0 оценок0% нашли этот документ полезным (0 голосов)
9 просмотров39 страниц
Mechanical engineering is a field that plays an important role to social life of the developed countries. Most of companies are in lack of employees who master in professional skills, foreign languages, sence of work, etc. During the internship period, working at in the company, researcher got some information and data to analyse the prolem of the company and suggest some recommendations as solutions for these shortcomings.
Mechanical engineering is a field that plays an important role to social life of the developed countries. Most of companies are in lack of employees who master in professional skills, foreign languages, sence of work, etc. During the internship period, working at in the company, researcher got some information and data to analyse the prolem of the company and suggest some recommendations as solutions for these shortcomings.
Mechanical engineering is a field that plays an important role to social life of the developed countries. Most of companies are in lack of employees who master in professional skills, foreign languages, sence of work, etc. During the internship period, working at in the company, researcher got some information and data to analyse the prolem of the company and suggest some recommendations as solutions for these shortcomings.
First of all, I would like to present my gratitude to Ms.Nguyen Thi
Thanh Tam as my supervisor who has guided me how to start and operate my research, to conduct a great plan to write my report. She has also supported and provided a lot of useful knowledge to me. Without her help, my report would not e completed. !esides my advisor, I would like to e"press my thankfulness to all the memers of my group for their encouragement, insightful comments, and friendly assistance. #nce again, I offer my regard and lessings to all of those who supported me during the period of internship and composing the report. $ EXECUTIVE SUMMARY Mechanical engineering is a field that plays an important role to social life of the developed countries. There are more and more enterprises investing in this field. %lthough it re&uires a large numer of laour force, most of companies are in lack of employees who master in professional skills, foreign languages, sence of work, etc. Therefore, it affected on the &uality of service as well as usiness efficiency. Thanh 'ong commercial mechanical limited company is a representative for the ones that have to face with this prolem. (uring the internship period, working at in the company, researcher got some information and data to analy)e the prolem of the company and suggest some recommendations as solutions for these shortcomings. The report ases on the knowledge and skills which the writer has got from internet and the document from the company*s %ccounting department. %ll the contents of this report are on purpose of answering the &uestion of improving the &uality in recruiting serving staff in the company. It aims at two main factors+ ,ecruitment methods+ including advertising, screening profile, filling vacancies with suitale applicants, conducting interviews and selecting. Treatment policies+ including contract, proationary period, salary, onus. - TABLE OF CONTENTS ACKNOWLEDGEMENTS............................................................................1 EXECUTIVE SUMMARY.............................................................................2 INTRODUCTION...........................................................................................4 Chapte 1! INTRODUCTION OF T"AN" LONG COMMERCIAL MEC"ANICAL LIMITED CO#ANY..........................................................$ $.$. #verview of Thanh 'ong commercial mechanical limited company..................... $.-. /urrent situation of human resourse in Thanh 'ong commercial mechanical limited company............................................................................................................0 Chapte 2! T"EORETICAL FRAMEWORK...........................................11 -.$. The overview of the usiness service in 1ietnam and its role in the economy.. .$$ -.-. The asic theory of 2uman ,esource .................................................................$- -.3. The factors which directly affect the recruitment activity of a company............$4 Chapte %! ANALYSIS AND FINDINGS...................................................22 3.$. The prolems of the company*s employee.........................................................-- 3.-. The recruitment status of the company in recent month.....................................-4 3.3. The limited factors affect to recruiting................................................................-5 Chapte 4! RECOMMENDATIONS...........................................................%2 6.$. Suggestions in term of recruitment methods.......................................................3- 6.-. Suggestion in term of treatment policies.............................................................36 CONCLUSION..............................................................................................%& REFERENCES..............................................................................................%' %778N(I9 ,8F8,8N/8 3 INTRODUCTION I(t)*+,t-)( ). e/ea,h t)p-, #ne of the survival element of an enterprise is product*s &uality. !eside the capital to invest in facilities, human resources is also an essential issue in order to ensure that the customer satisfies with the &uality of product. 8specially in service, it re&uires a large numer of direct laour force, which is one of the most important and irreplaceale factors to ensure the service. Therefore, enterprises have to organi)e and manage their employees reasonaly. %s well as many other company:s, Thanh 'ong commercial mechanical limited company has had strong changes in human resources. 2owever, in the conte"t of that country*s economy and mechanical industry are under;developed, in order to maintain the development and usiness effectiveness, The company has to study to innovate their management. The usiness situation of Thanh 'ong commercial mechanical limited company has recently gone up, not only turn over, ut reputation is affected. The company*s customers regularly complain aout the attitude of the waiter and the &uality of serving. The urgent need now is to reconsider employee*s &uality and have a look at recruitment, in order to regain customer*s confidence and increase profit. Therefore, after a short time directly working as a staff at the company, I decide to choose topic + <I0p)1-(2 the 3+a4-t5 -( e,+-t-(2 /e1-(2 /ta.. -( Tha(h L)(2 ,)00e,-a4 0e,ha(-,a4 4-0-te* ,)0pa(5= for my internship report. 6 Rat-)(a4e/ The main purposes of this report are to >a? analy)e and point out the shortcomings of the company in recruiting the employee such as+ methods of recruitment, treatment policies, etc. >? figure out the reasons of this situation@ this study will analy)e the status of human resource of the company in the last few months in order to evaluate the reality of recruitment, and >c? finally, suggest some solutions and recommendations ased on the usiness situation and aility of the company Re/ea,h 3+e/t-)(/ The report will focus on answering these &uestions as follows+ $. 2ow does the manager of the company recruit serving employeesA -. Why is the company recruiting activity still weakA Which factors affect on the recruitmentA 3. What should e done to help the company improve the &uality of its recruitment methodA Meth)*)4)25 The study is primarily ased on the analysis method applied for the companyBs recruitment. This analysis will point out the real possiility of the company.In addition, the researcher will use some general theories of management and operation from the official sources to uild the firm asis of argument for the report. % final report with the key findings will e clearly spelled out, including tales summari)ing all helpful and reliale data will e sumitted. 4 S)+,e/ a(* 0eth)*/ ). *ata ,)44e,t-)( Most of the information in this study will e collected from the real data at the the company. %fter a short time directly working as a staff at the company, the researcher has uilt accurate and solid arguments which sumit to the study. !esides, the reseacher would use the information are collected from newspapers and the internet. The theories from usiness te"tooks also are used to support the report. The purpose of collecting these data is to demonstrate the idea given in this study. This report comprises four chapters: /hapter I+ Introduction of Thanh 'ong commercial mechanical limited company. This chapter presents the company*s foundation, development and current situation of human resource in recent months. /hapter II+ Theoretical Framework This chapter presents general theories on human resource and factors which directly affect on recruitment activities. /hapter III+ %nalysis and Findings This chapters presents the reality of the company*s employees in recent month and limited factors affect on recruiting. /hapter I1+ ,ecommendations This chapter gives some suggestions to solve the prolems in term of recruiting methods and treatment policies. 5 Chapte 1! INTRODUCTION OF T"AN" LONG COMMERCIAL MEC"ANICAL LIMITED CO#ANY #ver a period of internship in the company, the researcher initially studied the asic information of the restaurant as well as its operation and usiness activities. This is an overview to uild the platform to understand and analy)e the specific prolems of the company. This information will e presented in /hapter I of the report. 1.1. O1e1-e6 ). Tha(h L)(2 ,)00e,-a4 0e,ha(-,a4 4-0-te* ,)0pa(5 1.1.1. F)+(*at-)( a(* *e1e4)p0e(t Thanh 'ong commercial mechanical limited company is under The 2a Noi C , was first estalish in -DD4 at the corner of /hi (ong C Me 'inh district, 2a Noi city. The company manufacture tools y mechanical engineering. 1.1.2. The 0a(a2e0e(t /t+,t+e ). the ,)0pa(5 The company has $4D staffs, in which 04E has graduated university with maFor of mechanical engineering and Finance. In the ranch, there are 0 departments operating under the direction of oard of director. . 1.2. C+e(t /-t+at-)( ). h+0a( e/)+/e -( Tha(h L)(2 ,)00e,-a4 0e,ha(-,a4 4-0-te* ,)0pa(5. %fter 0 years, with the est effort of the whole office leadership and memers, The company has had its own clients, and rand in high potential markets such as+ 2a Noi, 1inh city, etc. Since its foundation, the turnover of the company has kept growing, even when the mechanical industry has faced with a lot of difficulties. !eside the &uality of sevice, human also play an important part in success of the company. The staff are always professional in uniform, serving style, and communication skills. The customer, who are the conse&uent or even the first time coming the company, feel comfortale and satisfied. 2owever, nowadays, the company still has to faced with many troules. The turnover has gone down, the customer complains aout the servers of the staffs. %lthough the customers, especially regular customers, often offer dissatisfied comments aout serving sector. The &uestion given here is+ <What are the reasons for this situation of the companyA=. #ne of the iggest shortcomings of the company is recruiting activity. 0 There are no standard and specific re&uirement for the candidates. ,ecruiting process takes out carelessly and roughly. ,ather than that, the recruitment advertising was done poorly. 2ence files sent to the employer are so complicated. It leads to the low &uality of the server. In addition, enefits for the staff are not attractive, contract of work is not clear and tight, therefore, most of the employees &uit after only a short time. This causes the shortage of human for the company, and affects on serving process. G (ue to 0 years developing and e"panding to the ig and potential market in all over the country, the company has set up a network of customers who can e considered as loyal customers. !ut it*s not enough for the development of the company. The urgent need now is to reconsider the human resource possiility >especially in recruiting? and support development strategy, in order to regain reputation and increase revenue for the company. %ll information aove is an overview of and its general activities. The researcher hopes that it will ring to the readers some general look of the report*s oFect. In the latter part of this report, she will introduce the theoretical framework ; general theories on human resource and recruitment to uild the firm asis of argument for the customers. $D Chapte 2! T"EORETICAL FRAMEWORK In /hapter $, I has provided some asic information aout the company. In /hapter II, I would like to give the theoretical framework on the involved aspects, including the theories of human resources, recuitment and factors which directly affect the recuiting activity of a company. Through theories mentioned in this chapter, the writer would like to uild a solid theoretical asis for the main issues analy)ed in the following sections of the report. 2.1. The )1e1-e6 ). the 7+/-(e// /e1-,e -( V-et(a0 a(* -t/ )4e -( the e,)()05. 2.1.1. The )1e1-e6 ). the 7+/-(e// /e1-,e -( V-et(a0 In recent year, thank to achievements in the industry and the State, the country*s economy has grown &uickly, gross domestic product >H(7? increases annually and people get higher income. #n the other hand, tourism industry is constantly developing. So, mechanical field also deveplops. it:s necessary to deveplop economy for the country. Therefore, mechanical engineering is important to us.To meet the need of the society, many people are Foining in this field. 2.1.2. The )4e ). 7+/-(e// /e1-,e .) the e,)()05 In -DD5, 1ietnam officially ecame the $4D th memer of the World Trade #rgani)ation >WT#?. Service is the fastest growing sector of the world*s economy, accounting for 5DE of worldwide production and generates 3DE of total employment. % famous %merican entrepreneur has advised his children IJou should only concentrate on two usiness lines+ catering services and fuel, you always get higher profits and never e unemployedI. 8conomists have summari)ed that if the H(7 increases $E, the turnover of usiness service will increase y $.4E. For tourism, the cost of food, $$ everages in the total cost of the trip ranges from $0;-DE K3L. In the Mnited Stated of %merica, revenues from services of food, drinks at the ig hotels accounted for 3DE of total K6L. Importantly, this service helps to increase the value on agriculture products, livestock, a&uaculture and food processing industry. %ccording to the research results, catering service makes the value of this products higher to 3DDE, get profits of aout 6D;4DE of total revenues. It could e said that, the usiness services would have opportunities to grow when the economy and tourism developed. This service not only ring high profits, ut estalishes market, improves the value of the other industries*s products and creates more Fos for the society. Moreover, it also plays an important part in promoting the image of 1ietnam to the world. To the forecast of the ne"t 4 years, with the integration as now, the usinessman would encounter many oppotunites as well as challenges. In order to promote the advangtages and opportunities, overcome the challenges, contriute to the social;economic development, one of the determinants is training and fostering the human in this field. In addition, the State also has a strong role in enacting policies to promote the usiness. 2.2. The 7a/-, the)5 ). "+0a( Re/)+,e Human resources is a term used to describe the individuals who make up the workforce of an organization, although it is also applied in labor economics to, for example, business sectors or even whole nations. Human resources is also the name of the function within an organization charged with the overall responsibility for implementing strategies and policies relating to the management of individuals (i.e. the human resources). his function title is often abbreviated to the initials !H"!# ($efinition, courtesy of %ikipedia). $- In order to support to the report, the writer only e"press two function in 2,, the management and recruitment. 2.2.1. The "R 0a(a2e0e(t &oncept The concept of 2uman ,esource Management >2,M? in the view of 2, e"perts is <the management of an organisation's employees# >%rmstrong, Michael, -DD5?, it is also <the function within an organization that focuses on recruitment, management, and providing directions for the people who work in the organization# >Susan M. 2eathfield, %out.com Huide?. In general, 2,M includes all the decisions and management activities that affect on the relationship etween usiness and the staff. (unction %ccording to Susan M. 2eathfield > %out.com?, a memer of the Society for 2uman ,esource Management >S2,M? and the %merican Society for Training and (evelopment >%ST(?, 2uman ,esource Management has many functions as+ <.. deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.#, .. also a strategic and comprehensive approach to managing people and the workplace culture and environment. )ffective H"* enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization+s goals and ob,ectives.# $3 To understand this theory simply, the reader can look at the following chart+ F-2+e 2! The "+0a( Re/)+,e Ma(a2e0e(t (-ource. http.//www.youthmagz.com/artikel0120%hat0is0Human0"esource0 *anagement0$efinition.html ) 2.2.2. Re,+-t0e(t a(* /e4e,t-)( #nce an organi)ation identifies its 2, needs through employment planning, it can egin recruiting and selecting potential candidates for actual or anticipated organi)ational vacancies. "ecruitment is process of discovering potential candidates for the vacancies. The management set up a successful 2, planning that can identify the organi)ational 2, needs. #nce these needs are known, organi)ation will $6 do something to meed them. The stages in recruitment include sourcing candidates y advertising or other methods, screening potential candidates, interviews, selecting candidates ased on the results of the interviews, and on;oarding to ensure the candidate who are ale to fulfill their new roles effectively. -election simply involves choosing the right person for the Fo. It is a process of discovering &ualifications and characteristics of Fo applicants that are suitale with Fo re&uirements. 8ffective selection re&uires a methodical approach to prolem of finding the est matched person for the Fo . 3pplicant recruitment and employee selection form a ma,or part of an organization+s overall resourcing strategies, which identify and secure people needed for the organization to survive and succeed in the short0 to medium0 term. "ecruitment activities need to be responsive to the increasingly competitive market to secure suitably 4ualified and capable recruits at all levels. o be effective, these initiatives need to include how and when to source the best recruits, internally or externally. &ommon to the success of either are. well0defined organizational structures with sound ,ob design, robust task and person specification and versatile selection processes, reward, employment relations and human resource policies, underpinned by a commitment for strong employer branding and employee engagement and on0boarding strategies.# >Nadler ' 8d., $G06 ?. 2.%. The .a,t)/ 6h-,h *-e,t45 a..e,t the e,+-t0e(t a,t-1-t5 ). a ,)0pa(5 2.%.1. The e,+-t0e(t p),e// The recruitment and selection are two maFor function of the human resource department. ,ecruitment process is the first step that towards $4 creating the competitive strengths and the strategic advantages for the organisations. ,ecruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and re&uires many resources and time. % general recruitment process is as follows+ Chat 2! Re,+-t0e(t p),e// (-ource. http.//recruitment.naukrihub.com/recruitment0process.html8 1. 5dentify vacancy. The 2, department identifies the vacancy ased on receiving the re&uisisions of recruitment from any department of the company. These contain+ posts to e filled, numer of persons, duties to e performed and &ualifications re&uired. 6. 7repare ,ob description and person specification. the employer will identify position re&uiments in term of general tasks, functions, and responsiilities. It may often include the &ualifications or skills of $5 candidates, or a salary range. They also prepare Fo specification which descries the essential knowledge, skills, education, e"perience, and ailities . 8. 3dvertising the vacancy+ the vacancy is communicated to the candidates y means of a suitale media such as television, radio, newspaper, internet, direct mail, etc. 9. -hort0listing+ (uring this period, the employer may e"clude some unsuitale candidates for the Fo, don*t need to do other procedures in the recruitment. The recruiter must read carefully through each application and assess each applicant in relation to the position description and person specification. :. 3rrange interviews. after choosing suitale applicants, the employers arrange interviews to check the accuracy of profile as well as assess candidates in terms of personal characteristics such as+ personality, temperament, appearance. In addition, the recruiter also talk more detailed aout the conditions and enefits of Fo. ;. &onducting interview. (uring the interview, the interviewer is responsile for communicating relevant information of the Fo to the Fo applicants and clarifying the &ueries they may have aout the position, organi)ation, or interview process. She or he must control the interview process to complete on time. <. $ecision making. %fter the interview , the employers evaluate the data gathered at interview to select the preferred candidates. Then they have to provide information candidates of selection decision to close of the recruitment process. $. The recruitment process is immediately followed y the selection process i.e. the final interviews and the decision making, conveying the decision and the appointment formalities. 2.%.2. #)4-,-e/ t) 9eep e0p4)5ee When applying in a company, policies for staff is the typical element that an applicant concerns aout. The employment contracts and enefits are the important items. E0p4)50e(t ,)(ta,t. 3 contract of employment usually defined to mean the same as a !contract of service! >in the MN, s.-3D 8mployment ,ights %ct $GG5?, is a category of contract used in laour law to attriute right and responsiilities etween parties to a argain. #n the one end stands an IemployeeI who is IemployedI y an IemployerI. It has arisen out of the old master;servant law, used efore the -Dth century. 7ut generally, the contract of employment denotes a relationship of economic dependence and social suordination. In the words of the influential laour lawyer Sir #tto Nahn; Freund >$G.-?, !the relation between an employer and an isolated employee or worker is typically a relation between a bearer of power and one who is not a bearer of power. 5n its inception it is an act of submission, in its operation it is a condition of subordination, however much the submission and the subordination may be concealed by the indispensable figment of the legal mind known as the +contract of employment+. he main ob,ect of labour law has been, and... will always be a countervailing force to counteract the ine4uality of bargaining power which is inherent and must be inherent in the employment relationship.! $0 %ccording to ordinance on employment contract of Socialist ,epulic of 1iet Nam >%ugust 3D th $GGD?, <contract of work may be written contract or oral agreement= >clause 5?. (epending on type of usiness and working time, the companies will choose a suitale form of contract. <wo parties are obliged to strictly abide by the agreements in the employment contract. 5f any parties violates the contract that causes damage to the other, they must take responsibility and pay compensation depending on the degree of damage:>clause .?, despite of type of agreement. In laour contract, there are always provisions of must done works, wages >salaries?, working place, contract duration and the conditions are prescried y law legislation on laour safety and social insurance of workers. Teat0e(t p)4-,-e/. #ne of the most important elements that candidates consider when they apply in company is treatment policies. This policies include salary and enefits such as+ onus, holiday, insurance, etc. 3 salary is a form of periodic payment from an employer to an employee, which may e specified in an employment contract. From the point of a usiness, salary can also e viewed as the cost of ac&uiring human resources for running operations. <"emuneration (salary) that is paid for employees shall not be less than the minimum wage prescribed by the -tate#(ordinance on employment contract, clause 4, $GGD) =onus refers to e"tra pay due to good performance. !onuses reflect a given employee:s level of responsiility in the organi)ation, making up a larger portion of the employee:s total compensation as the employee takes on more responsiility. /orporate triumphs take on greater importance for a given onus as the employee ecomes more senior within the organi)ation. $G This is ecause at higher levels of the organi)ation, the employee ecomes more accountale for the success of the usiness. -D 5nsurance, holiday are elements that many candidates pay attention when applying for a Fos. Insurance is a promise of compensation for specific potential future losses in e"change for a periodic payment. Msually, staff will have insurance after proationary period of three months is over. For the catering service, especially in restaurant usiness, recruitment activity and treatment policies are considered as key factors that directly affect on &uality of employees as well as services. In order to improve the &uality of services and usiness activity, the managers must effectively concern aout these factors. %ove it is the asic theory of 2,M, recruiment and key factors affecting recruiting activity in a company. This is the asis to uild the logical grounds for the analysis of the prolems given in this report. -$ Chapte %! ANALYSIS AND FINDINGS In /hapter $ and /hapter - of this report, the writer has provided asic information aout the company and uilt the theoretical framework for the entire report. In this chapter, the main contents of the report will e presented. That is the analysis of issues that the restaurant is facing and the reasons for that. The analysis is ased on the theory and the data e"plored in the course of practice in Thanh 'ong commercial mechanical limited company, focuses on analy)ing the recruitment activities of the company. %.1. The p)74e0/ ). the ,)0pa(5;/ e0p4)5ee %.1.1. Se1-(2 att-t+*e The processing and supplying product aspect plays a decisive role for the development of human society. The higher the income and livehood of people are, the more important role of this field is. Nowadays, the dietary needs are different from the previous years. 2uman re&uirements for e&uipment are given much higher to apply for insdustry and household.. %ccording to usiness e"perts, a good products must ensure the following asic standards+ eing attractive, solid. %nd one of the most important factors which influences in the satisfaction of the customer is serving attitude. Henerally, the serving attitude decides 4DE of the company*s success. In fact, many usinesses do not pay attention to this item, therefore they lose their customers. -- Chat %! Stat4-(2 .a,t/ e2a*-(2 the ea/)(/ 7+/-(e//e/ 4)/e ,+/t)0e/ The company has set up short time ago and created its own rand. 7eople come to the company ecause of good &uality, eautiful view and professional serving style. 2owever, recently, the company has received many complaints from customers aout the serving attitude of the servers. !-taff attitudes are very patronizing, every time 5 wanted to keeps good ca, we had to call four or five times, employees carry out any function burning and very unp0leasant attitude. >osing money like begging for it.!, said from a customer named ?guyen hi *ai <5t's the first time 5 came here, 5 asked the maid for the advices of good. -he was not concentrated and ,oked with another staff. hat made me unpleasant.=, posted in a forum http+OOwww.muahang.com y cuncon2;. @ood cuisine, beautiful space, but the serving attitude was not 4uite well. 5 must reconsider to bring my parents and girl friend here.# /omment of *r.ung in a forum ++http.//www.muahang.com Many customers feedack that they not only were not served enthusiasticly ut were discriminated. If they ordered e"pensive good, they would get etter care. The customer named Mai, http+OOvo)forums.comOshowthread.phpAtP0-0$- said 5t's actually shortfall to see the attitude of the staffs when we are group of girlfriends. when 5 keep cheap good, they are intentional to distrubute bad 4uality. #n the other hand,usually, the guests must e welcomed with warm smiles and dedicated service during the time at the company. 2owever, many customers reflected that there are any grumpy and unfriendly staff, from whom even did not see any smiles. That rought the feeling of uncomfortality. -3 %s *r. $ung, <5f this staff is perceived by customers as providing poor or indifferent service, he/she will not shine as much as the staff who does not do everything correctly, but enthusiastically tries to please each and every customer.= (3rticle -ource. http.//)zine3rticles.com/9699:A<). Serving attitude is a factor to attract and keep the clients for the company The etter services offered, the more people came to the company. 2ence, Thanh 'ong*s usiness would e still worse if the manager did not adFust their employees. %.1.2. Re/p)(/-7-4-t5 t) 6)9 The workers perform a Fo that is always in demand. The server have responsiility to serve the customers*s needs during the time they are in the the company. o the staffs, after greeting the guests, giving a seat, ringing list and taking the order, they have to ensure that the meal is ring to the right good. Then, the staffs must pay attention to the needs of the good.. In case of the company, customers often complain aout time. They have to wait a long time for goods that they have ordered. %ctually, after taking the order, the staff sometimes do not make things until they finish the story that they are talking aout. This wastes time and lets the customer wait. In addition, after delivering products, the waiters usually gather to Foke, some do private work, and forget to take care of the guests. Therefore, the customers feel uncomfortale and don*t want to come ack the company anymore. -6 Irresponsile staff will influence in not only &uality of work ut also the others. 2ence, it affects on the reputation, even the turnover turnover of the company %.2. The e,+-t0e(t /tat+/ ). the ,)0pa(5 -( e,e(t 0)(th %.2.1. U(/ta74e 3+a(t-t5 ). e0p4)5ee This is a &uite large company. It re&uires a ig numer of staff for each sector. %lthough recruitment activities are ongoing, deficiency in staff was always e"isted at the company. 2ence, the &uantity of employees always unstale. The staff usually have to work overtime, especially when someone asents. Further more, when the customers is too crowded, the manager also must work as a staff. Therefore he gets the dificulties in controlling and solving all the complaints or re&uirements from the customers. The shortage of human causes dificulties and affects on the &uality service of the company. #ne person has to do the workload of - or 3 persons and as the result, the service cannot e at the est &uality. For e"ample, each server must do almost all the sectors of the serving process. They take the order from customers, delivery goodls, and clean the space. Sometimes, the leader is also a server. The staff is one of the important elements to help the company run smoothly. The &uantity is unstale and so causes the usiness activity uneffective. If this posiility occurs in a long time, the managers might face with the possiility of closing the company. -4 %.2.2. L)6 3+a4-t5 ). e0p4)5ee Msually, re&uirements for an employee in the company are &uite high. %t each part, there are different skills and duties. he staffs need to have skills, knowledge and health. they need to understand clearly the menu items and name of goods, so that they can answer and advice customer. It is essential for servers to re&uire kinds of goods and understanding, and communication skills, which are very important ecause these skills will help the staffs serve etter. 2owever, in the recruitment process of the company, the management did not re&uire candidates too much on education or e"periences. This leads to the input &uality of the staff cannot e guaranteed. In common, the company has to spend aout 3D days training new staff, ut only $4 days. 2owever, the employees of the company change conse&uently. In some cases, new staff worked only a short time, for aout few days, even $ or - days, and then were out. !ecause there is no contract etween the employer and employee, the staff can &uit the Fo whenerver they want without notice. %s the result, the company falls into passive situation of human lack. The situation of staff who are almost new, not educated and e"periened causes ig prolems for the company. 'ow &uality of employees caused low &uality of service. Which leads to affection on company usiness. The troules in human remind the management of the company to consider the recruitment activity in order to select employees carefully. %.%. The 4-0-te* .a,t)/ a..e,t t) e,+-t-(2 %.%.1. Re,+-t-(2 0eth)* ). the ,)0pa(5 ,ecruiment is e"tremely important to the success of a usiness. 2owever, some employers have not really understood and got unfortunate -5 mistakes. The company is a usiness suffering from this ug. 2ere are erros in recruiment process of the company. (irstly, advertising activity is not only in small scope, ut also poor contents. the company advertised the vacancy in three chanels+ newspaper >Mua Q !Rn?, internet, http+OOwww.muahang.com and direct notice in front of the street. The small scope of ads limmited the numer of applicants. In addition, contents of ads are Fust asic descriptions in term of position, general re&uirement, working time,etc. The recruiter do not offer any information aout responsiilities as well as enefits for each staff. This certainly cannot attract many applicants. -econdly, the employer do not resume candidates*s profile carefully. 7rofile re&uirements which the company offers is poor. There are personal profile, health certificate, and photocopy of I( in the resume. %nd the candidates will apply when interviewing. In fact, the applicant profiles do not include information in term of characteristics, education, etc. so the employer cannot find candidates*s profile which match re&uirements of the company, as well as check accuracy of information in the resume. hirdly, recruitment is done to fill in vacancies. %s a staff leaves the restaurant, the manager has to seek for a new one to replace. ,ecruiment activity has done &uite hastily. #n the other hand, to save time and costs, manager often use personal relationships or through the relationships of current employees. %s the result, urgently recruited employees don*t have enough skills that meet the Fo re&uirements. (ourth, employers are unprofessional in interviews. In common, the interviewer will raise the &uestion to see candidate*s real aility, knowledge and evaluate the competence. !ut in interviews, the manager of the company Fust glanced at the applicant*s resume. The interviewer asked for asic -. information, possile working time, then he told in general aout salary, duties and re&uirement of work. Finally, if the candidate agree with the conditions that the restaurant offered, they can start working the ne"t day. %lthough the company are in lack of staff, the manager seem not to e keen on recruiting. Mnder; estimating the role of employee and recruiment, the manager of the company puts themselves in difficult position. ,ecruiment activity was done poorly, carelessly, and unprofessionally, which makes the company missed capale candidates and cannot ensure the &uality of employees. %.%.2. The teat0e(t p)4-,-e/ !esides the shortcoming in recruitment process, the employer misses two important elements that help keep and attract the applicants+ contract of work and enefits for staff. In the interviews, the manager of company has not offered a contract in which specifies the responsiilities of an employee as well as provision of enefits. The applicants are not clear aout their rights and oligations when they works here. They compare the conditions among many restaurants, and choose the est place which are the most suitale and attractive. 2ence the company might miss capale candidates. &ontract of work The first prolem comes from employment contract. /ontract of work is an important document that ensures the rights and oligations for employees and employers. Msually, the contract will e signed when an employee starts to work. 2owever, in this company, no contract is signed. There is no written contract, ut oral agreement. In the interviews, the manager offers general provisions of company aout proationary time, -0 duties and responsiilities, and enefits. If candidates agree, they can start to work the following day. -G 7roationary period usually relates to the first ninety days of active employment. /ompany has to pay for staff <AB of basic salary >ordinance on employment contract, clause $3, $GGD? in this time. 2owever, in this company, this period of time is a week, and payment for employee is 4DE of salary, lower than in provision. (uring this time, the company reserves the right to terminate the employment without prior notice. % proationary clause allows the company to &uickly end an employerOemployee relationship that is oviously not going to work. In fact, proationary period in this company not worth. !ecause the company are in lack of human, all staff will e kept. In addition, the manager seem to skip to assess the ailities and performances of new employees. Therefore, they cannot evaluate and consider accurately whether new staff are capale of work. These lead the &uality of employee not to e ensured. !esides, it is a fact that numer of employees of the company is untale. 7eople applies for the Fo, then they leave &uickly without notice. They &uit after 3 to 4 working days, or one month. The main reason for this situation is contract*s agreements. %ll the provisions and conditions in contract will guagrante the rights and responsiilies of oth parties. When one side reaks the contract, they must compensate for the other. Nevertheless, contract of 7aloma is Fust oral agreements. This means that if any employees leave, they will not e punished for violating the contract. Therefore, a staff &uit the Fo is out of control of manager. It is a &uestion for restaurant of changing form and editing conditions of the contract, in order to control its staff more strictly. 3D =enefits for staffs The second issue that employees are interested in is enefits for staff. Setting up effective treatment policies helps the restaurant manage their employees more effectively. The element that people are most concern aout is salary. With the detail analysis in term of recruiment activity of the company the limitations that the company encountered in recent month, we reali)e the danger of failure ehind of the company has not appreciated the role of recruiment process for improving the &uality of employees and services. %n urgent re&uirement placed now is to find solutions to improve the recruiment activity. These suggestions will continue to e presented later in this report. 3$ Chapte 4! RECOMMENDATIONS In order to promote the &uality of employees and &uality of serving process, the matter of improving the recruiment method and setting up a complete employement contract is a necessary isue of the company as well as the customers. 4.1. S+22e/t-)(/ -( te0 ). e,+-t0e(t 0eth)*/ 4.1.1. A*1et-/-(2 Today, traditional recruiment advertisments in newspapers, internet, or in collaoration with Fo agencies, headhunting services, etc, is still considered relatatively common. Most of Fo advertiments are aimed at <popular= candidates. The restaurant should e"pand the scope of ads, so that the oFects of recruiment are more. Sust three channels as newspapers, internet and direct notice in front of the restaurant, this leads to limitation of the &uantity of applicants. 2ence the manager will have a few selections for the vacancies. !esides, the content of ads also should e changed. The recruiment information should e more attractive, rich and special, which will attract more people to look at ads and apply for the vacancy. This also enales their advertisement to stand out in the relevant pulication and uild an employment rand. Totally, using many channels of advertisment will help the restaurant*s manager have more opportunities to select applicants who can meet their re&uirements. 3- 4.1.2. S,ee(-(2 the ,a(*-*ate;/ p).-4e This is one of the sectors which help the employer short out and check the honesty in candidate*s profiles. In order to check the candidates: honesty efore deciding to approach and interview them, the manager should do some calls to the previous managers, or hiring company to investigate the candidates. If the recruiter screens the candidates*s profile carelessly, it will waste time to deal with the one who pusure higher enefits than the recruitment udgets. The employer also cannot evaluate whether or not candidate*s knowledge and e"perience might e suitale to the position. 2owever, at first, the restaurant should add more items in candidate*s profile, such as certificate, /1,etc. !ecause the temporary re&uirements of profile are so poor. The interviewer cannot find any information or &ualifications of applicant which match the re&uirements they offer. 4.1.%. F-44-(2 1a,a(,-e/ 75 /+-ta74e ,a(*-*ate/ !ecause there is a vacancy when a staff leaves the restaurant, the need of new one is urgent. !ut the manager should take time to find as many suitale candidates as possile. Those will e candidates in reservation in case the company is in lack of employees. Furthermore, the manager should not depend much on relationships. !ecause most people from these relationships often are unskilled, ine"perienced or un&ualified candidates they cannot e option at this time. 4.1.4. Ma9-(2 p).e//-)(a4 -(te1-e6 In the interviews, the interviers should not talk too much aout the company , giving the &uestion to support the interviewees to show their knowledge and ailities as well as to present desires when doing this work. 33 !esides, the interviewers also e professional in dress and speech. /ourtesy should e shown, ut flippant shouldn*t. That is easy to make the applicants have no good impression. Then may influence in the desire to apply for the Fo. Moreover, lacking professionalism in interviews makes &ualified candidates disappointed and give up the application ecause they don:t have a chance to show themselves in the most ade&uate way. ,ecruitment activity plays an important role to the development and survival of a company. Therefore the manager of the company should do the recruitment carefully in order to choose suitale applicant who meet Fo re&uirement, to support to the development of the company. 4.2. S+22e/t-)( -( te0 ). teat0e(t p)4-,-e/ The employer needs to introduce clearly and specifically contract*s conditions and enefit policies so that candidates are ale to understand oviously which rights and oligations they have. 2ence, the applicants can consider and have e"actly decision. 2owever, at first, the company must edit and draft a complete and oviously contract as well as enefit policies in order to attract the candidates. 4.2.1. E0p4)50e(t ,)(ta,t /ontract of work is a very important document. It should e signed in written form. Working at the company is maForly seasonal Fo, so that the management of the company do not offer any contracts, ut oral agreements. In fact, the company*s manager should provide a contract that includes suitale provisions and clauses in term of duties, responsiilities during working time. 2e also supplements provision of punishment when a staff 36 reak the law as well as the contract. These activities help the company control their employees more strictly. In addition, the manager also performs his responsiilities during proationary time of new staff. %lthough the company is in lack of human, the manager still has to evaluate accurately and oFectively performance and ailities of employee. 2ence the capale employees will e kept and unsuitale people are dismissed. This is a very important sector to find good staff, then improve the employee*s &uality for the company. 4.2.2. Be(e.-t/ .) /ta.. 8very company wants to hire team of employees that work for long time. 2owever, if treatment policies are not attractive, employees will automatically leave the company. the company is suffuring from this situation. Salary and onus policies are two maFor reasons that make employees &uit working. Firstly, the management of the company should increase asic salary for employees. 2igher income will make employees e"ited and interested in working. %nd the amount of wages must e announced for all people, in order to avoid eing Fealous and dissatisfied attitudes among staff. Secondly, onus for the staff must e reconsidered. The current amount of money is too small, employees often feel dissatisfied and unfair. They consider that the money is not worth with their effort. #n the other hand, there are often many conversations among the staff of different restaurants. The differences on treatment policies among the company will affect on the employee*s psychology. Therefore it causes ad impacts on serving &uality. 34 %ctually, enefits is influent in the efficiency of work. If the company don*t change the policies, they will never have professional and stale workers. The &uality of service also cannot e improved. %ove are the suggestions of researcher to increase the &uality of employees as well as &uality of services through recruitment process and treatment policies. These recommendations are mostly ased on analysis gained during the practice and research period in the the company, which are clearly presented in /hapter III. The writer hopes that these studies will help the company to improve its &uality of recruitment activity, therefore increases the &uality of services and do usiness well. CONCLUSION 2uman are the most important resource for any organi)ation. The success of usinesses mainly depends on the capacity and performance of employees. #n the other hand, when an un&ualified worker is hired recklessly, he ecomes a urden for usinesses. Therefore, recruitment activity is always a critical issue if the enterprises want to have good workforce in order to get success. %t the moment, in specific case of Thanh 'ong commercial mechanical limited company, finding methods to improve the recruitment activity is essential for its e"istence and development. #ne company wants to e chosen y customers has to e known and satisfy at least one demand of consumers. What can e done to help the company improve &uality of service as well as employeeA That is the main purpose of this study. 35 In the report, the researcher focuses on analy)ing the human and recruitment situation of Thanh 'ong commercial mechanical limited company and suggests some solutions for the prolem. This conclusion ased on the limited knowledge of the writer and the factual document from the restaurant. It is mainly oserved under the matter of recruitment activity. That is also main factors which directly affect on the human resource management of a firm, together with training, development, evaluation and reward. ,esearcher hopes that this study can play a small part to help the company deal with its prolem. #nce again, the researcher would like to present her regards to all of those who support her to complete this report.
3. REFERENCES E(24-/h $. %rmstrong, Michael >-DD5?. 3 Handbook of Human "esource *anagement 7ractice >$Dth ed.?. 'ondon+ Nogan 7age. -. >abour and the >aw, 2amlyn 'ectures, $G.-, clause . 3. Nadler ' 8d., $G06, he Handbook of Human resources $evelopment, Sohn Wiley and Sons, New Jork. 6. What is 2uman ,esources ManagementA, y Susan M. 2eathfield, %out.comHuide http+OOhumanresources.aout.comOodOglossaryhOfOhrTmanagement.htm 4. The /aterers+ Modern catering services. http+OOven.vnOthe;caterers;modern;catering; servicesTt..c$G6n-3D63tn.asp" V-et(a0e/e 5. 7HS.TS. NgU Nim Thanh ; TS. NguyVn 2oWi (ung >-DD5?, CyD nEng 4uaFn triG, 5.;5G, N9! XaYi hoYc Ninh TZ[ \uU[c (]n, 2a^ NUYi. .. HS.TS. NguyVn 1_n X`nh, Ths. 2oWng Tha 'an 2bcng deng chf iZn, -DD3, &Hng nghIG 7huGc vuG trong ChaJch saGn ?haK haKng, $$3;$-., N9! XaYi hoYc Ninh TZ[ \uU[c (]n, 2a^ NUYi. 0. 7HS.TS NguyVn 1_n Mgnh ; Ths. 2oWng Tha 'an 2bcng chf iZn, -DD4, LuaFn triG kinh doanh ChaJch saGn, $44; $53, N9! XaYi hoYc Ninh TZ[ \uU[c (]n, 2a^ NUYi. G. /hi[nh sa[ch dahi ngUY dU[i vc[i nh]n viZn. http+OOwww.hrclu.com.vnOinde".phpA optionPcomTcontentQviewParticleQidP3G4+chinh;sach;ai;ng;i;vi; nhan;vienQcatidP.-QItemidP$$3 30 $D. MUYt sU[ v][n dZ^ vZ^ ]im thbYc va^ pha[t triZin du liYch taYi viZYt nam. http+OOwww.itdr.org.vnOdetailsTnews;";$6G.vdl 3G