Recruitment and Selection Practice in Song Da Holding Corporation: Problems and Solutions for Improvement

TABLE OF CONTENTSEXECUTIVE SUMMARY1INTRODUCTION4RATIONALE4RESEARCH OBJECTIVES5RESEARCH QUESTION5RESEARCH METHODOLOGY5Research process5Data collection6SCOPE OF RESEARCH8RESEARCH STRUCTURE8TIME FRAME9CHAPTER 1 THEORETICAL BACKGROUND ON RECRUITMENT AND SELECTION101.1 THE NATURE OF RECRUITMENT AND SELECTION IN HUMAN RESOURCES MANAGEMENT101.1.1 Definition of Recruitment and Selection101.1.2The differences between recruitment and selection111.1.3 The important of recruitment and selection in organization121.2 PROCESS OF RECRUITMENT AND SELECTION131.2.1 Recruitment process131.2.2 Recruitment sources151.2.3 Recruitment Methods191.2.4 Selection process and methods211.3 EVALUATION OF THE QUALITY AND QUATITY OF RECRUITMENT AND SELECTION24CHAPTER 2 CURRENT SITUATION OF RECRUITING AND SELECTING ACTIVITES AT SONG DA HOLDING262.1 OVERVIEW OF SONG DA HOLDING262.1.1 Song Da Holding’s introduction262.1.2 History of Song Da Corporation272.1.3 Vision292.1.4 Mission Statement302.1.5 Organization of Song Da Corporation30 2.2 CURRENT SITUATION OF RECRUITMENT AND SELECTION AT SONG DA HOLDING.342.2.1 Recruitment and Selection process at Song Da Holding.342.2.2 Analysis of recruitment at Song Da Holding.362.2.3. Analysis of selecting activities at Song Da Holding422.3 ASSESS THE QUANTITY AND QUALITY OF RECRUITMENT AND SELECTION AT SONG DA HOLDING.462.4 ACHIEVEMENT AND SHORTCOMINGS OF SONG DA HOLDING’S RECRUITMENT AND SELECTION.482.4.1 Achievements482.4.2 Shortcomings49CHAPTER 3 RECOMMENDATION FOR IMPROVING RECRUITMENT AND SELECTION AT SONG DA HOLDING523.1 DEVELOPMENT ORIENTATION OF SONG DA HOLDING IN 2014 TO 2020523.1.1 Finacial Objectives523.1.2 Target customers533.1.3 Objectives of capacity development strategies533.1.4 Objective of company’s restructuring and human resource development.543.2 RECOMMENDATION.543.2.1 Strengthen recruitment team and role of board of human resources in recruitment and selection practices.543.2.2 Improving Job Analysis, Job Description and Job Specification.553.2.3 Improving recruitment sources573.2.4 Improving test and Interviews583.2.5 Other Solutions.60REFERENCES62APPENDIX 163APPENDIX 266APPENDIX 3: SURVEY RESULT67

FOREIGN TRADE UNIVERSITY

Recruitment and Selection Practice in Song Da Holding Corporation:

Problems and Solutions for Improvement

Hanoi 2019

TABLE OF CONTENTS

EXECUTIVE SUMMARY 1

INTRODUCTION 4

R ATIONALE

4 R ESEARCH OBJECTIVES

5 R ESEARCH QUESTION

5 R ESEARCH METHODOLOGY

5 Research process 5

Data collection 6

S COPE OF RESEARCH

8 R ESEARCH S TRUCTURE

8 T IME F RAME

9 CHAPTER 1 10

THEORETICAL BACKGROUND ON RECRUITMENT 10

AND SELECTION 10

1.1 T HE NATURE OF R ECRUITMENT AND S ELECTION IN H UMAN R ESOURCES M ANAGEMENT

10 1.1.1 Definition of Recruitment and Selection 10

1.1.1The differences between recruitment and selection 11

1.1.3 The important of recruitment and selection in organization 12

1.2 P ROCESS OF RECRUITMENT AND SELECTION

13 1.2.1 Recruitment process 13

1.2.2 Recruitment sources 15

1.2.3 Recruitment Methods 19

1.2.4 Selection process and methods 20

1.3 E VALUATION OF THE QUALITY AND QUATITY OF RECRUITMENT AND SELECTION

24 CHAPTER 2 25

CURRENT SITUATION OF RECRUITING AND SELECTING ACTIVITES AT SONG DA HOLDING 25

2.1 O VERVIEW OF S ONG D A H OLDING

26 2.1.1 Song Da Holding’s introduction 26

2.1.2 History of Song Da Corporation 27

2.1.3 Vision 29

2.1.4 Mission Statement 29

2.1.5 Organization of Song Da Corporation 30

2.2 C URRENT S ITUATION OF R ECRUITMENT AND S ELECTION AT S ONG D A H OLDING

33 2.2.1 Recruitment and Selection process at Song Da Holding 33

2.2.2 Analysis of recruitment at Song Da Holding 35

2.2.3 Analysis of selecting activities at Song Da Holding 42

2.3 A SSESS THE QUANTITY AND QUALITY OF R ECRUITMENT AND S ELECTION AT S ONG D A H OLDING

46 2.4 A CHIEVEMENT AND S HORTCOMINGS OF S ONG D A H OLDING ’ S R ECRUITMENT AND S ELECTION

47 2.4.1 Achievements 47

2.4.2 Shortcomings 48

CHAPTER 3 51

RECOMMENDATION FOR IMPROVING 51

3.1 D EVELOPMENT ORIENTATION OF S ONG D A H OLDING IN 2014 TO 2020

51 3.1.1 Finacial Objectives 51

3.1.2 Target customers 52

3.1.3 Objectives of capacity development strategies 52

3.1.4 Objective of company’s restructuring and human resource development 53

3.2 R ECOMMENDATION

53 3.2.1 Strengthen recruitment team and role of board of human resources in recruitment and selection practices 53

3.2.2 Improving Job Analysis, Job Description and Job Specification 54

3.2.3 Improving recruitment sources 56

3.2.4 Improving test and Interviews 57

3.2.5 Other Solutions 59

REFERENCES 61

APPENDIX 1 62

APPENDIX 2 64

APPENDIX 3: SURVEY RESULT 64

LIST OF TABLE

EXECUTIVE SUMMARY 1

INTRODUCTION 4

R ATIONALE

4 R ESEARCH OBJECTIVES

5 R ESEARCH QUESTION

5 R ESEARCH METHODOLOGY

5 Research process 5

Data collection 6

S COPE OF RESEARCH

8 R ESEARCH S TRUCTURE

8 T IME F RAME

9 CHAPTER 1 10

THEORETICAL BACKGROUND ON RECRUITMENT 10

AND SELECTION 10

1.1 T HE NATURE OF R ECRUITMENT AND S ELECTION IN H UMAN R ESOURCES M ANAGEMENT

10 1.1.1 Definition of Recruitment and Selection 10

1.1.1The differences between recruitment and selection 11

1.1.3 The important of recruitment and selection in organization 12

1.2 P ROCESS OF RECRUITMENT AND SELECTION

13 1.2.1 Recruitment process 13

1.2.2 Recruitment sources 15

1.2.3 Recruitment Methods 19

1.2.4 Selection process and methods 20

1.3 E VALUATION OF THE QUALITY AND QUATITY OF RECRUITMENT AND SELECTION

24 CHAPTER 2 25

CURRENT SITUATION OF RECRUITING AND SELECTING ACTIVITES AT SONG DA HOLDING 25

2.1 O VERVIEW OF S ONG D A H OLDING

26 2.1.1 Song Da Holding’s introduction 26

2.1.2 History of Song Da Corporation 27

2.1.3 Vision 29

2.1.4 Mission Statement 29

2.1.5 Organization of Song Da Corporation 30

Table 1.1: Number of employees in Song Da Holding 33

2.2 C URRENT S ITUATION OF R ECRUITMENT AND S ELECTION AT S ONG D A H OLDING

33 2.2.1 Recruitment and Selection process at Song Da Holding 33

2.2.2 Analysis of recruitment at Song Da Holding 35

Table 2.1 : Number of recruitment in three year from 2011 to 2013 41

2.2.3 Analysis of selecting activities at Song Da Holding 42

Table 2.2: Selection result in 2011- 2013 45

2.3 A SSESS THE QUANTITY AND QUALITY OF R ECRUITMENT AND S ELECTION AT S ONG D A H OLDING

46 2.4 A CHIEVEMENT AND S HORTCOMINGS OF S ONG D A H OLDING ’ S R ECRUITMENT AND S ELECTION

47 2.4.1 Achievements 47

2.4.2 Shortcomings 48

RECOMMENDATION FOR IMPROVING 51

RECRUITMENT AND SELECTION AT SONG DA HOLDING 51

3.1 D EVELOPMENT ORIENTATION OF S ONG D A H OLDING IN 2014 TO 2020

51 3.1.1 Finacial Objectives 51

Table 3.1: Financial Objective 51

3.1.2 Target customers 52

3.1.3 Objectives of capacity development strategies 52

3.1.4 Objective of company’s restructuring and human resource development 53

3.2 R ECOMMENDATION

53 3.2.1 Strengthen recruitment team and role of board of human resources in recruitment and selection practices 53

3.2.2 Improving Job Analysis, Job Description and Job Specification 54

3.2.3 Improving recruitment sources 56

3.2.4 Improving test and Interviews 57

3.2.5 Other Solutions 59

REFERENCES 61

APPENDIX 1 62

APPENDIX 2 64

APPENDIX 3: SURVEY RESULT 64

LIST OF FIGURE

EXECUTIVE SUMMARY 1

INTRODUCTION 4

R ATIONALE

4 R ESEARCH OBJECTIVES

5 R ESEARCH QUESTION

5 R ESEARCH METHODOLOGY

5 Research process 5

Figure 1.1 Research Process 6

Data collection 6

S COPE OF RESEARCH

8 R ESEARCH S TRUCTURE

8 T IME F RAME

9 CHAPTER 1 10

THEORETICAL BACKGROUND ON RECRUITMENT 10

AND SELECTION 10

1.1 T HE NATURE OF R ECRUITMENT AND S ELECTION IN H UMAN R ESOURCES M ANAGEMENT

10 1.1.1 Definition of Recruitment and Selection 10

1.1.1The differences between recruitment and selection 11

1.1.3 The important of recruitment and selection in organization 12

1.2 P ROCESS OF RECRUITMENT AND SELECTION

13 1.2.1 Recruitment process 13

Figure 1.2: Recruitment Process 13

1.2.2 Recruitment sources 15

1.2.3 Recruitment Methods 19

1.2.4 Selection process and methods 20

Figure 1.3 Selection process 21

1.3 E VALUATION OF THE QUALITY AND QUATITY OF RECRUITMENT AND SELECTION

24 CHAPTER 2 25

CURRENT SITUATION OF RECRUITING AND SELECTING ACTIVITES AT SONG DA HOLDING 25

2.1 O VERVIEW OF S ONG D A H OLDING

26 2.1.1 Song Da Holding’s introduction 26

2.1.2 History of Song Da Corporation 27

2.1.3 Vision 29

2.1.4 Mission Statement 29

2.1.5 Organization of Song Da Corporation 30

Figure 2.1 : Song Da Holding Organization Chart 32

Table 1.1: Number of employees in Song Da Holding 33

2.2 C URRENT S ITUATION OF R ECRUITMENT AND S ELECTION AT S ONG D A H OLDING

33 2.2.1 Recruitment and Selection process at Song Da Holding 33

Figure 2.2: Recruitment And Selection Process 35

2.2.2 Analysis of recruitment at Song Da Holding 35

Table 2.1 : Number of recruitment in three year from 2011 to 2013 41

2.2.3 Analysis of selecting activities at Song Da Holding 42

Table 2.2: Selection result in 2011- 2013 45

2.3 A SSESS THE QUANTITY AND QUALITY OF R ECRUITMENT AND S ELECTION AT S ONG D A H OLDING

2.4 A CHIEVEMENT AND S HORTCOMINGS OF S ONG D A H OLDING ’ S R ECRUITMENT AND S ELECTION

47 2.4.1 Achievements 47

2.4.2 Shortcomings 48

CHAPTER 3 51

RECOMMENDATION FOR IMPROVING 51

RECRUITMENT AND SELECTION AT SONG DA HOLDING 51

3.1 D EVELOPMENT ORIENTATION OF S ONG D A H OLDING IN 2014 TO 2020

51 3.1.1 Finacial Objectives 51

Table 3.1: Financial Objective 51

3.1.2 Target customers 52

3.1.3 Objectives of capacity development strategies 52

3.1.4 Objective of company’s restructuring and human resource development 53

3.2 R ECOMMENDATION

53 3.2.1 Strengthen recruitment team and role of board of human resources in recruitment and selection practices 53

3.2.2 Improving Job Analysis, Job Description and Job Specification 54

3.2.3 Improving recruitment sources 56

3.2.4 Improving test and Interviews 57

3.2.5 Other Solutions 59

REFERENCES 61

APPENDIX 1 62

APPENDIX 2 64

APPENDIX 3: SURVEY RESULT 64

LIST OF CHART EXECUTIVE SUMMARY 1

INTRODUCTION 4

R ATIONALE

4 R ESEARCH OBJECTIVES

5 R ESEARCH QUESTION

5 R ESEARCH METHODOLOGY

5 Research process 5

Figure 1.1 Research Process 6

Data collection 6

S COPE OF RESEARCH

8 R ESEARCH S TRUCTURE

8 T IME F RAME

9 CHAPTER 1 10

THEORETICAL BACKGROUND ON RECRUITMENT 10

AND SELECTION 10

1.1 T HE NATURE OF R ECRUITMENT AND S ELECTION IN H UMAN R ESOURCES M ANAGEMENT

10 1.1.1 Definition of Recruitment and Selection 10

1.1.1The differences between recruitment and selection 11

1.1.3 The important of recruitment and selection in organization 12

1.2 P ROCESS OF RECRUITMENT AND SELECTION

13

1.2.1 Recruitment process 13

Figure 1.2: Recruitment Process 13

1.2.2 Recruitment sources 15

1.2.3 Recruitment Methods 19

1.2.4 Selection process and methods 20

Figure 1.3 Selection process 21

1.3 E VALUATION OF THE QUALITY AND QUATITY OF RECRUITMENT AND SELECTION

24 CHAPTER 2 25

CURRENT SITUATION OF RECRUITING AND SELECTING ACTIVITES AT SONG DA HOLDING 25

2.1 O VERVIEW OF S ONG D A H OLDING

26 2.1.1 Song Da Holding’s introduction 26

2.1.2 History of Song Da Corporation 27

2.1.3 Vision 29

2.1.4 Mission Statement 29

2.1.5 Organization of Song Da Corporation 30

Figure 2.1 : Song Da Holding Organization Chart 32

Table 1.1: Number of employees in Song Da Holding 33

2.2 C URRENT S ITUATION OF R ECRUITMENT AND S ELECTION AT S ONG D A H OLDING

33 2.2.1 Recruitment and Selection process at Song Da Holding 33

Figure 2.2: Recruitment And Selection Process 35

2.2.2 Analysis of recruitment at Song Da Holding 35

Chart 2.1: Sources of recruitment 39

Table 2.1 : Number of recruitment in three year from 2011 to 2013 41

2.2.3 Analysis of selecting activities at Song Da Holding 42

Table 2.2: Selection result in 2011- 2013 45

2.3 A SSESS THE QUANTITY AND QUALITY OF R ECRUITMENT AND S ELECTION AT S ONG D A H OLDING

46 2.4 A CHIEVEMENT AND S HORTCOMINGS OF S ONG D A H OLDING ’ S R ECRUITMENT AND S ELECTION

47 2.4.1 Achievements 47

2.4.2 Shortcomings 48

CHAPTER 3 51

RECOMMENDATION FOR IMPROVING 51

RECRUITMENT AND SELECTION AT SONG DA HOLDING 51

3.1 D EVELOPMENT ORIENTATION OF S ONG D A H OLDING IN 2014 TO 2020

51 3.1.1 Finacial Objectives 51

Table 3.1: Financial Objective 51

3.1.2 Target customers 52

3.1.3 Objectives of capacity development strategies 52

3.1.4 Objective of company’s restructuring and human resource development 53

3.2 R ECOMMENDATION

53 3.2.1 Strengthen recruitment team and role of board of human resources in recruitment and selection practices 53

3.2.2 Improving Job Analysis, Job Description and Job Specification 54

3.2.3 Improving recruitment sources 56

3.2.4 Improving test and Interviews 57

3.2.5 Other Solutions 59

REFERENCES 61

APPENDIX 1 62

APPENDIX 3: SURVEY RESULT 64

HR Human Resource

HRM Human Resource Management

CV Curriculum Vitae

Studying this thesis topic has long comes from the lectures of foundationmanagement and human resources management subjects during the course atFTU I have received my assistance and support from many people, to whom Iwould like to thank all

I am deeply grateful to my supervisor, PhD Nguyen Minh Huong, who provided

me with many advice, instructions, suggestions and comments

I would like to thank all of lectures, assistants and staffs of Foreign TradeUniversity who provide valuable knowledge

Finally, I am grateful to my manager, supervisor and colleagues at Song DaHolding for their support and data in my thesis

EXECUTIVE SUMMARY

Song Da Corporation is one of the biggest and leading cooperation inconstruction and manufacturing industry in Vietnam Go along with manysuccessful, which Song Da has got in the long history of operation, Song Da stillhas some problems One of the most problems Song Da Holding is facing upwith is the ineffective of recruitment and selection The aim of my thesis center

in the idea of improving recruitment and selection process in Song Da Holding ofSong Da Corporation In this research, the methodology for this research isdesigned to utilize a set of various data sources Based on analyzing of thesesources, comprehensive and reliable information was collected in order toaddress each of the issues outlined The research used various ways to collectboth secondary and primary data with hope that I could understand clearly aboutactual practices of recruitment and selection at Song Da Holding Corporation andthen I would like to suggest some solutions to improve it to contribute to thedevelopment of the company in the long term

Recruitment is the process of searching the candidates for employment andstimulating them to apply for jobs in the organization Selection is the processchoosing the best suitable candidate for a particular position from the pool ofqualified candidates Effective Recruitment brings huge benefit for organization

It helps to create a talent pool of candidates to enable the selection of bestcandidates for the organization Selecting the right employees also create a hugebenefit for organization

The recruitment process contains many interactions It involves managers,employees, Human Resources, recruitment agencies and candidates Therecruitment process does not stop when it commences, it is dynamic activity Theresults of it is providing for organization as big as a qualified applicant pool.Whilst, there different sources that one organization can choose for itsrecruitment process, basically they all divided into two types of sources: Internal

are known as the internal sources of recruitment Recruitment from all the othersources is known as the external sources of the recruitment The method andmethodology for sourcing candidates can include many different channels andpractices Even that there are two main types of methods is external method andinternal recruitment Selection process starts immediately when recruitmentprocess ends The results of recruitment process will be used as sources forselection process After recruited individual, the selection process will start withPreliminary Interview through different types of test and interview to find out thebest suitable candidates Whilst, the effective of recruitment and selection isevaluated based on various factors, there are three main factors should bementioned: Quality and quantity, time, cost There are some formulas to estimateeach factor

Song Da Holding is head offices of Song Da Corporation, which is a state-ownedenterprise founded in 1961 There are 193 peoples work in Holding company ofSong Da Cooporation in 30th December 2013

There are 11 steps in recruitment and selection process applying in Song DaHolding This is continuous process, which is divided into two main parts:recruitment, which is from indetifying vancancies to sorting the shortlist, and therest is selection process No matter what type of job, organization need to befollow the recruitment and selection to full fill the job opening Recruimentprocess in Song Da Holding included 5 steps: indentify vancancies, formulating arecruitment strategy, approval and job annoucement, CV scanning At Song DaHolding, selection process includes 6 steps: test and interviews, final selection,sign probationary contract, review probationary results, sign labor contract andmaintain profile

The research and analysis at actual practices of Song Da Holding recruitment andselection process has provied us with some good points

First of all, Song Da Holding always has clear and continuous recruiment andselection process to apply in all recruitment and selection actives Secondly, Song

Da has consistent recruiment policies of attracting the high quality employees.Thirdly, the company combines the external method and internal method inrecruitment Last but not least, Board of Human Resources is allowed to take part

in most of steps in recruitment and selection process Although recruitment andselection activites at Song Da Holding got some significant success, Song DaHolding still have a lot of weakness in recruitment and selection practicesincluding: Lack of Job analysis, Not enough interaction between HR managerand line managers in recruitment and selection process, Limited recruitmentsources, Recruitment relationship- based source stays high, Poor performance intest and interview After analysing, I suggest some soluiton to improverecruitment and selection practices at Song Da Holding Song Da Holding shouldstrengthen recruitment team and role of board of human resources in recruitmentand selection practices Improving Job Analysis, Job Description and JobSpecification, using diverse methods of recruitment and Testing system should be

up to date The only solution on the suggested stops in general, we need toperform time studies, a closer look to build a concrete action plan match withSong Da Holding

INTRODUCTION Rationale

In the globalization economic, people are a company’s most important assets.More globalization means more competition, and more competition means morepressure to be “ world class” – to lower cost, to make employees moreproductive, to do thing better and less expensive To do all of that, new talent andeffective employee are priceless assets with an organization They can make orbreak the fortunes of a business Therefore, in today’s highly competitivebusiness environment placing the right people in the right position is very criticalfor the success of any organization

The recruitment and selection decision is of prime importance as it is the vehiclefor obtaining the best possible person-to-job fit that will, contribute significantlytowards the company's effectiveness It is also becoming increasingly important,

as the company evolves and changes, that new recruits show a willingness tolearn, adaptability and ability to work as part of a team The Recruitment &Selection procedure ensures that these criteria are addressed

Song Da Corporation is one of the biggest and leading company in constructionand manufacturing industry in Vietnam Song Da Corporation is also focused onactivities to attract and select qualified people meet the requirements jobs andincrease the competitive advantage of cooperation

Over time practice in Song Da Holdings of Song Da Corporation, I found outSong Da Corporation is facing with many challenges in the process of restructureand keeping competitive advantage in the market One of the most challenges ofSong Da Corporation is solving problem in recruitment and selectionmanagement Many competitive companies, who do the same field of businesswith Song Da Corporation, are posing competitive and attractive policies to hireskillful and well-trained candidates Meanwhile, Song Da Corporation stillmaintains their old way on recruitment and selection Hence, the thesis of

“Recruitment and Selection Practice in Song Da Holding Corporation: Problemsand Solutions for Improvement.” Is chosen with hope that I could understand

clearly about actual practices of recruitment and selection at Song Da HoldingCorporation and then I would like to suggest some solutions to improve it tocontribute to the development of the company in the long term

Research objectives

The aim of my thesis center in the idea of improving recruitment and selectionprocess in Song Da Holding of Song Da Corporation In order to support thisaim, there are three main objectives of this research as follows:

1 Reviewing the recruitment and selection theory within HRM and clarify therequirements of Recruitment and Selection in company in order to applytheoretical framework on recruitment and selection process of Song DaHolding

2 Analyzing the existing recruitment and selection process of Song Da Holding

to find out it strengths and weaknesses

3 Suggesting solutions to improve recruitment and selection at Song DaHolding

Research question

Based on the objectives above, the research is designed to answer the followingquestion:

• What is the current status of recruitment and selection at Song Da Holding?

• What are the current problem of recruitment and selection at Song DaHolding?

• What possible course of action to improve recruitment and selection at Song

in Song Da Holding I collected two types of data: Primary and Secondarydata After having enough necessary data, based on these data, I analyzed

current recruitment and selection at Song Da Holding I pointed out thestrengths and weaknesses in this field in Song Da Holding Finally, I suggestsolution to improve recruitment and selection in Song Da Holding

Figure 1.1 Research Process

(Source: Author’s Design)

− Data collection

In this research, the methodology for this research is designed to utilize a set ofvarious data sources Based on analyzing of these sources, comprehensive andreliable information was collected in order to address each of the issues outlined.The research used various ways to collect both secondary and primary data

o Secondary Data

Secondary data is used to analyze the existing recruitment and selection ofcompany The secondary data was collected from not only internal but alsoexternal sources as following:

1) The report of Human Resources department of Song Da Holding

Theoreticalbackground of

HR and R&SData Collection

Primary Data(Report) Secondary Data

(In-deptInterview)

Analyze CurrentSituation of R&S at Song

Da HoldingRecommendations

2) Recruitment and selection policy of Song Da Holding

3) Newspapers, securities website, human resources management books, relatedresearches and other relevant documents

By analyzing these sources, I had more information to have a deep understandingabout requirement and selection at Song Da Holding

o Primary data

I used mainly qualitative approaches to data gathering In qualitative research, Itook an in-dept interview with 2 managers: Head and Vice managers of humanresources department in Song Da Holding, who directly implemented the use ofrecruitment and selection process The objective of in- dept interview is gettinginformation about requirement of recruitment and selection process especiallysource of recruitment in Song Da Holding, their evaluation and the awareness ofHuman Resource manager about the problem related to recruitment and selectionprocess By interviewing top managers, who are in charged of human resources

in Song Da Holding, I had a clearly understand about the gap between theirexpectation and the real outcome about implemented recruitment and selectionprocess

I also took a survey with 60 employees at Song Da Holding Objective was tofind out the employee’s perception on recruitment and selection of company and

to evaluate the current practices of recruitment and selection at Song Da Holding.The respondents I got are 50 respondents from employees currently working atHead Quarter of Song Da Holding Questionnaire was built up with 9 questions.First part question is about recruitment sources, company’s vacancyadvertisement and company’s recruitment and selection process Another partaims to find out the employee’s evaluation of the effectiveness of company’scurrent recruitment and selection practices Distribution method is giving surveypaper to 60 employees working in head office of Song Da Holding

Chapter 2: The Theoretical background on Recruitment and Selection

Chapter 3: The Current situation of recruitment and selection at Song DaHolding

Chapter 4: Recommendation to improve recruitment and selection at Song DaHolding

Time Frame

Start intern at Song Da Holding 01/10/2103Gather general information in Song Da

Identify problem and choosing topic

based on performance of company

CHAPTER 1 THEORETICAL BACKGROUND ON RECRUITMENT

AND SELECTION 1.1 The nature of Recruitment and Selection in Human Resources

Management

1.1.1 Definition of Recruitment and Selection

According to Willian R Tracey, in The Human Resources Glossary HumanResources was defined as: “The people that staff and operate an organization”; ascontrasted with financial and material resources of an organization Humanresources is also the name of basic function that deals with the people and issuesrelated to people such as acquiring, training, appraising and compensatingemployees and of attending to their labor relations, health and safety, and fairnessconcerns

Human resources are the people, who an organization employs to carry outvarious jobs, tasks and function in exchanges of wages, salaries, and otherrewards Human resources is also defined as the department or support systemsresponsible for personnel sourcing and hiring, applicant tracking, skillsdevelopment and tracking, benefits administration and compliance withassociated government regulations

According to Edwin B Flippo in Principles of Management and Administration

in 2002, Recruitment is the process of searching the candidates for employmentand stimulating them to apply for jobs in the organization It is the activity thatlinks the employers and the job Recruitment refers to organizational activitiesthat influence the number and types of applicants who apply for a job andwhether the applicants accept jobs that are offered Recruiting is importantbecause the more applicants you have, the more selective you can be in yourhiring (Gary Dessler, Fundamentals of Human Resource Management, secondedition, p.118) Recruiting is the process of attracting individuals on timely basis,

in sufficient numbers and wit appropriate qualifications and encouraging them to

apply for jobs with an organization Recruitment is premier major steps instaffing process It is essential activities for all organization

To achieve optimal profit and success, reach goad of organization and especiallycreate a competitive advantages, organization have to pay more attention torecruitment Effective recruitment will bring various advantages for company.Having huge potential and talented profile of candidate will support fororganization not only have higher opportunity to enrich organization but also tomore flexible in selection activities

Selection is the process choosing the best suitable candidate for a particularposition from the pool of qualified candidates Selection is the process of pickingindividuals who have relevant qualifications to fill jobs in an organization Thebasic purpose is to choose the individual who can most successfully perform thejob from group applicants This is a process of interviewing and evaluatingcandidate for a specific job and selecting an individual for employment based oncertain criteria Employee selection can range from a very simple process to avery complicated process depending on the firm hiring and the position

Selection is also an essential part of any business and it pays to do it properly.When organizations choose the right people for the job, train them well and treatthem appropriately, these people not only produce good results but also tend tostay with the organization longer In such circumstances, the organization’s initialand ongoing investment in them is well rewarded The company is pay so muchmoney for recruitment and selection is the next important steps Selectionprocess is important because of the production and performance value companiesget by making good hires and the high costs of replacing employees followingbad hires

1.1.1 The differences between recruitment and selection

In general, Recruitment and Selection are all in the staffing process Some peoplemisunderstanding they are similar However, there are difference betweenrecruitment and selection

First of all, they are different from nature Recruitment is the process of findingpotential candidates for a Job Meanwhile, Selection is the process of selectingthe right person for the right job Secondly, the two terms differ from each other

in terms of their purpose too The purpose of recruitment is to create a kind oftalent base from which the best may be picked for the various posts in theorganization On the other hand the very purpose of selection lies in the choosing

of the right candidate for the right post or job available in the organization forwhich the talent base was built Thirdly, while recruitment is a continuousprocess, selection is usually a series of hurdles Recruitment is positive processwhen as much as profile of candidate is welcome as possible On the other hand,Selection is negative process in which many unsuitable candidates will berejected

Taking into account all the differences I mentioned above, recruitment andselection is all essential steps in employment process

1.1.3 The important of recruitment and selection in organization

Effective Recruitment brings huge benefit for organization It helps to create atalent pool of candidates to enable the selection of best candidates for theorganization By helping increase the success rate of selecting process bydecreasing number of visibly under qualified or overqualified job applicant,organization have more chance to have best suitable individual for one position

Selecting the right employees also create a huge benefit for organization Firstly,carefully testing and screening job candidates should lead to improved employeeand organizational performance No one wants to hire an incompetent Fewthings are more important to a manager than putting the right person in the rightjob Second, your own performance always depends partly on your subordinates.Hire employees without the necessary skills or who are obstructionist and yourown performance and the firm’s suffer Third, screening can help reducedysfunctional behavior at work Last but not least, effective screening isimportant because it’s costly to recruit and hire employees That’s money wasted

if the person doesn’t work out

An Effective recruitment and selection also help to lower cost in employmentprocess for organization When you can select suitable candidate, cost forretraining or replacing is cut down Retraining or replacing is a big problem of allhuman resources department and spend a large of money and time oforganization By selecting correct candidate at the first time will helporganization solve this problem

Allocating appropriate time and resources to select the right person for role willget plus point for organization When organizations choose the right people forthe job, train them well and treat them appropriately, these people not onlyproduce good results but also tend to stay with the organization longer In suchcircumstances, the organization's initial and ongoing investment in them is wellrewarded The more talent the organization has, the higher competitiveadvantages the organization gets

1.2 Process of recruitment and selection

1.2.1 Recruitment process

Figure 1.2: Recruitment Process

(Source: David J Cherrington, The management of Human resources, fourthedition, p 139)

The recruitment process contains many interactions It involves managers,employees, Human Resources, recruitment agencies and candidates Therecruitment process does not stop when it commences, it is dynamic activity Theresults of it is providing for organization as big as a qualified applicant pool

Formulating a recruiting strategy: The first step of recruitment process is

formulating a recruiting strategy When vacancies rise, staffing and talentmanagement typically start with determining what each job entails in terms ofduties and required competencies The tradition way to determine this is jobanalysis After using job analysis to get the information, job description iswritten A job description is a written statement of what the jobholder does, how

he or she does it, and under what conditions the job is performed The manager inturn used this information to write a job specification This lists the knowledge,abilities, and skills needed to perform the job satisfaction Job specificationshows what kind of person to recruit and for what qualities that person should betested Based on job description and job specifications, Human ResourcesDepartment chooses the recruitment strategies

The strategies will decide number of vacancies need to be filled Based on thenumber of position, Human Resources Department will create a recruitmentplanning, how many profile need at least, how many candidates will go throughthe screening applications, how many candidates will pass the interview, andwhich indicates how many candidates will be recruited (incase some candidatesreject the job after being accepted) The recruitment strategy is not only based onemployee requisitions but also other factors such as budget, time, company’spolicy etc

In the recruitment strategies, time and areas also be decided That means based

on various factors, the organizations need to choose the areas that help them to

attract and select the most suitable candidates It depends on the types of sourcesthe organization choose to select candidates, internal or external sources

Searching for job applicants: The second step to follow is searching for job

applicants After having completed recruiting strategies and plan, the realrecruitment and selection program will start

Advertising the vacancy is important activities in this step Recruitmentadvertising is a strategy that is typically employed as a way of attracting the rightkind of applicants for open positions within a firm To persuade as much ascandidates apply for the vacancies with minimum cost is the purpose ofadvertisement

Screening applicants: This is a selection step after receiving number of

application form The number of resumes may be exceeding the estimatednumber, so short-listing is important and careful action to not only choosesuitable candidates into next rounds but also keep the equal opportunities for allcandidates Short-listing is a pre screening as per the application on the basis ofpersonal specifications i.e required skill set, qualification and experience.Purpose of this step is choosing from number of resume the potential candidates

Maintaining an applicant pool: When an organization has an applicant pool,

after choosing the suitable candidates, organization also have to manageresponses to other candidates to let they know that their profile have been viewedand considered Keeping candidates’ profile, which is suitable with organizationbut not this position, will help organization in long term when they need torecruit for another position However, the most important notice in this step isdivided the candidates who willing to take the job and eliminate candidates whoare no longer interest in the position

1.2.2 Recruitment sources

Whilst, there different sources that one organization can choose for itsrecruitment process, basically they all divided into two types of sources: Internal

are known as the internal sources of recruitment Recruitment from all the othersources is known as the external sources of the recruitment

Internal Sources

Although recruiting may bring to mind employment agencies and online ads,filling open jobs with current employees (internal recruiting) is often anemployer’s best bet Internal sources are generally understood as employeeworking in organization, they are still divided into different types of internalsources

Transfer: The staff members are transferred from one department to another

according to their efficiency and experience

Promotions: The employees are promoted from one department to another with

more benefits and greater responsibility based on efficiency and experience

Upgrading and Demotion: The employees can be upgraded and demoted based

on their performance

Retired and retrenched employees may also be recruited once again in case of

shortage of qualified personnel or increase in load of work Recruitment suchpeople save time and costs of the organization, as the people are already aware ofthe organizational culture and the policies and procedure

The dependents and relatives of deceased employees and disable employees

are done by many companies so that the members of the family do not becomedependent on the mercy of others

External Sources of Recruitment

Press Advertisements: It is an external source, which has got an important place

in recruitment procedure The biggest advantage of advertisement is that it covers

a wide area of market and scattered applicants can get information fromadvertisements Medium used is Newspapers and Television

Educational Institutes: It is qualified source University or colleges is all good

choice for recruiters to find out qualified candidates, who have academicknowledge and skill In the educational institutes, they also provide facilities forcampus interviews and placements

Placement Agencies: To recruit high-qualified candidates for high and middle

manager position or executive positions, organization can hire privateconsultancy firms perform recruitment functions

Employment Exchanges: Government establishes public employment

exchanges throughout the country These exchanges provide job information tojob seekers and help employers in identifying suitable candidate

Labor Contractors: Labor intermediary or contractor supplies workers to a

producer for a fee, and the producer becomes the direct employer The role theyhave played in facilitating the flexibility of labor in more liberalized labormarkets

Unsolicited Applicants: Manual workers can be recruited through contractors

who maintain close contacts with the sources of such workers This source isused to recruit labor for construction jobs

Employee referrals/ recommendations: The current employees can make a

mention of their friend and relatives for some vacancies in their organization.Some organizations have formal agreements to give priority in recruitment to thecandidates recommended by the trade union

Recruitment at factory Gate: Unskilled workers may be recruited at the factory

gate these may be employed whenever a permanent worker is absent Moreefficient among these may be recruited to fill permanent vacancies

In general, internal and external source is both used in organization depended ondifferent position and specific requirement Internal sources have advantages aswell as disadvantages, external source too

First of all, using internal sources have some plus point in recruitment In theperformance side, when you promote from within or fill new positions withinternal candidates, there is a positive effect on staff morale, notes the HR Capwebsite Employees feel that the company rewards hard work by offering anopportunity to take on new responsibilities or move to a department in which anemployee has an interest Internal recruiting also can inspire employees toperform at peak productivity Internal recruitment might offer cost saving in thehuman resource management process because of the record of performanceavailable to recruiters An internal candidate has developed a track record ofperformance during employment that provides the most accurate assessment ofher on the job professional skills and experience If the company conducts formalperformance reviews, this employee performance and goal-setting informationwill give valuable insight to recruiters when assessing internal candidates What

is more, internal candidates are already familiar with the company's culture,policies and procedures When qualified candidates exist internally, recruitingcandidates internally can decrease the time it takes to fill a position In addition,the turnover of valuable employees is reduced through internal placement

Everything have two side, internal sources have some minus point also Internalcandidates can produce organization inbreeding and the candidates may have alimited perspective Internal recruiting has a way of limiting the flow of newideas into a company that can help to spur growth and development It also placeheavy burden on training and development Last but not least, internal resourcesmay cause political infringing for promotion Employees may feel pressured tocompete with each other to be considered for a position during an internalrecruitment process, and this can create conflict While the potential is there toimprove morale with internal recruitment, it could turn the other way and help tolower morale because employees become focused on competing for jobs ratherthan trying to become proficient at their current positions

Advantage and Disadvantages of External Recruiting Sources

There are some advantages of external Recruiting Sources One of theadvantages of external funding is it allows you to use internal financial resourcesfor other purposes If you can find an investment that has a higher interest ratethan the bank loan your company just secured, it makes sense to preserve yourown resources and put your money into that investment, using the externalfinancing for business operations You can also set aside your internal financialresources for cash payments to vendors, which can help improve your company'scredit rating Part of the reason organizations use external funding is it allowsthem to finance growth projects the company could not fund on its own Inaddition, managers have the opportunity to bring in new candidates who offer adifferent point of view from the existing staff.

Besides the advantages, External Recruiting Sources remain some disadvantages.First of all, the cost and time for recruitment is higher than using internal sources.This is particularly useful in a tight job market, when the number of externalcandidates applying for a given job opening can become astronomical In suchcases, selecting among qualified internal candidates may be efficient because itoffers costs savings, such as those associated with advertising and from usingstaffing resources to interview numerous external candidates External recruitingalso can cause some morale problem for internal candidates An externalcandidate that fulfills the experience and skills needed for a position might not fitinto the organizational culture

1.2.3 Recruitment Methods

The method and methodology for sourcing candidates can include many differentchannels and practices The methods consist of practices such as onlinerecruiting, holding job fairs, college recruiting, and the development of employeereferral programs The methodology behind each method typically outlines thespecific recruitment channels that will be used for each method Each recruitmentchannel can be judged on its efficacy by various metrics, such as number ofsourced candidates, the total cost of hire, and the long-term success of hires

Even that there are two main types of methods are external method and internalrecruitment

Internal recruitment is methods used to recruit candidates from current employeefor opening position

External recruitment is methods used to recruit candidates outside theorganization for opening position

There are various method to attract candidates apply for a job The way to attractcandidates is different between internal recruitment and external recruitment

In internal recruitment, we can use various ways to recruit for existingworkforce The most common way is recruitment notice The notice writingabout the opening position and send it to all staff in the organization Anotherway by introduction of staff in the organization, by using this method,organization can easily to discovery the suitable employee to fill the vacancyquickly Using database of current employee is also good way to find out whoqualified in accordance with the requirements of work quickly based on his orher knowledge and skill

Organization want to recruit from external sources can use different method toreach the object The most common way is used is using job advertisements such

as posting the information about opening including job title, job description, andhow to apply etc on local and national newspapers, notice boards or recruitmentfairs Online advertisement such as free online ads or job websites is new methodand becomes more popular these times Second method can be mention is usingrecruitment agency, which provide employers with details of suitable candidatesfor a vacancy and can sometimes be referred to as “ head- hunters” They workfor a fee and often specialize in particular employment areas There are someother methods like recruitment by campus, by job centers or word of mouthrecruitment (recruitment based on recommendation) is used widely

1.2.4 Selection process and methods

1.2.4.1 Selection process

Selection is the process choosing the best suitable candidate for a particularposition from the pool of qualified candidates Selection purpose is matchingperfectly the requirement of organization for opening position and the skills andqualification of the people Selecting the suitable candidate will not only increaseperformance of organization but also help organization avoid the problem ofemployee turnover Selection is negative process when the best suitablecandidates are selected that means other candidates are rejected This chart belowillustrates the selection process in an organization

Figure 1.3 Selection process

(Source: Human Resources Management – R.Mondy Rnoe, Spremeaux (1999))

Selection process starts immediately when recruitment process ends The results

of recruitment process will be used as sources for selection process Afterrecruited individual, the selection process will start with Preliminary Interview

Preliminary Interview: Preliminary Interview called a courtesy interview or

screening interviews, which is used to eliminate unqualified application based oninformation supplied in application forms Candidates will be asked some generaland simple question about company or themselves Some unsuitable candidateswill be rejected

Review of Applications and Resumes: The candidates, who pass preliminary

Interview, are asked for filling application blank Application bank includes datarecord of candidates such as age, qualifications, experiences etc Examiners willreview all application and resumes to check again suitable candidates

Selection Tests: The next step is selection tests There are various types of test

conducted based on the jobs specification and the company Aptitude Tests,Personality Test or Ability Test are some popular test, which companies use toestimate how well an individual can perform tasks related to job Other types oftest used to check personality of candidates also, are used such as Interest Test,Psychometric test or graphology test etc

Employment Interview: This interview is more formal than preliminary

Interview The second Interview is in-depth interview, which only used for asmall number of candidates who pass selection tests It can be one to one, panelinterview or sequential interviews

Reference and Background Checks: Reference checks and background checks

are conducted to verify the information provided by the candidates Referencechecks can be through formal letters, telephone conversations However it ismerely a formality and selections decisions are seldom affected by it

Selection Decision: The candidates, who have passed all before tests including

preliminary interview, tests, final interview and reference checks will be put ontable to make decision This is the most critical step in selection process whenmanagers are considered generally because it is the line manager who isresponsible for the performance of the new employee The candidates, who areselected, basically have the opening positions

Physical Examination: After the selection decision is made, the candidate is

required to go through a medical examination This is done to find out whether,the candidate is physically and mentally fit to do the job A job offer is oftencontingent upon the candidate passing the physical examination

Employed Individual: Job is offered to those applicants who have crossed all

the previous hurdles Normally, It is made by way of letter of appointment Theyare asked to join the organization on a particular date On the joining date, thecandidate is properly placed and inducted

1.2.4.2 Selection methods

There are several selection methods used by organization to choose the bestcandidates for the opening job We can divide it into seven primary methods,which are usually used in selection process Seven popular methods includeInterviews, References and Biographical Data, Physical Ability Tests, CognitiveAbility Tests, Personality Inventories, Work Samples and Honesty Tests andDrug Tests

Interview: This is the dialogue between interviewees and candidates to evaluate

the qualification of an applicant for employment Information provided in anapplicant's application for employment can be probed more deeply in theinterview and other information relevant to an applicant's qualifications can beelicited Since interviews can be rather flexible, any missing pieces ofinformation about an applicant can be collected at this time There are varioustypes of interviews in selection process Telephone Interviewing and In-personInterviews is two popular methods Following the telephone interview, therecruiter typically selects the candidates who were able to articulate their skillsand qualifications in a manner that meets the company's staffing needs An in-person interview is the most popular methods It is face-to-face interviews whichtake more time and money than telephone interview It is used to examinecandidates deeply and for asking specific question about knowledge related tocompany, qualification and experience of candidates The best practices for HR

selection methods dictate that at least one face-to-face interview be conductedbefore making a decision

References, Biographical Data is methods to gather background information on

candidates

Physical Ability Tests: Relevant for predicting not only job performance but also

occupational injuries and disabilities

Cognitive Ability Test: The cognitive ability test is another name for aptitude

tests or intelligence tests When the term cognitive ability test is used in apsychometric assessment context, it usually means all sorts of numericalreasoning, verbal reasoning, abstract reasoning, and mechanical reasoning tests

Personality Inventories: Several tests that attempt to characterize the

personality of an individual by objective scoring of replies to a large number ofquestions concerning the individual's behavior and attitudes

Work Samples: Work sample tests require applicants to perform tasks or work

activities that mirror the tasks employees perform on the job The examinerscreate some arbitrary situation when some problem occurs The candidates will

be asked giving action or solution in these situations

Honesty Test and Drug Test: Honesty test is usually paper and pencil testing

object to assess the likelihood that employees will steal Drug – use tests tend toreliable and valid, particularly when the screening tests are followed up withmore expensive confirmation test

1.3 Evaluation of the quality and quatity of recruitment and selection

Recruitment and selection is evaluated not only in short term but also in longterm evaluation Recruitment and selection procedures incur both direct andindirect cost Whilst the effective of recruitment and selection is evaluated based

on various factors, there are three main factors should be mentioned: Quality andquantity, time, cost There are some following formulas to estimate each factor

Quantity:

Quality:

- Job performance ratings (PR)

- Promoted rates of new hires (PH)

- New hire retained after one-year rate (HR)

- Quality of hire overall indicators ( QH)

Cost:

Time of recruitment: Time is non-financial factors however managing time foreach steps of recruitment and selection process should be carefully avoids deadtime

CHAPTER 2 CURRENT SITUATION OF RECRUITING AND SELECTING

ACTIVITES AT SONG DA HOLDING

2.1 Overview of Song Da Holding

2.1.1 Song Da Holding’s introduction

Song Da Holding is head offices of Song Da Corporation, which is a state-ownedenterprise founded in 1961 Headquarter is located at Song Da Tower, PhamHung Street, Tu Liem District, Hanoi, Vietnam The Corporation specializes inbuilding power plants, infrastructure, transport, industrial plants, civil works;fabricating and supplying construction materials, equipment; providingconsulting services, construction technology; trading real estate

Song Da Corporation is the general contractor of most of the largest hydropowerplants in Vietnam, such as Son La HPP (2400MW) which is also the largest HPP

in South East Asia, Hoa Binh HPP (1920MW) – the largest underground HPP inSouth East Asia, Lai Chau HPP (1200MW); and the EPC contractor of otherprojects in Viet Nam such as Tuyen Quang (342MW), Se San 3 (260MW), etc.Song Da is accounted for 85% of the hydropower construction in Viet Nam,being the leading company in this field in Viet Nam Song Da Corporation alsoexpands its activities to Laos with Xekaman 1, Xekaman 3 Hydropower projects

Song Da Corporation is one of the leading contractors for underground work inViet Nam, undertaking more than 100 kilometer of tunnel, especially Hai Vantunnel by NATM method

Many industrial projects were complete successfully by Song Da such as HaLong Cement Factory, But Son Cement Factory (1.4 million tons/year), Bai BangPaper Factory (55,000 tons/year), Minh Phuong Garment and Textile Factory (55million m/year) etc and also some traffic projects such as Lang Hoa Lachighway, National highway No 1A, No.10, No.18, Ho Chi Minh Highway, HaiVan Pass Tunnel, Deo Ngang Pass Tunnel etc

The Corporation has now nearly 30,000 officers and skilled technical workers, inwhich there are more than 4,000 technical and management officers owning atleast a bachelor degree Song Da people have strong commitment with theCorporation, they build and proud of the company’s culture Song Da attaches

great importance to human resource development, delivering training coursesevery year to his employees and workers Many of them were sent overseas tostudy and practice new technology and knowledge

In his long-term strategy, Song Da Corporation targets to be a leadingconstruction in Viet Nam and in the area, committing to develop sustainably withhighest social responsibility to best contribute to the country’s development

2.1.2 History of Song Da Corporation

Song Da Corporation is a State-owned enterprise founded in 1960 and directlyunder the management of the Ministry of Construction The Corporationspecializes in building hydropower plants, infrastructure, transport engineering,civil and industrial works; installing power transmission lines and sub stations atindustrial zones and urban areas; producing construction materials such as steeland cement, providing consulting service in construction; importing andexporting materials such as steel and cement, providing consulting service inconstruction; importing and exporting and exporting materials, equipment,construction technologies and others Song Da Corporation has completed manybig infrastructure construction contracts as well as building and upgradingimportant roads such as the national Highway 1A, National Highways 18 and 10,

Ho Chi Minh road etc especially building Hai Van Pass tunnel by applying newAustrian tunneling method (NATM), industrial works with high technicalrequirements such as Bai Bang Paper Factory, Minh Phuong Textile Factory, ButSon, Nghi Son and Hoang Mai cement plants and large construction works such

as Thu Do (the Capital) Hotel, Vietnam industrial and Commercial Bank OfficeBuilding, Posts and Telecommunications Centre Sun Red River Building, Song

Da Corporation is the investor of Hoa Binh, Yaly, Ha Long cement plants withcapacity of two million tones per year, Vietnam - Italy Steel Plant, My Dinh - MeTri urban area, Pho Noi A industrial zone, Dinh Tram industrial zone, and manyother industrial establishments

Song Da Corporation has taken part in building nearly all hydropower plants in

Binh Hydropower Plant - 1,920MW, Tri An Hydropower Plant - 66MW, VinhSon Hydropower Plant - 66MW, Yaly Hydropower Plant - 720MW, Song HinhHydropower Plant - 66MW and many others Those plants provide around 60percent of the total power output of Viet Nam, thus greatly contributing to thecountry's industrialization and modernization.

Song Da Corporation is the EPC contractor in implementing 273 MW Se San 3Hydropower Plant and 342MW Tuyen Quang Hydropower Plant under the formBuild-Operate-Transfer (BOT), Ry Ninh 2, Na Loi, Se San 3A and Nam Muhydropower plants under the form of Build-Operate (BO)

Song Da Corporation is the EPC contractor in implementing 273 MW Se San 3Hydropower Plant and 342 MW Tuyen Quang Hydropower Plant under turnkeybasis and also investor of some hydropower projects of small and medium scalessuch as Can Don Hydropower Plant under the form Build-Operate-Transfer(BOT), Ry Ninh 2, Na Loi, Se San 3A and Nam Mu hydropower plants under theform of Build - Operate (BO)

Song Da Corporation also engaged in building and installing numerous highvoltage power transmission lines and sub stations such as Pha Lai – Bac Giang220kV sub stations in Viet Tri, Trang Bach, Vat Cach, Bac Giang, Soc Son andexecuted a great number of low voltage power projects for civil utilization

Over more than 40 years of development and growth, Song Da Corporation hasaccumulated a pool of experience in design, construction and production.Presently, the Corporation has over 30.000 qualified technicians and skilledworkers (including 4.000 holding university degrees and higher) With anintensive investment in technological innovation, Song Da Corporation is nowthe only enterprise in Vietnam possessing the latest fleet of equipment andmachinery for construction execution

With the achievements and contributions to the country's development, Song DaCorporation was twice awarded of the noble Ho Chi Minh Medal and many other