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ACKNOWLEDGEMENTS

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..............................................................................................%'
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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.
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