Report, 2019) The company offers 24/7 daily postal services, including Sundays and public holidays, ensuring reliable delivery at any time VTP guarantees that packages are delivered securely to specified addresses, maintaining the integrity of the goods from receipt to delivery Additionally, VTP offers service fees tailored to customer requirements while maintaining a commitment to quality and reliability.
Viettel’s rapid growth in recent years has significantly impacted the business landscape by increasing competition in the postal market Its participation has enhanced service quality, lowered prices, and expanded options for customers VIP, as a pioneering courier company aligned with the philosophy that “each customer is an individual who needs personalized service,” has built a strong reputation among both domestic and international clients.
Figure 1.4; The organizational structure of Viettel Post
(Source: Viettel Post Joint Stock Corporation)
The Board of Directors (BOD) oversees and guides top executives in formulating, implementing, and evaluating organizational objectives, policies, and strategies, while shaping the company's mission and vision The Board of Management (BOM) is responsible for defining long-term goals, setting corporate policies, and managing overall operations, including coordinating activities and developing managerial staff Together, the BOD and BOM ensure clear communication and effective leadership, aligning strategic direction with operational execution for organizational success.
Under the direct supervision of BOM 1s the executive teams that comprise eight different central departments assigned to serve various tasks:
1 The Accounting and Finance Department ensures the efficient financial management and financial controls necessary to support all business activities 2 The Administration
Department is in charge of the general running of the organization It is mandated to provide administrative and logistical support to all departments of the VTP
The Human Resources Department plays a vital role in managing a company's human capital by attracting, recruiting, and retaining top talent It also ensures the well-being and interests of employees are protected, fostering a positive work environment Effective HR practices are essential for achieving overall business objectives and driving organizational success.
The Marketing Department is responsible for promoting the company's products, ideas, and mission to attract both new and returning customers, driving revenue growth, expanding market share, and boosting overall company profitability The Audit Department conducts evaluations of operational procedures, risk management practices, control functions, and governance processes to ensure organizational integrity and efficiency The Sales Department serves as the direct connection between the company and its customers, actively engaging in activities that encourage product purchases and foster client engagement with services.
The Customer Service Department acts as the organization's frontline in interacting with customers, ensuring quick and effective resolution of their issues Meanwhile, the Product Development Department focuses on researching, planning, and implementing new programs and protocols within VTP, overseeing the development of new services During a six-month internship at VTP from January 15 to June 15, 2021, the writer gained practical experience under the mentorship of HR Manager Nguyen Kim Chi and was assigned to the HRD At VTP, the HRD manages all staffing-related functions, with the Chief Human Resources Officer (CHRO) overseeing the entire human resources department, including administration, supervision, talent acquisition, training, and development The CHRO is responsible for strategic planning, improving employee productivity, enhancing organizational efficiency, and ensuring cost-effectiveness The HR Manager, as a key management member, directs the department's overall activities, focusing on planning, organizing, directing, and controlling The HR department comprises four specialized roles: HR Admin, Talent Acquisition Specialist, Compensation and Benefits Specialist, and Training and Development Specialist, each contributing to the organization’s human resources objectives.
Figure 1.5; The organizational structure of HR Department
(Source: Viettel Post Joint Stock Corporation)
During the first half of 2021, I had the valuable opportunity to intern at VIP, a leading company in the delivery services industry My internship involved assisting with administrative tasks such as updating staff files and creating new employee records Additionally, I supported vital onboarding processes, including ID card activation, coordinating communication with new employees, and helping them complete their accession procedures This experience provided me with valuable insight into the operations of a top logistics company and enhanced my organizational and administrative skills.
During my internship in the HRD, I gained valuable experience in analyzing, observing, and researching recruitment processes I observed that the HR division carefully handled candidate selection, ensuring a transparent process free from nepotism and focused on merit The recruitment emphasized evaluating previous experience, educational background, and service duration to identify the most qualified candidates For entry-level positions, recruiters prioritized creativity, innovation, and relevant ideas to find the best fit Overall, the HR team’s meticulous approach enabled them to select the most suitable candidates from a competitive pool.
SITUATION ANALYSIS OF APPLYING THE LIFE CYCLE
Assessments 29 23.1, Strengths 29 2 Weaknesses 31
The company's recruitment process follows a six-stage life cycle, with minor adjustments at each stage to ensure all recruitment steps align with the company's standards and goals This structured approach guarantees that recruitment outcomes meet the organization’s needs effectively Through an analysis of the recruitment life cycle and insights gathered from observing the company's current operations, the writer identified key strengths and weaknesses within the process.
VIP's successful adaptation of flexible recruitment strategies has positioned it ahead of competitors in a competitive market By leveraging a diverse range of hiring sources, including social media networking platforms, VIP attracts top-quality candidates more effectively This approach has enhanced VTP's strengths, showcasing its ability to stand out in a crowded industry.
Effective recruitment begins with an accurate, complete, and realistic job description that clearly outlines the responsibilities and expectations, fostering transparency about the working environment Utilizing platforms like Facebook, LinkedIn, and job portals enhances outreach and attracts suitable candidates A well-crafted job description helps save time and money by reducing mismatches and minimizing recruitment pressures, ensuring a smoother hiring process.
A transparent and non-discriminatory recruitment process ensures fairness and regulatory compliance, attracting qualified candidates Clear job descriptions outlining the Job Summary, Responsibilities, Qualifications, and Benefits help companies streamline candidate screening, saving time and effort VTP's recruitment approach also provides HR leaders with valuable opportunities to discuss both parties' needs and evaluate candidate suitability, maximizing the potential of new hires.
A well-conducted probation period is essential for effectively identifying and filtering out incompetent or unsuitable candidates, thereby reducing turnover rates If not managed carefully, new employees may feel overwhelmed and choose to leave quickly due to their inability to meet job expectations Incorporating technology into the onboarding process simplifies workflows, alleviating pressure and boosting motivation for new hires This approach ensures they stay engaged and can easily track their progress, leading to higher retention and a more productive workforce.
An impressive onboarding process is essential for new employee success HR leaders develop comprehensive onboarding plans, including scheduled weekly meetings between newcomers and their direct managers to exchange feedback and address work-related questions Providing an environment where new employees feel comfortable asking questions accelerates their learning curve, helping them integrate faster and achieve success more quickly Effective onboarding enhances employee engagement, reduces ramp-up time, and sets the foundation for long-term productivity.
Apart from the above-mentioned benefits, some drawbacks should be well taken into consideration as soon as possible to ameliorate the problem
Negligence in the recruitment process can lead to significant issues, starting with inadequate scientific job requirement analysis, causing delays in job identification Companies often spend excessively on advertising, resulting in unnecessary costs HR departments may rely solely on existing resumes, risking the omission of talented candidates who do not present impressive documents, thus losing valuable opportunities Utilizing written tests can be time-consuming; switching to multiple-choice questions can streamline the selection process and identify more agile candidates Disagreements among recruitment council members, especially during interviews, often stem from poorly prepared questions that fail to comprehensively assess applicants Additionally, lack of patience from senior employees during onboarding can create a stressful environment, leading to psychological issues such as fear, confusion, depression, and eventual quitting Implementing more structured, efficient, and supportive recruitment practices is essential to attracting and retaining top talent.
No background checks: Another pronounced drawback is that it may be an occupational hazard leading the company at risk without verifying the candidate's identity.
To ensure the identity of that person, the company should demonstrate the investigation of that candidate
Viettel Group's subsidiary faces challenges with an unprofessional recruitment team, as HRD lacks specialization in key hiring processes To improve efficiency, HRD relies heavily on support from departments like Accounting and Administration for developing appropriate written questions, organizing examinations, and overseeing the evaluation process Establishing a dedicated, professional squadron of recruiters is essential for streamlining recruitment and ensuring higher standards of talent acquisition.
RECOMMENDATIONS 32 3.1 Solufion to complete the effecftiveness of recruifmenf pFOC€SS
Solution to improve the verification of the candidate’s background
to them This is not always the situation as some candidates are very skilled at fabrication Many employers, therefore, have no checking and often, they regret such a decision The applicant can be unqualified for the vacancy or have some personality trait or experience that causes future problems (Falcone, 1997) Should background and reference checks not be conducted, it would have more significant consequences than recruiting someone without the required degree or experience Recruiters have been found liable for "negligent hiring" when they hired (without a diligent effort to verify backgrounds) someone who subsequently used their job to commit inappropriate acts (Steingold, 1994) A background investigation is an essential part of the candidate screening process A background check is the most accurate way to verify the credentials of a candidate It also enables employers to learn about any less than desirable information that many candidates will not likely share on their resumes Background checks should be reasonable and best done when aligned with both the job profile and local laws Here are some approaches to performing a thorough and successful background check on a future employee, which VTP should apply:
* Resume: The resume is a standard application requirement The application should contain relevant information regarding education, employment, skills, and any volunteer positions of candidates that they consider appropriate Recruiters should scrutinize the resume in search of any inconsistencies The best technique to determine whether a statement is questionable is if the candidate answers specific questions with broad and evasive answers It is usually a warning sign that the CV's inexactitude is more than embellishment and the candidate has no skills to perform the job they are applying
Providing multiple references that highlight a candidate’s work experience and character is essential for recruiters, though negative references are rarely shared Hiring managers should proactively contact the references provided by the candidate and consider requesting additional references to gain a comprehensive understanding Speaking with both direct supervisors and colleagues offers valuable insights, and conducting thorough reference checks ensures a well-rounded evaluation of the potential employee.
Solution to develop high-quality squadron of recruiters for Viettel Post
Effective leadership and management are vital for the success of a company's human resource development, as leaders are responsible for organizing and supervising the implementation of HR strategies To enhance HR development, VTP must focus on building a team of leaders and managers equipped with awareness, specialized knowledge, and professional skills in their respective fields.
* Each leader and manager must always be deeply aware of the meaning, role and importance of human resources development for the success and growth of the Group
Effective directors and managers must develop essential skills such as evaluating personnel, motivating employees, genuinely empowering subordinates, and nurturing the potential of young talent Additionally, retaining top-performing staff is crucial for organizational success These competencies ensure strong leadership, foster a positive work environment, and drive sustained business growth.
* It is also necessary to take into consideration such skills as one of the mandatory standards when arranging and promoting cadres
In today's digital age, fierce competition in the labor market drives companies to expand their workforce to meet challenging operational demands VTP, like many organizations, must prioritize investing resources in developing specific functions to stay competitive Effective talent management is essential for accomplishing complex tasks and ensuring growth in this dynamic environment.
* VTP should attempt to implement mechanisms and policies synchronously to attract, retain, train and foster the growth of human resources through appropriate measures
* VTP's recruitment plan should take drastic measures in the recruitment exam for vacancies, as an essential foundation for recruiting, appointing and promoting staff
Training and employee development are actively promoted across all organizational levels through various initiatives Implementing a financial incentive policy within the VTP program is essential to motivate employees to engage in self-study, ultimately enhancing their qualifications and skills for overall professional growth.
Regularly updating policies on salary, incentive bonuses, and social welfare is essential to effectively implement preferential measures for high-quality workers and experts These policies serve as a driving force to attract and motivate officials and employees, encouraging continuous improvement of qualifications, skills, and creativity By fostering a supportive environment, companies can accelerate their development and stay competitive in the market.
The article recommends VTP as a valuable reference for recruitment strategies Implementing the suggested steps may require significant time and financial investment, but it ensures the company attracts a qualified and skilled workforce that meets specific job requirements This approach enables VTP to recruit the right candidates for the right positions, ultimately enhancing organizational effectiveness.
Effective recruitment and selection are critical for organizational success, especially in labor-intensive industries where high-quality human resources drive long-term development In today's growing economies, retaining skilled personnel is a primary concern for companies, as their absence can hinder operational performance Human resource managers in Vietnam recognize that attracting talented individuals through strategic recruitment processes is vital for competitive advantage, yet there is a lack of research on evaluating the effectiveness of these recruitment models This study identifies key challenges faced by VTP in their recruitment process and proposes practical solutions to enhance talent acquisition and organizational performance.
Driven by a passion for understanding how different cultures influence business practices, the writer decided to produce a comprehensive report on "The Application of the Life Cycle Recruitment in Human Resource Management at Viettel Post Joint Stock Corporation: Current Situation and Recommendations." The study primarily synthesizes, observes, and analyzes the implementation of the life cycle recruitment process within the company's personnel management, providing insights into its current practices By focusing on the detailed analysis of the recruitment life cycle and integrating data from the company's ongoing operations, the writer identified key strengths and areas for improvement in Viettel Post's talent acquisition strategies.
The recruitment process typically comprises six stages within the recruitment life cycle, with minor variations across each step to ensure alignment with company standards These stages collectively facilitate a comprehensive hiring strategy that meets organizational needs and delivers desired results Implementing this model has proven beneficial for companies by streamlining recruitment and identifying areas for improvement However, the process also presents certain shortcomings that can be addressed through targeted enhancements To optimize recruitment practices, this report offers three main recommendations aimed at helping organizations improve their HRM strategies and achieve more effective hiring outcomes.
Despite limitations related to time, materials, and research capacity, this report highlights the need for further studies on the effectiveness of each stage in the life cycle recruitment process While the current research focuses solely on a courier service company, future research should explore multiple companies implementing the life cycle recruitment approach to provide a comprehensive understanding of all recruitment stages These findings open opportunities for more in-depth investigation into effective strategies for attracting and retaining talent throughout the entire recruitment life cycle.
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