Group presentation for HRM class by Mr. Hoang Anh Duy on TOPICA Native (FTU - International Business Administration Advanced Program)

1. REPORT ON
HUMAN RESOURCE MANAGEMENT

2. Introduction……………………………………………………..…
Literature review on Human Resource Management….....
Job Analysis…………………………………………………..……
Recruiting & Selecting……………………………………….…..
Performance Management………………………………….…..
Recommendations…..................…...................................

5.  Leading online training and education in Southeast Asia
 First Vietnamese organization to export educational
technology abroad
 More than 1400+ full time employees, 1000+ part time
lecturers in Manila, Singapore, Bangkok, Hanoi, Ho Chi Minh
City. HCMC and Da Nang
 Of 6300 former TOPICA university students, hundreds have
become directors, owners, managers; 16.1% after learning
with TOPICA is the average wage increase

7. Keeping talent and high position employees

8. TOPICA Native’s job analysis process has not been
conducted meticulously  Job description & Job
specification are not presented logically and lack
several important information

9.  Taking advantage of both internal and external
sources and tools, TOPICA seeks and attracts a large
number of candidates every month.
 TOPICA selects online English teachers and other
positions based on two factors:
 Suitability: Who meets the most demands of the job
 Malleability: Who fits well with the existing work groups
and the cultural norm of TOPICA Native

10.  Divides the approach to measuring performance into
meticulous, detailed and specific steps:
 Collecting employees’ information
 Appraising employees based on an evaluation standard
 Listening to feedback
 Rewarding or penalizing

18. Job Description should include:
- Date, who prepared, department
- Job Description (Job title, Report to, Summary, Salary
Range & Benefit and Hour required)
- Duties (Major duties, minor duties)
- Relationship/context
We should add some important duties to JD.

22.  Job Specification should include:
- Date, who prepared
- Goals/Objectives of Position
 Requirements should be classified into categories:
- Education/ Experience
- Knowledge/ Skills
- Physical Requirements
- Mental and Emotional Requirements
 IELTS band score required should be clarified.
 Add two important requirements.

26. Sources & Tools
Internal External

27. • HR Planning
• Job Analysis
• JD, JS
Pre-
recruitment
• Recruitment
• Selection
• Staffing
Recruitment
• Training
• Developing
• Management
• Compensation
Post-
recruitment

28. Step 1: Filter
CV
Step 2:
Interview
Step 3:
Training
Step 4: Mock
teaching

29. 3 main steps:
 Screening Applications and Resume
 Interviewing
 Making selection & Training course

32. 2 round:
1st round: check professional knowledge and
skills: excel, career oriented, career
development...
2nd round: check human qualities and give
GTAT(Global Topica Aptitude Test)

36. KE|TRA|PHA|KY
kết quả trách nhiệm phát triển kỹ năng

39. Example of how this English center measures
the outcome of an employee:

41. KE follows MBO (management by objective method):
- Every figure of objectives is pre-determined  increase
harmoniousness + reach company’s goals.
 An excessive number of classes  a predicted
decrease in quality because of high level of pressure
on teachers.

43. Qualitative measures of KE adheres to BARS
(behaviorally anchored rating scale)
 effective and unbiased
This model uses the languages like “sometimes” and
“amiable languages”  ambiguous for employees

45. The method covers:
 The whole process of progress of a particular
teacher.
 All aspects of employees’ loyalty, time and effort
 holistic and pragmatic to be deployed.

47.  Job description and Job specification
should be presented more logically and
added in several important information
such as: the date, the name of person
preparing them, working conditions,
objectives of position and so on.

48.  The process is too long, candidate cannot
follow and might drop on the way 
Shorten the process and focus on raising
commitment after recruitment

49.  Keep the balance between efficency and
equity.