Staff Recruitment Procedure at Tuan Thanh Thao Company Limited

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TẢI FLIE TÀI LIỆU – BAOCAOTHUCTAP.NET
1
Name: …………………….
Class: ……………………..
STAFF RECRUITMENT PROCEDURE AT TUAN THANH THAO COMPANY
LIMITED

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ACKNOWLEDGEMENTS
I would like to send my sincere thanks to the teachers of Gia Dinh University,
especially the teachers of the Faculty of Foreign Languages who have provided me
with useful knowledge which I am equipped with to set off my long journey to the
future. I express my deepest gratitude and special thanks to Miss Bui Le Co who has
given me a lot of proper guidance, effective comments and with a good support during
my internship program.
Then, I would like to express my profound gratitude to the leaders and
employees of Thai Binh Shoes Joint Stock Company, especially the staff in PD
department whose are wonderful people and professionals. They had led, helped and
gave me necessary advices and guidance during my internship period. I've learned a lot
of valuable experience and useful things.
During the period of my internship, I will inevitably make mistakes. I wish
teachers in Gia Dinh University; the person in Thai Binh Shoes Joint Stock Company
can forgive and give me many comments and suggestions that I can improve myself
further.
Last but not the least, I wish the teachers of the Faculty of English and
University of Gia Dinh the best health and happiness, so you all can teach us the true
meaning of life and made our future bright and pleasant. I also wish the leaders and all
employees of Thai Binh Shoes Joint Stock Company all the best of luck, success and
happiness in the future.
Thank You

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INTRODUCTION:
Up to now, labor has always been a key element of the country's needs. The
fostering and exploiting labor resources rationally, effectively are always given
top priority. Not every business knows how to use labor resources efficiently to
generate the highest labor efficiency.
In the era of integration as it is today, labor efficiency of employees is one of the
important elements for assessing the success between these companies. Of
course, the labor efficiency of employees must depend on so many factors and
in many conditions, different circumstances. Every business will always find
different ways to promote labor efficiency of employees to generate the highest
profit. Therefore, understanding the factors that influence the efficiency of
employees is extremely important. That is why I decided to choose this topic:
Factors affecting efficiency of employees at Thai Binh Shoes Joint Stock
Company.

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CHAPTER 1: OVERVIEW OF TUAN THANH THAO COMPANY THE
LIMITED
1.1.Brief Description of the Tuan Thanh Thao company.
Trade name: TUAN THANH THAO co., LTD
Tax code: 0303392194
Address: 609 Nguyen Duy Trinh, Binh Trung Dong Ward, 2 District, Ho Chi Minh
City
Account Number: 6280421101230015
• business license: 0303392194 - date of issue: 29.7.2004
• date of operation: 01/08/2004
• Phone: 0822427457 - Fax: 37437390
• Director: NGUYEN DUC QUE
• Active Date: 01/10/2009
Picture 1:Logo of Tuan Thanh Thao co., LTD
Field operations: the Interior distribution.
Vision: leading the field of Interior distribution segment of the Middle-senior in
Vietnam.
Mission: to shorten the distance of space and time, potential and capacity.
a core value of the company's capacity for the specific segment.
1.2.History of the Tuan Thanh Thao company.

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In 2009, comes from the idea of giving consumers in all walks of society in the House
with the Nice furniture, luxury, space suits and class, Tuan Thanh Thao company is
established to perform that mission.
Initially operated only 6-7 employees full of enthusiasm, the company has walked the
first steps on the way of demanding business challenges. Thanks to the reputation in
the business and the best efforts of our staff have helped put more and more products
are present in the family not only in Ho Chi Minh City but also in other provinces,
bring back the confidence of consumers with the company's products.
For more than 5 years of establishment and development, with disambiguation “Tuan
Thanh Thao-because of the quality of life” employees always try further efforts to
give our customers the best products and the most perfect service to be able to satisfy
all the most demanding customers.
The result is that now the company has reputation in the western provinces and Ho Chi
Minh City and other areas in General.
1.3. Functions
According to business category in the business registration license and purpose of
establishment.
- Business furniture for offices, houses ...
- Interior design.

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1.2.2 Missions
For customers:
Trading orders for a quick, quality. Implementation of the warranty service, the
customer care with the right rules and contracts. Distribution of industrial products in
order to satisfy the diverse needs of customers.
For companies:
Use capital efficiently and capital development, implement business objectives.
The mission to shorten the distance of space and time, potential and capacity. Build

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long term business strategies. Serious Executive safe mode of labor, social security,
protection of the environment at the same time attention to the interests of workers.
1.4.Organizational structure
The basic functions and tasks of the Administration
Managing Director:
Responsible for controlling and deciding all things in company including transactions,
negotiation, signing…. He has to have an overview look for all things in company, the
long term and short term goals for everyone in company. He also manages internal
policies and external policies and takes full responsibility in laws.
Sales department:
Strategy business development of the company in each stage; find potential customers
and keeps contact with old customers, records all charges, provides information and
quotations. counsels investment plan and implement the projects; chairing the
company's annual business planning in each month, quarter, year and plan short,
medium term long term, as required by the corporate leadership; statistics, General
Business
furniture
Interior design services
Accounting Marketing
Sales
Director
Human
resources
Design

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implementation of the work of production and business of the company and the other
work assigned by.
Design department:
Advise and assist the Directors carried out the work related to product design as
requested by customers, the company's requirements.
Responsible before the board of directors and customers of the outcome of the product
design.
To preside over the design and give the company's director of product approval.
Human resources
Build the structure, organization, functions and tasks of the Board room, Department,
building human resource development strategy of the company; build processes,
regulation of human activities and the organization of human activities: recruitment,
training, planning, appointment, make the right mode, emulate, reward, etc. Monitor
and supervise compliance with rules, regulations, made pursuant to the employees
disciplinary, do update, track and record management, information resources,
addressing the holiday, ...
Marketing department:
Using the media to promote products.
Marketing research and information, find out customer’s need.
Preparation of documents and forecast market revenue.
Survey of behaviors to use potential customers.
Market segmentation, targeting, brand positioning.
Develop and implement strategic marketing plans as 4P: product, price, place,
promotion;. This is the general skill of the entire process in order to incorporate the 4P
and 4C.
Accounting
Advised Directors about the company's financial activities, the Organization conducted

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the statistical accounting system that the State's regulations, good management of
supplies, the company's venture capital funds and is responsible for monitoring the use
of funds, materials and ensures that the business activities of the company.
In coordination with planning and materials addressing the procedure for liquidation of
business contracts after completion.
1.1.5. Business Operation Performance of Tuan Thanh Thao for the period 2015-
2017
Through three years of business activities, Tuan Thanh Thao achieved the profit which
in more and more increasing during three years, as in table 1.3
Table 1.1: Data of Tuan Thanh Thao Business Activities 2015-2017
Unit: VND
Items Year 2015 Year 2016 Year 2017
1- Sales revenue 25,394,877,565 40,024,986,544 45,392,876,432
2- Cost of sold goods 19,849,378,658 31,456,789,233 35,885,679,392
3 - Interest expenses 500,369,456 589,079,454 604,102,271
4 - Corporate income tax 230,567,888 305,678,943 350,564,478
5- Profit after tax 4,814,561,563 7,673,438,914 8,552,530,291
Sales and service delivery revenue sharply increased from more than 25 billion
VND in 2015 to 40 billion VND in 2016, then gradually went up to more than 43
billion VND in 2017 (Figure 1.3). This is a rewarding result for the company's staff. It
helps profit went up to 7,67 billion VND and 8,88 billion VND respectively.
Figure 1.1: Sales Revenue 2015-2017

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Costs have been also increased during three years as described in Figure 1.6.
Figure 1.2: Costs of Tuan Thanh Thao in 2015-2017
The costs of sold goods was high and has increased step by step during three
years because of increasing production and revenue. Moreover, interest expenses also
increased 3 years ago because interest rate and loans went up. Tuan Thanh Thao
-
5,000,000,000
10,000,000,000
15,000,000,000
20,000,000,000
25,000,000,000
30,000,000,000
35,000,000,000
40,000,000,000
45,000,000,000
50,000,000,000
Year 2015 Year 2016 Year 2017
Sales revenue
-
5,000,000,000
10,000,000,000
15,000,000,000
20,000,000,000
25,000,000,000
30,000,000,000
35,000,000,000
40,000,000,000
Year 2015 Year 2016 Year 2017
2- Cost of sold goods 19,849,378,658 31,456,789,233 35,885,679,392
3 - Interest expenses 500,369,456 589,079,454 604,102,271
4 - Corporate income tax 230,567,888 305,678,943 350,564,478
Costs

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borrowed more money from some banks to enlarge its business. Besides, income tax
also went up as well because of revenue going up.
Summary chapter 1

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CHAPTER 2: THE PROCESS OF RECRUITMENT AND HUMAN
RESOURCES POLICY AT TUAN THANH THAO CO., LTD
2.1.The situation personnel of Tuan Thanh Thao Co.ltd
Table 2.1 The labour structure
TT
Objective consciousness
2016 2017
Number (%) Number (%)
01 Number of employees 52 100 53 100
02 Gender
- Male
- Female
40
12
77
23
41
12
77,3
22.7
03 Age
- 20 → 30
- 31 → 40
- Over 40
24
19
9
46.15
36.54
17.31
25
19
9
47.17
35.58
16.98
04 level
-< University
- University
36
16
69.2
30.8
36
17
67.9
33.2
5 Density of labour
- Direct labor 35 67.31 36 67.92
- Indirect labor 17 32.69 17 32.08
* Analysis of the number of employees:
Number of employees of the Company in 2016 was 52 people, including 40 men,
accounting for 77% of all companies. 1 person in 2017 increased the number of
employees in the company almost stable and the change is not significant.

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* Analysis of the quality of labor
is a company active in the field of business and commercial production should
company employees in many different levels. Labor quality in the company is
expressed through the level of each employee. 2016 The company has 36 employees at
the college level accounted for 69.2% less than the total number of employees is
maintained in subsequent years. Number of employees with university degrees
increased to 1% of the total, accounting for 33.2 employees,
We can see the quality of the Company employees is almost not changed much in the
last 2 years.
* Analysis of the age of labor
In the company, the workforce from 25 to 30 years old make up the majority, then to
the workforce from 31-40 years old. Ranked 3rd in the company's workforce over age
40. Overall labor force at the company did not change much in terms of quantity and
quality. In total, the number of labor workers aged 20-30 accounted for the relatively
high rate of the advalvetages of this is a company in the service industry requires
dynamism, creativity and youth.
2.2 The process of recruitment at Tuan Thanh Thao Co., Ltd
2.2.1 Purpose of recruitment
 Recruiting is the process of finding and attracting capable applicants for
employment.
 Encouraging a good number of candidates to apply for the organizational
vacancies.
 Creating a talent pool of prospective candidates that enables the selection of
best candidates to suit for the organizational need.

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 Increasing organizational and individual effectiveness in the short and long
term.
2.2.2 The steps of recruitments
Please see seven steps recruitment process, which outlines the key steps.
Step 1: Identifying recruitment needs
- Planned: The needs arising from changes in organization and retirement policy.
- Anticipated: Anticipated needs are those movements in personnel, which an
organization can predict by studying trends in internal and external
environment.
Interaction guide
Hiring decision
Checks again
Interview candidates
Collect and research record
Notice of recruitment need
Identifying recruitment needs

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- Unexpected: Resignation, deaths, accidents, illness give rise to unexpected
needs.
Step 2: Notice of recruitment needs
Usually the employer information will be updated in the company website
or pasted on the bulletin board of the company and announced within the
company or will be sent to the Office of introducing the work of the press, the
job Center. Content includes: company name, title of work need employment,
required qualifications, age, gender, health, language, experience, the necessary
documents, the time limit for filing, contact address.
Step 3: Collect and research the records
After the posted vacancy, the reception will receive profiles of candidates.
Then the Director would proceed to conduct and process profiles of the
candidates after they have collected, and compared with the requirement of the
Department, if not sufficient to recommend the addition or removal. According
to the regulations of the company, including: job application job applications,
resumes, diplomas, training certificates, birth certificate, health certificate and
accompanying candidate information sheet when applicants submit the
application documents. Ends the process of receiving records, administration-
personnel will inspect the selection of candidates through resumes. Then, will to
plan specific to the time and place of interview notifications to candidates for
each requirement.
Step 4: Interview candidates
Usually, the head of the HR Department will direct the interview.
Interviewer can used flexible questions fit each specific candidate in order to
examine more thoroughly the candidates. During the interview, the Board
interview the company always pay attention to the candidates feel confident and
be respected and attention adjust professional conversation.

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This interview helps candidates to exchange of ideas and information and give
testimonials. The end of this process the HR staff will report the results of the
evaluation of the candidates to Director.
After the interview is completed, the candidates write an article think about the
interview then send it to the Director for review.
Step 5: Checks again.
After round of interviews with candidates, interviewer will follow up with
candidates to hear feedback and also gather more information candidates at this
point. The interviewer will work with HR team to decide between additional
interviews of other candidates or making an offer.
Step 6: Hiring decision.
Based on the assessment of the candidates that the Head of HR had results,
the Director will make the decision to accept or not accept the candidate to work
at the company. After the candidates meet the requirements that have been
approved by the Director, the recruitment staff will conduct:
- Inform candidates who meet the requirements and the time to start working.
- Besides send mail thanks to for candidates who do not meet the requirements
expressed goodwill to the interest of the candidate with the company.
Step 7: Interaction guide
- Introducing the system in a company.
- Arranging work for new employees.
- Helping employees access to new job.
Table 2.2: The result of process recruitment third quarter 2017
(Unit: Person)

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Ordinal Position Department
Month
7 8 9
1 Accountant Accounts
Department
6 5 7
2 Salesman Sales
Department
3 7 3
Amount 9 12 10
( Sources of supply: Human resources department )
2.2.3 Sources of recruitment
Some of the most important methods of recruitment are as follows:
 Internal sources:
Internal sources refer to recruitment from the present work force of the
enterprise itself. If there is a vacancy in the enterprise at any time, someone
already working in the enterprise in promoted or transferred, as the case maybe.
Filling vacancies form own existing employee’s boosts the morale of the
employees because they look forward scope and avenues for their career
advancement.
Advantages:
 Cheaper and quicker to recruit
 People already familiar with the business and how it operates
 Provides opportunities for promotion with in the business–can be motivated
 Business already knows the strengths and weaknesses of candidates.
Disadvantages:
 Limits the number of potential applicants
 No new ideas can be introduced from outside

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 May cause resentment amongst candidates not appointed
 Creates another vacancy which needs to be filled.
 External sources:
The human sources external is an enterprise can options to recruitment his
candidates broadly. It is classified into:
 Referrals candidates: Many a times, the existing employees of the enterprise
and other sister organizations can to present suitable candidates. In this case,
kinship, friendship and village ties of the existing candidates expectedly play a
major role in the recruitment process.
 Recommendations: Sometimes the entrepreneurs receive recommendations
from their friends and relatives to employ the persons known them. The
experience suggests that the entrepreneurs need to be cautions in considering
such recommendations.
 Advertisement: the entrepreneurs can use advertising to interview candidates,
they advertise their vacancies in the newspaper, magazines, television, radio,
internet… This manner ensures wider and better choice for entrepreneurs to
recruit the candidates.
Advantages:
 Outside people bring in new ideas
 Larger pool of workers from which to find the best candidate
 People have a wider range of experience.
 Create new opportunities for job seekers and experience employees.
 High productivity
Disadvantages:
 Longer process
 More expensive process due to advertising and interviews required

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

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Table 2.2 The number of employees of the Tuan Thanh Thao Co., Ltd in
2017
Department Quantity Qualifications Age
Directorate 3 University 50 - 55
Sale
department
34 University,
College…
22 - 45
Accounts
department
15 College,
Intermediate
school……
22 - 30
Branch 40 University,
College,
Intermediate
school…
25 - 47
(Sources of supply: Administrative Department)
2.3 Strengths and weaknesses of Tuan Thanh Thao Co., Ltd
2.3.1 Strengths
 On recruitment process: although not yet perfected but the recruitment
process of detailed company and science. This issue help for filtering
companies are highly qualified personnel, in accordance with work
requirements. Thanks to good recruitment process that in the past the
company always ensure adequate numbers of staff to meet work
requirements.
 On determining the needs recruitment: the company based on the job
description, determine the excess work people, missing people through the
head of the Department to determine the number of the standard, the need to

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recruit. So that the company always has the quick, timely decisions with real
needs, to ensure all activities are settled.
2.3.2 Weaknesses
 The grounds for recruitment was not performed well, the company does not
regularly established HR recruitment plans, in many cases when work arises
when conducting recruitment to fold, this leads to passive condition, reduces
the ability to attract skilled employees. So the company has lost a staff
member.
 On the other hand, labor at large companies personnel resources are mostly
direct labor groups such as: protection, driver, driver side. Therefore, after
the recruitment companies have to take some time to vocational training for
them, this will increase the company's costs.
 The application of form of payment by volume, quality of work, besides the
above advantages, still has the existence of certain limitations. Because the
company has applied forms of payment by volume, quality of work, but the
average salary of workers are higher than those in other companies.
 Payment form according to the assigned tasks associated with the results of
the company's business and production with respect to staff members, in
addition to the above advantages, still has disadvantages such as assigning
jobs for workers will occur the following situation: When workers get more
workload but have less time or less workload but more time, it will lead the
workers will not complete the job on time or cause the waste of time.
Summary chapter 2

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CHAPTER 3: RECOMMENDATIONS AND CONCLUSION
3.1 Recommendations
3.1.1. Diversify recruitment sources
In the time it took over the company's recruiting has had good results, provided
the labour needs of the company, but recruiting only in the internal ones are employees
of the company introduced and some outside. so that has not attracted a high quality
labour market which made the company suffered misses many opportunities to choose
the good. the current recruitment of the company consists of two main sources are
sources inside and outside the
• applicants from internal company
The company is very interested in this internal labor and special priority to
internal labor if the candidates inside and outside of the same level. This priority is
unfounded because the company was aware of the advantages of recruiting in this
fashion. However when using these jobseekers from internal company takes effective
measures to overcome the limitations of it. This recruitment may have the following
restrictions:
labour has grown accustomed to the old job, so little creativity in your work
in a new job. This problem is very dangerous when companies are in the stage of
operation less efficient, causing stagnation and adverse consequences for the company.
To remedy this situation the company need technical training before starting work.
When internal recruitment is successful employees have promotion
opportunities, also for those employees not hired will have non-uniform phenomenon,
Ranger puzzle, not internal solidarity in case they have equal skills and competencies,
but recruitment needs are limited.
To overcome this limitation, the company needs to do well in ideological
education, stated clearly why they cannot be employed and will prioritize them in the

23
next recruitment to be psychologically comfortable and reassuring. This issue also
encourages them to strive to help them have more motivation for them to devote more
In recruitment records need to have personal information: age, health,
education, expertise, special abilities
human development profile includes information about: the level of
completion of the present work, the possibility of promotion, the training was over, ...
human reorder records was the diagram human reorganization.
the fact the company has not done good work to build and collect the full
information of the types of records. The Director only concern the job vacancies and on
the recommendation of the staff in the Department, this problem inevitable
imprecision, sometimes subjective. So, companies want to exploit the efficiency of
internal recruitment recruits need to establish fully the aforementioned profile.
• candidates from outside
This is the source of a contingent of high-quality labor for businesses and is also
rich in terms of both quality and quantity, enterprises are also easily attract personnel
from outside
the last time the company's Star Director, South Vietnam were aware of the
advantages of recruiting personnel from outside and has tried in the recruitment of
labour from outside. However when recruiting from outside the new company is based
mainly on the recommendation of friends, employees in the company, employment
referral center, the labor supply company and a number of candidates applying to the
self. Thus led to the restrictions on the number and quality of candidates to participate
in the recruitment process. So, the desire to get good staff, the company needs to
diversify
3.1.2. the recruitment process innovation

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Personnel recruitment purposes effectively, the last time the company was
building a recruitment process consists of six steps and follow the order 6 steps.
However some steps did well still have the remain steps the downside, the company's
recruiting process is still incomplete and so that the result is still a number of
limitations. So to make further steps in the recruitment process in order to enhance the
work of recruitment company I recommended a number of comments in order to
complete the steps in the recruitment process and I recommended a new recruitment
process. Targeted search was the most suitable candidate for the job, the company
should complete the steps in the following procedure:
Diagram 3.1: site map recruitment process
New recruitment process consists of 8 steps, in comparison with the old
recruitment processes of the company more than 2 steps, that is the step to check the
health and labor evaluation step. But each step of the recruitment process the new
change aims to improve further the quality of the work of HR jobs in the company.
3.2.The conclusion
Careers in the business usually starts when the recruitment replacement can not
be performed. So, the quality of the special attention required personnel to be able to
recruit the most suitable candidates with the criteria. Different businesses will have the
personnel recruitment methods vary depending on the economic component, the field
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25
and the scale of the active businesses, ... However, the recruitment process of the
business are the same as the desire to employ talent and retaining long-term talent with
business, and the company also is no exception. recruitment process undergo the
interview round basic to professional, time trial, do post harvest after the time trial, the
company is eager to find skilled employees and ethics for his business. This is the most
important goal of the Tuan Thanh Thao company
some recommendations improve quality of jobs at the company, I hope that will
help the company had many improvements in recruitment processes to get the qualified
personnel, in accordance with the company's culture and the like dedication,
commitment, contribute to promoting development company

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REFERENCES
1. Nguyen Dinh Khuong, "Human Resource Management", Labour Publishing House,
2006.
2. Duong Huu Hanh, "Human Resource management", Labour Publishers – Society
3 Author, Summary of results of customer surveys outside survey.
4. Le Van Tam, "Strategic Management Curriculum", Statistical Publishing House, Ho
Chi Minh City, 2000.
5. Nguyen Cao Van, "International Human Resource management Curriculum,"
Education Publishing House, 1997

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