The low awareness of the consultancy and recruitment department in saigon hi–tech park

LIST OF FIGURE Figure 1: The Consultancy and Recruitment Department structure Figure 2: Communication channels in the recruitment LIST OF TABLES Table 1: Job description of Nidec R&D Re

g

UNIVERSITY OF ECONOMIC HO CHI MINH CITY

International School of Business

-

Vo Thi Thanh Giang

THE LOW AWARENESS OF THE CONSULTANCY AND RECRUITMENT

DEPARTMENT IN SAIGON HI – TECH PARK

MASTER OF BUSINESS ADMINISTRATION

Ho Chi Minh City - 2017

UNIVERSITY OF ECONOMIC HO CHI MINH CITY

International School of Business

-

Vo Thi Thanh Giang

THE LOW AWARENESS OF THE CONSULTANCY AND RECRUITMENT

DEPARTMENT IN SAIGON HI – TECH PARK

MASTER OF BUSINESS ADMINISTRATION

SUPERVISOR: Prof Tran Ha Minh Quan

Ho Chi Minh City - 2017

SUPERVISOR’S REPORT ON THE THESIS PROPOSAL SUBMITTED

FOR DEGREE OF MASTER of BUSINESS ADMINISTRATION

The thesis proposal title: THE LOW AWARENESS OF THE

CONSULTANCY AND RECRUITMENT DEPARTMENT IN SAIGON

HI – TECH PARK

Student Name: Vo Thi Thanh Giang

Supervisor: Prof Tran Ha Minh Quan

 Meet requirement for submitting

 Not meet requirement for submitting

ACKNOWLEDGEMENTS

I would first like to thank my thesis advisor Prof Tran Ha Minh Quan of the International School of Business He consistently allowed this paper to be my own work, but steered me in the right the direction whenever he thought I needed it Without his guidance, support and good nature, I would never have been able to pursue the thesis

I would also like to acknowledge Dr Phan Thi Minh Thu of the International School of Business as the second reader of this thesis I am gratefully indebted to her for her very valuable comments on this thesis

Finally, I must express my very profound gratitude to my staffs in SHTP Training center for providing me with unfailing support and continuous encouragement throughout my years of study and through the process of researching and writing this thesis This accomplishment would not have been possible without them

Table of Contents

LIST OF FIGURE 6

LIST OF TABLES 6

EXECUTIVE SUMMARY 7

CHAPTER 1: BACKGROUND INFORMATION 8

1 Organization background 8

2 Situation analysis 10

CHAPTER 2: PROBLEM IDENTIFICATION 15

1 Methodology 15

2 Initial cause effect map 17

CHAPTER 3: CENTRAL PROBLEM VALIDATION 25

1 Central problem identification 25

2 Central problem validation 26

CHAPTER 4: ROOT CAUSE VALIDATION 28

CHAPTER 5: ALTERNATIVE SOLUTIONS AND ACTION PLAN 32

CHAPTER 6: SUPPORTING INFORMATION 42

REFERENCES 42

APPENDICES 44

LIST OF FIGURE

Figure 1: The Consultancy and Recruitment Department structure

Figure 2: Communication channels in the recruitment

LIST OF TABLES

Table 1: Job description of Nidec R&D Recruitment

Table 2: The result of recruitment through the end 2016 to early 2017

Table 3: Respondents information at the Consultancy and Recruitment Department in SHTP Training Centre

Table 4: Location and timing interview

Table 5: Planning of Nidec Recruitment in the early 2017

Table 6: Cost budget of Nidec R&D Recruitment

Table 7: Action plan for the first solution

Table 8: Action plan for the second solution

Table 9: Level of factors affect ineffective communication

EXECUTIVE SUMMARY

In the process of attracting foreign investors to invest in Saigon Hi-Tech Park, the

Government has encouraged enterprises to focus on human resources and technology

for long-term development Specifically, the Board of Management of the Saigon

High-Tech Park support Nidec established Nidec R&D Center for research and business

development, in addition to the development of SHTP However, it is difficult in the

recruit the talent engineers for dedication

In the scope of the thesis, it is aim to practically analyze the shortage applications

provided for Nidec R&D center at the Consultancy and Recruitment Department in

Saigon hi-tech Park Training center The object of this report is to outline in broad terms

the information and engineering considerations required for and the principle involved

in the recruiting engineer for Nidec R&D center

The study tries to identify the main different factors which contributed to the issue by

the literatures informed reviews and the collected data from colleagues during deep

interviews with managers position and staffs The study uses these factors in developing

practical techniques, which can solve the problem

The low awareness of brand is the central problem because it come from the poor skill

of staffs and the ineffective communication channels as advertising It led to the

inefficiency in recruiting

The report is intended to provide the executive board with background information to

assess the feasibility of a proposal they have been asked to assess some

recommendations:

1 Develop the social advertising channels

2 Training skill for staff

The findings impact on the result of the following recruitment with the numerous

applicants in this project The Nidec R&D center can recruit more talent engineers

CHAPTER 1: BACKGROUND INFORMATION

1 Organization background

Saigon Hi-tech Park (SHTP) is one of three nationals high - tech parks in Viet Nam which was established by the Decision 146/QD-TTg dated 24 October 2002 of the Prime Minister It is located in District 9 of Ho Chi Minh City (HCMC) The Park is developed

on an area of 913 hectares and includes two phases of development, of which the first Phase occupies 300 hectares and 613 hectares of the remaining area is of the second Phase (1) With a strategic location which is in proximity to the city's center, airport and sea ports of HCMC, and surrounded by 43 industrial parks and export processing zones

of the Focal Economic Region of Southern Vietnam, the Park has full advantages to become a technological and scientific urban area that will be the foundation for development of knowledge economy of HCMC and the Southern Key Economic Region

of Vietnam (2)

Besides, together with other advantages such as receiving strong support of central and local governments, offering "one-stop-shop" application service and highest legitimate

tax incentives to investors, etc SHTP has been considered a bright point of foreign

investment attraction in fields of high technology throughout Vietnam The Park was proudly the investment destination of projects from global hi-tech corporations including Intel (the U.S) with its $US 1-billion project, Nidec (Japan), Sanofi (France), Datalogic (Italia), Microchip (the U.S), Sonion (Denmark), etc., as well as from leading domestic educational institutions and companies including FPT Corp., Hutech, Nanogen, etc After 11 years of development, as one of the only three national hi-tech parks and one of Ho Chi Minh City's five focal projects serving as the driving force for the city's development until 2015, SHTP has become a trustworthy destination for hi-tech investment in Vietnam (1)

Generally, SHTP has four functions: attracting investment in high-tech products, researching, developing and applying high technology, training high-tech human resources and organizing high-tech development support services SHTP Training center (SHTP Training) is one of the units under the Board of Management of SHTP, was established by the Decision 2669/QD-UB dated 31 May 2005 of the People’s Committee of HCMC SHTP Training Center has the mission of training and supplying

human resources in the field of economy associated with technology and technology in

order to accelerate the process of integration and development of the city and the country

(3) The SHTP Training Center is a connection between the practical requirements of

the enterprises and the knowledge and skills of employees, through training consulting

services, job introduction and especially the curriculum according to the enterprises’

requirements In order to realize its vision and mission, the SHTP Training Center needs

to understand more about the human resource needs of enterprises in the technology

sector, thereby offering and delivering training programs Create, more appropriate

consulting services, can meet the needs of the business to the maximum The

consultancy and Recruitment Deparment plays the main role in this recruitment It

mainly conlsulting sevices, introducing jobs, supporting the supply of human resources

for businesses operating in and out of SHTP in many different fields, especially in

science, engineering and technology

Figure: The Consultancy and Recruitment Department structure

(Source: SHTP Training Center Structure)

SHTP

Professional labour

Consultancy Marketing staff

Manual labour Consultancy

SHTP Training Center

Consultancy and Recruitment Department

Vice manager

Over the years, SHTP Training has become more and more familiar with employees With the demand of recruiting hundreds of jobs from general labor to specialized engineers, senior managers of enterprises inside and outside the Hi-Tech Park, especially those with Foreign Direct Investment (FDI) The Consultancy and Recruitment of SHTP Training continues to expand the scope of activities of the Information - Employment Station in particular and the scale of services in general for service activities to develop The Consultant and Recruitment Office at SHTP Training Center has 4 staff members, 1 vice manager, 2 consultants are divided into 1 professional skilled labor consultant and 1 mannual labor consultant and 1 marketing employee The recruitment is reported directly to the Director of the SHTP Training Center The Director od SHTP tarining center is responsible for reporting to the SHTP Board of Directors quarterly and annually

2 Situation analysis

Towards 2020, SHTP is to be a technopolis playing an important role of strongly enhancing the technological and intellectual base of HCMC and the Focal Economic Region of Southern Vietnam, and serving as a Vietnam's model of technological innovation, intellectual capital development and innovation economy Investors in SHTP with extensive and modern infrastructure with highly qualified staff, SHTP Training center has been rapidly evolving into a training and human resource provider (1) The consultancy and recruiting department in SHTP Training is facing a problem

of the decrease of specialized labor source to supply for foreign businesses in SHTP Particurlarly, NIDEC Group is one of the leading corporations in the field of precision engineering and machine building in Japan (4) which is operates in SHTP with five subsidiaries as NIDEC Sankyo, NIDEC Vietnam Corporation, NIDEC Servo, NIDEC Copal and NIDEC Seimitsu Corporation) as well as one of the pioneer investors of SHTP total of almost 15,000 employees and annual revenues of more than 500 million dollars Manufacturing of precision engine parts, manufacturing of automotive components, precision motors for mobile and digital devices, etc.) Mr Shigenobu Nagamori - Chairman of Nidec said: "Nidec currently has investments in 46 countries and territories around the world In Vietnam, Nidec has been running for more than 20

years to projects with a total investment more than 1 billion dollars " (5) Investing in SHTP of Nidec in recent years focused in the field of precision engineering for microelectronics

The planned opening of the R&D center will motivate investors to develop new innovative products for the Group The objective of the laboratory is to enhance and fortify basic research and expand the field of applied studies Its concept is to function

as "a world-leading motor research and development base suitable for the world's No.1 manufacturer of comprehensive drive technology" As the Nidec Group's global growth,

it is follow three objectives (6):

1 Enhance Nidec’s fundamental R&D capability and competence in applied technology to create high-value-added products

2 Serve as a hub to create technological synergies with our group companies around the world

3 Train researchers and engineers to be world-class experts through research activities

At the meeting between Mr Go Watanabe, First Senior Vice President of Nidec Corporation and HCM City Chairman Nguyen Thanh Phong on the 1st August, 2016 in HCMC According to Mr Watanabe, investment and production activities in recent years is quite convenient and high support from the city administration and the board management of SHTP The Nidec Group decided to expand its investment there, which will set up a R&D center to improve the high-tech products it manufactures in HCMC

It is located in SHTP and come into operation in early 2018

Mr Watanabe stressed: “Nidec is very interested in the development of local human resources and need the support of the city government on the issue of quality personnel

to work” At the meeting, Mr Nguyen Thanh Phong supports the Nidec Group's investment expansion plan, which is notable for the R & D center project According to

Mr Phong, HCMC has many universities that specialize in technical education that will

be able to meet human resources at Nidec's R&D center and will create favorable conditions for corporations to expand their investment in HCMC After this agreement, the board management of SHTP discussed directly with Nidec Group and assign

recruitment responsibilities for the Consultancy and Recruitment Department of SHTP Training Center

Nidec R&D center has the need to recruit around 200 talented engineers who specialize

in Electrical, Electronics, Mechanical Engineering, Machine Engineering, Electrical Engineering and Computer Technology

The table below show the offer information of the recruitment:

Job location

- Shiga, Japan Candidates will be trained in Japan from 1 to 3 years After training in Japan, qualified candidates can continue to work in Japan OR return to Vietnam and work in the Nidec R&D center in SHTP

Language skill - English speaking/writing (about TOEIC 500 and

more)

Salary level

- Fresh graduate engineer: 7.5 - 10 million dong

- Experienced engineer: 8.5 - 20 million dong

- Free dormitory company, shuttle bus to work

- Excluding the salary, a monthly allowance of about 19,000,000 VND

- After training in Japan, qualified candidates can continue to work in Japan and pay the equivalent of Japanese

-Have good aspiration to aim high without hesitation against unpredictable phenomena and new technology

Requirement

specification

Job description

- Electric Trans Axle System/Motor/Gear Design

- Motor Magnetic design

- Motor Structure design

- Accessories design of e-Axle system

- Gear design

- System Structure design

- Interface / topology design

- System spec design

Request

Knowledge and skills:

- Design skill for mechanical parts (press parts, resin parts, die-cast parts and Gear)

- Skill of using 3D CAD, CATIA, Soliwork, Creo, AutoCad, CAE, ANSYS etc

Table 1: Job description of Nidec R&D Recruitment

(Source: Nidec R&D Recruitment Project)

Definition: an engineer in Nidec R&D Center recruitment that they need to apdopt is

any worker who has special skill, training, knowledge, and usually acquired ability in their work A candidate is generally a person in the age range of 22 to 30, they need to attended an university in basic or master major knowledge which are mechanical engineering, electrical - electronics and automation who has passion for Japanese technology research and highly adaptable to the job The engineer will be trained from one to three years in Japan, after that they return to Vietnam and act as a mentor to the junior engineers on staff and create a work environment that is conducive to teamwork and strong professional development Candidate should have soft-skill to positive to act

to solve problems, collaborative for teamwork, good curiosity for exploration Having

an positive perception such as high aspiration and cheerful personality to aim high without hesitation against unpredictable phenomena and new technology

In practical skill, they must have basic skill of 2D or 3D CAD, CATIA, Soliwork, Creo, AutoCad, etc The basic knowledge in university related major as design skill for mechanical parts (press parts, resin parts, die-cast parts and Gear)

About foreign language, English is compulsory because it has become the international language in Nidec Group They need to have communication smoothly in business scenes and other daily life Nidec's representative, Mr Umeda shared more information:

"Three out of the six senior executives are foreigners, and even do not speak Japanese,

so ask all employees to communicate with each other in English, beside that Japanese

is also accepted but English is obligation"

In order to prepare the key personnel for this R&D center, in the end of 2016 and the middle of 2017, the Consultancy and Recruitmnet Department of SHTP Training Center

is begin recruiting and report in the first quarter 2017 about Nidec R&D Recruitment, the result is illustrated in the table below:

Nov 2016 March 2017 Applications Order 40 60

Applications provide 35 45

Table 2: The result of recruitment through the end 2016 to early 2017

(Source: The report of Nidec R&D Recruitment)

The table describe the result of recruitment for Nidec R&D center in November 2016 and March 2017 The number of applications order grew from 40 to 60, but the proportion of applications provide in Nov 2016 was 87.5% while the figures for March

2017 was lower, at 75% Particular, the number applications provide in two recruitments was 35 and 45 respectively Generally, the recruitment did not satisfy the requirement and it is the downward trend candidates applying

Ms Tran Thi Tu Anh, vice manager: "The areas where the office received many recruitment requests outside the Nidec project include: electricity, electronics, mechanics, heavy industry, automobile production - motorcycles In addition to high-level personnel such as engineers, plant managers, positions such as technical sales also require a lot of recruitment There are projects that we do not recruit enough personnel for the business" According to Ms Tu Anh, the demand for recruitment of human resources in the field of technology is high Vietnam is becoming the most attractive market for investors from the United States, Japan so high quality human resources are

increasingly Additionally, Mr Le Thanh Nhan, an ex-manager, said: "Vietnam is entering a phase of industrialization, so the demand for human resources in the technical field is increasing Part of the demand comes from domestic enterprises, the rest is rapidly increasing from FDI enterprises, technology investment in Vietnam"

CHAPTER 2: PROBLEM IDENTIFICATION

1 Methodology

The research was conducted among the employees working in the consultancy and recruitment department of SHTP Training Center The interview was recorded in Vietnamese Every interview is taken one by one in average 25 minutes It is easy and enough to go deeper in the situation to gathered data, elicited respondents to sharing when they were not willing to mention A sample of the 4 colleagues was selected working in the department They are working in different position in this project with the purpose to collect various opinions They are Tran Thi Tu Anh whom is a vice manager, is play the main role in this recruitment The second respondent is that Tran Thi Thanh Mai, a marketing staff The third person is Mr Le Thanh Nhan, he is an ex-manager of the department and the main leader in the Nidec recruit project in November

2016 and the last one is Nguyen Thi Giang Thanh whom is a consultancy staff of the department, play main role in consolidate the applications and work with candidates The profile of respondents among 4 respondents, around the position as two of them are the management position and the rest are staffs

No Full Name Age Gender Education Major Position

Experie nced (years)

1 Tran Thi Tu Anh 39 Female Bachelor Business

Administration

Vice - Manager 2

2 Tran Thi Thanh Mai 34 Female Bachelor Human resource

management

Marketing Staff 1.5

3 Le Thanh Nhan 43 Male Master Business

Administration Ex - manager 2.5

4 Nguyen Thi Giang

Accounting and Finance

Consultancy staff 1.5

Table 3: Respondents information at the Consultancy and Recruitment Department

Table 4: Location and timing interview

To identify causes of the decrease engineers source, we discussed and finalized with some sample questionnaire of interview as followings:

 Recently, your department has done a project is to recruit engineers for Nidec R&D Center, can you briefly describe the requirements of this project?

 Do you have any problems or difficulties while doing the project?

 Do your department make a recruit strategy?

 Does the room focus on any channels for recruit?

 From your point of view, what other factors affect the number of applicants?

 How the quality of candidates compare to last year ones?

 According to your assessment, how complete the project is?

 What is the internal factors affected on the succesfull of this project?

 What is the enternal factors affected on the succesfull of this project?

 What's the worst and the best of your department on this project??

 If next year do this project, do you have any plans or improvement?

All interviews were conducted by face to face using the designed questionnaire framework with combination of probing questions from interviewer The more detailed

questionnaires at appendix After translating the interview into English and finishing the transcripts Researcher explored some main points of research and describe in the cause effect map

2 Initial cause effect map

2.1 Unattractive offer

2.1.1 Unsatisfication salary

Ms Tu Anh, a vice manager of the department, play the role to supervise the department, make the plan, give direction, report to general director She mentioned the main factor lead to the lack of skilled worker is that the demand of the recruiter and the ability of the candidates do not have in common Annually, it is the high number of graduates but not enough to meet recruiters because they demand higher salaries than the company pay In this recruitment, the employees will be trained in Japan from one to three years, after that time, they can continue to work in Japan and pay the equivalent of Japanese

or return to Vietnam and work in the Nidec R&D center in SHTP The salary for fresh graduate engineer is from 7.5 to 10 millions dong, the experienced engineer is from 8.5

to 20 millions dong These are not high compare with other companies as Samsung, Intel although candidates who have been sent to Japan for training will be paid a salary, allowance and accommodation by the Nidec Group which is equivalent to living standard in Japan

For instance, in the short conversation with Mr Nguyen Hoang Duy, an engineer of Samsung in SHTP said: “A starting point of salary is 10 million VND per month, excluding awards and other regimes, Nidec pay less than the current salary, so difficult for me to apply” Ms Tran Ngoc Phuong Thao, a systems engineer working at Intel Vietnam, said: "Intel paid pretty well for its health and well-being facilities with well-equipped gyms In addition, the working hours of the development team is also very flexible It is hard for me to apply other companies with lower these conditions" Specially, in the report 2016, the department of enterprise management in SHTP conducted a survey of 3,093 employees in Vietnam about the employers they desperately needed to work with According to the results from the survey, salary is the reason prerequisite for employees at all levels from fresh graduates to senior management want to apply for job Comparing the salary of Samsung, FPT for

employees is about 10% to 40% higher than the market In addition, welfare from the company as the second factor to decide to join the company Indeed, companies that provide good employee benefits include bonuses, health insurance, pension schemes, home and car loans, etc., which may attract more applicants When posting recruitment, all businesses are hoping to attract candidates Modern life requires that each individual must constantly update and perfect knowledge of their value Therefore, employers must have a compelling ad that emphasizes the elements that can appeal to talented people who pay close attention to what jobs can give them the opportunity to learn and develop skills and career

Students in the technology industry have a lot of opportunities after graduation, but the quality and ability to meet the job requirements is still a concern of many recruiters Candidates who qualify are not satisfied with the salary they pay, and if the candidate accepts the salary, they are not qualified This is a big challenge for recruitment

Mr Nhan, the department manager, is in charge of recruiting Nidec R&D in 2016, said that Vietnam has not many colleges and universities have training in mechanical engineering The number of students attending and graduating yearly is quite large, however the ability to meet the demand of work in enterprises is limited, organize must take the examination, evaluation and it takes a long time to choose the suitable employees and then the company must continue training additional 3-6 months to be able to assign the official The majority of students have only theoretical training, very little practical training And they are lacking and weak in soft skills such as independent thinking, communication skills, persuasive and especially foreign language skills

Foreign language enterprises must continue to invest one to two years to be able to communicate with the English speaking partner, while partners from Japan have to invest more time

2.2 Low awareness of employer brand

2.2.1 Ineffective communication

Mr Nhan realized that the problem is that the Nidec Group and the recruiting division have no recruiting strategies together The number of candidates is not much because there is no specific plan based only on channels like Website, facebook The low number

of candidates leads to the inability to screen candidates in an effective manner

Ms Mai, a back – customer as marketing staff, the main work is that posting job requirement on website, Facebook, forums or online channel When receive the recruitment offer, she builds a recruiting message to let people know the required information and positions and post a notice on your company's sign She found the conclusion is that skilled labor does not go to the consultancy department to find the job, they stay at home and look for a job, so Facebook or website are the main channel

to invest Overall, almost skilled workers who contact with the department from Facebook and residence near the SHTP She also mentioned some channels create engineers source in the department as:

 Facebook: As the main channel to attract the candidate Update regularly the requirements, note and consult the employees with the best choice The implementation is the way ads are most frequently applied

 Website: post job description but not frequently as Facebook Guide them to register follow the instruction

 Band roll, banner: put all the recruit information in two offices and along the street in district 9 and Thu duc, near to some universities (as HCMC University Technology and Education, HCMC University of Technology, Hutech University, etc)

 Universities: contact with the office of student affairs, send recruit information to undergraduate and graduate students Because of the special Nidec R&D recruitment, just focus on some suitable universities as HCMC University Technology and Education, HCMC University of Technology,

Hutech University which has the rekated major in technology, mechanicial, automation, etc With long-term staffing strategies, the office has sought to source human resources at universities and colleges to secure resources for the implementation of their recruitment plans

 Employees service centers/ Job fair: Job fairs are where the candidates come

to find out the recruitment information and find a job that suits you Understanding the common sense that the room has leveraged and exploited relatively well the candidates at job fairs

 App on mobile: SHTP Recruitment (SHTP PROJOB) is an application developed by SHTP - Microsoft in collaboration with the Employment Advisory Center - Training Center for Research and Development R&D Application SHTP Employees have the option to search for smart jobs via their smartphone (along with other channels such as newspapers, websites, direct submissions, etc.) It is just create this channel in April, 2017 so did not invest much

 Neighbors’ SHTP: people who live near the SHTP, come across and see information Someone want to find the job near house and stable and be introduced by friends, relatives and etc

Mr Nhan and Ms Tu Anh provide more information after working with some universities They have the same opinion is that highly qualified graduates are highly sought after by the business According to Dr Tran Cao Vinh, Head of Training Department of Ho Chi Minh City (HCMC) University of Science, said that information technology and telecommunication are the two fields with the best output of the school Many students after the third year internship is accepted by the business immediately upon graduation Only two partners in this field of the school has more than 50 enterprises In addition, Mr Nguyen Vu Anh Tuan, Center for Student Support and Employment of HCMC University of Technology, also informed the recruitment demand of the school's enterprises in the field of information technology the most Particularly technical fields, recruitment notice sent to school a lot, there are units recruited over 100 mechanical engineers Assoc Prof Do Van Dung, Rector of HCMC University of Technology and Education, said that despite the economic downturn,

graduates of technical and technology fields still have jobs at very high levels Noteworthy in the past year, many businesses have come to school to recruit

Headhunting firms are scarce engineers working on They contact with the school and have many professional recruitment strategy The department maintains ineffective recruitment communication, it is difficult to meet the requirements

2.2.2 Unskilled staff

In this project to recruit engineers for Nidec R&D Center, after discussion with staffs,

Ms Thanh made a plan to recruiting as the table below:

ENGINEERS RECRUITMENT PLANNING

NIDEC CORPORATION

March, 2017

3 Sending recruitment information to candidates 20 Feb

4 Write the form of online application 20 Feb

5 Compose information posted on the website, social

6 Post recruitment information on the website, social

7 Design, execution band roll, poster 23 Feb

9 Working with schools, labor centers on recruitment From 1 March

10 Receive and estimate applications From 1 March

11 Consolidate the list and Submit CVs for Nidec 20 March

12 Prepared Interview room, waiting room 21 March

Table 5: Planning of Nidec Recruitment in the early 2017

(Source: The Nidec R&D Recruitment)

The department followed the time plan and completed the work These activities were mainly to arrange the recruitment process and create the applications by advertising, public information Although Ms Thanh made a carefull plan for recruitment but she also worry about counseling skills because no professional training, consulting only on the information, job descriptions, lack the skills to persuade or orientation for candidates Applicants must undergo a rigorous screening process However, the consutancy do not understand about the job requirement, depend on the technical experts

to check curriculum vitae and prequalification interview, after that, they state the result

of candidates which is suitable or not with the requirement that leads to the counselor can not be active in the job In addition, she mentioned the lack of information technology that led to the difficulty in consolidated applications, missing some applicants or give wrong information

Ms Tu Anh reconsidered that the marketing activities is not strong, the marketing staff

is just depend on the Facebook or website primarily, do the traditional channel, do not

go out to get more ways Sometimes, cannot complete the job because of many works

Ms Mai also showed her difficulties when she did other professional work She learned about the human resources but her job is marketing, so she has no basis and understanding of marketing Because of the poor skilled of marketing that led to the ineffective communication channels in recruiting Particularly, the advertising on Facebook was not attractive It does not clearly show the demand, information, and attraction of readers

2.2.1 Low budget

Ms Tu Anh also mentioned that the budget does not be allowed to expand the professional scale of marketing, co - operate with the head hunter or other partnership

in recruiting Particularly, the table below illustrate the cost budget for marketing:

COST BUDGET NIDEC RECRUITMENT - MARCH, 2017

Unit: VND

No Subject Unit Unit price Quantity Amount

2 Facebook advertising Piece 1,000,000 1 1,000,000

3 Posting on the school

Table 6: Cost budget of Nidec R&D Recruitment

(Source: The Nidec R&D Recruitment)

If only posting on recruitment section of the site now, it's difficult to create conditions

to get potential candidates Ms Thanh recommend some channels advertising more effective but it it costly For instance, such as advertising on television, radio, television direct topics related Nidec R&D engineers recruited

Ms Tu Anh expressed the desire to want to use Facebook advertising service more professional but the cost is too high compared with the budget, estimated 10 million

dong

2.3 Inconvenience location

At present, many career opportunities and not just concentrated in central of cities With the investment from foreign corporations pouring into Vietnam more and more have created conditions to expand more jobs Nidec is one of the examples However, Mr Nhan believed one of the reason led to the lack of application because the location of SHTP because it is far to center,the highway have a lot of traffic car as containers, the staff want to take the company's shuttle bus rather the motobike for the safety Every

day must move more than 2 hours to go and return because from home to office takes approximately 40 kilometers If working with the shuttle can not be active

Ms Thanh said: "HCMC University of Technology is the main source to provide qualified candidates, but it is located in district 10, too far SHTP, so it is a big challenge for candidates and recruiters in recruitment Some candidates would not apply this job because of the location"

Shortage engineer applications

Unattractive job offerLanguage barrier

Unsatisfication salary

Low awareness of employer brand

Traffic

CHAPTER 3: CENTRAL PROBLEM VALIDATION

1 Central problem identification

One of the factor that come from partners such as unattractive job offer is the unsatisfied salary, language barrier and so on The image of a job plays a critical role in recruitment Having a positive image on remuneration, promotion, recognition, good working environment with opportunities for professional development are considered the characteristics to attract qualified candidates However, these are external factors, come from Nidec, the department can not control it, so the researcher do not analysis deeper Beside that the location of SHTP accounts for a portion of the lack of candidate sources However, it also is not the significant problem because if they can not overcome the hardships, how can they succeed in the long run? In possitive, it is one of the way to select the good candidate Take advantage of the time to move to your company to do what you want For example, if every day you drive to work, then perhaps you should switch to using public transport even though it will take more time But in return it can give you more time to do many things Particularly, Ms Linh, currently working as an accounting associate for Corporate FPT said: "When I go to work on my company bus,

I can take the time to read my work papers on the way to the office Be mentally up for any meetings or things that I will have to do during the day This is also a good time to revise the documents Otherwise, I can spend that time reading newspapers or thinking about my plans" Going to work far from home has its advantages, if known advantage

of time will help a lot

In the scope of research, researcher focus on solving internal problem in the department rather than the external factors The method to increase the awareness in public for SHTP Training is one of the significant problem to consider

2 Central problem validation

One component of marketing that is still under developed is ‘employer branding’ and specific ‘employer attractiveness’ Employer Branding is a term that refers to the entire effort of a company or organization to promote a suitable place to work An employer chosen for a group of potential employees they expect want to recruit The brand of the client also works based on the recruitment results (9) Kotler & Lee said that employer branding is an important factor in establishing a competitive advantage in the labor market (10) Candidates today are considering the review of a company before actually applying and if they find a brand who employers are not well known, it can prevent them from sending their information According to Mr Ritso states that the companies with strong employer brands can potentially reduce the cost of employee acquisition, improve employee relations, increase employee retention and even offer lower salaries for comparable staff to firms with weaker employer brands (11) For instance, Google is the brand owner of No 1, is not lack of talent because it receives nearly 3 million applications per year? With 5,000 people employed each year, there are more than 600 applications per session while most companies in their industry are talent shortages (12)

Shortage engineer applications

Low awareness of employer brandIneffective communication

Unskilled staff

Low budget

One of the strategies that employers start is the value of content marketing can be an effective way to raise awareness and amplify brand (13) As mentioned, Nidec Corporation is the leading high-tech world of the motor types of industrial products and manufacturing support high-tech engine (4) Dr John Sullivan, who is an internationally known HR thought-leader from the Silicon Valley, specializes in providing bold and high-business impact; strategic Talent Management said:

"Recruiting is just like fishing You may think that there is a shortage of fish, when the real problem is where you fish and what bait you use" (14) The problem is the inability

of the company to attract individuals who are employers and the skills employers out of their current and for company In other words, there are a lot of talent that can be hired but the department is hiring inappropriately At the beginning, when the department have a recruitment, the technique to advertising is not effective, do not enough ability

to attractive candidates, increase the brand awareness Beside that the skill of staff is one of the factor create the sucessfull of the project

In conclusion, the brand name of Nidec is not the problem in this recruitment because it

is a well-known Japanese coroperation compare with others and the problem is the brand SHTP Training center The competition in this section is very much but it is not a significant issue for the department because recruitment depends on many aspects to succeed The budget related to the policy of the SHTP Training center, so the researcher impossible to solve it In the scope of the research, researcher believe ineffective communication and unskilled staff are rooft causes and can be solved and goes in deep

in following chapters of this report

Shortage engineer applications

Low awarewess of employer brand

Ineffective communication

Unskilled staff