I.

Resourcing
1. Workforce planning

Definition: Human resource management is the process of acquiring, using, training and
developing human resources in order to effectively implement the organization's goals while
contributing to the goals of the individual.

Workforce planning factor: is the process of analyzing and identifying the needs and
available human resources for the organization to achieve its goals, including retaining staff
and attracting new talent. By connecting your staffing plan to your company's strategic goals,
you and your staff will ensure your organization's competitive advantage. There are also
recruitment and selection.

Examples: FPT Education (FPTE), in particular FPT University, is currently in need of fresh
and professional staff, including teachers, lecturers and administrative staff. The purpose of
building a firm system for the organization is to ensure the quality of supporting and teaching
students. Its slogan: “Dream of Innovation” is the motive to drive all actions needed for the
further development of FPTE. To do so, each branch of FPTE has to fulfill the need of staff
to operate its system. Each period, such as the opening of school year, be ready for the
university’s occasions, FPTE hires and recruits the staff with the most precise information
and qualification. Also, for each major, FPTE has to carefully consider lecturers and teacher
assistants to offer students the best knowledge and professionalism.

Besides, FPTE brings such an inspired working environment for workers, as shown in all
FPT workplaces with a modern, green, clear architecture. Classrooms and meeting rooms are
extremely comfortable and suitable for work and study in the most productive pace. Such
small places to relax are not out of sight in the structure, all are combined to provide the most
relaxing, efficient for teachers, staff as well as students to produce the most innovative work.

To enhance and motivate the staff, FPTE offers a golden chance for people to take advantage
of and upgrade themselves. All staff are trained in orientation program and experience FPTE
culture to absorb the spirit of FPTE. In addition, staff are re-trained for better expertise in
period such as short-term class for language, soft skills, according to their major needs.
What’s more, staff themselves stand a chance to be recruited and trained to be promoted to
higher position. FPT Care is a health program that FPTE establishes to ensure the quality of
workers to be well enough to operate in the system.

2. Recruitment

Recruiting methods are usually two-way internal and external.

Internal Recruitment: This recruitment method selects the main candidates as employees
available in the company or uses the people in the company to recruit recruiters. Recruiters
can use the following methods: First Job Announcement: This is a bulletin board for
positions that need to be recruited. Second Introduction of staff, employees and employees in
the company: based on the relationship of colleagues in the company with potential
candidates, employers can find people who can match task. Finally, based on employee
information in the Employee Profiles folder: Each company always lists a record of
employee records stored in the management software of the HR department. In particular,
there are detailed information about the person, such as skills, educational level, professional
experience and factors to consider for the position to be recruited

External recruitment: This recruitment method selects candidates outside the company.
Employers can use the following methods: First is to advertise on the media: employers can
post jobs through television channels, newspapers, magazines and radio. Today, with the
development of information technology, the most convenient method is through the Internet.
In Vietnam, there are many supportive employment websites. Second is the Job Placement
Center: for companies with no HR department, this method is most common. These centers
are usually local universities, colleges and local labor authorities. Finally, the Job Fair: This
is also the place where employers meet, exchange directly with the potential candidates

Example: When it comes to teaching a subject, especially in a major such as IT, business,
FPTE has to seek out candidates related to teaching expertise with proper qualification.
Meanwhile, after a long time, FPTE should consider to train the lecturer to a higher expertise
to achieve higher position. In the long run, the lecturer will become a new recruiter for FPTE.

Strengths and weaknesses

Internal recruitment methods have the following advantages: With the recruiting process of
this method, using the current human resources, the recruiter does not have to spend time as
well as expenses for the company brokerage head hunting others. Moreover, this is a way of
rewarding the employees who contributed to the company. For example, the company is
looking to recruit "managerial" positions, after reviewing current capabilities, the company
promoted to higher-level employees. This also makes them more excited and will also stick
with the company more. In addition, they are familiar with colleagues as well as the way the
company, things are progressing easier. Beside the disadvantage with this method of
recruitment, the company can face the difficult situation in personnel management, because
of internal turbulence. Promoted to anyone who does not want to, but with a position cannot
have many people do. Thus, it can lead to an underground struggle with each other. Thus,
employees will conflict with each other, affect the co-workers and sometimes, the
performance is not high. Also, by having the company's staff introduce the candidate, siding
in the company is inevitable. Therefore, the company needs to be cautious.

The method of recruiting outside has the following advantages: This method gives the
company many talents as well as new ideas. If you meet the candidate has a lot of work
experience, the cost of training is also less expensive. This method also creates a reasonable
and fair career development for everyone in the company.

Disadvantage however, the cost of recruitment is quite high, especially through the
brokerage employment. The company must pay them a fee for the recruiting service. In
addition, this can make it difficult to manage the human resources available in the company,
because of problems with internal staff who want to promote or use. Due to new entrants, the
company also needs a certain time to reorganize the organization chart

Example: FPT Education

Internal External
Strength  Reduce time to hire: some  Open the organization up to a
administrative staff of FPTE larger pool of applicants,
can be manager or even which increases its chance of
lecturers when they work finding the right person for the
long enough since they are job.
 prescreened for culture fit,  Provide an opportunity for a
their track record is easily fresh outlook on the industry
accessible, they may not that they may need to stay
always need full interviews competitive.
with managers to check their  Motivate the current
expertise. employees to produce and
 Shorten onboarding times: achieve more in hopes of
those staff of FPTE know obtaining the next promotional
how it operates and most of opportunity.
policies and practices, be  Target the key players that
familiar with people in their may increase competitive
new team, know the content advantage. Hiring a candidate
and context of their new with a proven track record for
roles. the competition allows the
 Cost less: no need to ost ads company to get an insider's
on job boards, subscribe to view as to what the
resume databases, pay for competition is doing to be
backgrounds checks successful. This gives the
organization a chance to stay a
step ahead of the competition.

Weaknes  Create resentment among  Recruiting candidates with

s employees and managers: limited understanding of
managers may feel FPTE’s motto: managers will
unsatisfied a they have lost a need to rectify to help him/her
good employee, also causing to understand the way things
conflicts and jealousy since are done.
they are not promoted (e.g.  Time-consuming: post
lecturer may become head of advertisements of recruitment
HRM) drive and go through a
 Leave a gap in existing possibly huge pool of
 workforce: if a lecturer leaves
for the new position, FPTE
has to recruit a new staff for
the vacant position, again
taking a long time
 Limit pool of applicants: if a
role is fairly new, FPTE staff
will have other specialties and
may not be able to fill this
skills gap. Relying solely on
internal hiring makes FPTE
miss the chance to hire people
with new skills and ideas.
applicants in order to select the
best candidate for the vacancy
 Issues of maladjustment: There
is also the possibility that the
new employee may not be able
to adjust with the new
environment and the existing
employees. This can result to
unfavorable situations, such as
people leaving FPTE.

Contents of recruitment advertising

Recruiting methods are usually two-way internal and external:

Internal Recruitment: This recruitment method selects the main candidates as employees
available in the company or uses the people in the company to recruit recruiters. Recruiters
can use the following methods: First Job Announcement: This is a bulletin board for
positions that need to be recruited. Second Introduction of staff, employees and employees in
the company: based on the relationship of colleagues in the company with potential
candidates, employers can find people who can match task. Finally, based on employee
information in the Employee Profiles folder: Each company always lists a record of
employee records stored in the management software of the HR department. In particular,
there are detailed information about the person, such as skills, educational level, professional
experience and factors to consider for the position to be recruited

External recruitment: This recruitment method selects candidates outside the company.
Employers can use the following methods: First is to advertise on the media: employers can
post jobs through television channels, newspapers, magazines and radio. Today, with the
development of information technology, the most convenient method is through the Internet.
In Vietnam, there are many supportive employment websites. Second is the Job Placement
Center: for companies with no HR department, this method is most common. These centers
are usually local universities, colleges and local labor authorities. Finally, the Job Fair: This
is also the place where employers meet, exchange directly with the potential candidates

3. Selection

Selection process

The selection process includes the following steps:

Step 1: Initial reception and preliminary interview. This is the first step in the selection
process, which is the first meeting between the candidates and the candidates.

Step 2: Screening through resume. A job application is an objective procedure. It is not a

substitute for face-to-face contact with a company representative. On the other hand, the job
application only asks for a limited number of issues so it loses. Given the diversity and
abundance of the work experience, the experience of job applicants, they cannot explain
thoroughly the problems they have done in the past.

Step 3: Personnel tests in the selection. Often the business should divide the personnel test
into the following categories: Achievement Test, Skills and Ability Test, Personality Test and
Tests, Fidelity Tests, Medical Tests

Step 4: Interview selection. Selection Interviewing is the process of verbal communication

(through questions and answers) between recruiters and job applicants, which is one of the
methods of gathering information for decision making. . There are many ways to interview:
Sample Interviews, Situational Interviews, Targeted Interviews, Stress Interviews, Group
Interviews, and Interviews with the Board.

Step 5: Get a health check and assess the fitness of the candidates. In order to ensure that
candidates have the long-term ability to work in organizations and to avoid the undue
demands of the person being recruited for health, the next important step is to conduct a
medical examination and evaluation fitness of the candidates.

Step 6: Interview by the direct leader. In order to ensure consistency from the selection
committee to the direct supervisor and the employer, a direct interview of the person in
charge should be made to assess more specifically the candidates, which are One step is to
identify the important role of the grassroots.

Step 7: Verify the information obtained during the selection process. In order to determine
the reliability of the information obtained through the selection process, we must perform a
re-verification of the accuracy of the information. There are many ways to verify information
such as exchanges with old organizations that employees have worked on, listed on the job
application, or where the certificate has been issued.

Step 8: Visit the job. Job seekers always have expectations for job satisfaction. If the
business makes workers frustrated because they do not have enough information about the
job, it will be very detrimental for newcomers to take the job. Therefore, in order to provide
job applicants with a final decision on employment, the organization may allow applicants to
visit or hear a full explanation of jobs that, once recruited, will be available must do.

Step 9: Make decision to recruit. Once all of the above steps have been taken and the
recruitment information has been met in accordance with the selection criteria, the selection
committee will make the recruitment decision for the applicant. The basis for this decision is
based on the subjective evaluation methodology in accordance with the phasing out
procedure and the results of the interview and the assessment.

Example: Recruiting a new IT lecturer for IT Major in FPTE. There are 4 rounds in the
procedure.

Round 1: Post a requirement and open to receive all applications. After the deadline, board of
recruitment will gather to select a number of qualified applicants. Then set out a schedule for
the first-round interview.

Round 2: Contact the first-round candidate list and make an appointment. During the
appointment, list out questions about their knowledge of FPTE, their views and perceptions
for this position. This is the time to check about their paper in the application files such as
degree, health test, previous experiences.

Round 3: Narrow down the candidate list, select for expertise tests and trials
Round 4: Continue to narrow down until get the most suitable candidate, show the candidate
the workplace and have a conversation from the board of directors about capabilities, payroll,
rights.

Strength:

Careful in each step to choose the most suitable person for the position

Weakness:

Take a long time and cost in contacting