THE PROCESS OF RECRUITMENT AT QUANG THANH REAL ESTATE JOINT STOCK COMPANY

VIETNAM GENERAL CONFEDERATION OF LABOUR
TON DUC THANG UNIVERSITY
FACULTY OF FOREIGN LANGUAGES

INTERNSHIP REPORT
THE PROCESS OF RECRUITMENT AT
QUANG THANH REAL ESTATE JOINT
STOCK COMPANY.
Student: NGUYỄN PHƯƠNG QUYÊN
Class: 10000102 (10AV2D)
Reg.No: 01001150
Supervisor: NGUYỄN THANH PHƯƠNG
April, 2014
ACKNOWLEDGEMENTS
First of all, I sincerely thank the teachers of Ton Duc Thang University
who have created conditions for me to get this internship time. Specially, I
would like to thank my instructor Ms. Nguyen Thanh Phuong – MBA from
Ton Duc Thang University who have wholeheartedly instructed, gave me
knowledge and imparted practical experience during my internship period. I
have tried my best to implement her constructive suggestions and completed
this report in a comprehensive manner.
I am also thankful and acknowledged to my supervisor Ms. Pham Thi
Thu Hang – Director of Training and Manager of Online Sales Department of
Quang Thanh Real Estate Joint Stock Corporation for her all supports and
guidance’s. Besides, I would like to express big thanks to the staff of HR
Department who have provided me valuable documents and practical
experience. All of them helped me to complete my report timely and
successfully.
All the knowledge that teachers imparted and experiences I learned
from the staff in the company during the internship time will be baggage for
me on my career in the future.

ASSESSMENT
SCORE
Examiner 1’s full
name & Signature
Examiner 2’s full
name & Signature
In figures In words
Assessment criteria:
1. Content:

2. Organization:

3. Vocabulary, Grammar, Spelling and mechanics

Comments:











CHAPTER I: OVERVIEW OF QUANG THANH REAL ESTATE
JOINT STOCK CORPORATION.
1. Information about the company
1.1. General information of company

− Company name: Quang Thanh Real Estate Joint Stock Corporation
− Company logo:
− Address: 250 Nguyen Thi Minh Khai Street, Ward 6, Dicstrict 3, Ho Chi
Minh City
− Telephone number : (08) 38888720
− Fax: (08) 39309577
− E-mail:
− Website: quangthanh.vn
1.2. History of establishment and growth
In August 20
th
, 2007 Quang Thanh Real Estate Joint Stock Corporation
was established. Quang Thanh Real is doing business in a lot of fields,
especially in introducing new products of company to customers.
As a professional consultant and reputable distributor, Quang Thanh
Real Estate Joint Stock Corporation wants to devote and bring the success to
their partners and customers. Thereby, they want to develop Vietnam Real
market be stronger.
2. Function, missions, visions and core values
2.1. Functions:
Quang Thanh Real Estate Transaction Mark was formed with the hope
to create an effective, reliable information channel so that investors,
organizations, domestic and foreign individual can approach and carry out
property transaction quickly and safely.
Concurrently, the Company will promote the professionalism and improve
the competitiveness of products on transaction mark.
2.2. Missions:
− Gradually transform to provide diversified types of real estate services by
the most professionalism manner.
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− Continuously create, improve professionalism and do not stop providing
optimal solutions for creating the most favorable conditions to clients.
− Be a reliable, reputable connection among buyers and sellers in real estate
transaction market.
2.3. Visions:
− Become a leading business in investment and real sales professionally in
Vietnam.
− Link and strongly develop in fields of project investment and financial
project.
− Train and build the staff with dynamic, good qualifications, adapting
oneself to new markets and passionate in real estate
2.4. Core value:
Improve activities of real estate in Vietnam to a new level.
Organization structure of the companyBoard of Directors
Accounting Department
Human Resources Department
Sales person
Marketing Department
Sales Department
Personal Assistant
Project Department
3.
Picture 1.1 Organization structure in Quang Thanh Real Estate
Corporation
(Sources: Human resources Department)
The organization structure of company is arranged scientifically and
has an important role in making business operation highly efficient.
4. Resources of the company
4.1. Facilities
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− Working environment impacts significantly on the creativity and working
productivity of employees. Understanding this, Quang Thanh Real Estate
Corporation is always trying to improve facilities in the best to meet demands as
well as activities at the company for employees.
− In order to ensure the best working conditions for employees, the company’s
serve system is located in the prestigious telecommunications networks such as
FPT, Viettel. The computer system is always updated latest software that serves
the jobs.
− Offices are scientifically designed, suitable for the requirement of team working.
The rooms are equipped with lighting, modern air conditioning system.
− The company is constantly striving to build better facilities, some days the
company’s employees will be working in modern buildings.
4.2. Labor force
ChCChart 1.1 Structure of human resources in Quang Thanh
Real Estate Corporation
5. Business operation result of Quang Thanh Real Corp
5.1. Table
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As per data of Accounting Department, business operation result of the
Company in recent months as follows:
(Unit: billion VND)
October November December January Februar
y
2012
2012
2012
2013
2013
Revenue 1,632 1,894 2,133 2,583 2,822
Cost 1,202 1,417 1,615 1,972 2,198

Profit 0,430 0,477 0,518 0,609 0,624
Table 1.1 Business operation result of Quang Thanh Real Corp
5.2. Chart
Unit: Billion VND
Chart 1.1: Business operation result of Quang Thanh Real Corp
Comments: Gerneral, Quang Thanh Real Corp’s revenue is increased
every month. In October 2013, it reached 1,632 billion VND and 4 months
later, Quang Thanh Real Corp reached 2,822 billion VND. The revenue
increased by about 1,190 billion VND and the profit rose approximately 194
million VND.
6. Advantages and challenges
6.1. Advantages
− The Company operates prestigiously and has brand name in the customer’s
mind.
− Products are the low- end segment so they meet the customers’ requirements.
− Quang Thanh Real Corp has powerful and professional the staff trained before
beginning work.
− There are many solutions to solve difficulties in real estate market in 2014 and
the coming years.
6.2. Challenges
− Because of the economic crisis, investment capital in real estate is declining.
− Nowadays, the market is more fiercely competitive; the customers’ demands
increase more remarkably.
− The training programs need to be improved. And the employees’ skills are
trained by the local level, so they are not specialized.
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CHAPTER II: ANALYSING THE ACTUAL SITUATION OF
RECRUITMENT PROCESS OF QUANG THANH REAL ESTATE
JOINT STOCK COMPANY
1. Personnel policies in Quang Thanh Real Estate Company

1.1. General learning about personnel policies
1.1.1. Definition
Personnel policies define treatment, rights, obligations and relations of
people in an organization. They are blueprints by which the organization runs
– rules and procedures that protect workers and the organization from being
abused, put them in control of their job and keep them from making errors
that will hurt the organization or one another. It may be hard work to devise a
set of policies, but when situations arise that need answer, you’ll see how
helpful they are.
1.1.2. Including
Personnel policies may differ significantly from organization to
organization, but they must contain instructions and rules for dealing with
issues and overcoming obstacles that may present themselves both during
days and under extraordinary circumstances.
They touch on relations (staff/staff, staff/ administration, etc.),
expectations (hours worked schedules…), and ways of doing things (who
gets to use what equipment when, how to arrange a sick day…) that effect
employees’ life and running of the organization.
1.1.3. Types of personnel policies
These may be classified into several categories depending on (1) their
sources (originated, appealed and imposed), (2) scope (general and
specific) and (3) from (written and implied). These may be stated thus:
− Originated policies: these are established by top managements
deliberately so as to guide executive thinking at various levels.
− Appealed policies: these are formulated to meet the requirements of
certain peculiar situations which have not been covered by the earlier
policies. Such requests usually came from subordinates who fail to handle
the cases based on guidance offered be existing policies.
− Imposed policies: these are formed under pressure from external agencies
such as government trade associations and unions.

− General policies: they reflect the basic philosophy and priorities of the top
management in formulating the brand plan for mapping out the
organization’s growth chart.
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− Specific polices: these policies cover specific issues each as hiring,
rewarding and bargaining. Such policies, however, should be in line with
the basic framework offered by the general policies.
− Written policies: they spell out managerial thinking on paper so that there
is very little room for loose interpretation.
− Implied policies: they are inferred from the behavior of members (such as
dress code, gentle tone while talking to customers, etc.).
1.1.4. Advantages of personnel policies
Policies as useful instructional devices offer many advantages to the
personnel working at various levels. These are:
− Delegation: they help managers operating at different levels to act with
confidence without the need for consulting superiors every time.
− Uniformity: they increase the chances of different people at different
levels of the organization making similar choices, when independently
facing similar.
− Better control: as personnel policies specify the relationship shared
between the organization, management and its employees, they allow
members to work towards achievements of the objectives of the
organization without friction/ conflict paving the way for better control.
− Standards of the efficiency: policies can also serve as standards in the
execution of work. They enable the management to see if they have been
translated into action by various groups in the organization or not. In the
light of actual performance existing policies may be subjected to
amendments/ refinement.
− Confidence: policies make the employees aware of where they stand in
the organization and create confidence in them while controlling routine

and recurring problems. They reduce chances of misinterpretation,
misrepresentation and friction.
− Speedy decisions: policies can speed up decision making by providing a
blanket framework within which personnel decisions can be made. They
summarize past experience.
− Coordinating devices: personnel policies help in achieving coordination.
If organizational members are guided by the same policies, they can
predict more accurately the actions and decisions of others.
1.2. Personnel policies in Quang Thanh Real Estate Joint Stock Company
Policies and procedures vary from company to company, so Quang
Thanh Real Corp also has itself own some important policies. These are:
− Training and orientation
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Once hired, employees typically go through an orientation and training
process to learn about their new employer and how their job function fits into
the overall goals of the business. During this time, employees may attend
training sessions, shadow other employees, get assigned a mentor or include
training and orientation procedures in personnel policies so that new
employees understand and are prepared for their new position.
There are number of courses that the employees will be trained
without having to pay tuition at Quang Thanh, such as:
+ Vocational guidance.
+ Marketing in the real estate business
+ Skills for working with customers
− Employee benefits
The company offers employees a diverse set of benefits, including
everything from health, dental and vision coverage to short-term disability
coverage, life insurance, and employee housing and tuition reimbursement.
− Work schedule, breaks and leave
Whether a company offers flexible schedules or employees work in

shifts, personnel policies provide guidelines for when an employee should
report to the office for work and when he should leave. Personnel policies
also include the procedures for calling in sick, information on jury duty and
how time off for bereavement is handled.
At Quang Thanh Corporation, all employees’ working time is from 8
a.m to 5 p.m (from Monday to Friday) and from 8 a.m to 12 a.m (on
Sartuday).
− Salary
Title and pay are generally very important issues. Recognition and
earning money are the two main reasons most people work after all. While
employees at your company will likely have diverse salaries, including salary
ranges or a salary scale in personnel policies, where applicable will give
employees an idea of how much money they can potentially make if
promoted.
− Performance reviews and promotions.
The reasons for reviewing an employee’s performance may seem obvious;
However, the reasons for and the frequency of reviews should be part of
your personnel policies. Policies regarding reviews might make clear:
+ Who does the reviewing?
+ The standards or criteria used for reviewing the employee’s
performance.
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+ The actual form that reviews will take.
+ How often reviews occur.
+ The consequence of a positive or negative performance review on an
employee’s job and advancement opportunities.
− Terminating employment
The Company should state how employees or employers can terminate
employment at a company. The policies will outline how much advance
notice must be given and in what format, as well as information on severance

packages, returning company keys and equipment and ending access to
company records.
1.3. Recruitment policies in Quang Thanh Real Estate Joint Stock Company
The recruitment policy of Quang Thanh Real Corp provides a general
statement in respect of the equality and diversity in the recruitment process,
and provides greater detail for the following:
1.3.1. Equal opportunities in recruitment
It is against the Company’s equal opportunity policy and against the
law in many cases to discriminate either directly or indirectly on the ground
of race, nationality, ethnic origin, gender, marital status, pregnancy, age,
disability, sexual orientation, gender reassignment, and ethnicity, cultural or
religious belief.
All employees are required to comply with the requirements of this
policy at every stage of the recruitment process including production of job
descriptions, advertising material, and instructions given to recruitment
agencies, shortlisting of applications, interviewing, selection decisions and
offers of employment.
All Company’s policies and procedures reflect our commitment to
achieving and maintaining equal opportunities within the workplace. It is the
responsibility of every employee to monitor and evaluate formal and informal
practices and procedures to ensure that they do not directly or indirectly
discriminate against any individual or group of society.
Any employee who is found to be discriminating in any way during
the recruitment process will be subject to the disciplinary procedure and may
be liable to dismissal.
1.3.2. Monitoring equal opportunities, equality and diversity in recruitment.
In order for the Company to monitor the effectiveness of the
recruitment and Equal opportunity policy, it is necessary that all candidates
complete the Equal opportunity Monitoring Form. Any data which is
collected regarding gender and ethnic origin will be collected solely for the

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purpose of monitoring equal opportunities and will be held confidentially by
the Company and protected from misuse.
Personnel policies govern the ways in which staff members interact
with an organization and with one another. They protect both workers and the
organization, and set the tone for what it’s like to work in a particular place.
How well personnel policies are written can make or break the work
experience for everyone involved. The clearer those policies are, the more
closely they are tied to the philosophy and mission of the organization, the
more carefully they are drawn; and the more directly they address the
situations they are meant to govern, the more effective they will be.
2. Current situation of human resource recruitment in Quang Thanh Real
Estate Joint Stock Company.
2.1. Recruitment process
As stated earlier, recruitment process is a systematic process that
consists of various steps. Accordingly, Quang Thanh Real Corp also has a
recruitment process that comprises the following steps:
Identifying the vacancy
Preparing job description and person specification
Advertising the vacancy
Managing the responses
Short listing
Arranging interviews
Making decisions
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Picture 2.1: The recruitment process of Quang Thang Real Corp
The recruitment process of Quang Thanh Real Corp has 7 steps, each
step has a closely relation and support each other. In order to understand more
about the recruitment process of the Company, the following section will
analyze every step of this process.

2.1.1. Identifying the vacancy
It is an important step to determine that whether or not the recruitment
is necessary. It is usually based on the following grounds:
− Under the demand of the department in the Company, depending on work
situation of each department, if the number of employees does not
complete their workload, the Manager will submit a plan to Director for
recruiting more people. For example, in December 2012, the workload to
Director for recruiting more people.
− When there is any employee who retire or terminate the contact, the HR
Department will review and adjust number of employees between
departments in the Company.
− To meet some positions involving high professionals.
2.1.2. Preparing job description and person specification
The information it should contain is taken largely from job description
and person specification as set out below
− Job title
− Grade and/or salary appropriate
− Brief description of the job
− Essential requirements, such as shift work, travel…
− Any positive features, such as training prospects…
− A contact person/telephone number for further information about the job.
2.1.3. Advertising the vacancy
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Quang Thanh Real Corp always creates opportunities of developing
and promoting for their own employees (it is they can apply to vacant posts in
the Company) as well as creates conditions for staffs to introduce their
relatives or friends for working in the Company.
When there are recruitment demands, the HR Department will notice
on the Company’s internal email address and on the media (newspapers,
radio, hiring websites…)

The HR Department routinely monitors the cost and response rate of
the advertisements and, as a result, will give advice on the choice of
publications to ensure more cost-effective advertising. All vacancies will be
listed in the weekly. The aim of the advertisements is to attract suitable
candidates at the least cost.
2.1.4. Managing the response
The HR Department will receive and settle the candidates’
applications. A file will be set up for each individual vacancy and held in the
HR Department containing the following:
− Application form.
− Curriculum vitae.
− Score board or copies of relevant certificates.
− Health Certification.
The candidates will send or hand in their application directly or by
email.
2.1.5. Short listing
Shortlisting is a very important part of the recruitment process. It is the
process of deciding which applicants should be followed up with an interview
and which applicants can be immediately ruled out. Although it can be time-
consuming, it helps the Company not miss an excellent applicant or waste its
time with someone who doesn’t meet the Company’s requirements.
Once all applications have been received, and the closing date for the
vacancy has passed, the HR Department will commence to review the
applications and decide which candidates they would like to interview. They
will then send a letter or make a phone call to the short listed applicants
confirming the time, date and location to their interview.
The following is a sample short listing form that Quang Thanh Real
Corp often uses to determine suitable candidates:
SHORT LISTING FORM
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Name
of
applicant
Relevant
work
experience
Communication
skills
IT
experience
Experience
of team
work
Other
skills
0 1 2 3 0 1 2 3 0 1 2 3 0 1 2 3
When assessing each applicant and determining whether they meet the
requirements, please use the criteria below:
0 – Does not meet essential requirement
1 – Partially meets essential requirement
2 – Fully meet essential requirement
3 – Exceeds essential requirement
2.1.6. Arranging interviews
After preliminary process, a number of unsuitable applications will be
eliminated. Then, the HR Department will give suitable applicants’
information Manager to review before interview date about 2 days.
An interview is structured into three parts:
− Opening the interview and welcoming the candidates, outlining the
purposes and structure of the interview.
− The body of the interview: the fact finding part, ask questions and allow

the candidates answer.
− Closing the interview: advises the candidates when they will know the
result, thanks them for their attendance.
In the interview process, each interviewer will give their own
assessment as well as comments, and then they will exchange their comments
to make final decision.
To base one on interview results, the HR Department will notify
selected candidates of get the work. The HR Department and Manager of
departments will guide new employees the rules and policies of the Company.
New employees will have temporary period which is a month over.
After from one to two month, they will be recruited in Quang Thanh Real
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Corp if they work well. The Manager of departments is responsible for
assessing their professionals, special skills and sense of responsibility.
2.1.7. Making decision
After the interview process, panel members of Quang Thanh Real
Corp will decide to hire an individual who is fulfilling the requirements for a
job.
2.2. Factors affecting the human resources recruitment
The recruitment process of the Company is affected and governed by a
mix of various internal and external forces. The internal forces or factors are
the factors that can be controlled by the Company. The internal and external
factors affecting the recruitment process of the Company are:
Factors affecting the recruitment process
Internal factors
Recruitment policies
Human resources planning
Size of the Company
Costs of recruitment
Growth and expansion

External factors
Supply and demand
Labor market
Image/ Goodwill
Unemployment rate
Competitors
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Picture 2.2: Factors affecting the recruitment process
2.2.1. Internal factors
− Recruitment policies: The recruitment policy of the Company specifies
the objectives of recruitment and provides a framework for
implementation recruitment program. It involves organizational system to
be developed for implementing recruitment programs and procedure by
filling up vacancies with best qualified people.
− Human resources planning: effective human resources planning helps in
determining the gaps present in the existing manpower of the Company. It
also helps in determining the number of employees to be recruited and
what qualification they must possess.
− Size of the Company: the size of the Company is an important factor in
recruitment process. If the organization is planning to increase its
operations and expand its business, it will think of hiring more personnel,
which will handle its operations. Quang Thanh Real Corp is a small
business, so they still recruit personnel regularly in order to increase the
human resources and grow the Company’s operation.
− Costs: the recruitment process is very costly and as a result, small
companies often avoid expensive stages in the process. These companies
usually choose to advertise in the local radio or print media. In order to
attract candidates and save costs, Quang Thanh Real Corp publishes
recruiting advertisements in the internet through free hiring websites
(such as: internship. edu.vn, vieclam.24h.com, timviecnhanh.com) and

Facebook.
− Growth and expansion: Quang Thanh Real Corp will employ or think of
employing more personnel if it expanding its operations.
2.2.2. External factors
− Supply and demand: the availability of manpower both within and outside
the organization is an important determinant in the recruitment process. If
the Company has a demand for more professional and there is limited
supply in the market for the professionals demanded by the Company,
then the Company will have to depend upon internal sources by providing
them special training and developing programs.
− Labor market: labor market conditions dictate the availability of potential
employees. If there is a shortage of skills in the market, few candidates
will apply, and on the other hand, if there is a surplus of skills, many
applicants will be available. Both scenarios influence the recruitment
process and activities.
− Image/ Goodwill: image of the employer can work as potential constraint
for recruitment. An organization with a positive image and goodwill as an
employer will find it easier to attract and retain employees than an
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organization with a negative image/ goodwill. Image of the Company is
based on what organization does and affected by industry.
− Unemployment rate: one of the factors that influence the availability of
applicants of the growth of the economy (whether the economy is
growing or not and its rate). When the Company is not creating new jobs,
there is often oversupply of qualified labor which is in turn leads to
unemployment.
− Competitors: the recruitment policies of the competitors also affect the
recruitment process of the Company. To face competition, many a times
the Company has to change their recruitment policies according to the
policies being followed the competitors.

2.3. Evaluating current situation of personnel recruitment in Quang Thanh
Real Corp
Although the recruitment process of Quang Thanh Real Corp is not very
perfect, it is also fairly logical and scientific. This process has some strength
the following:
− It is done against a specific plan and low cost.
− The Company recruited a lot of new employees who are suitable for
planned requirements.
− Directly interview is form of employment that the Company apply to all
candidates because of its objectiveness and scientific.
− Recruitment activities are fairly and openly conducted. Recruitment
information is publicized on the intranet as well as other media.
− Assessors of Quang Thanh Real Corp are highly qualified professional
and friendly with all candidates. The interview list is quickly completed
and interview results are also sent to applicants quickly.
Besides, the recruitment process of the Company is still some
limitations:
− The Company only focuses on assessing applicants’ qualifications through
their applications. But in fact, many applications do not completely reflect
their skills.
− Recruitment process has not been renovated in order to obtain the best
results. Methods such as psychological tests, intelligent tests or written
tests are not still applied yet.
− Recruitment information which is posted in the intranet and other
websites usually has the same pattern, so the Company has not been
attracted many candidates yet.
Causes of the existence:
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− Recruitment process is lack of care and direct guidance of the Company’s
leaderships. When making this process, it lacks of embracement and

effective selection tools.
− Quang Thanh Real Corp is a newly established company so it should not
be known more like the other competitors; the value of company brand is
weak and has more difficulties in attracting candidates.
2.4. Some solutions and petitions to improve the recruitment process in Quang
Thanh Real Corp
2.4.1. Some solutions to improve the recruitment process in Quang Thanh
Real Corp
• Being more attention of the Company’s leadership.
This is a vital solution that decides the recruitment process is effective
or not. The attention of the Company will help the HR Department carry out
better recruitment activities. The Company’s leaderships need to have
adequate investments to attract and employ new employees as closely
monitor the Company’s recruitment process.
• Improving the quality of recruitment advertisement.
The Company should invest more in designing, presenting the
recruitment information and create a clear, attractive recruitment posting plan
on employment websites.
In the recruitment should add starting salary and promotion
opportunities so that candidates can get clearer images about the job post in
the future and make more accurate decisions.
• Performing well on screening applications and preliminary
interviewing.
Quang Thanh Real Corp should perform this stage more carefully in
order to rule out candidates who are unsuitable, avoid to waste manpower,
decrease employment costs and create advantages to carry out next steps
• Defining clear recruitment criteria
Recruitment criteria must be detailed and suitable so that candidates can
compare their own abilities with the Company’s requirement and decide
whether or not apply, so the Company will reduce inappropriate

applicants.
A number of criteria:
− Personal characteristics:
+ Physical fitness
+ Characters, style
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+ Sense of promotion
− Professional capabilities:
+ Specialist knowledge
+ Communication skills
+ Planning skills, analytical skills
− Experience
• Supplementing many more tests:
IQ test, EQ test, psychological test nowadays, real estate industry
has highly developed, the personnel completion is becoming more cutthroat.
Therefore, forms of test should be more carefully considered in the
recruitment process.
• Focusing on recruitment culture, especially the interview process
It is through interviews that applicants will realize the work manners,
professional skills, communication skills…of employees of the HR
Department in particular and whole employees of Quang Thanh Real Corp in
general. Thus, the Company should be interested in this problem in order to
create beautiful and impressive image in the candidates’ heart.
Making plans for recruitment
Advertising the recruitment
Receiving and settling applications
Preliminary interviews
Tests
Professional interview
Temporary period

Making final decisions
Propose a recruitment process for Quang Thanh Real Corp:
2.4.2. Petitions
In today market economy, the fair competition is a favorable condition
for enterprises to integrate easier. Business will compete more equitable in
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the game of business in the marketplace will be dominated by these elements:
the internal environment and external environment, changes, difficulties of
internal environment will be caught and adjusted easier than the external
because it is out of the control of the businesses. It can impact positively or
negatively on the business. So, it is necessary to have an advantage macro
environment to develop activities of the business. Since then, I am pleased to
give some petitions:
• To the business:
The formation of a company is hard and how to develop it is much
more difficult. Business culture is one of the most important element help
business, prevent eccentric, going against the traditional of the nation and
ensure the uniformity throughout the various departments within the
company:
− Develop organizational structure and operating mechanism of the
enterprise.
− Set up an exchange between the departments together and with the
managers to make their employees feel respected, arouse and promote the
love of business, a sense of responsibility to work, dedicate to the
enterprise.
− Form the structure of human resource management in a uniform and
efficient.
− Recruit the qualified staff, adapt to environment easily.
− Focus on salaries, bonuses and create favorable conditions for employees
to develop and self-improvement.

− Always create advancement opportunities for talent staff, let them express
themselves and contribute more to the company.
− Supporting for holding many training classes to improve employees’
qualifications.
− Have a correct and reasonable vision of each service contract with many
different partners, form a competitive price in order to maintain existing
customers and attract the new ones.
• To the government:
− Create favorable conditions for enterprises on administrative procedures,
arrange a stable ground to produce, business, and resolve the problems
and proposals of the business quickly and satisfactorily.
− Publishing the incentive policies to simplify procedures, to encourage the
developing real estate industry.
3. What has gained during internship period?
After two months as an internship student, with knowledge at school
and practical experience which gained in Quang Thanh Real Estate Joint
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Stock Corporation, helped me get an overview of the personnel recruitment
process in Vietnam in general and of the Company in particular. I realized
that Quang Thanh Real Corp has a great potential to develop in the field of
real estate though it is newly formed company. Development strategy of the
Company tends to improve the quality of services and employees’ abilities.
Since then, the Company will make good reputation in customers’ mind in
order to bring the sustainable development. In addition, Quang Thanh Real
Corp is a very young company, but it can survive in the “sea full of big
fishes”. To operate in specific field of property, human resources is a key tool
to promote services, trademark of the Company.
But what I was appreciating about Quang Thanh Real Corp is the way
use human resources in the Company and strategy’s vision of leaders who are
very profound with the guideline for sustainable development of the

Company. Hopefully, the Company will train more excellent employees in
the future and the name of Quang Thanh Real Corp will spead throughout all
customers’ mind in Vietnam
CONCLUSION
Recruitment process is getting very much importance nowadays in the
organization. It is very critical process to evaluate the human resources. It is
not an easy task as organization’s future is depends on this activity. If suitable
employees are selected which are beneficial to the organization it is at safe
but decision goes wrong it can be dangerous to the organization. Therefore,
recruitment activities need to be improves further; the recruitment process
must exactly screen candidates and know how to use recruitment methods
reasonably, skillfully and effectively.
However, because the awareness of theory and reference sources are
still limited, thus, will have the unavoidable shortcomings. So I hope you will
make suggestions to help me perfect.
Thank you very much!
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