The process of recruitment and human resources policy at Tuan Thanh Thao co., ltd.docx

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MINISTRY OF EDUCATION & TRAINING
HOCHIMINH CITY UNIVERSITY OF TECHNOLOGY
GRADUATE INTERNSHIP REPORT
THE PROCESS OF RECRUITMENT AND HUMAN
RESOURCES POLICY AT TUAN THANH THAO
CO., LTD
Subject: Business Administration
Instructor (Lecturer) : Nguyen Lan Huong
Student’s name : Bui Nguyen Phuong Trinh
Student’s ID: 1411143360 Class: 14DQTQ03
Ho Chi Minh City, 2018

i
MINISTRY OF EDUCATION & TRAINING
HOCHIMINH CITY UNIVERSITY OF TECHNOLOGY
GRADUATE INTERNSHIP REPORT
THE PROCESS OF RECRUITMENT AND
HUMAN RESOURCES POLICY AT TUAN
THANH THAO CO., LTD
Subject: Business Administration
Instructor (Lecturer) : Nguyen Lan Huong
Student’s name : Bui Nguyen Phuong Trinh
Student’s ID: 1411143360 Class:
14DQTQ03

ii
SOCIALIST REPUBLIC OF VIETNAM
Independence – Freedom - Happiness
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COMMENTS OF THE SUPERVISOR
Student’s full name: Bui Nguyen Phuong Trinh ..........................................................
Student’s ID : 1411143360......................................................................
Academic Year : 2014-2018...............................................................................................
1. Duration
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2. Department
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3. Responsibility and Discipline awareness
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4. Results
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5. General comments
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Supervisor

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SOCIALIST REPUBLIC OF VIETNAM
Independence – Freedom - Happiness
---------
COMMENTS OF THE INSTRUCTOR
Student’s full name: Bui Nguyen Phuong Trinh ..........................................................
Student’s ID : 1411143360 .......................................................................................
Academic Year : 2014-2018...............................................................................................
1. Duration
.........................................................................................................................................
.........................................................................................................................................
.........................................................................................................................................
2. Department
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3. General comments
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Instructor

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Ho Chi Minh City, 2018
ACKNOWLEDGEMENT
To complete the graduate internship report, I have received a lot of support
from teachers, family, friends...
I would like to extend my sincere thanks to teachers of Hutech University
have enthusiastically communicated to me of knowledge, experience of a lifetime
during the 3years of training under the roof of the school.
During the fact-finding in the company, I have learned a lot of knowledge
and gather more information needed to cater for my thematic. Even there are just
for weeks, this is the good opportunity to approach the author and reality of a
business unit economics .I would like to extend thanks to the directors, especially
HR department of Tuan ThanhThaoCo.ltd supply all officials and employees
create favorable conditions for authors complete this symposium.
Finally, please send thank all family and friends sincerely for their support,
help me during the past.
Thank You!

v

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TABLE OF CONTENT
COMMENTS OF THE SUPERVISOR........................................................................iv
COMMENTS OF THE INSTRUCTOR.........................................................................ii
ACKNOWLEDGEMENT .............................................................................................iii
TABLE OF CONTENT .................................................................................................vi
INTRODUCTION.........................................................Error! Bookmark not defined.
CHAPTER 1: OVERVIEW OF TUAN THANH THAO COMPANY THE
LIMITED ........................................................................................................................2
1.1.Brief Description of the Tuan Thanh Thao company. .........................................2
1.2.History of the Tuan Thanh Thao company. ..........................................................2
1.3. Functions ..............................................................................................................3
1.4. Missions................................................................................................................3
1.5.Organizational structure ........................................................................................3
1.5.1: Product portfolio………………………………………………………...……6
1.6. Business Operation Performance of Tuan Thanh Thao for the period 2015-
2017 .............................................................................................................................7
CHAPTER 2: THE PROCESS OF RECRUITMENT AND HUMAN
RESOURCES POLICY AT TUAN THANH THAO CO., LTD ...................................8
2.1.The situation personnel of Tuan Thanh Thao Co.ltd ............................................8
2.2 The process of recruitment at Tuan Thanh Thao Co., Ltd ....................................9
2.2.1 Purpose of recruitment....................................................................................9
2.2.2 The steps of recruitments................................................................................9
2.2.3 Sources of recruitment..................................................................................12
2.2.4 Criteria for screening candidates ..................................................................14
2.3 Strengths and weaknesses of Tuan Thanh Thao Co., Ltd ...................................15
2.3.1 Strengths .......................................................................................................15

vii
2.3.2 Weaknesses...................................................................................................15
CHAPTER 3: CONCLUSION......................................................................................17
3.2.The conclusion.....................................................................................................17
REFERENCES..........................................................1Error! Bookmark not defined.8

1
INTRODUCTION
Human resources are of great importance to every business, every organization and
even every country. It can be said without human resources will not be able to produce
because no matter how modern machines can not replace people. The economy of our
country is on the way of development and integration with the regional and world
economy. Vietnamese enterprises are also integrating into the process of integration.
In order to survive and develop in the present market, in addition to investment,
renovation of technology and modern equipment, enterprises must continuously
promote and improve the efficiency of human resource management and In particular,
the recruitment of qualified human resources will meet the requirements of production
and in the long term, high quality human resources will facilitate the expansion of the
workforce. In his development career, the company has constantly invested in
innovating production technology equipment, expanding production scale, increasing
production efficiency. In addition, the company also focuses attention on the human
resource management, especially the recruitment. In order to contribute to the
development of our company, we have chosen the topic: "THE PROCESS OF
RECRUITMENT AND HUMAN RESOURCES POLICY AT TUAN THANH THAO
CO., LTD”

2
CHAPTER 1: OVERVIEW OF TUAN THANH THAO
COMPANY THE LIMITED
1.1.Brief Description of the Tuan Thanh Thao company.
Trade name: TUAN THANH THAO co., LTD
Tax code: 0303392194
Address: 609 Nguyen Duy Trinh, Binh Trung Dong Ward, 2 District, Ho Chi Minh
City
Account Number: 6280421101230015
• business license: 0303392194 - date of issue: 29.7.2004
• date of operation: 01/08/2004
• Phone: 0822427457 - Fax: 37437390
• Director: NGUYEN DUC QUE
• Active Date: 30/09/2009
• Charter capital: 1.000.000.000 VND ( One billion )
• Tuan Co., Ltd is licensed by Ho Chi Minh City Department of Planning and
Investment to issue a business license number: 0303392196
- Registered for the first time: 30/09/2009
- 5th revised registration: 03/07/2014
- 6th revised registration: 27/08/2015
1.2.History of the Tuan Thanh Thao company.
In 2009, comes from the idea of giving consumers in all walks of society in the House
with the Nice furniture, luxury, space suits and class, Tuan Thanh Thao company is
established to perform that mission.
Initially operated only 6-7 employees full of enthusiasm, the company has walked the
first steps on the way of demanding business challenges. Thanks to the reputation in
the business and the best efforts of our staff have helped put more and more products
are present in the family not only in Ho Chi Minh City but also in other provinces,
bring back the confidence of consumers with the company's products.

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For more than 5 years of establishment and development, with disambiguation
“Tuan Thanh Thao-because of the quality of life” employees always try further efforts
to give our customers the best products and the most perfect service to be able to
satisfy all the most demanding customers.
The result is that now the company has reputation in the western provinces and
Ho Chi Minh City and other areas in General.
1.3. Functions
Production of interior decoration, advertising signs, household articles of aluminum -
stainless steel - glass. Produce and trade in household and home decorations.
1.4. Missions
With the aim of becoming a reputable supplier and reliable address of all customers in
home appliances, interior decoration, TUAN THANH THAO MANUFACTURING
AND TRADING CO., LTD. We have added modern machines and equipment to
improve our professional skills and workforce to provide the best products, the best
designs and suitable for all human beings. space; Satisfy the desire of the consumer
labor, social security, protection of the environment at the same time attention to the
interests of workers.
1.5.Organizational structure
Tuan Thanh Thao Company Limited with staffing structures are arranged very scientific,
consistent with the nature of production and business activities of the company, in accordance with
the laws of the Socialist Republic of Viet Nam.
Chart 1:Organizational structure of Tuan Thanh Thao Company Limited

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The basic functions and tasks of the Administration
Managing Director:
- The director plays an important roles and responsibilities in the company.
Essentially, he has the right to hire all employees, as well as assessing the overall
direction and strategy for his company. Moreover, he acts on behalf of the
shareholders to run the day to day affairs of Tuan Thanh Thao. The director is
accountable to the shareholders. Each year the company will hold an annual general
meeting at which the directors provides a report to shareholders on the performance of
Tuan Thanh Thao.
Administrative:
- General Administration Department occupies an important in Tuan Thanh
Thao. The department is incharge of providing comprehensive administrative
planning, leadership and organizational, as well as development of all
departments in the company. They also evaluate performance of all department
heads and their operations. In addition, administering all laws and policies
established is their responsibilities in Tuan Thanh Thao.
Direction
Vice president
Administrative
office
Accounting
department
Business
Department
Factory

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Accounting
- This is an important department in Tuan Thanh Thao. There are some specific roles
that the accounts maintain great relationships with vendors. the essential roles and
duties of virtually any accounting staff include some working as below
 Firstly, they have to make money out. It means that they are in charge of
making payments and keeping the bills paid
 Secondly, they have to make money in. It means that they are in charge
of processing incoming payments
 Thirdly, they have to make payroll to make sure that everyone gets paid
on time.
 Fourthly, they have to do report. It means that they are preparing
financial reports such as profit and loss, balance sheets and budgets
 Lastly, they have to control finance.
Roles of Business Department
- Together with the director general of the organization negotiating, drafting,
signing economic contracts
- Planning the sale of goods, direct transactions and sales contracts with
customers, debt recovery
- To carry out procedures and vouchers for the performance of the contract
Roles of Factory
- Includes basic tools, quality volume, storage, shipping.
- Organizing research and application of rules on quality measurement,
inspection and supervision of production and processing in laboratories.
- Research and improve equipment to improve product quality
- Manage, transport products to customers
- Establish and maintain a quality management system according to criteria
1.5.1: Product portfolio:

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ORDIMAL PRODUCT NAME ITEMS
1 INOX
Furniture
Handrail
Stainless steel gate
kitchen utensils
Instruments schools,
supermarkets, health ...
Sitchen cabinets, fences
More Products ...
2 GLASS
Senior glass tablE
Slass stairs
Senior mirror
Aluminum frame glass
Tempered glass
Art glass
Glass roof, bulkhead
3 ALUMINUM
Windows,doors,
aluminum wall
4 IRON
Iron gates
Iron door
Fencing
Handrail

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1.6. Business Operation Performance of Tuan Thanh Thao for the period 2015-
2017
Through three years of business activities, Tuan Thanh Thao achieved the profit which
in more and more increasing during three years, as in table 1.1
Table 1.1: Data of Tuan Thanh Thao Business Activities 2015-2017
Unit: VND
Items 2016 2017 +/- %
Sales
revenue 7306778659 9527484686 2220706027 30%
Cost 5650234206 7672839340 2022605134 36%
Profit 1656544453 1854645346 198100893 12%
The company's business results the average growth, the company's revenue in 2016 is
7306778659 VND, 2017 increase of 2220706027 VND, an increase of 30%, revenue
increased and expenses also increased, year 2016 was 5650234206 VND, 2017 is
7672839340 VND, an increase of 36%. The company's profit also rose in 2017, 2016
is 1656544453 VND, 1854645346 VND in 2017 was up 12%, the scale of the growing
company because the company has expanded through the market every year.

8
CHAPTER 2: THE PROCESS OF RECRUITMENT AND
HUMAN RESOURCES POLICY AT TUAN THANH THAO
CO., LTD
2.1.The situation personnel of Tuan Thanh Thao Co.ltd
Table 2.1. The number of staff at Tuan Thanh Thao co,.. Ltd
(Source: Human resources Department)
Number of employees 3 years 2015-2017 ascending, demonstrates that
companies are increasingly developing scale operation, indeed, Tuan Thanh Thao
company has opened a number of products and increase the number of sales staff to
market development activities, Tuan Thanh Thao company has opened three more
stores and offering goods for some supermarket, so the force management and staff
employees working increasingly recruit more
Gender
2015 2016 2017
(%) (%) (%)
Male 23 43,3 26 38,2 27 38,8
Female 30 56,6 42 61,7 45 62,3
<30 age 26 49,1 38 55,9 42 58,3
30-45 age 21 39,6 24 35,3 24 33,3
>45 age 6 11,3 6 8,8 6 8,3
University-
College
16 30,2 23 33,8 25 34,7
Intermediat
e
14 26,4 19 27,9 19 26,4
Labourer 23 43,4 26 38,2 28 38,9
Total 53 100 68 100 72 100

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.
2.2 The process of recruitment at Tuan Thanh Thao Co., Ltd
2.2.1 Purpose of recruitment
 Recruiting is the process of finding and attracting capable applicants for
employment.
 Encouraging a good number of candidates to apply for the organizational
vacancies.
 Creating a talent pool of prospective candidates that enables the selection of
best candidates to suit for the organizational need.
 Increasing organizational and individual effectiveness in the short and long
term.
2.2.2 The steps of recruitments
Interaction guide
Hiring decision
Checks again
Interview candidates
Collect and research record
Notice of recruitment need
Identifying recruitment needs

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Chart: The steps of recruitments of Tuan Thanh Thao Company
Step 1: Identifying recruitment needs
- Planned: The needs arising from changes in organization and retirement
policy.
- Anticipated: Anticipated needs are those movements in personnel, which an
organization can predict by studying trends in internal and external
environment.
- Unexpected: Resignation, deaths, accidents, illness give rise to unexpected
needs.
Step 2: Notice of recruitment needs
Usually the employer information will be updated in the company website
or pasted on the bulletin board of the company and announced within the
company or will be sent to the Office of introducing the work of the press, the
job Center. Content includes: company name, title of work need employment,
required qualifications, age, gender, health, language, experience, the necessary
documents, the time limit for filing, contact address.
Step 3: Collect and research the records
After the posted vacancy, the reception will receive profiles of candidates.
Then the Director would proceed to conduct and process profiles of the
candidates after they have collected, and compared with the requirement of the
Department, if not sufficient to recommend the addition or removal. According
to the regulations of the company, including: job application job applications,
resumes, diplomas, training certificates, birth certificate, health certificate and
accompanying candidate information sheet when applicants submit the
application documents. Ends the process of receiving records, administration-
personnel will inspect the selection of candidates through resumes. Then, will to

11
plan specific to the time and place of interview notifications to candidates for
each requirement.
Step 4: Interview candidates
Usually, the head of the HR Department will direct the interview.
Interviewer can used flexible questions fit each specific candidate in order to
examine more thoroughly the candidates. During the interview, the Board
interview the company always pay attention to the candidates feel confident and
be respected and attention adjust professional conversation.
This interview helps candidates to exchange of ideas and information and give
testimonials. The end of this process the HR staff will report the results of the
evaluation of the candidates to Director.
After the interview is completed, the candidates write an article think about the
interview then send it to the Director for review.
Step 5: Checks again.
After round of interviews with candidates, interviewer will follow up with
candidates to hear feedback and also gather more information candidates at this
point. The interviewer will work with HR team to decide between additional
interviews of other candidates or making an offer.
Step 6: Hiring decision.
Based on the assessment of the candidates that the Head of HR had
results, the Director will make the decision to accept or not accept the candidate
to work at the company. After the candidates meet the requirements that have
been approved by the Director, the recruitment staff will conduct:
- Inform candidates who meet the requirements and the time to start working.
- Besides send mail thanks to for candidates who do not meet the requirements
expressed goodwill to the interest of the candidate with the company.

12
Step 7: Interaction guide
- Introducing the system in a company.
- Arranging work for new employees.
- Helping employees access to new job.
Table 2.2: The result of process recruitment third quarter 2017
(Unit: Person)
Ordinal Position Department
Month
7 8 9
1 Accountant Accounts
Department
6 5 7
2 Businesser Business
Department
3 7 3
Amoun 9 12 10
( Sources of supply: Human resources department )
2.2.3 Sources of recruitment
Some of the most important methods of recruitment are as follows:
 Internal sources:
Internal sources refer to recruitment from the present work force of the
enterprise itself. If there is a vacancy in the enterprise at any time, someone
already working in the enterprise in promoted or transferred, as the case maybe.
Filling vacancies form own existing employee’s boosts the morale of the
employees because they look forward scope and avenues for their career
advancement.
Advantages:
 Cheaper and quicker to recruit
 People already familiar with the business and how it operates
 Provides opportunities for promotion with in the business–can be motivated

13
 Business already knows the strengths and weaknesses of candidates.
Disadvantages:
 Limits the number of potential applicants
 No new ideas can be introduced from outside
 May cause resentment amongst candidates not appointed
 Creates another vacancy which needs to be filled.
 External sources:
The human sources external is an enterprise can options to recruitment his
candidates broadly. It is classified into:
 Referrals candidates: Many a times, the existing employees of the enterprise
and other sister organizations can to present suitable candidates. In this case,
kinship, friendship and village ties of the existing candidates expectedly play a
major role in the recruitment process.
 Recommendations: Sometimes the entrepreneurs receive recommendations
from their friends and relatives to employ the persons known them. The
experience suggests that the entrepreneurs need to be cautions in considering
such recommendations.
 Advertisement: the entrepreneurs can use advertising to interview candidates,
they advertise their vacancies in the newspaper, magazines, television, radio,
internet… This manner ensures wider and better choice for entrepreneurs to
recruit the candidates.
Advantages:
 Outside people bring in new ideas
 Larger pool of workers from which to find the best candidate
 People have a wider range of experience.
 Create new opportunities for job seekers and experience employees.
 High productivity
Disadvantages:
 Longer process
 More expensive process due to advertising and interviews required
 Selection process may not be effective enough to reveal the best candidate.

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 External candidates ask for more salary and benefits
 Candidates may quit the job within short period if uncomfortable.
Third Party:
These include the use of private employment agencies, management
consultants, professional bodies, employee referral, voluntary organizations,
trade unions, data banks, labor contractors etc., to establish contact with the job-
seekers.
2.2.4 Criteria for screening candidates
On each recruitment, the company recruits different positions such as:
accountant, interior designer, marketing.... Therefore, the company needs to
build a job description, job requirements for the employee, standard of work
implementation, standard for selection of candidates.
The positions are selected with the following standards:
- Qualification: Graduated from the University, College, trade school, have the
technical qualification in the field of recruitment. The company always
prioritize those candidates graduating with distinction
- Skills: The candidates must be fluent in English and good communication
- Experience: Prioritize the candidates who have experience, seniority in the
field of recruitment, especially the important position as Chief, team leader ...
- Form: The candidates must have attractive appearance, catch up and quickly
resolve all situations.
The standards of the company are understandable and concise. However,
they are not sufficient for the candidates to evaluate whether they are eligible
and suitable to the company or not.
Table 2.2 The number of employees of the Tuan Thanh Thao Co., Ltd in
2017
Department Quantity Qualifications Age
Directorate 1 University 50 - 55
Business
Department
34 University,
College…
22 - 45

15
Accounts
department
15 College,
Intermediate
school……
22 - 30
Branch 4 University,
College,
Intermediate
school…
25 - 47
(Sources of supply: Administrative Department)
2.3 Strengths and weaknesses of Tuan Thanh Thao Co., Ltd
2.3.1 Strengths
 On recruitment process: although not yet perfected but the recruitment
process of detailed company and science. This issue help for filtering
companies are highly qualified personnel, in accordance with work
requirements. Thanks to good recruitment process that in the past the
company always ensure adequate numbers of staff to meet work
requirements.
 On determining the needs recruitment: the company based on the job
description, determine the excess work people, missing people through the
head of the Department to determine the number of the standard, the need
to recruit. So that the company always has the quick, timely decisions with
real needs, to ensure all activities are settled.
2.3.2 Weaknesses
 The grounds for recruitment was not performed well, the company does not
regularly established HR recruitment plans, in many cases when work arises
when conducting recruitment to fold, this leads to passive condition,
reduces the ability to attract skilled employees. So the company has lost a
staff member.
 On the other hand, labor at large companies personnel resources are mostly
direct labor groups such as: protection, driver, driver side. Therefore, after

16
the recruitment companies have to take some time to vocational training for
them, this will increase the company's costs.
 The application of form of payment by volume, quality of work, besides the
above advantages, still has the existence of certain limitations. Because the
company has applied forms of payment by volume, quality of work, but the
average salary of workers are higher than those in other companies.
 Payment form according to the assigned tasks associated with the results of
the company's business and production with respect to staff members, in
addition to the above advantages, still has disadvantages such as assigning
jobs for workers will occur the following situation: When workers get more
workload but have less time or less workload but more time, it will lead the
workers will not complete the job on time or cause the waste of time.

17
CHAPTER 3: CONCLUSION
The conclusion
Careers in the business usually starts when the recruitment replacement can not
be performed. So, the quality of the special attention required personnel to be able to
recruit the most suitable candidates with the criteria. Different businesses will have the
personnel recruitment methods vary depending on the economic component, the field
and the scale of the active businesses, ... However, the recruitment process of the
business are the same as the desire to employ talent and retaining long-term talent with
business, and the company also is no exception. recruitment process undergo the
interview round basic to professional, time trial, do post harvest after the time trial, the
company is eager to find skilled employees and ethics for his business. This is the
most important goal of the Tuan Thanh Thao company
some recommendations improve quality of jobs at the company, I hope that will
help the company had many improvements in recruitment processes to get the
qualified personnel, in accordance with the company's culture and the like dedication,
commitment, contribute to promoting development company

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